Title: Demographic Determinants of Organizational Citizenship Behavior among Hospital Employees
Abstract: Introduction Organizational Citizenship Behavior (OCB) is accepted as vital subject to survival of an and meets personal goals and needs (Daffy, 2013; Unal, 2013). Although term organizational citizenship behavior was used firstly by Dennis Organ (1983) and his colleagues, but its meaning could be found in Bernard's (1938) concept of willingness to corporate (Mehboob & Bhutto, 2012). So far, numerous definitions of organizational citizenship behavior have been presented. According to Organ (1988), OCB is the Behavior that is discretionary, not directly or explicitly recognized by formal reward system and that in aggregate promotes effective functioning of organization (Khaola, 2008). Helping others, loyalty, and organizational compliance are forms of OCBs (Lee et al, 2013). OCB is not a job requirement and is not part of a formal contract, but it's a personnel choice (Mehboob & Bhutto, 2012; Vazifeh et al, 2013). Also, many constructs have been developed to conceptualize term OCB since Organs' (1988) Construct such as prosocial behavior, extra role behavior, civic organizational behavior and contextual performance behavior. Although there are some differences among these constructs, but logic behind these constructs are same which have been investigated and put forward in different connotations and labels (Mehboob & Bhutto, 2012). Indeed, different authors have been suggested that organizational citizenship behavior has different dimensions from which Organ's (1983) five dimension taxonomy of OCB construct have been used by many researchers across world in different contexts. In his viewpoint, dimensions of OCB include Altruism, Courtesy, Sportsmanship, Civic-virtue and Conscientiousness (Philip et al, 2012). Beyond different definitions and constructions, organizational citizenship behavior is an important issue in field of management and organizational behavior sciences. It is fulfilling belief that OCB is an important component of organizational effectiveness (Philip et al, 2012). Therefore, it seems that research on organizational citizenship behavior could be useful and important. In general, studies on OCB have focused on 2 issues. These issues include consequences of OCB on one hand and it's determinants on other hand. In terms of outcomes, many studies in various contexts have indicated that OCB can affect different individual and organizational outcomes and performance. Also, in terms of determinants different researchers have examined various determinants of human behavior in work environment. Chowdhury identified key determinants of OCBs, including sustainability culture, leadership support, and organizational commit (Khaola, 2008). Higher level of OCB results in more productivity and profitability (Nadiri & Tanova, 2010). And researchers are proposing that OCB be used as a broader and truer measure of performance (Farahbod et al, 2012). Researches show that self-esteem and commitment were positively and significantly related to OCB (Khaola, 2008) and there is a relationship between individual characteristics and OCB (Dolan et al, 2013; Nadiri & Tanova, 2010; Yaghoubi et al, 2010; Iranzadeh & Asadi, 2009; Fang & Lim, 2002). OCB has an effective role in organizational operations, and have been widely addressed in many researches during last decade (Philip et al, 2012). Hospitals, as complex organizations and as a vital part of health systems have undeniable role in community health. For various clear reasons, working in hospital is a hard and challenging job. Hospital employees often are encountered with stressful conditions which can affect their behavior including organizational citizenship behavior. However, deficiencies of employees ' organizational citizenship behavior can lead to weak individual and collective performance which, in turn will lead to poor provision of health services. …
Publication Year: 2013
Publication Date: 2013-10-01
Language: en
Type: article
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Cited By Count: 12
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