Comparing Motives of Organizational Citizenship Behavior between Academic Staffs’ Universities and Teller Staffs’ Banks in Indonesia

Dorothea Wahyu Ariani

doi:10.5539/ijbm.v7n1p161

Abstract

This paper discussed the disparity on the state of motives of organizational citizenship behavior betweenacademic staff in Indonesian Universities and teller staff in Indonesian Banks. It has been argued that individualbonding on organizational citizenship behavior is essential for organizational effectiveness and performance.Total useable questionnaires were 1340 with a response rate of 67 percent from both universities and banks. Theresults revealed that motives of organizational citizenship behavior among bank teller staff at the Indonesianbanks were higher than university academic staff at Indonesian universities. This study implies to the policymakers and leaders at both banks and universities to consider enhancing staffs’ motivation as the missionthrough ranking organizational citizenship behavior as the one priority performance appraisal of staffs. Futurestudy should consider alternative modes of enquires such as employing the longitudinal method of datacollection design and a nationwide survey covering samples from the whole population of other typesinstitutions, manufacturing and services in Indonesia that would be more significant in making generalizations.

Highlights

Organizational Citizenship Behavior (OCB) is a unique aspect in individual’s activities in a workplace, the activities are not formally required in work, independent and not stated explicitly in the formal work procedures and in the waging system
The instruments were designed for individual level unit of analysis based on one respondent group. consists of a list of 10 items to measure the variable related to organizational values motives to OCB, 10 items to measure prosocial values motives, and 10 items to measure impression management motives
The difference mainly happens because of the differences between raters. This is consistent with previous research (Finkelstein & Penner, 2004; Rioux & Penner, 2001) that organizational citizenship behavior motives are significantly related with the evaluation on the organizational citizenship behavior by workers

Summary

Introduction

Organizational Citizenship Behavior (OCB) is a unique aspect in individual’s activities in a workplace, the activities are not formally required in work, independent and not stated explicitly in the formal work procedures and in the waging system. Amount of OCB and the strength of citizenship identity correlated with two motives for helping, concern for coworkers (prosocial values motives) and concern for the organization (organizational concern motives) (Finkelstein, 2006). These motives are the intrinsic (altruistic) motives of OCB. Prosocial values motives involve the need to be a helpful individual (value expression) and the need to be accepted and to interact smoothly with one’s peers (social adjustment). Organizational concern motives have related components: a desire to help the organization because one identifies with and takes pride in the organization and because it is seen as being committed to one’s welfare. Impression management motives appear to involve a desire to maintain a positive image and to avoid creating a negative one

Objectives

Methods

Findings

Conclusion