Organizational citizenship behavior.
It was defined as the unrecognized behavior of individuals by formal or direct reward and enhance the organization to perform in general. (Organ, 1988). This behavior goes beyond normal expectations (Joireman et al, 2006). Such behavior can promote the effectiveness of the organization and several ways of success
The study was aimed at establishing how organizational citizenship behavior (OCB) affects the relationship of the employees of the bank of Saudi Arabia. Some positive relationship was established between the OCB predictors and its effects on the Saudi Arabia banking sector and found the geographical context influenced the employees’ citizenship behavior (Gautam et al, 2005). The research established a significant positive relationship between OCB and commitment and job satisfaction which agreed with previous studies. Previous studies had shown that the relationship between commitment and job satisfaction and citizenship behavior (Brown, 1993).
The perceptions role was also found to be positively significant and had a linkage with OCB. These findings agreed with previous arguments that facilitation and clarity role-related positively related to OCB and ambiguity and conflict had a negative relationship with OCB (Podsakoff et al, 2000). The behavior of a leader relates to the OCB of employees which was linked to other findings of insignificant relation. The study also confirmed individual disposition had and OCB showed a positive relation relationship which agreed with other studies (Ryan and Organ, 1995). Other hypotheses showed the relationship between OCB and motivation that were non-significant.
This indicated that motivation has no impact on employees’ citizenship behavior in Saudi Arabia banking sector. The other variable is feedback which also proved to influence OCB and which also showed significant results. According to the study, employees participated more in extra activities in organizations where the feedback procedure was effective. Managers and supervisors should establish a good feedback mechanism to the employees in organizations to achieve the goals of the organization.
OCB importance has been emphasized and its importance to employees and organizations. The variations in the performance of employees in the organization were affected by OCB predictors. The relationship between OCB and predictors was proved to be positive in this study. According to the study, motivation did not show any significant result with OCB. The study indicated that some of the predictors’ factor is affected by OCB. Knowing the importance of OCB predictors and how they affect the behavior of the employees can be beneficial to both employees and managers in an organization.
According to table 1 identification of respondents was not done to ensure that participants remain anonymous. The scales used were made in English and later translated to Arabic to cater to bilingual professionals. The measurement of OCB was done using a scale called a 15-item scale developed by Van Scotter and Motowido in 1994. Hackman and Oldham scale was used to measure job satisfaction. Data analysis was done using a social package statistical package. The choice of study population considered the academic qualification of individual, the gender of the study group the length of stay in the organization, and nationality
Reference
Rasheed, A., Jehanzeb, K., & Rasheed, M. F. (2013). An investigation of the antecedents of organizational citizenship behavior: Case of Saudi Arabia. International Journal of Psychological Studies, 5(1), 128. https://www.researchgate.net/profile/Anwar_Rasheed/publication/257051172_An_Investigation_of_the_Antecedents_of_Organizational_Citizenship_Behaviour_in_the_Banking_Sector_of_Saudi_Arabia/links/0c960524429aa2be17000000/An-Investigation-of-the-Antecedents-of-Organizational-Citizenship-Behaviour-in-the-Banking-Sector-of-Saudi-Arabia.pdf