" The Effect of Demographics variables on the Organizational Citizenship Behavior of employees in Finance sector with special reference to Banking sector in Lucknow " (original) (raw)

The Effective Factors towards Organizational Citizenship Behaviour in Banking Industry

Organizational citizenship behaviour (OCB) has experienced understated definitional reviews since the concept was invented in the 1980s. Nonetheless, the concept rests the same at its essential. The concept of OCB is meant anything that workers select to attain, impulsively and of their consensus, which over and over again lies separate of their definite predetermined responsibilities (Bies 1989). Organizational citizenship behavior or organizational citizenship behaviour (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. There is another definition which describes organizational citizenship behavior as a concept that includes whatever thing affirmative and positive that workers do, of their particular preference, which helps co-workers and supports the corporation. Generally, workers who repeatedly participate in OCB may not continuously be the topmost players (nevertheless they could be, as job presentation is connected to OCB), however they are the individuals who are recognized to „go the additional mile‟ or „go overhead and beyond‟ the lowest efforts compulsory to do only acceptable work. Therefore, any organization will get advantages from encouraging workers to participate in OCB, as it has been revealed to upsurge efficiency, productivity and consumer gratification, and decrease prices and proportions of incomings and absenteeism (Podsakoff et al. 2009; Zaghini et al. 2015)

Antecedents and Consequences of Organisational Citizenship Behaviour (OCB)

… Journal of Contemporary …, 2012

Organizations want and need employees who will do those things that aren't in any job description. And the evidence indicates that those organizations that have such employees outperform those that don't. As a result, some human subject studies are concerned with organizational citizenship behavior as a dependent variable. Organizational citizenship behavior (OCB) means individual behaviors that are beneficial to the organization but not directly recognized by the formal reward system. Though there are research studies that provide the domain of OCB and its effects on the organizational performance but they have varied viewpoints and are inadequate. The present paper is an effort towards this direction. The main objective of the paper is to build grounding for analyzing the impact of OCB on various organizational performance measures through various propositions based on antecedents and consequences of organizational citizenship behavior. The authors have described the antecedents of OCB from comprehensive perspective, which include role clarity, leadership, organizational commitment, organizational justice and individual traits. The impact of these antecedents is correlated with five organizational performance parameters namely reduced turnover, reduced absenteeism, employee satisfaction and loyalty, consumer satisfaction and consumer loyalty. The paper also stressed on the need to asses the influence of age, gender and experience on OCB, which have been the main lacunae in the existing literature on OCB. Moreover, the present paper proposed an endeavor to incorporate three dimensions viz: age, gender and experience to assess their influence on OCB

ORGANIZATIONAL CITIZENSHIP BEHAVIOR: ITS DEFINITIONS AND DIMENSIONS

Organisational Citizenship Behaviour (OCB) is a term that encompasses anything positive and constructive that employees do, of their own choice, which supports co-workers and benefits the company. Typically, employees who frequently engage in OCB may not always be the top performers, but they are the ones who are known to 'go the extra mile' or 'go above and beyond' the minimum efforts required to do a merely satisfactory job. Theory and research on OCB has presumed OCB as set of desirable behaviors that contributes to the organizational effectiveness. So far OCB has been indicated as one of the precursors of organizational performance. However, the precursors of OCB are not thoroughly investigated. This study explores various existing definitions of OCB and then examines the dimensions of OCB.

Organizational Citizenship Behavior-Definition , Determinants and Effects

2017

In this paper, it is considered the phenomenon of organizational citizenship behavior from the time when the concept appeared in the literature until now, its definition and changing nature. Also, it is analyzed the relation between OCB and other related concepts, its connection with organizational culture, attitudes, values, etc. Through analyzing concept essence, it is explained the possibility to manage this kind of a behavior and especially leader`s role as motivation factor to engage in OCB. Analyze is based on sixteen scientific articles related to the organizational citizenship behavior. The OCB concept is relatively new in the literature so it needs to be further examined because there is possibility to develop it.

Pengujian Validitas dan Reliabilitas Konstruk pada Organizational Citizenship Behavior

HUMANITAS, 2018

The purpose of this study was to test the construct validity and reliability of OCB scale, to determine the contribution of these aspects and indicators to measure variables OCB and confirming the hypothesized models that match the model with data through Second order confirmatory factor analysis (2nd Order CFA). This study involved 202 employees in organization X as samples that were chosen through non-probability sampling with convenience sampling. Linear Structural Model (LISREL) version 8.71 of Joreskog and Sorbom was used to analyze the data. The result showed that the aspect of conscientiousness, altruism, civic virtue, sportsmanship, and courtesy is able to reflect the variable OCB positively, valid and significant, supported by behavioral indicators of each aspect. Theoretical model of OCB fit with empirical data. OCB aspects are valid, significant and reliable to measure OCB employees. The most dominant aspect that reflects OCB is altruism and the weakest aspect is sportmanship.

ANTECEDENTS& CONSEQUENCES OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR-AN OVERVIEW

International Journal of Management, IT & Engineering, 2017

Organizational citizenship behaviour (OCB) is the behaviour that an employee voluntarily engages in, that promotes the effectiveness of the organization but is not explicitly rewarded by the organization. This paper follows the method of extensive literature survey to examine the dimensions of OCB construct and explore the antecedents and consequences of organizational citizenship behaviour .This also look into various tools used to measure OCB. This can enable the organizations to understand the role of OCB in increasing the organisational effectiveness keeping in mind the negative consequences and positive consequences of OCB and resulting in better performance of business organizations

Organizational Citizenship Behavior Dimensions in Indian Companies

In today’s global competitive world, every organization wants to have excellent employees those who do not only work hard but also display good traits, cooperative nature , tendency to work in team to achieve organizational goal . Organizations are encouraging their employees to engage in Organizational citizenship behavior .The present study is an attempt to find out various dimensions of organizational citizenship Behavior existing in Indian companies. All together four hundred ten respondents participated in the study from middle to higher level of the organizations. The principle axis factor analysis revealed five dimensions of OCB , namely- sportsmanship, altruism, courtesy, civic virtue, conscientiousness which is being used in Indian organization .

Factors Affecting Organizational Citizenship Behavior: A Literature Review

Proceedings of the Proceedings of the 1st International Conference on Economics, Management, Accounting and Business, ICEMAB 2018, 8-9 October 2018, Medan, North Sumatra, Indonesia, 2019

This article aims to examine the factors that influence organizational citizenship behavior (OCB). OCB relates to the effort used by one employee to do extra things in the organization. OCB can influence organization performance and contribute to organizational successfulness. OCB includes organizational compliance, organizational loyalty and organizational participation. The factors that influence OCB are job satisfaction, leadership, and organizational climate. Through job satisfaction that is felt by employees, effective leadership, and a positive organizational climate, employees will be willing to do more than just formal tasks and deliver performance beyond organizational expectations.