Skip to main content

JOB CHARACTERISTICS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR




ATTENTION:
BEFORE YOU READ THE PROJECT WORK, PLEASE READ THE INFORMATION BELOW. THANK YOU!

TO GET THE FULL PROJECT FOR THE TOPIC BELOW PLEASE CALL:
08068231953, 08168759420

TO GET MORE PROJECT TOPICS IN YOUR DEPARTMENT, PLEASE VISIT:




 


JOB CHARACTERISTICS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR



CHAPTER ONE
INTRODUCTION
1.1      CONTEXT OF THE PROBLEM
The success of an organization depends on the hard working, loyal and involved managers and employees. In the current challenges firms are considered to be competitive on the basis of competence of their employees and no longer their product. (Msardragh, 2003). This reality has therefore conspicuously placed employees as the primary differentiating success factor for organizations. In view of this, most organizations are now faced with the challenge of developing vital and effective strategy for achieving corporate excellence through effective to develop appropriate motivational strategy that will cause employees to engage in extra role activities that will benefit and help in the attainment of predetermined organizational goals. This view holds that if employees are well motivated by their organization, they become satisfied. This makes them direct their skills toward the organization thereby helping the organization to achieve it strategic objective both in the short and in the long run. When employees are satisfied with work conditions, they tend to exhibit certain behaviors, though not recognized by the formal system of the organization, but have a real benefit to the organizations in terms of growth, success, effectiveness and productivity of any organization Murphy et al, (2002).
Organizational citizenship behaviour is an important issue in this regard that has been and would always be of great importance organizations. Organizations are always looking for the committed human resource in order to achieve their strategic objectives. As argued by Moris and Sherman (1981) organizational citizenship behavior is an indicator of employee’s performance and turnover. It helps organizational to attain is goals as it is the psychological bond between the individuals and organization (Mowday and Mc Cade (1979).
Organ (1988) proposed the following dimensions of organizational citizenship behaviourl: Altruism, Courtesy, and Sportsmanship. Altruism is defined as discretionary behaviours that specifically aid another person in the organization with an organizationally relevant issue. Courtesy is defined as discretionary behaviours that aid the organization in general and go beyond the minimum role requirements of the organization. Sportsmanship involves behaviours that indicate that the individual responsibly participates in or is involved in the life of the organization (De Nicolis Bragger et al., 2005:305).
Organizational citizenship behaviour has often been referred to in academic literature as a construct focused on helping (Ehrhart & Nauman 2004). Over the years organizational citizenship behaivour has received greater attention by different scholars. Studies have been carried out on organizational citizenship behaviour in different countries and how it influence organizations efficiency. (Malvein et al, 2011) carried out a research on evaluation of job statisfaction and organizational citizenship organizational citizenship behaviour through job research was aimed achieving organizational citizenship behaviour through job satisfaction. Also organizational citizenship behaviour and organizational commitment studied amongst university teachers of Pakistan by Noor (2009), on impact of training and development opportunities shows a positive relationship this further demonstrated how organizational commitment impact positively to enhance organizational citizenship behaviour among the teachers and implications that can help the universities of Pakistan in augmenting the organizational citizenship behaviour of teachers. George and Batternhausen(1990) carried out a study on attraction and retention to O.C.B.
When employee behaves in a pattern shows organizational citizenship, employees are less likely to develop patterns of tardiness or to be chronically absent from work (Angle and Perry, 1981; Bateman and Strasser, 1984; Porter 1974)Employee that are committed are also likely to leave the organization to explore other opportunities (Alluen and Meyer,, 1996).
Evidence has been produced that by creating a working environment in which employees identify with organization’s values, goals and objectives, they develop a positive attitude towards their jobs, identify with their superiors and identify with their occupational/professional group. In other words, by developing employee commitment, the objective of organizational effectiveness be achieved (Seigel &Rull, 1973; 323; Mowday, Steer & Porter, 1979:237; Lobel & St. Clair, 1992:12066; Therenou, 1993:2832.
This widespread interest in organizational citizenship behaviour primarily stems from the fact that organizational citizenship behaviour lead to improved organization effectiveness Podsakoff et  al, (1996) to drive home the importance of organizational citizenship behaviour to the achievement of organizational effectiveness Wyss (2006) postulates that an organization which depends solely on its blueprints of prescribed behaviours are a very fragile social system.
Plenty of study on Organizational Citizenship B hehaviour (OCB) explored influence factors of OCB. (Podsakoff, Mackenzie, Paine, & Barch rach 2000), by using Meta-Analysis, classified influence factors of OCB into 4 types individual characteristics, job characteristics, organizational characteristcs and leader behaviour. Earlier researches focused on employee attitude, sentiment, perceived organizational support and other psychological factors, while in recent years, scholars has paid attention to different leader behaviour on the impact of OCB. By contrast, few researches discussed the relationship between job characteristics and OCB.
Job characteristic refers to a job or task inherent attribute. In abroad sense, any attribute or factors relevant with a job could be called job characteristic. Until Requisite Task Attributes Theory (Turner & Lawrence, 1965) appeared, the system of job characteristics has come into being. Turner & Lawrence (1965) with the development of modern industry, for the appearance of a lot of new jobs and tasks, job characteristics differentiated in comparison with those before (Jackson, 1993). In 80s & 90s the 20th century, scholars brought forward their points about job characteristic dimensions or factors (Gatewood et al., 1982; Kinggundu, 1983; Jackson, 1993; Gunn et al, 1996). These ideas, from different views or visions, helped to further understand job characteristics.
Researchers have theorized that the effectiveness of organization is likely to be enhanced when employees go above and beyond the call of duty to aid fellow workers in order to achieve organizational goals (Organ, 1988) and such behaviour has become critical in today’s corporate world.
Studies have been carried out on organizational citizenship behaviour in different countries and host it influence organizations efficiency. (Malvein et al, 2011) carried out a research on evaluation of job satisfaction and organizational citizenship amongst selected organization in Zimbabwe. Their research was aimed at achieving organizational citizenship behaivour through job satisfaction. Also organizational citizenship behaviour and organizational commitment studied amongst university teachers of Pakistan by Noor (2009), on the impact of training and development opportunities shows a positive relationship this further demonstrated how organizational commitment impact positively to enhance organizational citizenship behaviour among the teachers and implications that can organizational citizenship behaviour among the teachers and implications that can help the universities of Pakistan in augmenting the organizational citizenship behaviour of teachers. George and Batternhausen (1990) carried out a study on attraction and retention to O.C.B.
However, despite the growing body of research on the concept of organizational citizenship behaviour, extra role behaviour especially in the Nigerian work environment still remains at its ebb.
In view of this, the researcher will test the effect of job characteristics on O.C.B ion selected hotels and fastfood industries in Rivers State.
1.2      STATEMENT OF THE PROBLEM
Today while some workers demonstrate extra discretionary contribution to their job by going beyond the call of duties prescribed in their jobs, others choose to withhold such appropriate behaviors, particularly when such behavior does not attract direct indirect or indirect benefit. This counterproductive work is today suspected to have impacted seriously on work on work quality, optimal performance and service delivery. In recent years, the signal of impending organizational failure has become obvious. The incident has become crucial concern of enlightened management in organizational practices. The believe among theorist is that as more employees engage in OCB, the organization becomes more successful (Yen & Neihof, 200). Recent experiences I n Nigerian workplace reveals that public and private organizations seem to have failed in this respect. The society has been inundated with millions of complaints from consumers of both public and private sector service delivery. In Nigeria today, people hardly do anything for anyone without requesting or expecting some kind of inducement even when such assistance is a legitimate duty. Research have showed that OCB and CWB (Counter productive work behavior) were significantly negatively correlated (Baker 2005), which means that a person high on OCB scale will not show any such counter productive work behavior posing an adverse effect on production, service delivery and promotion of industrial harmony.
In recent times, millions of potential customers of public services have almost lost hope of redeeming the spate of impending organizational failure. There is a general hue and cry about poor service delivery, declining industrial efficiency and negatively job attitudes such as bribery and corruption, lateness to work, dereliction of duties,’ eye service’, sabotage, robotism  and divided attention (i.e. operation of private business) at the expense of the official work, the incidence of this seeming organizational failure has assumed a critical dimension calling for the attention of all stakeholders. Some people have observed that workers attitudes to work have manifested in gross inefficiency and lack of commitment, for this only a few supervisors and managers tend to gain little effort of their subordinates (Fagbemei 1981; Ejiofor 1987). Lack of organizational citizenship behavior could spell doom for organizations especially now that organization are faced with daunting challenges such as power failure, bad road network among others.
It is in view of these problems that spur the researcher’s interest in studying the relationship between job characteristics and organizational citizenship behaviour (O.C.B). In selected hotels and fastfood industries in Port Harcourt Rivers  State of Nigeria.
CONCEPTUAL FRAMEWORK
This model explains the intersection of the dimensions of the independent variable (job characteristics) and measures of the dependent variable (organizational citizenship behavior) with organizational leadership as a moderating variable.



Figure 1.1
CONCEPTUAL FRAMEWORK
















Text Box: Task Significance


Text Box: Leadership

 
















Source: Researchers Conceptualization
1.3      PURPOSE OF THE STUDY
The purpose of the study is to examine the relationship between job characteristics citizenship behavior in selected hotels and fast food industries in Port Harcourt. More specifically this study will seek:
1)    To examine the relationship between task significance and organizational citizenship behavior.
2)    To examine the relationship between autonomy and organization citizenship behavior.
3)    To examine the relationship between feedback and Organization Citizenship behavior.
4)    To examine the extent to which the leadership of the organization will moderate the relationship between job characteristics and organizational citizenship behaviour.
1.4   RESEARCH QUESTIONS
The research questions below are raised in order to locate answers to the research problems as well as lead to findings which conclusions be drawn from.
1)     To what extent does task significance influence organization citizenship behavior?
2)     To what extent does autonomy influence organization citizenship behavior?
3)     To what extend does feedback influence organization citizenship behavior?
4)     To what extent does leadership moderate the relationship between job characteristics and Organizational citizenship behaviour.
1.5   HYPOTHESES
To investigate the effect of job characteristics on Organizational citizenship behavior, the following null hypothesis will be tested.
H01:  There is no significance relationship between task significance and altruism.
H02:  There is no significance relationship between task significance and courtesy.
H03:  There is no significance relationship between task significance and sportsmanship.
H04:  There is no significance relationship between task autonomy and altruism.
H05:  There is no significance relationship between task autonomy and courtesy.
H06:  There is no significance relationship between task autonomy and sportsmanship.
H07:  There is no significance relationship between job feedback and altruism.
H08:  There is no significance relationship between job feedback and courtesy.
H09:  There is no significance relationship between job feedback and sportsmanship.
H010: The leadership of the organization will not moderate the relationship between job characteristics and organizational citizenship behavior.
1.6   SIGNIFICANCE OF THE STUDY
Theoretical Significance: The result of this study is of tremendous importance to researchers and practitioners of management. It will educate them on the usefulness of achieving O.C.B through job characteristics. It also contributes to the existing body of knowledge on job characteristics and organizational citizenship behavior and it also a basis for further research.
Practical Significance: The study will be of benefit to managers, policy makers in the organization. It will demonstrate to managers, the importance of creating an enabling structure that would facilitate employee participation and involvement in the decision making process and functioning of the organization.
1.7   SCOPE OF THE STUDY
Theoretical Scope: The theoretical scope covers all relevant literature on job characteristics and organizational citizenship behavior.
Geographical Scope: The survey scope covers all registered manufacturing organization in Rivers Sate of Nigeria.
Unit of Analysis: The unit of analysis is generally shaped by the purpose of the researcher and the material of study (Matusor 2007). Unit of analysis helps to articulate and address many methodological issues. It helps to operationalize the phenomenon under study so that it can be measured quantitatively (Kenny 2003). For the purpose of this study, the individual is our unit of analysis, thereby positioning our research in the micro level. We elicited information from individual employees using questionnaire regarding their level of citizenship behaiour exhibited to the organization.
1.8   LIMITATION OF THE STUDY
The study encountered several limitations.
Difficulty in measurement of variables on job characteristics and organizational citizenship behavior.
Difficulty in generating data because of the fluid nature of the study variables and also due to company policies or individual reasons, some of the respondents showed reluctance in divulging information relating to their organization.
Nevertheless, these limitations have not stultified our efforts in carrying out the research that we hope will contribute to the existing body of knowledge. More so, as we will be mindful of the instructive observation, it is not always possible to conduct investigation that is one hundred percent scientific. Thus we have made every effort to maximize the use of research instruments at our disposal.
1.9 OPERATIONAL DEFINITION OF TERMS
1)     Organizational Citizenship Behavior: are those voluntary behaviors that employees exhibit toward work which are not bided by their terms of contact, failure to do so does not attract any punishment or benefits but in aggregate it promote the effective functioning of the organization.
2)     Altruism: is that voluntary behavior that is centered of helping fellow employees with their duties thereby preventing work related problems.
3)     Courtesy: it has been defined as discretionary behavior that aim at preventing work-related conflicts with others.
4)     Sportsmanship: is the willingness on the part of the employees that signifies the employee’s tolerance of less than ideal Organizational circumstances without complaining and slowing problems out of proportion.
5)     Job Characteristics: Refers to a job or task inherent attributes, any attribute or factor relevant with a job could be called job characteristics.
6)     Task Significance: is the degree to which the job has a substantial impact on the lives of other people, whether those people are in the immediate organization or in the world at large.
7)     Task Autonomy: The degree to which job has a substantial freedom, independence and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out.
8)     Job Feedback: which carrying in the degree to out the work activities required by the job provides the individual with direct and clear information about the effectiveness of his or her performance.




AFFILIATE LINKS:





Comments

Popular posts from this blog

INDUSTRIALIZATION IN NIGERIA; POLICIES STRATEGIES AND IMPACT ON ECONOMIC GROWTH.

                                                        ATTENTION: BEFORE YOU READ THE PROJECT WORK, PLEASE READ THE INFORMATION BELOW. THANK YOU! TO GET THE FULL PROJECT FOR THE TOPIC BELOW PLEASE CALL: 08068231953, 08168759420 TO GET MORE PROJECT TOPICS IN YOUR DEPARTMENT, PLEASE VISIT: www.easyprojectmaterials.com www.easyprojectsolutions.com www.worldofnolimit.com INDUSTRIALIZATION IN NIGERIA; POLICIES STRATEGIES AND IMPACT ON ECONOMIC GROWTH. ABSTRACT Industrialization in Nigeria has been pursued since the post independent era through a government policy of import substation, export promotion, and many other complementing policies, aimed at accelerating the pace of the economic development. Despite these policies, industrialization is till at rudimentary state in the country. This is the principals factors that motivation this study. This study examines and evaluates the industrial environment in Nigeria, its problems and th

ENGLISH LANGUAGE EDUCATION PROJECT TOPICS AND MATERIALS

  ENGLISH LANGUAGE EDUCATION PROJECT TOPICS AND MATERIALS       ATTENTION: BEFORE YOU READ THE PROJECT TOPICS BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!   NOTE: WE WILL SEND YOU THE ABSTRACT, TABLE OF CONTENT AND CHAPTER ONE OF YOUR APPROVED TOPIC FOR FREE. CHOOSE FROM THE LIST OF TOPICS BELOW. SEND YOUR EMAIL ADDRESS AND THE APPROVED PROJECT TOPIC TO ANY OF THESE NUMBERS-08068231953, 08168759420   WE WILL THEN SEND THE ABSTRACT, TABLE OF CONTENT AND CHAPTER ONE FOR FREE   NOTE ALSO: WE CAN ALSO DEVELOP THE FULL PROJECT WORK CALL: 08068231953, 08168759420       ENGLISH LANGUAGE EDUCATION PROJECT TOPICS AND MATERIALS     1.     STYLISTIC ANALYSIS OF CHIMAMANDA NGOZI ADICHIE’S HALF OF A YELLOW SUN 2.     PIDGIN ENGLISH ON RADIO AS A MEANS OF EFFECTIVE COMMUNICATION TO ILLITERATE AUDIENCE 3.     A CRITICAL, RATIONAL AND REFLECTIVE ENQUIRY INTO THE CONCEPTS OF HUMAN RIGHTS AND DEVELOPMENT 4.     THE SOCIOLINGUISTIC ANALYSIS OF THE

CURRICULUM STUDIES AND EDUCATIONAL PLANNING

  CURRICULUM STUDIES AND EDUCATIONAL PLANNING     ATTENTION: BEFORE YOU READ THE PROJECT TOPICS BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!   NOTE: WE WILL SEND YOU THE ABSTRACT, TABLE OF CONTENT AND CHAPTER ONE OF YOUR APPROVED TOPIC FOR FREE. CHOOSE FROM THE LIST OF TOPICS BELOW. SEND YOUR EMAIL ADDRESS AND THE APPROVED PROJECT TOPIC TO ANY OF THESE NUMBERS-08068231953, 08168759420   WE WILL THEN SEND THE ABSTRACT, TABLE OF CONTENT AND CHAPTER ONE FOR FREE   NOTE ALSO: WE CAN ALSO DEVELOP THE FULL PROJECT WORK CALL: 08068231953, 08168759420       CURRICULUM STUDIES AND EDUCATIONAL PLANNING     1.     THE IMPACT OF PLANNING ON TEACHING AND CURRICULUM DEVELOPMENT OF TEACHING AND LEARNING INTERGRATED SCIENCE IN JUNIOR SECONDARY SCHOOLS IN NIGERIA 2.     FUNCTIONAL ACCOUNTING EDUCATION CURRICULUM FOR SUSTAINABLE YOUTH EMPOWERMENT IN EDO STATE 3.     FACTORS MILITATING AGAINST EFFECTIVE MANAGEMENT OF SCHOOL RECORDS BY SECONDARY SCHOOL