Job Satisfaction and Organizational Commitment of Teacher-Researchers through Organizational Citizenship Behavior: A Literature Review

Abstract

In recent decades, the rapid growth of research on organizational citizenship behavior has had a significant and valuable impact in the educational context. This study proposes to explore and review the existing literature on organizational citizenship behavior, a new movement that has recently emerged in the field, emphasizing the positive aspects of behavior in the pursuit of progress and development of individuals, organizations, and society, whose main effects can be observed in academic and applied research. Specifically, the study aims to: 1) review and identify the conceptualization of OCB and its various constructed forms in the literature; 2) summarize empirical findings of the antecedents and consequences of OCB through the lens of social exchange theory; 3) identify several interesting directions for future research and 4) be a valuable contribution to the literature on organizational citizenship behavior in the Moroccan university context.

Cracking the Code

“…Employees' job satisfaction involves a variety of intrinsic and extrinsic factors that contribute to their feelings of satisfaction. Intrinsic factors include the nature of the work, recognition, and autonomy, while extrinsic factors include salary, supervision, working conditions, benefits, and job security (Baroudi et al, 2022;Ennida & Allouani, 2023). Job satisfaction is a crucial factor in motivating employees to embrace organizational goals, maintaining morale, and contributing to employee well-being and work stability.…”

Job Satisfaction, Mental Symptoms, and Well-Being in Adult Workers: A Gender Analysis

“…According to Locke [4], job satisfaction refers to a positive or pleasurable emotional state based on the appraisal of a person's professional experience at work, resulting from the perception that work fulfills or enables the fulfillment of important values that the person holds about work. Intrinsic job satisfaction refers to work activities and tasks, whereas extrinsic job satisfaction refers to rewards associated with work activities and tasks [5]. Although job satisfaction is a multifactorial and intricate concept that can have different meanings for different individuals [1], it refers to a pleasant emotional state that results from a person's evaluation of his or her work and is tied to well-being at work [6].…”

“…As argued by Barnet et al [34], despite societal changes, particularly the incorporation of women into the workforce, there are still a number of myths and stereotypes that attempt to justify and naturalize the differences between men and women in family and work roles. Some enduring myths about gender and work include (1) the happy homemaker; (2) the husband is the "breadwinner"; (3) the mother is the natural parent; (4) children need to be cared for at home by their mothers; (5) the boundaries between work and family are less clear for mothers than for fathers; (6) work-family/work-life balance is a "women's" issue; and (7) women are treated equally at work [34].…”