Presentation by Arab Academy for Banking and Financial

Ayman Bedeir abdulwahab Sciences

Organizational Behavior| Dr.Christine Karmy

ORGANIZATIONAL
CITIZENSHIP BEHAVIOR: ITS
NATURE AND ANTECEDENTS
 Page 02 of 17 Arab Academy for Banking and Financial Sciences

Abstract
theory and research on Organizational Citizenship Behaviors (OCB)
has presumed OCB as a set of desirable behaviors that contributes
to the organizational effectiveness. So far OCB has been connoted
as one of the antecedents of organizational performance. However,
the antecedents of OCB are not thoroughly investigated. This study
explores various existing definitions of OCB and then examines the
dimensions of OCB. Based on the discussion on the dimensions of
OCB, a number of antecedents were identified. When the
antecedents are known, managers would be able to promote OCB
among their employees for better performance.
Presentation by Ayman Bedeir
Page 03 of 17 Arab Academy for Banking and Financial Sciences
Organizational Behavior| Dr.Christine Karmy

Overview Organizational citizenship behavior, job satisfaction,

organizational commitment and role perceptions

04 Introduction 09 Antecedents of OCB 14 Hypothesis

05 Introduction 10 Framework 15 Conclusion

06 THE CONCEPT OF OCB 11 Hypothesis 16 Recommendation

07 Definitions of OCB 12 Hypothesis 17 References

08 Dimensions of OCB 13 Hypothesis

 Page 04 of 17 Arab Academy for Banking and
Financial Sciences

Introduction
The purpose of this study is to offer a framework to comprehend the antecedents of
OCB in a better way. Such a framework should provide a means of understanding the
various findings produced by numerous empirical studies related to the antecedents of
OCB. This study will first discuss the concept of OCB comprehensively.
Then a clear and precise definition of OCB will be presented.
After that the dimensions of OCB will be explored, and the antecedents of OCB will be
identified for model building.
 Page 05 of 17

Introduction
organizational citizenship behavior (OCB) is referred as set of discretionary workplace behaviors
that exceed one’s basic job requirements. They are often described as behaviors that go beyond
the call of duty.
Research of OCB has been extensive since its introduction nearly thirty years back.
The vast majority of OCB research has focused on the effects of OCB on individual and
organizational performance. There is consensus in this particular field that OCB addresses silent
behaviors for organizational enterprises.
Successful organizations have employees who go beyond their formal job responsibilities and
freely give of their time and energy to succeed at the assigned job.
Such altruism is neither prescribed nor required yet it contributes to the smooth functioning of the
organization.

Presentation by Arab Academy for Banking and Financial Sciences

Ayman Bedeir Organizational Behavior| Dr.Christine Karmy
THE CONCEPT OF OCB
Page 06 of 17

While there is total agreement on the existence of OCB, there is much

less convergence on the theoretical underpinnings of these desired
behaviors.
OCB was the proposed construct coined by Organ during his initial
attempt to understand these as-yet-unnamed behaviors.
This work has led to various studies examining a variety of predictors
of OCB, including job satisfaction, organizational commitment, and
perceptions of justice.

Arab Academy for Banking and Financial Sciences

Definitions of OCB
Page 07 of 17

The willingness of participants to exert effort beyond the formal obligations dictated
by their positions has long been recognized as an essential component of effective
organizational performance. For example, more than a half century ago, Barnard
(1938) stated that the willingness of individuals to contribute cooperative efforts to
the organization was indispensable to effective attainment of organizational goals.
Barnard elaborated that efforts must be exerted not only to perform the functions
that contribute to the goals of the organization but also to maintain the organization
itself. Individuals differ in their willingness to contribute to the “cooperative system”,
and this individual differences in behavior cannot be explained by individual
differences in ability. Maintaining the organization could be interpreted to up-lift the
organization by exercising discretionary ownership.
 Page 08 of 17

Dimensions Co
of OCB tr u i s m
ns
ci
e
A l ne nt
ss iou
s

n
ts m a
OCB
s h ip

ue
Spor

ir t
cV
vi
Courtesy

Ci
OR
Gestures
Presentation by Ayman Bedeir
 Page 09 of 17

Antecedents of OCB
a wide range of employee, task, organizational and leader
characteristics are consistently found to predict different types
of OCB across a range of occupations.
The search for a host of reliable predictors of OCB has been
increasing during the last two decades, during this time span
the researchers tried to figure out various behavioral direction
when there is little expectation of formal rewards, it would seem
logical that affective commitment drives those behaviors that
do not depend primarily on reinforcement or formal rewards.

Presentation by Arab Academy for Banking and

Financial Sciences
Ayman Bedeir
Page 10 of 17 Proposed Conceptual Framework

Role
perceptions OCB

Job organizational
satisfaction commitment
Page 11 of 17

Hypothesis
There is significant relationship between Job
satisfaction and organizational citizenship
behavior

There is a positive relationship between the attitude of

organizational commitment and organizational
citizenship behaviors of employees.

Presentation by Arab Academy for Banking and Financial Sciences

Ayman Bedeir Organizational Behavior| Dr.Christine Karmy
 Page 12 of 17
organizational commitment (OC) is defined as the relative
strength of an individual’s identification with and
involvement in a particular organization. Organizational
Colloquially, it can be considered that commitment is the same Commitment and
OCB
as the employee’s membership of the organization.
Organizational commitment exemplifies an employee’s
relationship with the organization.
It is a mental state whichhas repercussion on the employee’s
choice whether to or not to maintain his membership in the
organization.
To feel greater organizational commitment, employees must
accept and sincerely believe in the company’s values, make
efforts to serve it, and enjoy being a member of it
the subject literature clearly indicates the correlations between organizational
commitment and Organizational Citizenship Behavior Studies confirm that this
affective nature of organizational commitment is most correlated with OCB but
it is important to take into account the other forms of commitment that can be
present at the same time for the same individual. Presentation by Ayman Bedeir
Why should you care Page 13 of 17

about job satisfaction?

Job satisfaction is a construct that can
be used to drastically improve
organizational policies.
Job satisfaction is linked to improved
performance, the more satisfied
employees, the better their performance,
the better organizational output.

Presentation by Ayman Bedeir

What is role perception in Page 14 of 17

organizational behavior?
Perception is one of the most important cognitive
behaviors of the human beings.
Perception is fundamentally a psychogenic
process. It is the primary instrument using which
individuals discern about their proximate
environment.
Role perception is a process by which individuals
pick up, co-ordinate and translate the sensory
stimulus into significant information relating to
their work environment.
Perception lies at the base of every human
activity.
Presentation by Ayman Bedeir
 Conclusions
Page 15 of 17 Arab Academy for Banking and Financial Sciences

*it is concluded that job satisfaction and organizational commitment have

positive and significant effect on OCB.
*We did not study the dimensions of OCB in detailed, because the measurement
of OCB using specific dimensions did not provide any clear advantages.
*The study supports the previous literatures findings job satisfaction has positive
relation with organizational commitment and OCB and organizational
commitment has positive relation with OCB.
*This study also found that in this case, organizational commitment mediated
the relation of job satisfaction and OCB.
*Organization who wants their employees develop higher OCB,should focus on
the human resources policy which related to the raise the job satisfaction and
organizational commitment.
*More satisfied and more committed employees tend to exhibit higher OCB.

Presentation by Ayman Bedeir

 Page 16 of 17

Recommendations
Recommendation 3
Recommendation 1
Should pay attention to human
Institutions to measure
relations within the organization
the level of job satisfaction among workers in order to create
among workers. an atmosphere of cooperation.

Recommendation 2 Recommendation 4

Try to stand on the factors and Clarify the concept of the

elements that will work to workers and the dimensions of
create situations of job organizational citizenship
satisfaction among workers. behavior.
 References
Page 17of 17 Arab Academy for Banking and Financial Sciences

1. “Perception and Personality in Organisations”, BUSN 2007,

http://teaching.fec.anu.edu.au.
2. Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). “Interactive
effects of personality and perceptions of the work situation on workplace
deviance”. Journal of Applied Psychology, 89, 599- 609.
3. Bateman, T.S. and Organ, D.W., (1983). Job satisfaction and the good soldier:
the relationship between affect and citizenship. Academy of Management
Journal, 26, 587-595.
4. Borman, C. W., Penner, L. A., Allen, T. D. and Motowidlo, S. T. (2001), “Personality
Predictors of Citizenship Performance”, International Journal of Selection and
Assessment, 9(1/2): 52-66.
5. Organ, D.W. Podsakoff, P.M.; MacKenzie, S.B. Organizational citizenship behavior: Its
nature, antecedents, and consequences. Pers. Psychol. 2006, CrossRef 6. Nezakati,
H.Asgari, O.Karimi, F. Kohzadi, V. Fostering Organizational Citizenship Behavior (OCB)
Through Human Resource Empowerment (HRE). World J. Manag. 2010.
6.European Journal of Business and Management Vol.7, No.30, 2015

Presentation by Ayman Bedeir

Presentation by Arab Academy for Banking and Financial
Sciences
Ayman Bedeir Organizational Behavior| Dr.Christine Karmy

Thank
You!