The Impact of Motivation on Organisational Citizenship Behaviour (OCB): The Mediation Effect of Employees’ Engagement

Abstract

Employee motivation and citizenship behaviours have become important issues in human resource development (HRD). This study examines the relationship between employee motivation, and Organizational Citizenship Behaviours (OCB). The objectives of this research have two folds: (1) to show to what extent does employees' motivation in the Egyptian governmental sector can affect OCB. (2) To investigate the mediation role of employees' engagement in the employee motivation-citizenship behaviours relationship. This study was applied at Ministry of Civil Aviation (MOCA) where a sample consists of 300 employees working in (MOCA) were chosen based on their participation in the "future leaders program (FLP)" implemented by the ministry as part of Egyptian strategy 2030. The participants of the FLP were chosen by the ministry based on two criteria: having postgraduates' qualification and aged between 30 and 45. A mixed design that combining both qualitative and quantitative methods was applied through questionnaires, in-depth interviews and PLA (Participatory Rapid Approach) using focus groups. A statistical SPSS used to test the hypothesized relationships regression, correlation, Hierarchal multiple regression analysis was used. The study' results revealed that OCB can be developed throughout the application of extrinsic motivation more than intrinsic motivation among employees in the MOCA. The mediation role of employees' engagement was supported. The study recommended that Ministry should increase the engagement task for highly qualified employees in clear structure tasks.

Impact of Motivation on Organizational Citizenship Behaviors in Nepalese Non-Life Insurance Companies

“…This table presents the regression results using the regression model: OCB=α+β_1 A+β_2 AU+β_3 S+β_4 P+β_5 R+β_6 CO+ℇ, where, OCB = Organizational citizenship behavior, A= Authority, AU= Autonomy, S = Salary, P = Promotion, R = Recognition, CO=Career opportunity, ℇ= error term, α= intercept, β1,β_2,β_3,β_(4 ), β5and β6are the beta coefficient of explanatory variables to be estimated. The positive and significant beta for authority indicates that it has a positive impact on organizational citizenship behaviors and this result is similar to the findings of Shaaban (2018). Similarly, the beta coefficients are positive and significant for autonomy with organizational citizenship behaviors which states autonomy has a positive impact on organizational citizenship behaviors and this finding is consistent to Morgeson et al (2005).…”

Relationship Between Organizational Justice and Organizational Citizenship Behaviour: A Case Study of Wipro

“…Extrinsic motivation influences the development of citizenship behavior more than the influence caused by intrinsic motivation among employees. Employee engagement namely work and organizational engagement mediate the relationship between citizenship behavior and motivation factors (Shaaban, 2018). Favorable perceptions towards organizational justice have shown higher citizenship behavior among employees.…”

The Role of Servant Leadership and Work Motivation on Organizational Citizenship Behavior: Evidence from Indonesian Generation Y Employees

“…From the opinion of Griffin & Moorhead (2014), Luthans (2011), and Robbins & Judge (2019) can be summarized that there are 2 (two) factors of motivation, namely the intrinsic factor which consists of the drive for self-achievement and reward for work performance, and extrinsic factors which consist of salary and other benefits, hierarchical level, promotion, work environment, and co-workers. Research by Shaaban (2018) concludes that intrinsic work motivation has a significant and positive effect on Employee OCB of t count = 6.175> t table and Sig. <0.05, and extrinsic work motivation has a significant and positive effect on employee OCB of t count = 9.620> t table and Sig.…”