Abstract
This research identifies the factors that have an impact on Organizational Citizenship Behavior (OCB) in Peruvian Companies and studies how the employees exhibit or adopt an OCB in the different stages of the business life cycle; identify the context in which the employees adopt an OCB; identify the most relevant forms of OCB for organizational effectiveness; and recognize the main obstacles that hinder the achievement of an OCB. This study uses the qualitative paradigm and the case study method. The purpose of the study is descriptive; it is based on seven propositions related to two phases of the business life cycle: the growth stage and the mature stage. Seven companies that correspond to six different economic sectors have been studied. According to the study results, the factors and dimensions that have impact on OCB in Peruvian companies are different to the ones used in United States, other western countries, and China, due to the economic phase and to social and cultural aspects in Peru and in the organizations. Other conclusion of the study is that there is not a unique typology of Peruvian companies. Although the research established the company profiles considering the stage of the business life cycle in order to identify comparisons and some patterns of OCB, it has been observed that the proper characterization of each company and other factors or difficulties also have an impact on OCB. The study proposes a model of the factors that determine OCB: the stage of the business life cycle and the level of exhibition of the seven dimensions of OCB, the characteristics of the company, and the factors that contribute and difficulties that hinder the achievement of an OCB. This research will analyze the factors that impact the OCB, which will influence the improvement of organizational efficacy.
Highlights
IntroductionThe factors that increase the labor market efficiency are: flexibility in the labor policies and practices, the efficient use of talent, and, the cooperation between the worker-employer relationship and the Organizational Citizenship Behavior (OCB) because these relationships can influence the organizational effectiveness, it can enhance the coworker and managerial productivity, the organization's ability to attract and retain the best people, the stability of organizational performance, and the organization’s ability to adapt to environmental changes, among others (Podsakoff, MacKenzie, 1997; Organ, Podsakoff, MacKenzie, 2006)
Prestigious international organizations, such as the World Economic Forum, the Institute for Management Development, and the World Bank, have measured the level of competitiveness of the economies
The Organizational Citizenship Behavior (OCB) is the set of behaviors that contribute to the organizational effectiveness and it is one of the precedents of the organizational performance
Summary
The factors that increase the labor market efficiency are: flexibility in the labor policies and practices, the efficient use of talent, and, the cooperation between the worker-employer relationship and the Organizational Citizenship Behavior (OCB) because these relationships can influence the organizational effectiveness, it can enhance the coworker and managerial productivity, the organization's ability to attract and retain the best people, the stability of organizational performance, and the organization’s ability to adapt to environmental changes, among others (Podsakoff, MacKenzie, 1997; Organ, Podsakoff, MacKenzie, 2006) In this sense, it is important to understand the factors that determine the level of cooperation within the companies, and to identify and assess the factors that impact the OCB. The third component promotes the efficient and effective operation of the organization
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