Nearly forty years have passed since the term Organizational Citizenship Behavior appeared. Despite a current consensus among scholars about the citizenship gestures as prosocial acts of employees that benefit the organization, it does not apply commonly to the exponential growth of all OCB-related concepts. The concept's expansion has confused the researchers and practitioners, mainly when choosing the most appropriate instruments (constructs) and dimensions to use in their area of interest and context. A systematic literature review was conducted and 420 articles were analyzed. Results point that the trends on OCB-like behaviors goes higher, with an average annual growth rate of new studies of 3.13%. United States (39%) and China (25%) lead but some "under-studied" contexts like Africa, Latin America, the Caribbean, and Oceania start being studied towards OCB. New trends appear in the spectrum of the many different domains and disciplines related to OCB, while leadership and task performance remain the most studied domains and disciplines. In future studies, researchers must freely choose the OCB dimensions and constructs they want to use or adapt to meet their needs and research needs since there is no written rule about their use, only the care to be taken with the context and discipline studying.

Information technology (IT) is increasingly important to organizations and has become essential to the development of sustainable business growth. It is therefore necessary to adopt IT governance (ITG) mechanisms to ensure better solutions, sustainable growth, and better decision-making. As employee behavior is a competitive differential, this work focuses on the behavioral expression of ITG. It aims at analyzing ITG institutionalization's effect on the main dimensions of Organizational Citizenship Behavior (OCB) in Portugal. OCB describes individuals' voluntary commitment to an organization, including attitudes outside of their contractual functions. A descriptive-confirmative ex post facto research was conducted through survey research to 112 employees of IT-related departments and divisions from companies of all sizes in Portugal. The partial least square-structural equation modeling (PLS-SEM) method was used to test the overall model. The general hypothesis was confirmed, showing that ITG institutionalization positively affects individuals' OCBs in Portuguese organizations. In practical terms, it is possible to show organizations that by implementing their ITG Mechanisms, they are increasing employees' OCBs and, consequently, organizational effectiveness.

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