Essay About Organizational Citizenship Behaiviour

Organizational citizenship behaviors involve putting forth extra effort, doing more than the minimum job requirement. It includes taking additional tasks than required, promoting and protecting the organization and following company rules when not being watched. Organizational citizenship behavior has been studied over many years. Although the definition has been revised a various times, the concept remains the same as it’s basic. OCB insinuates anything an employee chooses to do voluntarily and is not prescribed by his job description. OCB is a discretionary behavior meaning this behavior is not an enforceable requirement of job description. OCB is a concept that holds immense importance as it affects the overall performance of a business. Therefore, these types of employee behaviors have important consequences in the workplace.

First of all it leaves a direct impact on turnover intentions as it’s directly linked to the relation of organization with its employee. Turnover intention is a measurement of whether organization's employees plan to leave their positions or whether that organization plans to remove employees from positions [Redundancy]. Turnover intention, like turnover itself, can be either voluntary or involuntary. Turnover is not desirable as it results in increased recruitment and selection cost and it may cause an organization to lose its valuable and loyal employee.. Furthermore it may restrain an organization from fulfilling its consumer demand due to low staffing that affects the business image adversely. Thus, OCB needs to be considered by an organization in order to control its turnover rate and its impact on labour turnover intention is analyzed to take the necessary steps. Whereas low turnover and more job satisfaction in employee refers to a successful business.