An Investigation of the Antecedents of Organizational Citizenship Behaviour: Case of Saudi Arabia

Mazen F Rasheed,Anwar Rasheed,Khawaja Jehanzeb

doi:10.5539/ijps.v5n1p128

Abstract

Organizational Citizenship Behaviour (OCB) has been signified as one of the antecedents of organizational effectiveness. OCB is widely studied over the years in the US but has received relatively inadequate attention in other Asian contexts. This study explored and examined number of predictors of OCB in the Arabic-speaking context (Saudi Arabia in Gulf). The data was drawn from 275 employees of both private and public banking sectors. Predictors of OCB examined are Job Satisfaction and Organizational Commitment, Role Perceptions, Fairness Perceptions, Leadership Behavior, Individual Dispositions, Motivation and Feedback. The results found support the hypotheses stating the positive relationship between the predictors of OCB and organizational citizenship behaviour except motivation that found no relationship with OCB. Implications for future research are discussed.

Highlights

Organizational Citizenship Behavior (OCB) reveals that the behavior is cooperative with the organization but it is not the condition for an official job
The results of our study showed the positive significant relationship between job satisfaction & commitment and OCB are consistent with the previous studies e.g., Brown (1993) who found the significant relationship between job satisfaction, commitment and OCB
This study emphasizes the importance of OCB which is helpful for organizations and employees

Summary

Introduction

OCB reveals that the behavior is cooperative with the organization but it is not the condition for an official job. Numerous measures and OCB dimensions have been explored such as altruism, sportsmanship, loyalty, civic virtue, voice, conscientiousness, functional participation, courtesy and advocacy participation (Bateman and Organ 1983; William and Anderson 1991; VanDyne, Graham and Dienesch 1994). There are five measures of OCB that are well documented in research (LePine, Erev and Johnson 2002). These are altruism (helping colleagues who have heavy workload), conscientiousness (punctuality at work), sportsmanship (willingness to tolerate less than perfect circumstances without complaining), courtesy (notify before taking any actions), and civic virtue (attends functions which are not important, but helps the image of the organization)

Methods

Results

Discussion

Conclusion