Dimensionality of Organizational Citizenship Behavior (OCB) in a Multicultural Society: The Case of Malaysia

Abstract

Past researches have observed a shift in the dimensions of organizational citizenship behavior. Building on organizational citizenship behavior literature, the present study in the paper involved looking at validating the dimensionality of the organizational citizenship behavior (OCB) measure developed by Organ (1988) who posited a five dimension instrument. Data was gathered through a survey using a structured questionnaire to employees working in 10 large manufacturing companies in Malaysia. A total of 113 questionnaires were returned over a period of 10-week. A series of tests such as factor analysis, correlation, and reliability analysis was conducted to confirm that the instrument is valid (content, construct, convergent, discriminant and nomological) as well as reliable. Implications regarding the value of conducting validity and reliability test for practitioners and researchers are discussed.

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

“…It represents the trustworthiness and reliability of the organization's staff nurses. [17,20] Finally, sportsmanship is defined as the tolerance of staff nurses to less than optimal organizational circumstances without complaining and massively blowing problems. It also, reveals the ability of staff nurses to adapt even if they do not like or agree with the changes taking place within the organization.…”

The effects of spiritual intelligence and its dimensions on organizational citizenship behaviour

“…Organ (1990) described five categories of OCB: (1) Conscientiousness, or organizational loyalty (Graham, 1991) describe the obedience towards organization and dedication to the job which exceed formal activities such as working long hours, and volunteer to perform jobs besides duties (Organ, 1988). Lo & Ramayah, (2009) as most vital and common dimensions of OCB that acknowledged by the most researchers (Borman & Motowidlo, 1997;Organ, 1990;Smith, Organ, & Near, 1983;Williams & Anderson, 1991); (3) Civic virtue promotes employees by involving them in organizational development activities. Deluga (1995) mentioned civic virtue as the voluntary attendance of employees in management activities and functional development; (4) Sportsmanship increases the constructive activities for the organization (Jahangir, Akbar & Haq, 2004) which are tolerating the inevitable inconveniences and impositions of work without whining and grievances (Modassir & Singh, 2008).…”

“…Recently, both manufacturing and service industries are considered as one of the most significant source of Malaysia's economic diversification strategy as well as these sectors are playing a substantial role in the development of Malaysian economy for few decades (Lo & Ramayah, 2009). Both sectors will remain as the essential source to expand the growth of Malaysian economy.…”

Transformational leadership and organizational citizenship behavior: Modeling emotional intelligence as mediator

“…OCB is essential in the education system to promote the inclusive range of behaviors required to achieve goals. The employees OCB is becoming progressively vital in organizations in era of downsizing, economizing, and in reaction to the economic pressures of the past decade (Lo and Ramayah, 2009). Later, Podsakoff et al (2000) acknowledged thirty different possible types of OCB and argued that conceptual overlap reduces them to only seven.…”