Organizational Citizenship Behavior

Organizational Citizenship Behavior (OCB) has attracted the attention of academicians and practitioners due to
its proven significance towards organizational effectiveness. The current study aims to estimate empirically the
degree of relationship between OCB and Organizational Rewards given to employees. The study will answer the
question that “Does the display of OCB have any impact on the rewards given to employees by the organization?”
Five most widely acknowledged dimens
ions of OCB
-
Altruism, Courtesy, Sportsmanship, Conscientiousness,
and Civic Virtue
-
have been considered for analysis purposes. OCB is measured through self
-
evaluation as well
as peer evaluations to avoid any social desirability effect and common method
variance errors. The
organizational rewards taken in the study are Salary Increment, Promotion and Performance Appraisal Grade.
The current study includes all of these together for analyzing this relationship with rigor. This is the first ever
study of OCB
which incorporates all five major dimensions of OCB (measured through self
-
reporting as well as
through peer reports) and three well acknowledged types of rewards together in a single study. The study thus
draws various practical implications for organiza
tional managers on basis of the empirical findings from banking
sector of Pakistan.

Organizational Citizenship Behavior (OCB) has attracted the attention of academicians and practitioners due to 
its proven significance towards organizational effectiveness. The current study aims to estimate empirically the
degree of relationship between OCB and Organizational Rewards given to employees. The study will answer the 
question that “Does the display of OCB have any impact on the rewards given to employees by the organization?” 
Five most widely acknowledged dimens
ions of OCB 
-
Altruism, Courtesy, Sportsmanship, Conscientiousness, 
and Civic Virtue 
-
have been considered for analysis purposes. OCB is measured through self
-
evaluation as well 
as peer evaluations to avoid any social desirability effect and common method 
variance errors. The 
organizational rewards taken in the study are Salary Increment, Promotion and Performance Appraisal Grade. 
The current study includes all of these together for analyzing this relationship with rigor. This is the first ever 
study of OCB
which incorporates all five major dimensions of OCB (measured through self
-
reporting as well as 
through peer reports) and three well acknowledged types of rewards together in a single study. The study thus 
draws various practical implications for organiza
tional managers on basis of the empirical findings from banking 
sector of Pakistan.

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Organizational Citizenship Behavior (OCB) has attracted the attention of academicians and practitioners due to its proven significance towards organizational effectiveness. The current study aims to estimate empirically thedegree of relationship between OCB and Organizational Rewards given to employees. The study will answer the question that “Does the display of OCB have any impact on the rewards given to employees by the organization?” Five most widely acknowledged dimensions of OCB -Altruism, Courtesy, Sportsmanship, Conscientiousness, and Civic Virtue -have been considered for analysis purposes. OCB is measured through self-evaluation as well as peer evaluations to avoid any social desirability effect and common method variance errors. The organizational rewards taken in the study are Salary Increment, Promotion and Performance Appraisal Grade. The current study includes all of these together for analyzing this relationship with rigor. This is the first ever study of OCBwhich incorporates all five major dimensions of OCB (measured through self-reporting as well as through peer reports) and three well acknowledged types of rewards together in a single study. The study thus draws various practical implications for organizational managers on basis of the empirical findings from banking sector of Pakistan.

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Organizational Citizenship Behavior (OCB) telah menarik perhatian dari akademisi dan praktisi karena
signifikansinya terbukti terhadap efektivitas organisasi. Studi saat ini bertujuan untuk memperkirakan secara empiris
derajat hubungan antara OCB dan Imbalan Organisasi diberikan kepada karyawan. Studi ini akan menjawab
pertanyaan itu "Apakah tampilan OCB memiliki dampak pada imbalan yang diberikan kepada karyawan oleh organisasi?"
Lima yang paling luas diakui Dimens
ion OCB
-
Altruisme, Courtesy, Sportivitas, Conscientiousness,
dan Civic Kebajikan
-
telah dipertimbangkan untuk tujuan analisis. OCB diukur melalui self
-
evaluasi serta
sebagai evaluasi rekan untuk menghindari efek keinginan sosial dan metode umum
kesalahan varians. The
imbalan organisasi diambil dalam penelitian ini adalah Kenaikan Gaji, Promosi dan Penilaian Kinerja Grade.
Penelitian ini mencakup semua ini bersama-sama untuk menganalisis hubungan ini dengan ketelitian. Ini adalah yang pertama yang pernah
studi OCB
yang menggabungkan semua lima dimensi utama OCB (diukur melalui self
-
pelaporan serta
melalui laporan rekan) dan tiga jenis juga diakui imbalan bersama-sama dalam studi tunggal. Penelitian ini kemudian
menarik berbagai implikasi praktis untuk organizasi
manajer nasional atas dasar temuan empiris dari perbankan
sektor Pakistan.

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