The Measurement of Organizational Citizenship Behavior: Are We Assuming Too Much?

Abstract

Organizational citizenship behavior (OCB) is assessed by measuring how frequently employees display extra‐role and discretionary behaviors. One hundred forty‐four managerial employees responded to an OCB scale and indicated the number of behaviors on the scale they believed to be formally evaluated. None of the behaviors were believed to be unevaluated by all employees. Data suggest that a typical OCB scale is not measuring citizenship behaviors for everybody, and that OCB measurement needs refinement. Best prediction of other organizational variables was obtained when both the OCB and an index of “unevaluated” behaviors were used as predictors. Supervisor fairness interacted with OCB when predicting organizational commitment, and this interaction was contingent on the extent OCBs were believed to be unevaluated.

Relationship between Organizational Citizenship Behavior & Counterproductive Work Behavior in the Geographical Context of Pakistan

“…After all prior discussed arguments there also exists a view regarding OCB i.e. OCB is an extra-role behavior that is not formally evaluated (Pond et al, 1997). This view is also shared by Diapola, Tarter & Hoy, (2004) as their study proves that, Organizational Citizenship is discretionary; such behavior is its own reward; which means that it's up to the employees whether or not they want to indulge themselves in Organizational Citizenship Behavior.…”

Key Antecedents of Organizational Citizenship Behavior (OCB) in the Banking Sector of Pakistan

“…After all above arguments there also exist a view regarding OCB i.e. OCB is an extra-role behavior that is not formally evaluated (Pond et al 1997). …”

The Relationship Between Academic Staff’s Perceptions of Organizational Justice and Organizational Citizenship Behaviors

“…All successful organizations, including schools, have employees who take part in activities beyond job requirements and voluntarily spend their time and energy for the success of the organization . Organ argues that organizational citizenship has three basic characteristics, which are given as follows: (1) Acts are voluntary, (2) Acts are not directly or clearly rewarded by the formal rewarding system, (3) Acts improve the functions of the organizations (Pond, Nacoste, Mohr & Rodriguez, 1997).…”