Organizational Citizenship Behavior

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Table of contents: Page #
1. Literature Review 1
1.1. What are Organizational Citizenship Behaviors (OCBs) 1
1.2. OCB and its link with Organization 3
1.3. How OCB’s are exhibited by employees 4
1.4. Importance of OCB 5
1.5. Effect of OCB on employees 6
2. Introduction to Organization 6 2.1. Allied Bank Limited 7 2.2. Meezan Bank Limited 7 2.3. First Women’s Bank 7 2.4. MCB 7
3. Findings and results 8
4. Discussion 12
5. Suggestion 12
6. Conclusion 13
7. Reference 14

Organizational Citizenship Behavior in banking sector
Performance measure of the banking sector highly correlated
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This special behavior has become a lively research field investigated by organizational sociologists, psychologists, and management researchers. However, whereas most of the studies appear to deal with the phenomenon from a behavioral/functional perspective the natural orientation of citizenship to the political science arena is overlooked. Whereas altruism appears representing the help to specific persons. Generalized compliance is a factor defined by a more impersonal sort of conscientiousness. It implies more of a "good soldier" or "good citizen" syndrome of doing things that are "right and proper", but doing them for the sake of the system rather than for specific persons. In the view of Smith et al. (1983), the two elements represent distinct classes of citizenship. The political aspect of citizenship consists of three elements:
Scholars hold different views with respect to the dimensionality of OCB. Smith, Organ in near 1983 conceptualized OCB with two dimensions:
Altruism (behavior targeted specifically at helping individuals)
Generalized or compliance (behavior reflecting compliance with general rules, norms, and expectations).
Later Organ (1988) identified five dimensions belonging to OCBs:
Civic Virtue
Largely based on Organ 's (1988)
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