Organizational Citizenship Behaviors

Abstract

Organizational citizenship behavior (OCB) refers to actions undertaken by individuals within organizations that exceed the formal role requirements associated with job positions. OCBs are undertaken voluntarily and typically have positive effects on organizational outcomes. The research on citizenship behaviors has emerged primarily in the fields of management and organizational psychology, although there has been some interest in OCBs in the field of organizational communication, as well. OCB has been studied largely as a multidimensional construct, and most studies on OCB have attempted to identify its antecedents or its consequences. Although OCB has been primarily regarded as beneficial to organizations, some research has revealed a possible dark side to citizenship behavior. Future research on OCB needs to examine whether and how perceptions and displays of citizenship behaviors have evolved, as the nature of the workplace has been transformed, especially by technology.

Social media efficacy and workplace relationships

“…OCB has been shown to have a significant impact on assessment of performance. For example, supervisors' evaluation of workers, which are often assessed with formal assessment tools, can be influenced by an employee's OCBs (Mascarenhas, 2017). Put another way, workers' willingness to perform OCBs can influence how they are perceived by their supervisors.…”