Relationship between organizational citizenship and commitment in Puerto Rico banks

Abstract

PurposeThe aim of this study was to analyse the relationship between organizational citizenship and commitment in a sample of employees of banking branches in Puerto Rico. The specific objectives were to identify the practices of organizational citizenship and determine the relationship of altruism, awareness, courtesy, tolerance and civil virtue with organizational commitment.Design/methodology/approachThe research design was quantitative, descriptive, correlational and transversal. The research instrument was validated and obtained high coefficients.FindingsThe results confirm a significant statistical relationship between awareness, civil virtue, tolerance and altruism with organizational commitment.Research limitations/implicationsThis research has a positive impact on companies in increasing their finances with intangible strategies, and leadership styles can evolve towards civility. It suggests modifying the university curricula to prepare managers with intangible supervisory and performance management strategies through workshops, seminars and professional conferences.Practical implicationsOrganizations and employees develop their own traits and establish patterns of citizenship behaviour that allow them to create passionate and committed employees.Social implicationsThe research was able to predict that citizenship is related in a positive way to reach operational goals and fostering an atmosphere and image of cordiality as a success strategy. The contribution to the organizational policy can be established in the development processes among partners, in training, regulations and policies. It provides the academic contribution of the model.Originality/valueThis is the first attempt to evaluate citizenship behaviour in the banking industry in Puerto Rico.

Organizational justice and organizational citizenship behavior: the mediating role of work engagement

“…In addition, more active workers in the workplace have a higher degree of OCB, which consequently enriches corporate success and increases productivity and efficiency ( Organ, 1988 ; Zaabi et al., 2016 ). In addition, the exhibition of OCBs in companies is open to the individual preference of workers, and it is not punishable to exclude these behaviors ( Rosario Núñez et al., 2020 ), so demonstration of these behaviors cannot be made mandatory ( Turek, 2020 ).…”

Confluent trust, accountability, procedural justice, British credit unions and regulatory reform after the global financial crisis

“…The system of regulation described above existed during the 2007–8 GFC. Unlike in other countries where bank employees' demonstration of civic virtue and altruism promotes mutual trust between banks and their customers (Núnez et al. , 2020; Zayas-Ortiz et al ., 2015), the GFC arose in Britain from doubts in the trustworthiness of banks and their employees.…”

“…The system of regulation described above existed during the 2007-8 GFC. Unlike in other countries where bank employees' demonstration of civic virtue and altruism promotes mutual trust between banks and their customers (N unez et al, 2020;Zayas-Ortiz et al, 2015), the GFC arose in Britain from doubts in the trustworthiness of banks and their employees. Increased competition between banks resulted in adoption of inappropriate incentive-related remuneration packages, highly leveraged business models and an over-zealous sales culture which included lending to sub-prime mortgage applicants who would struggle to repay loans (Froud et al, 2017;House of Commons Treasury Committee, 2009;Parliamentary Commission on Banking Standards, 2013).…”

Antecedents and consequences of organisational citizenship behaviour: a mediated-moderation examination in an emerging economy

“…OCB influences organisations' social and psychological environments, enhances OE by freeing up the resources to increase productivity, assists in organising actions and facilitates employees to more successfully acclimate them to environmental changes (Nunez et al, 2020). Bank employees manifest OCB; for instance, by cooperation, spontaneous behaviour, organisational spontaneity or by making innovative suggestions (Zayas-Ortiz et al, 2015).…”

“…OCB influences organisations' social and psychological environments, enhances OE by freeing up the resources to increase productivity, assists in organising actions and facilitates employees to more successfully acclimate them to environmental changes (Nunez et al. , 2020).…”