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The Dimensions And Antecedents Of Organizational Citizenship Behavior (OCB) Add in library

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Question:

Describe about the dimensions and antecedents of organizational citizenship behavior (OCB)?
 
 

Answer:

Literature Review

1.0 Introduction

In this, literature Review is the division where researcher discusses numerous method and theory that previously available, as per the chosen research topic. Conversely, for this exacting study, researcher analyzes numerous, available journals in order to maintain the chosen topic for research and perform a particulars analysis.

1.1   Organizational Citizenship Behavior and Job Satisfaction

This exact study is planned to determine the element of the organizational citizenship behavior (OCB). On the other hand, it also analyzes the details that connected with the OCB. This study represent that the inherent and exhalent, job approval that are very much significant in conditions of predicting the organizational citizen behaviors. The key planning of this exacting journal are the organisational citizenship behaviour, fulfilment of job, etc (Toga, Khayundi and Mjoli, 2014). The investigator of this study investigates the result of two element of job approval i.e., inherent and exhalent. On the other hand, the two measurement of Organisational Citizenship Behaviour that is OCBI and OCBO. To classify the information, social exchange theory is used by investigators, to analyse the particular journals. The norm and form of social exchange theory clarify the similarity between their employees and their organization. With the help of this journal, the investigator identify the OCB is one of the official payment system process. OCB allow the organization to include with the business industry that will allow the organization to cumulate as well as to encourage the performance which are useful for the organisation. They also say that OCB is the procedure which generates achievement for the organization during engage employees in one association. On the other hand, they dispute that Organisational behaviour aimed at the employees towards individual. Organisational citizenship behaviour also allows the employees to execute their work within the workplace of an organisation. Also, OCB helps to identify the problems which are related with the organisational success and growth. Moreover, researcher discuss that OCB also help to guide their employees and help them to prepared for the organization, and organisation’s also possess their viewpoint such as expand the product which are related to supply issues. Organisational Citizenship Behaviour helps in applying the procedures for an organisation as a whole. As per the, view point of job satisfaction of the employees, inside the workplace of the organisation which are related numerous factor in both mentally and physically to the employees.  It was cite that OCB also contribute numerous method towards the employees in conditions of generate profit for their individual (KENNEDY and FISS, 2006).

As per related to the case study, sampling methods which are chosen by the researcher is probability sampling method. This process helps to accumulate the primary data.  In terms of assembling the primary data, librarian of the University of Kebangsaan Malaysia was chosen for the interview with 60 staffs, and also with the help of primary data researcher develops 79 questionnaires for the respondents that directly connected to the chosen topic. Question is base on bilingual model. With the help of interview and survey process data were composed. Researcher used the interview process which helps to collecting information associated with the case study. Quantitative data are use to examine this method. With the help of the questionnaires, value of OCB is very important and successful factors about satisfaction of job for the employees. This study proves the high internal uniformity is the most precious aspect of job satisfaction of the employees in any organization. The researcher of this journal indicates that inherent job satisfaction of employees is completely and considerably related with the Organisational Citizenship behaviour. Alternatively, this study also recognized that job satisfaction of exhalent is personally close with the Organisational Citizenship Behaviour (Toga, Khayundi and Mjoli, 2014).

 

1.2 Evaluation of Organizational Citizenship Behavior and Job Satisfaction

As per this journal article, state that OCB and job satisfaction is somehow estimate in many organizations. The researcher symbolize that for employees, level of job satisfaction is to be high in conditions of generate success toward their organization in future. For an organization, customers and employee are extremely important part. On the other hand, employee job satisfaction permitted organization to satisfy their customer and help to increase their chance. The entire study represents the job satisfaction of employees in the organization and helps the organization to accomplish their goals and objectives. Employee’s enthusiasm and satisfaction levels are extremely important to produce higher constancy and production in organization. Measurement of OCB helps to satisfy their employees and their roles in the workplace. OCB is the solution for the employees and assist them to satisfy in the place of work (Boiral and Paillé, 2011).

To categorize the success of organizational citizenship Behavior, quantitative data help to examine the exacting study. With the help of questionnaires technique investigator will manage more than 1202 employees from different organization in the district of Zimbabwe. Thus researcher measured that OCB is the successful process to connect employees with the organization. Here Random sampling method is used, which help to calculate the population of this study. Furthermore, random sampling process helps the investigator to choose the respondent in proper way. So that result might get positive.

On the other hand, investigator for this studies incapable to recognize the procedure of working of proportions in Organisational Citizenship Behaviour, concerning job satisfaction. The population of this study provide partiality information, to categorize their job in their valued organisation where they can perform their work in correct manner. Separately from that, the working situation of the employees for this study was very disappointed which make them incapable to collect suitable information for conduct appropriate study (Kazemipour and Mohd Amin, 2012).

For prospect work base on this topic, researcher have to occupied more staff while in correct norms and forms, which encourage them to provide correct information, which will be efficient and well-organized for the success of organization, which are conduction to this study.

1.3 Organizational Behavior for the environment

Organization has to offer better job satisfaction for their employees; with the help of this they will recover the environmental factors. On the other hand, job satisfaction of employees also allow in understandable performance of the organisation, in business environment. Investigator conducts this revision, because the role and responsibilities of the Organisational Citizenship Behaviour still remain unfamiliar. Consequently, this study analysed the official management system in business environment, in conditions of giving superior job satisfaction, such as energy competence process, sorting the working time, etc (Trivellas and Santouridis, 2014). The key purpose follows by the investigator in this case study, recognize as well as authenticate the tool of measuring process in Organisational Citizenship Behaviour (Tsai and Wu, 2010).

The method is essentially used to study the success and validate the competence of OCB. To recognize the authenticate measurement of device in Organisational Citizenship Behaviour; investigator used take some steps, such as recognize the data which use deductive research approach. It helps to identify the efficiency of Organisational Citizenship Behaviour because, firstly, it helps to collect information and then provide suggestion from the collective data, which generate an appropriate result. Researcher constructs some idea in this study; with the help of these they construct the communication and operational process for the Organisational Citizenship Behaviour. As a result, more than 1200 employees of different organisation were chosen. Random as well as probability sampling method, help to select the respondent interview. Thus, the quantitative data study method, were researcher conducts the data and analysis the element which generate appropriate explore for this study (Simons and Buitendach, 2013).

Drawback of the study is that, in this researcher has no time to collect information and also they don’t have enough time to study the data probably. Through this the information which are provide for this case study, is incapable to give suitable idea. And the most important part of this study is to provide employees job satisfaction in the particular environment (Akinbode, 2011).

For upcoming research, they require to collect information more, from some part of the area all through the world, and perform a study which related to suitable tools, such as SPSS. This research allocate the researcher in identify the responsibility of Organisational Citizenship Behaviour for the environment correctly (Mahembe and Engelbrecht, 2014).

1.4 Summary

Throughout the overall conversation, it has been seen that inherent and exhalent are the two main scope of the Organisational Citizenship Behaviour. Mutually this scope, allow organization or learning industry or CEO of industry organisation, is rewarding job of their employee. On the other hand, from the overall conversation, will also recognized that job satisfaction and suitable measurement of Organisational Citizenship Behaviour is the important aspect of rising business and continue the formal duties and household tasks towards goals and objectives of organisation.

 

References

Akinbode, G. (2011). Demographic and dispositional characteristics as predictors of organisational citizenship behaviour. IFE PsychologIA, 19(1).

Boiral, O. and Paillé, P. (2011). Organizational Citizenship Behaviour for the Environment: Measurement and Validation. Journal of Business Ethics, 109(4), pp.431-445.

Kazemipour, F. and Mohd Amin, S. (2012). The impact of workplace spirituality dimensions on organisational citizenship behaviour among nurses with the mediating effect of affective organisational commitment. Journal of Nursing Management, p.n/a-n/a.

KENNEDY, M. and FISS, P. (2006). LOOKING GOOD AND DOING BETTER: RETHINKING MOTIVATIONS FOR ADOPTING INNOVATIONS. Academy of Management Proceedings, 2006(1), pp.A1-A6.

Mahembe, B. and Engelbrecht, A. (2014). The relationship between servant leadership, organisational citizenship behaviour and team effectiveness. SA Journal of Industrial Psychology, 40(1).

Simons, J. and Buitendach, J. (2013). Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2).

Toga, R., Khayundi, D. and Mjoli, T. (2014). The Impact of Organisational Commitment and Demographic Variables on Organisational Citizenship Behaviour. Mediterranean Journal of Social Sciences.

Toga, R., Khayundi, D. and Mjoli, T. (2014). The Impact of Organisational Commitment and Demographic Variables on Organisational Citizenship Behaviour. Mediterranean Journal of Social Sciences.

Trivellas, P. and Santouridis, I. (2014). Job satisfaction as a mediator of the relationship between service quality and organisational commitment in higher education. An empirical study of faculty and administration staff. Total Quality Management & Business Excellence, pp.1-15.

Tsai, Y. and Wu, S. (2010). The relationships between organisational citizenship behaviour, job satisfaction and turnover intention. Journal of Clinical Nursing, 19(23-24), pp.3564-3574.

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