Organizational citizenship behavior (OCB) is a newly emerging concept in the literature of organization behavior. Despite an increasing number of studies on Organizational Citizenship Behavior (OCB), no unifying work is focused on the measurement of degree of change in OCB in a public sector organization and a private sector organization. We hypothesized that there is a significant difference in the degree of OCB of employees in public sector and private sector organization. Data were collected from 200 employees consisting of managerial and non-managerial staff from both the public sector and private sector organizations. The results showed that employees in public sector organization have greater degree of OCB in comparison to private sector organizations and also the job satisfaction increases or decreases based on increase or decrease in OCB. The purpose of this study is to invoke Organization Citizenship Behavior in private sector organization. Obtained result was in the line of the hypotheses. In terms of organizational citizenship behavior; a significant difference is noticed between public sector and private sector organization. As expected, public sector employees have exhibited higher degree of OCB as compared to private sector employees. Most importantly, organizational citizenship behavior is being proven as the catalyst for enhancing job satisfaction level of employees.

This paper seeks to explore the association between corporate social responsibility, corporate governance and sustainability by empirically studying the interrelationship between these through correlation analysis. Findings from the study revealed that (a) a very low negative insignificant correlation exists between corporate social responsibility and corporate governance; (b) a positive low and insignificant correlation is observed between corporate governance and sustainability; and (c) significant correlation is found between corporate social responsibility and sustainability. The study recommends theme of corporate social responsibility and sustainability should be embedded within the governance practices of the firms. A separate board committee on sustainability and mandatory reporting on its activities should be formed to facilitate transparent disclosures on corporate social responsibility and sustainability practices. Mandatory reporting on corporate social responsibility and sustainability along with reporting on Clause 49 of the Listing Agreement norms will augment the quality of information available to stakeholders in terms of economic, environmental and social performance of firms.

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Purpose This paper attempts to find the essence of whistleblowing in organizational structures, to reflect on whistleblowing mechanism and the perception of whistleblowing in the working class of a country. Whistleblowing is exhibited as one of the quintessential elements of corporate governance to prevent or detect inundating corporate frauds. This study examines the whistleblowing intentions and its precursors with the knowledge of repercussions, in context of Indian employees. Design/methodology/approach Primary data has been analysed herein using a structured questionnaire from 396 Indian employees of public and private sector companies of India using, multiple regression analysis. Findings It provides evidence that personal factors like organizational commitment, locus of control impact whistleblowing intentions vary by the type of fraud the employee encounters. The study presents a case for variation of considerable extent in non-financial fraud and financial fraud. Further, the kind of organization the employee is working in is an essential antecedent for whistleblowing behaviour of an employee. It highlights higher the perceived power or status held by the wrongdoer; higher would be an employee’s intentions to blow the whistle against him. Practical implications It would help managers in developing an environment which would encourage the employees by creating a self-check mechanism in the organization for improved conduct and better corporate governance. The shreds of evidence show that locus of control plays a vital role in moderating the impact of other antecedents on whistleblowing intentions of the employees. Originality/value Organization’s expectation from the employees to blow the whistle against wrong doing also makes the organization responsible for protecting the employee from the retaliation, which could follow after the act of whistleblowing. Also, prompts for imbibing ethical conduct throughout the organizational hierarchy.