Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University

Desta Dirbeba Dinka

doi:doi:10.11648/j.ajtab.20180401.13

| Peer-Reviewed

Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University

Desta Dirbeba Dinka

Published in American Journal of Theoretical and Applied Business (Volume 4, Issue 1)

Received: 19 November 2017 Accepted: 30 November 2017 Published: 8 March 2018

Views: Downloads:

Download PDF

Share This Article

Twitter
Linked In
Facebook

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.

Published in	American Journal of Theoretical and Applied Business (Volume 4, Issue 1)
DOI	10.11648/j.ajtab.20180401.13
Page(s)	15-26
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Organizational Citizenship Behavior, Employees Performance, Organizational Justice, Employees Intentions

References

[1]	Hazratian T., Khadivi A., Abbasi B. and Ghojazadeh M. (2015). Association Between Organizational Citizenship Behavior and Educational Performance of Faculty Members in Tabriz University of Medical Sciences, Res Dev Med Educ., 4 (1), 81-84.
[2]	Alkahtani A. (2015). Organizational Citizenship Behavior (OCB) and Rewards. International Business Research, 8 (4), 210-222.
[3]	Podsakoff P. M., MacKenzie S. B., Paine J. B., and Bachrach D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26 (3), 513-563.
[4]	Mushtaq, K. and Umar M. (2015). Association between job satisfaction, motivation and five factors of organizational citizenship behavior. International Journal of Psychological and Behavioral Sciences, 9 (8,), 2872-2878.
[5]	Bukhari Z. U (2008). Key Antecedents of Organizational Citizenship Behavior (OCB) in the Banking Sector of Pakistan Ordnance Road, Rawalpindi, Pakistan. International Journal of Business and Management 3 (12), 1-10.
[6]	Borman W. C. and Motowidlo, S. J. (1997). Task performance and contextual performance: the meaning for personnel selection research. Human Performance, 10 (2): 99-109.
[7]	Darsana I. M. (2014). The Influence of Personality on Employee Performance through Organizational Citizenship Behavior. The International Journal of Management, 3 (4), 1-8.
[8]	Nyarieko, M. A; Namusonge G. S, and Iravo M (2017). Impacts of Courtesy, Civic Virtue and Conscientiousness on Casual Employees’ Performance: Case Study of Kenya Public Universities. International Journal of Social Science and Economics Invention, 3 (1), 102-110.
[9]	Tabassum R. (2016). The Study of Relationship Between Dimensions of Organizational Citizenship Behavior And Gender Difference: A Literature Review. International Journal of Science Technology Management, 5 (2)-300-308.
[10]	Kenney, H. (1992). Management Made Easy. 1st edition, South Carolina: Omron Publishers.
[11]	Baghkhasti F. And Enayati T. (2015). The Connection between Organizational Citizenship Behavior and Job Performance of the Personnel of Amol City Health Center. Management and Administrative Sciences Review, 4 (2), 429-437.
[12]	Organ, D. W. (1997). Organizational citizenship behavior: It's construct clean-up time. Human Performance, 10, 85-98.
[13]	Jahangir N., Akbar M. M and Haq M. (2004). Organizational Citizenship Behavior: Its Nature and Antecedents. BRAC University Journal 1 (2), 75-85.
[14]	Bolino M. C., Turnley, W. H. Bloodgood J. M. (2002). Citizenship Behavior and the Creation of Social Capital in Organizations. The Academy of Management Review 27 (4), 505-522.
[15]	Agustiningsih H. N., Thoyib A, Djumilah H. and Noermijati N (2016). The Effect of Remuneration, Job Satisfaction and OCB on the Employee Performance. Science Journal of Business and Management, 4 (6), 212-222.
[16]	Walz S. and Neihoff B. P. (1996). Organizational citizenship behaviors and their effect on organizational effectiveness in limited-menu restaurants, paper presented at Academy of Management Meetings, Cincinnati, OH.
[17]	Bateman, T. S. and Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee citizenship. Academy of Management Journal, 26, 587-595.
[18]	Dyne L. V., Graham, J. W. and Dienesch R. M. (1994). Organizational citizenship behavior: Construct redefinition, measurement, and validation. Academy of Management Journal, 37, 765-802.
[19]	Organ D. W. (1988). Organizational Citizenship Behavior: The good Soldier Syndrome, Lexington, MA: Lexington Books.
[20]	Koster F. (2014). “When two worlds collide”: Career satisfaction and altruistic organizational citizenship behavior, Int. Journal of Business Science and Applied Management, 9 (1), 1-13.
[21]	Hsiung T. L (2014). The relationships among salary, altruistic behavior and job performance in the national basketball association. International Journal of Business and Social Science, 5, 193-196.
[22]	Chelagat L. J, and Kiprop P. Ambrose Kemboi (2015). Effect of Organizational Citizenship Behavior on Employee Performance in Banking Sector, Nairobi County, Kenya. International Journal of Business, Humanities and Technology, 5, 55-71.
[23]	Barrick M. R., Mount M. K., and Judge T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-30.
[24]	Alsuwailem A. and Elnaga A. A (2016). “Exploring the Relationship between Personality and Job Performance” "New Approach". International Journal of Business and Management Invention, 5 (12), 43-53.
[25]	Redman, T. and Snape E. (2005). I to Wed: The Role of Consciousness Transformation in Compassion and Altruism. Journal of Management Studies, 42 (2).
[26]	Borman W., PennerL., Allen T. and Motowidlo S. (2001). Personality Predictors of Citizenship Performance. International Journal of Selection and Assessment. 9, 52-69.
[27]	Creswell J. W. (2009). Research Design Qualitative, Quantitative, and Mixed Methods Approaches, 3rd edition, SAGE Publications, Inc.
[28]	Kotari C. R. (2004): Research Methodology: Methods and techniques, 2nd edition, New Age International.
[29]	Sharma V. and Jain S. (2014). Scale for Measuring Organizational Citizenship Behavior in Manufacturing Sector, Pacific Business Review International, 6, 57-64.
[30]	Tavakol M. and Dennick R. (2011). Making sense of Cronbach’s alpha. International Journal Tabassum R. (2016). The Study of Relationship between Dimensions of Organizational Citizenship Behavior and Gender Difference: A Literature Review. International Journal of science Technology and Management, 5 (5), 300-308.
[31]	Alotaibi A. G (2001). Antecedents of Organizational Citizenship Behaviour: A study of Public Personnel in Kuwait, public personnel management, 30 (3), 363-376.
[32]	Organ, D. W (1990). The motivational basis of organizational citizenship behavior. Research in Organizational Behavior, Greenwich, CT: JAI Press.
[33]	Ince M. and Gul H. (2011). The Effect of Employees' Perceptions of Organizational Justice on Organizational Citizenship Behavior: An Application in Turkish Public Institutions. International Journal of Business and Management, 6 (6), 134-149.
[34]	Williams S., Pitre R., and M. Zainuba M. (2002). Justice and Organizational Citizenship Behavior Intentions: Fair Rewards Versus Fair Treatment. The Journal of Social Psychology, 142 (1), 33-44.
[35]	Moorman R. H. (1991). Relationship between Organizational Justice and Organizational Citizenship Behaviors: Do Fairness Perceptions Influence Employee Citizenship? Journal of Applied Psychology, 76 (6): 845-855.
[36]	Coyne I. and Ong T. (2007). Organizational citizenship behavior and turnover intention: a cross-cultural study, The International Journal of Human Resource Management, 18 (6), 85-97.
[37]	Iftikhar M., Shahid M, U., Shahab M. H., Mobeen M. and Qureshi M. (2016). Exploring the Relationship among Organizational Citizenship Behavior, Psychological Empowerment and Turnover Intensions with the Mediating Role of Affective Commitment, International Review of Management and Marketing, 6 (4), 296-304.
[38]	Chen X. P., Hui C. and Seg, D. J. (1998). The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypothesis. Journal of Applied Psychology, 83 (6), 922-931.
[39]	Lee K. and Allen N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87 (1), 131-142
[40]	Kucukbayrak R. (2010). An Integrative Model of Transformational Leadership, Organizational Commitment, Job Satisfaction and Organizational Citizenship Behavior, MA, Middle East Technical University.
[41]	Mohammad J., Habib F. Q and Alias M. A. (2011). Job Satisfaction and Organizational Citizenship Behaviour: An Empirical Study at Higher Learning Institutions, Asian Academy of Management Journal, 16 (2), 149-165.
[42]	Williams, L. J., and Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17 (3), 601-617.
[43]	Organ D. W and Ryan K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775-802.
[44]	Wagner S. and Rush M. (2000). Altruistic organizational citizenship behavior: context, disposition and age, The Journal of Social Psychology, 140, 379-391.
[45]	Gogtay N. J. and Thatte U. M. (2017). Principles of Correlation Analysis, Journal of the Association of Physicians of India, 65, 78-81.
[46]	Artusi R, Verderio, Pand Marubini E. (2002). Bravais-Pearson and Spearman correlation coefficients: meaning, test of hypothesis and confidence interval, The International Journal of Biological Markers, 17 (2), 148-151.
[47]	Murray J. (2013). Likert Data: What to Use, Parametric or Non-Parametric? International Journal of Business and Social Science, 4 (11), 258-265.
[48]	Eby, L. T., Sorenson, K. L., and Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58, 367-408.
[49]	Klang A. (2012). The Relationship between Personality and Job Performance in Sales: A Replication of Past Research and an Extension to a Swedish Context. MA thesis. Stockholm University - Department of Psychology.
[50]	Kolade O. J, Oluseye O. O, and Osibanjo Omotayo A. O. (2014). Organizational Citizenship Behavior, Hospital Corporate Image and Performance. Journal of Competitiveness, 6 (1), 36-49.
[51]	Cohen L. (1992). Power Primer, Psychological Bulletin, 112 (1) 155-159.
[52]	Askarian N., and Eslami H (2013). The Relationship between Personality Traits and Job Performance (Case Study: Employees of the Ministry Of Education of Kerman) Interdisciplinary Journal of Contemporary Research In Business, 5 (8), 322-355.
[53]	Castro, C. B. Armario. M. E. and Ruiz M. D. (2004), The influence of employee organizational citizenship behavior on customer loyalty, International Journal of Service Industry Management 15 (1), 27-53.
[54]	Ozdem G. (2012). The relationship between the organizational citizenship behaviors and the organizational and professional commitments of secondary school teachers. Journal of Global Strategic Management, 6 (2), 47-64.
[55]	Bukhari Z. U.; Ali U.; Shahzad K. and Bashir S. (2009). Determinants of Organizational Citizenship Behavior in Pakistan, International Review of Business Research Papers, 5 (2), 132-150.

Cite This Article

Plain Text BibTeX RIS

APA Style

Desta Dirbeba Dinka. (2018). Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University. American Journal of Theoretical and Applied Business, 4(1), 15-26. https://doi.org/10.11648/j.ajtab.20180401.13

Copy | Download

ACS Style

Desta Dirbeba Dinka. Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University. Am. J. Theor. Appl. Bus. 2018, 4(1), 15-26. doi: 10.11648/j.ajtab.20180401.13

Copy | Download

AMA Style

Desta Dirbeba Dinka. Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University. Am J Theor Appl Bus. 2018;4(1):15-26. doi: 10.11648/j.ajtab.20180401.13

Copy | Download

@article{10.11648/j.ajtab.20180401.13,
  author = {Desta Dirbeba Dinka},
  title = {Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University},
  journal = {American Journal of Theoretical and Applied Business},
  volume = {4},
  number = {1},
  pages = {15-26},
  doi = {10.11648/j.ajtab.20180401.13},
  url = {https://doi.org/10.11648/j.ajtab.20180401.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajtab.20180401.13},
  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.},
 year = {2018}
}

Copy | Download

TY  - JOUR
T1  - Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University
AU  - Desta Dirbeba Dinka
Y1  - 2018/03/08
PY  - 2018
N1  - https://doi.org/10.11648/j.ajtab.20180401.13
DO  - 10.11648/j.ajtab.20180401.13
T2  - American Journal of Theoretical and Applied Business
JF  - American Journal of Theoretical and Applied Business
JO  - American Journal of Theoretical and Applied Business
SP  - 15
EP  - 26
PB  - Science Publishing Group
SN  - 2469-7842
UR  - https://doi.org/10.11648/j.ajtab.20180401.13
AB  - 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.
VL  - 4
IS  - 1
ER  -

Copy | Download

Author Information

Desta Dirbeba Dinka

Chemistry Department, Dire Dawa University, Dire Dawa, Ethiopia

Download PDF

Sections

Plain Text BibTeX RIS

APA Style

Desta Dirbeba Dinka. (2018). Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University. American Journal of Theoretical and Applied Business, 4(1), 15-26. https://doi.org/10.11648/j.ajtab.20180401.13

Copy | Download

ACS Style

Desta Dirbeba Dinka. Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University. Am. J. Theor. Appl. Bus. 2018, 4(1), 15-26. doi: 10.11648/j.ajtab.20180401.13

Copy | Download

AMA Style

Desta Dirbeba Dinka. Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University. Am J Theor Appl Bus. 2018;4(1):15-26. doi: 10.11648/j.ajtab.20180401.13

Copy | Download

@article{10.11648/j.ajtab.20180401.13,
  author = {Desta Dirbeba Dinka},
  title = {Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University},
  journal = {American Journal of Theoretical and Applied Business},
  volume = {4},
  number = {1},
  pages = {15-26},
  doi = {10.11648/j.ajtab.20180401.13},
  url = {https://doi.org/10.11648/j.ajtab.20180401.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajtab.20180401.13},
  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.},
 year = {2018}
}

Copy | Download

TY  - JOUR
T1  - Organizational Citizenship Behaviour and Employees’ Performance Assessment: The Case of Dire Dawa University
AU  - Desta Dirbeba Dinka
Y1  - 2018/03/08
PY  - 2018
N1  - https://doi.org/10.11648/j.ajtab.20180401.13
DO  - 10.11648/j.ajtab.20180401.13
T2  - American Journal of Theoretical and Applied Business
JF  - American Journal of Theoretical and Applied Business
JO  - American Journal of Theoretical and Applied Business
SP  - 15
EP  - 26
PB  - Science Publishing Group
SN  - 2469-7842
UR  - https://doi.org/10.11648/j.ajtab.20180401.13
AB  - 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.
VL  - 4
IS  - 1
ER  -

Copy | Download