Beruflich Dokumente
Kultur Dokumente
Abstract-- In todays global competitive world, every Moorman, and Fetter (1990) provided operationalization of
organization wants to have excellent employees those who do these dimensions, which have served as the basis for OCB
not only work hard but also display good traits, cooperative measurement in various studies ( Podsakoff,
nature , tendency to work in team to achieve organizational MacKenzie,&Bommer, 1996; Van Dyne et al., 1994).
goal . Organizations are encouraging their employees to
Morrison (1994) presented sportsmanship and involvement
engage in Organizational citizenship behavior .The present
study is an attempt to find out various dimensions of dimensions, whichwas included components ofOrgans
organizational citizenship Behavior existing in Indian sportsmanship and civic virtue dimensions. There are large
companies. All together four hundred ten respondents number of constructs demonstrates widespread interest in
participated in the study from middle to higher level of the and relevance of organizational citizenship research.
organizations. The principle axis factor analysis revealed five
dimensions of OCB , namely- sportsmanship, altruism, Though the OCB Dimensions are measured in many
courtesy, civic virtue, conscientiousness which is being used in studies,but there a dearth in Indian context.Considering the
Indian organization . importance OCB in the new challenging and changing
Keywords-- Organizational Citizenship Behavior, Indian business world the purpose of the present studywas find
Organization, Cooperative out the dimensions of OCB in Indian Companies.
represented a cross-section of industries with varied of Organizational Citizenship Behavior. Though the present
background. Heterogeneity of the sample secured varying analysis revealed 5 factors of OCB but the order of OCB
level of achievements of managers at different hierarchal was different as compared to original scale which was
levels of the organization. Over all, four hundred ten altruism, courtesy, conscientiousness, sportsmanship, civic
executives responded to the questionnaire, of which 12 per virtue respectively ((Podsakoff, MacKenzie, Moorman, &
cent belonged to upper and 88 per cent to the middle Fetter, 1990),
management cadre. The age of respondents varied from 23
years to 40 years with median age being 31 years. The work .
experience ranged from 3 to 22 years with median 8 years Factor 1: Sportsmanship: this factor revealed the nature of
of work experience. the employees where they are willing to tolerate expected
inconvenient and getting work without complaining.
V. INSTRUMENT
Factor 2: altruism: This factor indentified as willingly
helping others with, or preventing the happening of work
A. Organizational Citizenship Behavior
related problems
Research studies have revealed several scales to measure the
Factor 3: civic virtue: revealed the willingness of the
Organizational citizenship behavior, though they vary in
employees in participating in the governance of the
numbers of dimensions. OCB scale was developed by
organization, engage in policy debates, and keep the
Smith, Organ, & Near (1983), Organ (1988); Graham
companys best interest in mind, even at great personal
(1989) ;Moorman & Blakely (1995 ) George & Jones
costs.
(1997). For the purpose of present study, scale to measure
the OCB was used developed by Podsakoff, MacKenzie, Factor4: courtesy: factor indicated the behavior of the
Moorman, & Fetter, (1990). There were 24 items employees where theyalerting others in the organization
containing5 dimensions of OCB namely: altruism, about changes that may affect their work, hence prepare
conscientiousness, sportsmanship, courtesy, and civic others for the change related problem which employee may
virtue .The OCBS has beenshown to be reliable and valid. have to face days to come.
Reliability reported by previous research ranges from 0.70
to 0.93 (Farh, Earley, & Lin, 1997). Factor 5: conscientiousness: conscientiousness: carrying
out ones duties beyond the minimum requirements,where
VI. RESULTS employees pay attention to the details andfollowing rules,
regulations and procedures. They maintain predictable work
A. Organizational Citizenship Behavior Measures schedules, increasing the reliability of the service.
The factor structure was extracted many times using varying Item analysis carried out for finally accepted items of the
number of factors to accept a given internal structure of organizational citizenship behavior. The reliabilities ranged
organizational citizenship behavior items. Negative items from low of .81 courtesy to a high of .93 for altruism
were reverse in the process of doing factor analysis. The organizational citizenship behavior. Another dimensions
final analysis resulted in five factors of organizational namely- Sportsmanship, civic virtue, and conscientiousness,
citizenship behavior described as below. Table 1 presents alpha reliabilities was of .86, .89 and .82 respectively.
various rotated factor structure comprising five dimensions Table 3 presents summary of item analysis
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