Abstract
The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of OrganizationalCitizenship Behavior (OCB) in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB) S. Retowski,Formal Characteristics of Behaviour - Temperament Questionnaire (FCZ-KT) B. Zawadzki and J. Strelau, PersonalityInventory NEO-PI-Costa Jr. and Mc'Crae Polish Adaptation and Organizational Climate Questionnaire by L. von Rosenstiel and R. Bögel – K. Durniat Adaptation. The study revealed a clear positive correlation with Organizational Citizenship Behavior (OCB) with a component of Agreeableness - Trust (A1), with Extraversion (E) and its components: Warmth(E1), Excitement Seeking (E5) Activity (E4) and Gregariousness (E2) and the component of Conscientiousness – Self-Discipline (C5), component of Openness to Experience – Actions (O4), and also negative correlations with Neuroticism (N) and its components: Vulnerability (N6), Self-Consciousness (N4) and Anxiety (N1). The study also revealed a clear positive correlationsOrganizational Citizenship Behavior (OCB) with Activity (AK), Endurance (WT) and Briskness (ĩW) and a clear negative correlation with Perseveration (PE), Emotional Reactivity (RE). In the group of volunteers there were also showed positive correlations of Organizational Citizenship Behavior(OCB) with a Career (Assessment and Promotion) (OA) and the Communication and Information (KI). Regression model developed using multiple regression (stepwise regression method) takes into account the following variables: Activity (AK - Temperament), Agreeableness component of the Personality - Straightforwardness (A2), and the component of Neuroticism – Self-Consciousness (N4), also the component of Conscientiousness – Deliberation (C6) and a component of Openness to Experience – Fantasy (O1) and the Organizational Climate subscale OA – Career (Assessment and Promotion). The obtained results indicate a strong relationship of personality and temperament variables and the organizational climate of the manifestation of Organizational Citizenship Behavior.
Highlights
The topic of volunteer organizational citizenship behavior is not yet widespread in polish work psychology and organization and management studies, yet current work challenges, creativity, changing of models, schemes and procedures make it an asset but a requirement
It seems that the volunteer responds to a specific emerging issue, idea or concept, which can often take Organizational Citizenship Behavior with this issue. f. working within an organization, in which reward and motivation has a variety of forms
Summary The obtained results confirmed the link between Organizational Citizenship Behavior with personality and temperament, of volunteers and the organizational climate of the institution in which they operate
Summary
The topic of volunteer organizational citizenship behavior is not yet widespread in polish work psychology and organization and management studies, yet current work challenges, creativity, changing of models, schemes and procedures make it an asset but a requirement. That is why it seems interesting to check the coexistence of OCB with personality features, temperament of the volunteers and the organizational climate within the institutions they work in. We mean that the behavior is not an enforceable requirement of the role or the job description, that is, the clearly specifiable terms of the person’s employment contract with the organization; the behavior is rather a matter of personal choice, such that its omission is not generally understood as punishable” The ability not to be offended by objection or denial
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