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The Factors Affecting Organizational Citizenship Behavior in Banking Industry

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Listed:
  • Teoh Wee Jim
  • Bernard Hi
  • Lee Kah Shing
  • Ong Siew Lin
  • Siti Yasmin
  • Sofiah Kadar Khan

Abstract

Organ (1988) defined organization citizenship behavior (OCB) as the individual’s behavior that is discretionary not directly or explicitly recognized by the formal reward system and that in the aggregate promotes the effective functioning of the organization. There has been numerous studies performed on organization citizenship behavior and antecedents of this behavior were explored since this behavior contributes to the effective functioning of an organization. The positive contribution of OCB to organizational performance is widely accepted by literature(Podsakoff and MacKenzie,1994,1997;Podsakoff et al.,2000). This behavior have been described by the service literature as being essential; for achieving superior returns.The service industry has been a major contributor to the growth and development of the Malaysian economy (Central Bank of Malaysia, 2007;Deparment of Statistics Malaysia,2010; Malaysian Industrial Development Authority,2010). According to Warrier(2010), the services sector is estimated to contribute 70 percent of GDP to Malaysia’s economy by 2020.There has been a significant correlation in literature between the relationships of competency, quality of work life, leader member exchange(LMX) and organization citizenship behavior. The research intends to explore on how this variables encourage the exhibition of OCB among the service personnel in the banking industry. The relevant hypotheses have been developed and further testing on its relationship will be conducted in order to investigate its impact on organizational citizenship behavior.

Suggested Citation

  • Teoh Wee Jim & Bernard Hi & Lee Kah Shing & Ong Siew Lin & Siti Yasmin & Sofiah Kadar Khan, 2013. "The Factors Affecting Organizational Citizenship Behavior in Banking Industry," International Journal of Management Sciences, Research Academy of Social Sciences, vol. 1(5), pages 178-192.
    • Handle: RePEc:rss:jnljms:v1i5p5
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    References listed on IDEAS

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    1. Philippe Guay & Gilles Simard & Michel Tremblay, 2000. "Organizational and Individual Determinants of Atypical Employment: The Case of Multiple Jobholding and Self-Employment," CIRANO Working Papers 2000s-26, CIRANO.
    2. Abdul Majid, Muhamed Zulkhibri & Sufian, Fadzlan, 2007. "Market Structure and Competition in Emerging Market: Evidence from Malaysian Islamic Banking Industry," MPRA Paper 12126, University Library of Munich, Germany, revised 01 Jul 2007.
    3. Hui, Chun & Law, Kenneth S. & Chen, Zhen Xiong, 1999. "A Structural Equation Model of the Effects of Negative Affectivity, Leader-Member Exchange, and Perceived Job Mobility on In-role and Extra-role Performance: A Chinese Case," Organizational Behavior and Human Decision Processes, Elsevier, vol. 77(1), pages 3-21, January.
    4. Cardona, Pablo & S. Lawrence, Barbara & M. Bentler, Peter, 2003. "Influence of social and work exchange relationships on organizational citizenship behavior, The," IESE Research Papers D/497, IESE Business School.
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    1. Rashidah Mohamad Ibrahim & Mazuri Abd Ghani & Noorul Hafizah Hashim & Aziz Amin, 2017. "Does Leader-Member Exchange Impact on Organizational Citizenship Behaviour Readiness? Evidence from State Government Agency," International Review of Management and Marketing, Econjournals, vol. 7(1), pages 216-221.

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