Organizationalcitizenshipbehavior

TableofContent
1Introduction

2Organizationalcitizenshipbehaviorsandjobrelatedoutcomes 2
3Organizationalcitizenshipandorganizationalperformance
4Conclusion
Reference

Introduction
Organizational citizenship behavior (OCB) has gone through delicate amendment of

definitionsincethisdefinitionwasfirstcreatedin1980s(Smithetal.,1983).Thereferenceof
OCBistowhateverchosenbystaffs,unexpectedlyandoftheirownagreement,whichusually
doesnotgoalongwiththeirgivenruleaspertheircontract.Thatistosay,itisoptionaltodoso.
TheremaynotusuallyadirectandformalrecognitionorrewardfromthecompanyforOCB,for
exampleviasalaryincreasesorpromotions,eventhoughasamatteroffact,theremaybethe
reflectionofOCBviaratingfromfavoritesupervisionandcolleagues,ornicerviaappraisalsof
performance. By doing so, there can be the facilitation of an indirect upcoming prize
achievement.Ultimately,andthemostimportantly,theremustbethepromotionoftheefficient
operationofthecorporationviaOCB(Organ,1988).Thisstudyaimstoprovidethegeneralview
ofOCBaswellasitseffectsonjobrelatedoutcomesandorganizationalperformance.

Figure1Typesoforganizationalcitizenshipbehaviour
.

Conclusion
Thisstudyhasintroducedthegeneralviewoforganizationalcitizenshipbehaviour(OCB).

Moreover,ithaspresentedtheeffectsofthreemaintypesofOCB,altruist,conscientious,and
civicvirtueonjobrelatedperformance.TherelationshipbetweenOCBandorganizational
performancehavebeenprovidedthroughtheoreticalandempiricalreview.

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