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Impact of Organizational Culture on Employee Performance and Organizational Citizenship Behavior (OCB)

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  • Nishat Ameer

    (University of Haripur, Haripur, Pakistan)

Abstract

Banks are considered a backbone in any country’s economy. The aim of this study is to find out that, how dimensions of an organization-culture put impact on concerned employee’s performance and Organizational Citizenship Behavior (OCB) in banks. The grandness of this research is to cater researchers with valuable knowledge and understanding of components which influence employee’s performance and OCB in banks. In order to collect the data 150 questionnaires were disseminated amongst respondents and 100 questionnaires out of them were collected and used to analyze the results. Convenience sampling method was conducted and data collected was analyzed by correlation analysis and regression analysis. The results show that dimensions of organization culture significantly affect the employee’s performance and OCB. The outcomes of current study will not only increase the employee performance but directly and indirectly will affect the other outcomes linked with organizational culture, employee performance and organizational citizenship behavior. Banking sector should implement such strategies which promote individualistic practices. Banking sector should promote the individualistic culture not collectivist because the society culture is individualistic and people want to work as individual. If power distance is high in organizations it affects the employee performance. Future researchers may include other variables that affect the employee’s performance and OCB.

Suggested Citation

  • Nishat Ameer, 2017. "Impact of Organizational Culture on Employee Performance and Organizational Citizenship Behavior (OCB)," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 3(5), pages 183-196.
    • Handle: RePEc:apa:ijbaas:2017:p:183-196
    DOI: 10.20469/ijbas.3.10004-5
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    2. Anum Laraib & Shujahat Haider Hashmi, 2018. "An Empirical Study to Examine the Relation of Authentic Leadership on Employee Performance; Moderating Role of Intrinsic Motivation," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 4(4), pages 137-145.
    3. Riska Maulida Anggraini & Hereyanto & Sandra Bhakti, 2017. "The In uence of Leadership Style and Organizational Climate onPerformance Uay Banjarmasin," International Journal of Business and Economic Affairs (IJBEA), Sana N. Maswadeh, vol. 2(5), pages 297-309.
    4. Mi-A Kim, 2019. "On the Comparative Study of African American’s Blues and Korean’s Arirang," The Journal of Social Sciences Research, Academic Research Publishing Group, vol. 5(3), pages 596-602, 03-2019.
    5. Nucharee Supatn & Teeradej Puapradit, 2019. "Roles of expectancy on employee engagement and Job performance," Journal of Administrative and Business Studies, Professor Dr. Usman Raja, vol. 5(2), pages 88-98.
    6. Chih-Ming Chien & June-Hao Hou, 2018. "The practice of design-build programs in remote areas in Taiwan," Journal of Advances in Humanities and Social Sciences, Dr. Yi-Hsing Hsieh, vol. 4(5), pages 222-231.

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