Abstract
The Organizational Citizenship Behavior Scale developed by Podsakoff, et al.(1990) has mostly been found to have better psychometric properties in the western countries mainly North America and there is a dearth of studies that portray the meaningfulness & relevance of using this measure in the Asian cultural contexts. The present study was thus aimed at checking the psychometric properties of this scale on a sample of permanent professionals working at the three main human service organizations operating in Srinagar, J&K (University of Kashmir, S.K.I.M.S Hospital & J&K Bank). After preliminary analysis, exploratory and confirmatory factor analysis was carried out and three dimensional factor structure of organizational citizenship behavior was revealed. The reliability and validity of the brief version of the scale was found to be satisfactory, thereby providing support for the relevance of using this scale in the Asian context.
Highlights
The Organizational Citizenship Behavior Scale developed by Podsakoff, et al(1990) has mostly been found to have better psychometric properties in the western countries mainly North America and there is a dearth of studies that portray the meaningfulness & relevance of using this measure in the Asian cultural contexts
Several organizational citizenship behaviour (OCB) models have been developed by researchers since the origin of the concept, there are five dimensions of OCB that are very frequently recognized in existing research(LePine, Erev & Johnson, 2002) which include altruism, courtesy, civic virtue, sportsmanship and conscientiousness
Considering that the respondents perceived altruism & courtesy as the same construct, the three factors were named as Helping Behaviour, civic virtue and compliance as per the guidelines of Podsakoff & Mackenzie(1994) and Khalid(2009). this finding doesn’t leave a question mark over the discriminant validity of the OCB construct but reveals its factor structure in context of sample group of the present study
Summary
This information ensures that the respondents represent diverse organizations and individuals differing in various aspects. Alexender (1995) has highly emphasized the importance of demographic information
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