gender differential paper IJCRB

ijcrb.webs.com
INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JUNE 2011
VOL 3, NO 2
paying attention to the values and goals of organizational goal setting improve variables
such as commitment and identity and ultimately they will observe extra-role behavior of
their staff in their organizations. The purpose of current study is investigating the effect
of organizational identity and organizational commitment on organizational citizenship
behavior.
2.Organizational citizenship behavior (OCB):
In recent years, researchers have begun to study behaviors that are not component of
essential requirements and formal role in organization. This behaviors are recognized as
citizenship behavior. Behaviors in organizations were divided into in-role behavior in
accordance with formal role descriptions, and extra-role behavior which is beyond formal
role requirements. extra-role behavior arises from feelings of ‘‘citizenship” with respect
to the organization (Burns & Collins, 1995). These feelings have been perceived as the
backbone of behaviors that were not required by an organization, but which have positive
impact on organizational function (Organ, 1988). Diverse terms to describe extra-role
behavior have been suggested such as organizational citizenship behavior (Organ, 1988;
Smith, Organ, & Near, 1983), prosocial organizational behavior (Brief & Motowidlo,
1986), civic organizational behavior (Graham, 1991), organizational spontaneity (George
& Brief, 1992), and contextual performance (Borman & Motowidlo, 1997). Organ in his
book on title of “organizational citizenship behavior:syndrome of good soldier” defined
OCB as ‘‘individual behavior that is discretionary, not directly or explicitly recognized
by the formal reward system, but totally it promotes the effective functioning of the
organization”(Kernodle,2007).
2.1 Types of citizenship behavior in organization
Graham believes that OCB is divided in three groups consisting of organizational
obedience, organizational loyalty and organizational participation.
1- Organizational obedience: this term describes behaviors that their necessity is
recognized and in a reasonable structure of discipline and regulations has been
accepted. Indicators of organizational obedience are behavior such as respect to
organizational regulations, performing duties and responsibilities completely in
regards to human resources.
2- Organizational loyalty: loyalty to organization is different from loyalty to other
individuals or loyalty to organizational units. It describes staff loyalty level
towards organizational interests and support and defense of the organization.
3- Organizational participation: this term with staff active participation in
organizational affairs will be meant. These affairs include participating in
meetings, sharing their ideas with others and awareness of current issues in
organization.
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 101