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

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.

Ascertaining the interaction effects among organisational citizenship behaviour, work overload and employees’ performance in the Ghanaian construction industry

“…The questionnaire was self-administered through face-to-face sessions, over a period of six months. The respondents were asked to score on a Likert scale of 1 to 5 (where 1: strongly disagree to 5: strongly agree), their level of agreement with the various issues under consideration like that outlined in other studies (Dinka, 2018; Basu et al , 2017; Skarlicki and Latham, 2009). Out of the 100 questionnaires distributed, 88 were retrieved; however, upon further checks, only 86 were valid and were used for the analysis, representing a high response rate of 86 percent.…”

“…They further indicated that OCB factors such as sportsmanship and civic virtue are vital predictors of employee retention in an organization. In addition, according to Dinka (2018), OCB can affect organizational performance, and further increase group performance because it helps people to work together. Over the past 15 years, research on the relationship between OCB and employee performance, has emerged as a primary focus and many researchers have proven a positive relationship between OCBs and employee performance, thus making clear the interdependence of OCB on employee performance and vice versa (Sun et al, 2007;Ehrhart et al, 2006;DeGroot and Brownlee, 2006;Koys, 2001;Allen and Rush, 1998):…”

Organizational Citizenship Behavior Role in Mediating the Effect of Transformational Leadership on Organizational Performance in Gold Industry of Saudi Arabia

“…Organizational citizenship behaviour describes a person's voluntary commitment within an organization that is not part of his or her contractual tasks. For example, helping others with heavy workloads, does not take extra breaks, and keep up with developments in the company (Dinka, 2018;Park, 2016). Organizational citizenship behaviour is indeterminate and is not officially linked to incentive and performance appraisal systems in organizations (Klotz et al, 2018).…”

Teachers' Citizenship Behavior as a Predictor of Teaching Performance: Evidence From Pakistani Context

“…According to Hemaloshinee and Nomahaza (2017), organizational citizenship behavior donates to decreasing the organization's need to provide resources, cohesion, and administrative unity and helping employees for exertion by allotting space to effectual scheduling as well as resolving the issues, dilemmas, and problems. Dinka (2018) and Pekaar (2016) explained that A person's voluntary willingness to the organization for OCB is not for contractual tasks. Helping others in workloads does not keep burden, and keep up betterment in the company.…”