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Abstract
Organisational Citizenship Behaviour (OCB) is a discretionary behaviour that benefits organisations and their members. Even though OCB has been broadly researched over the years in the US, the measurement of OCB has received rather limited deliberation particularly in Asian contexts like Malaysia. This study tests the adequacy of the OCB measurement model and analyses the invariance of the model of 417 respondents in two Malaysian institutions. A three–dimensional OCB model was found to be adequate after having been subjected to Confirmatory Factor Analysis (CFA). As a result of discriminant validity, the two dimensions of OCB ‘helping’ and ‘civic virtue’ were found to measure the same thing. Consequently, the two dimensions were merged and named ‘concern’. Although the factors were found to have acceptable reliability and validity with very few modifications, there is a need to further test the model with different and larger samples. This study also shows that the CFA model experienced invariance across institutions. The results have practical implications for recruitment and training managers to utilise the instrument as well as to pay more attention to the importance of cultivating OCB among staff of the sampled institutions.
Highlights
Organisations require employees to transcend the formal requisites of the job role and be capable to act as ‘good soldiers’
This study investigates the dimensionality of Organisational Citizenship Behaviour (OCB) measures through confirmatory factor analysis across institutions in Malaysia
There is a strong support for the discriminant validity issue for the two factors ‘helping’ and ‘civic virtue’
Summary
Organisations require employees to transcend the formal requisites of the job role and be capable to act as ‘good soldiers’. OCB has a reflective impact on the performance of individuals in the organisations. The term OCB was coined by Bateman and Organ in 1983 while in 1988 Organ defined it as, individual behaviour that is unrestricted, indirectly or ambiguously identified by the formal reward system and that, in the aggregate, supports the effective operation of the organisation. Despite the popularity of OCB studies in industrial and organisational psychology, the measurement of OCB has received relatively limited consideration in Malaysia (Lo & Ramayah, 2009). The purposes of this study are twofold: (1) to establish the construct validity of OCB and (2) to cross-validate its measurement invariance across institutions
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