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Organizational Citizenship Behavior
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- 2. Contents History of OCB Whatis OCB? Definition. Levels of OCB Independent variables Conclusion 2 Video on OCB
- 3. History of OCB DennisOrgan is generally considered the father of OCB. Dennis Organ expanded upon Katz's (1964) original work on OCB. Dennis Organ’s (1988) definition of OCB has generated a great deal of criticism 3
- 4. What is OCB?? “Organizationalcitizenship behavior (OCB), is defined… as behavior that (a) goes beyond the basic requirements of the job, (b) is to a large extent discretionary, and (c) is of benefit to the organization” 4
- 5. ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) Workbehaviour can be seen in terms of in-role and extra-role behaviour. Willingness to engage in extra-role behaviour is indicative of high OCB OCB is willingness to go the extra mile OCB is product of high level of motivation and commitment 5
- 6. (Cont..) High OCB relatedto high performance level and less need for hierarchical control. Individuals become self driven Also reflective of willingness to be resourceful beyond immediate role requirement. 6
- 7. Organizational Citizenship Discretionary behavior Notpart of an employee's formal job requirements Promotes the effective functioning of the organization 7
- 8. Five Common Typesof Organizational Citizenship Behavior Altruism Courtesy Sportsmanship Conscientiousness Civic Virtue 8
- 9. Altruism Altruism is definedas the desire to help or otherwise assist another individual, while not expecting a reward in compensation for that assistance. EX: A common example would be employee who drives his colleague to work when his car has broken down, while not expecting money or favors in compensation. Someone exhibiting altruistic behavior in a group setting might volunteer to work on certain special projects, voluntarily helping or assisting other employees with their work or with other tasks, and volunteering to do additional work in order to help other employees reduce their own work load. 9
- 10. Courtesy Courtesy is definedas behavior which is polite and considerate towards other people. In a business context, courtesy is usually exhibited through behaviors such as inquiring about personal subjects that a coworker has previously brought up, asking if a coworker is having any trouble with a certain work related project, and informing coworkers about prior commitments or any other problems that might cause them to reduce their workload or be absent from work. 10
- 11. Sportsmanship Sportsmanship is definedas exhibiting no negative behavior when something does not go as planned--or when something is being perceived as annoying, difficult, frustrating or otherwise negative. For example: Imagine an employee who submits their proposal to their superior may be expecting it to be well-received and accepted—it is rejected, instead, and the employee displays good sportsmanship by not complaining about the situation to other coworkers or individuals who may report their behavior to others working for the business. 11
- 12. Conscientiousness Conscientiousness is definedas behavior that suggests a reasonable level of self-control and discipline, which extends beyond the minimum requirements expected in that situation. In the context of a business setting, conscientiousness is observed when an employee not only meets their employer’s requirements—such as coming into work on time and completing assignments on time—but exceeds them. 12
- 13. Civic Virtue Civic virtueis defined as behavior which exhibits how well a person represents an organization with which they are associated, and how well that person supports their organization outside of an official capacity. Example, how well someone represents their business and how they may support that business are all examples of someone's civic virtue. Examples of civic virtue in a business setting include speaking positively about the business to friends, family; signing up for business events, such as charity walking events. 13
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- 15. Examples of Organizational Citizenship Helpingothers on one's work team Volunteering for extra job activities Avoiding unnecessary conflicts Making constructive statements about one's work group and the overall organization 15
- 16. Independent variables Individual variables Age, gender,personality, emotion, values, attitude, ability Perception, individual decision making, learning, and motivation Group variables Norm, communication, leadership, power, politics Organization system variables Organizational culture, HR practices 16
- 17. Conclusion Organizational citizenship behaviorhas a critical relation with organizational functioning. But little work recovers the internal mechanism by which organizational citizenship behavior facilitate organizational performance and effectiveness. We propose that organizational citizenship behavior, especially, the social participation, advocacy participation, functional participation and focus on tasks contribute to internal learning, explorative learning, emergent learning, and exploitation learning between individual, and consequently enhance organizational functioning and performance. 17
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