Organization Citizenship Behavior for Organizational Performance

Topics: Organizational studies, Organizational citizenship behavior, Organization Pages: 15 (3202 words) Published: May 3, 2014
Organization Citizenship Behavior For Organizational Performance

BUS2010 Organizational Behavior

Term Members

Section 2
Group 5

Date of Submit: 29th April 2013
Date of Presentation: 17th May 2013

CONTENTS
PAGE Introduction……………………………………………………………………….…1 Low Organizational Citizenship Behavior for Organizational Performance…….….2 Excessive Organizational Citizenship Behavior for Organizational Performance….4 Suitable Organizational Citizenship Behavior for Organizational Performance ...…6 Conclusion……………………………………………………………………….…10 Recommendations……………………………………………………...…..…11 Group Learning Refluences………………………………………………………….11 References

LIST OF ILLUSTRATUIBS
TABLE PAGE 1. Ordinary Least Squares Regression Parameter Estimates for Work Crew OCBs on Quantity and Quality…………………………………………9

Introduction
Nowadays, the growing number of companies and researches have focused on and had the argument about the organization citizenship behavior for the organizational performance, especially the way of organization citizenship behavior affecting organizational performance. Some of them believe it in an easy way that the more attention is paid on organization citizenship behavior, the better organizational performance will be. However, in the reality working environment, is it really like what we believe? First of all, it is necessary to know what organization citizenship behavior is. The discretionary behavior that is not part of an employee’s formal job requirements, and that contributes to the psychological and social environment of the workplace, is called organization citizenship behavior. That is to say organization citizenship behavior has four characteristics: (1) a spontaneous behavior; (2) contribution to workplace; (3) based on finishing own duties; (4) no direct relationship with salary. According to Organ (1988), there are five dimensions for organization citizenship behavior: Altruism: help others to accomplish organizational task or share responsibility for the duties of absent employees; Conscientiousness: it is the action that beyond the minimal requirements of an organization, like having not unnecessary rest; Sportsmanship: employees are willing to undergo the workplace condition which is worse than they expected with no complaints; Civic virtue: it is the action that employees are would like to take the responsibility of joining and paying attention to the organizational politics. Courtesy: an action to prevent the work from relevant problems, for instance, the behavior impacting on others. Besides five dimensions of Organ, there are also Podsakoff’s seven dimensions and Graham’s four dimensions. In fact, most of those concepts have many overlaps. That also can say organizational citizenship behavior cannot be explained by only one dimension. For organizational performance, it comprises the actual output or results of an organization as measured against its intended outputs. A high organization performance brings better profits to the organization. So it attracts much attention from the managers. The factors can affect the organizational performance are a lot, such as organizational citizenship behavior, job satisfaction and so on. That is to say, organizational performance cannot be decided by sole factor. To explain the way of organizational citizenship behavior how to affect organizational performance, it does not have a certain and sole answer. The reason is that organizational citizenship behavior seems like a double-edged sword. In order to explain it in detail and clearly, the following will illustrate it in three parts: (1) lower organizational citizenship behavior; (2) suitable organizational citizenship behavior; (3)...

References: Bush, M. S., & Jiao, C. (2011). Including organizational citizenship behavior in performance evaluations: An investigation of employee reactions. International Journal of Business and Management, 6(10), 50-58.
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
Shen. Z, Wang E, (2004). Review of Contextual Performance. Advances in Psychological Science 2004, 12(6), 924-931.
Yao.Y, Xiao. S. (2006) Correction Between Organizational Citizenship Behavior and Employee’s Working Performance. Chinese Journal of Management Vol. 3, No. 3 May 2006.
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