Dayananda Sagar University

School Of Commerce & Management Studies

Bachelor Of Business Administration

4rd Semester & ‘B’ Section
Batch :- 2018-2021
Subject :- OB
Topic:- Organizational citizenship
Submitted By :-
 Upanshu Gupta – CMS18BB0113
 ORGANIZATIONAL CITIZENSHIP BEHAVIOUR
(OCB)

•Work behaviour can be seen in terms of in-role and extra-role

behaviour.
•Willingness to engage in extra-role behaviour is indicative of
high OCB
•OCB is willingness to go the extra mile
•OCB is product of high level of motivation and commitment
•High OCB related to high performance level and less need for
hierarchical control.
• Individuals become self driven
•Also reflective of willingness to be resourceful beyond immediate
role requirement.
 Organizational Citizenship

•Discretionary behavior
•Not part of an employee's formal job requirements
•Promotes the effective functioning of the organization

Three Common Types of Organizational

Citizenship Behavior

•Altruism
•Courtesy
•Sportsmanship
 Altruism
Altruism is defined as the desire to help or otherwise assist another
individual, while not expecting a reward in compensation for that
assistance.

EX: A common example would be employee who drives his

colleague to work when his car has broken down, while not
expecting money or favours in compensation.

Someone exhibiting altruistic behavior in a group setting might

volunteer to work on certain special projects, voluntarily helping or
assisting other employees with their work or with other tasks, and
volunteering to do additional work in order to help other employees
reduce their own work load. 
 Courtesy

Courtesy is defined as behavior which is polite and considerate

towards other people.

In a business context, courtesy is usually exhibited through

behaviours such as inquiring about personal subjects that a co-
worker has previously brought up, asking if a co-worker is having
any trouble with a certain work related project, and informing co-
workers about prior commitments or any other problems that
might cause them to reduce their workload or be absent from
work.
 Sportsmanship
Sportsmanship is defined as exhibiting no negative behavior
when something does not go as planned--or when something is
being perceived as annoying, difficult, frustrating or otherwise
negative.

For example: Imagine an employee who submits their proposal to

their superior may be expecting it to be well-received and
accepted—it is rejected, instead, and the employee displays good
sportsmanship by not complaining about the situation to other co-
workers or individuals who may report their behavior to others
working for the business.
 Examples of Organizational Citizenship

•Helping others on one's work team

•Volunteering for extra job activities
•Avoiding unnecessary conflicts
•Making constructive statements about one's work group and
the overall organization
Independent variables
Individual variables
•Age, gender, personality, emotion, values, attitude, ability
•Perception, individual decision making, learning, and motivation
 Group variables
•Norm, communication, leadership, power, politics
Organization system variables
•Organizational culture, HR practices
Conclusion
•Organizational citizenship behavior has a critical relation with
organizational functioning. But little work recovers the internal
mechanism by which organizational citizenship behavior facilitate
organizational performance and effectiveness.
•We propose that organizational citizenship behavior,
especially, the social participation, advocacy participation,
functional participation and focus on tasks contribute to internal
learning, explorative learning, emergent learning, and exploitation
learning between individual, and consequently enhance
organizational functioning and performance.