Organizational Citizenship Behaviour

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Introduction

Employee satisfaction has become one of the main concerns for organizations since the last decade.is is due to the realization that experienced and committed employees are essential for the long term success of the organization. Repeated turnover of employees can cause problems such as an inefficient and incompetent workforce, increased costs of recruiting, etc. Therefore, it is important to keep the employees satisfied and this has been recognized as a significant job for the managers. This is why the feeling of emotional belongingness to the organization is a vital tool that promotes organizational citizenship. (Uludağ, et al., n.d.)
Organizational Citizenship Behavior

There are a number of definitions for organizational commitment
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It is defined as the degree of the likings and disliking’s of people in reference to their jobs. This tells about their commitment to their work and the organization. (White, et al., 2003)Job satisfaction and commitment are intensely connected to one another. However it is hard to define which follows the other. (Weiss, 2002)
When managers run a fair reward system, they promote citizenship behavior and reduce the employee intents to leave their job. (Woodward, 2003) Also it is thought that if employees are trained in the values and beliefs of the organization, this would aid organizational citizenship behavior and as a result it would lessen the employees’ turnover intentions. (Robbins,
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This is reinforced by a recent study of Du Plooy and Roodt that provided proof of approving hypothesized relationships.
Hypotheses Analysis:
H1: positive relationship between job satisfaction and organizational citizenship behavior.
H2: positive relationship between organizational commitment and organizational citizenship behavior.
H3: negative relationship between job satisfaction and turnover intentions.
H4: negative relationship between the organizational commitment and turnover intentions.
H5: negative relationship between organizational citizenship behavior and turnover intentions. (Anon., 2011)
Conclusion

Therefore to satisfy employees through the use of motivational techniques help employees to be committed towards the organization. This in turn effects the citizenship behaviors that will aid in the work of the organization in a better way. Such employees are likely to stay in their current organization. When employees feel a sense of belonging towards the current organization, their chances of leaving will be reduced. (Babakus, et al., 2007)
It is concluded that that job satisfaction is positively related to organizational citizenship behavior and negatively related to turnover

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