Antecedents of citizenship behavior in Arab employees in Kuwait

Abstract

This study identifies antecedents of two specific dimensions of organizational citizenship behavior, altruism (OCBI) and civic virtue (OCBO), in a sample of Arab employees working in Kuwait. Results indicate that a collectivist orientation is a significant predictor of altruism and that procedural justice and job satisfaction are significant predictors of civic virtue. Additionally, respondents indicate that both altruism and civic virtue behaviors are more likely to be perceived as in-role than extra-role behaviors by study participants. Findings provide additional insight into the relevance of OCB and its antecedents in organizations within an Arab cultural context and the resultant implications for managerial processes and decisions.

Effects of Inter-organizational Justice on Dimensions of Organizational Citizenship Behaviours: A Study on Kuwait Ministries’ Employees

“…Similarly, Elamin and Tlaiss (2015) studied the same topic in a wide range of organizations and industries to determine if interactional justice has a major effect on the different sub-dimensions of OCB: civic virtue, conscientiousness, altruism, courtesy and sportsmanship. However, Daly et al (2014) found that distributive justice was not significantly related to two dimensions of OCB, altruism and civic virtue, in mid-sized business organizations in Kuwait. Daly et al (2014) also reported that only procedural justice dimensions for OJ can increase both altruism and courtesy dimensions of OCB.…”

“…However, Daly et al (2014) found that distributive justice was not significantly related to two dimensions of OCB, altruism and civic virtue, in mid-sized business organizations in Kuwait. Daly et al (2014) also reported that only procedural justice dimensions for OJ can increase both altruism and courtesy dimensions of OCB.…”

The Impact of Organizational Citizenship Behaviour on Employee’s job satisfaction, commitment and turnover intention in Dining Restaurants Malaysia

“…Furthermore other researchers defined OCB has a voluntary helping behavior that is discretionary and promotes the organization effective functioning without expecting direct or explicit reward or recognition from the organization (Daly, Owya-Hosseini and Alloughani, 2014). Bandurs and Lyons (2012) also explained the concept of voluntary helpful behavior, the research was achieved in Maryland on a small homogenous group, and results have shown that voluntary helpful behavior is less significant than providing training and development to homogenous group.…”

“…Conscientiousness is a behavior that can easily be recognized by managers as employees are predisposed to be supportive, committed and fair in their act (Daly, Owya-Hosseini and Alloughani, 2014). It is one of the organizational advantages as in it contributes to employees engagement in establishing a working relationship with coworkers.…”

“…The term commitment is defined by Daly et al (2014) as the psychological attachment of an employee to his organization. Organizational commitment consist of three components which are affective commitment, continuance and normative commitment, in the study of the impact on employees job related attitudes on organizational commitment in Johor (Malaysia) Rehan & Islam (2013) found that altruism and civic virtue are significant factors in the relationship of OCB and organizational commitment, the results have shown that employees altruistic employees are more likely to show affective commitment (Philip, Kumar & Choudhary, 2012), employees who have the desire to continue with the company also show affective and continuous commitment and finally those who think that it is compulsory to remain in the organization are more likely to put up some effort in order to display a good image about their organization to the public.…”