Abstract
Although a vast amount of researches have been done on the relations of Organizational Citizenship Behavior (OCB) and employees’ performance in western or foreign context, there is a little or no empirical evidence in domestic context. However, scholars argue that geographical and cultural differences can bring about differences in OCB.Thus, this empirical study was conducted to find out the relationship between employees’ performance and OCB in Ethiopian context, particularly in Dire Dawa.The study was also aimed at investigating the underlying reasons for imperceptibility of OCB in Dire Dawa University.A stratified random sampling technique was used to select 114 employees as the representative sample of the study. The standardized measurement scales were adapted for Liker scale questions and distributed to the employees. Spearman correlation was used to test the co-relational hypotheses while percentage and graphs were employed for the purpose of descriptive analysis. The findings showed that employee’s performance is correlated positively and significantly to the OCB dimensions.Furthermore, organizational justice problems and employee’s intention to the leave the institution were found to be the major underlying reasons for imperceptibility of OCB among the employees under the study while fairness perception, individual disposition and proper leadership styles, on the other hand,were shown to be the major enabling factors for OCB among employees in the institution’s context.
Highlights
As it is known, universities are producing educated manpower, not commodities
Employee performance is the important factor and the building block which increases the performance of overall organization [11]
The following conclusions are made: The study revealed that some major dimensions of Organizational Citizenship Behavior (OCB) like altruism, civic virtue and conscientiousness are imperceptible in the institution under the study
Summary
Universities are producing educated manpower, not commodities. Individuals who work in different sectors in a country are the fruit of universities and colleges. Individuals who take initiation to go beyond their normal roles and job description (OCB) are critically important in higher institutions for quality output and effectiveness of universities [1]. The effect of OCB dimensions on employee’s performance or relationship between OCB dimensions and employee’s performance has been extensively studied Most of such empirical studies are correlational analyses with few emphases on what could be the underlying reasons in case OCB is imperceptible (seldom observable) in a given organization within a given geographical area. Another important aspect which has not got much attention is that OCB enacted differently in different cultures [4].
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