An Empirical Assessment of Impact of Organizational Climate on Organizational Citizenship Behaviour

Abstract

Successful organizations need their employees to perform more than their usual job responsibilities and this can be possible if the environment at workplace is supportive and conducive for them. The present study is focused on organizational citizenship behaviour (OCB) and its most influencing antecedent “organizational climate”. The sample consisted of 509 respondents working in a large-scale food processing industry of Punjab. The data were collected through a structured questionnaire and were analyzed using Pearson product–moment correlation and multiple regression analysis. The findings of the study indicated a strong positive correlation between organizational climate and OCB. The results of multiple regression analysis indicated that 67.6 per cent of the variance in OCB is explained by the dimensions of organizational climate. Further, organizational climate dimensions such as supervisory support, performance feedback, clarity of organizational climate, autonomy, pressure to produce, welfare and participation are found to have a significant impact on OCB. The research provides the implications for managers to engross themselves into the activities that improve organizational climate to ensure that the desired extra-role behavioural outcomes can be met.

PENGARUH IKLIM ORGANISASI DAN TIPE KEPRIBADIAN TERHADAP STRES KERJA DAN PERILAKU KEWARGAAN (Studi pada Karyawan Klinik Laboratorium Prodia Cabang Menteng, Jakarta)

“…Hasil penelitian Radhawa dan Kaur (2015) menemukan bahwa iklim organisasi berpengaruh positif terhadap perilaku kewargaan. Kemudian hasil penelitian dari Waspodo dan Minadaniati (2012) mengatakan bahwa iklim organisasi mempunyai pengaruh yang signifikan terhadap perilaku kewargaan.…”

Announcement of Retraction

“…In terms of the fifth hypothesis, the result confirmed the significant positive relationship between Providing Autonomy from Bureaucratic Constraints (PABC) and (OCB). Randhawa and Kaur (2015).…”

Organisational citizenship behaviour: Sensitization to an organisational phenomenon

“…Ethical climate has been found to mediate the relationship between leadership and OCB in that the leader must be charismatic to motivate employees to follow ethical guidelines and policies; charisma is a component of transformational leadership that is positively related to OCB (Zehir, Müceldili, Altindag, Sehistoglu, & Zehir, 2014). Randhawa and Kaur (2015), argue that OC plays an important role in the presence of OCB. Among the OC dimensions are support, clarity of organisational goals, the welfare, participation and autonomy of employees, and feedback to the employees (Randhawa & Kaur, 2015).…”

“…Randhawa and Kaur (2015), argue that OC plays an important role in the presence of OCB. Among the OC dimensions are support, clarity of organisational goals, the welfare, participation and autonomy of employees, and feedback to the employees (Randhawa & Kaur, 2015). The last three are closely linked with the leadership style of the supervisor.…”