Organizations are paramount places to observe human behavior. Principally, when it comes to organizational citizenship behavior, the ultimate understanding is residing inside work establishments. The present study was dedicated to discerning the interconnections between employees extra-role behaviors and factors behind the realization of these actions. Based on that, the due emphasis was given to see the prediction capability of socio-demographic characteristics of employees, Organizational identification, Job involvement, Organizational justice dimensions on employees OCB & its dimensions in the Secretariat of the Ethiopian Parliament, as it is one of the major government organizations. The study followed a quantitative approach with correlational design. The data were collected using standardized measurement scales by taking 202 (N=417) employees as participants through probability sampling assumptions. The collected data were analyzed using descriptive and inferential statistics corresponding Percentage, Mean, Man-Whitney & Wilcoxon tests, Pearson’s Product Moment Correlation, MANOVA, Regression Analysis as well as Canonical Correlation Analysis. Giving that, participants did not generally vary by their socio-demographic characteristics in displaying OCB, but with the exception of their Age groups and Educational status to show Altruism & Conscientiousness patterns respectively. Work experience was also relatively a good predictor of employees overall OCB level. Organizational identification of employees was significantly correlated with overall OCB and Altruism, Conscientiousness, Courtesy & Civic-virtue dimensions; Job involvement was also significantly correlated with OCB & all the five dimensions; from Organizational justice dimensions, distributive justice was not significantly correlated with overall OCB of employees but with Altruism &Conscientiousness dimensions, Procedural & Interactional justice were significantly associated with overall OCB & Altruism, Conscientiousness, Courtesy, and Civic- Virtue. Overall, the proportion of variance explained by independent variables was found to be significantly fit to predict OCB at a different level. From the case in point, organizations are expected to be considerate of their employees’ psychological cohesion, involvement and fairness insights to enhance extra-role behaviors and succeed.
Table of Contents
Chapter One
Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Operational Definitions of Concepts
Chapter Two
Review of Related Literature
2.1 Introduction
2.2 Theoretical Foundations of Employees’ Attitudinal and Behavioral Patterns in an Organization
2.3 Organizational Identification
2.3.1 Basic Conceptualizations
2.3.2 Organizational Identity and Identification
2.3.3 Major Components of Organizational Identification
2.3.4 The Relationship between Organizational Identification and Organizational Citizenship Behavior
2.4 Job Involvement
2.4.1 Basic Conceptualizations
2.4.2 The Relationship between Job Involvement and Organizational Citizenship Behavior
2.5 Perceived Organizational Justice
2.5.1 Basic Conceptualizations
2.5.2 Dimensions of Organizational Justice Perceptions
2.5.3 Distributive Justice
2.5.4 Procedural Justice
2.5.5 Interactional Justice
2.5.6 The Relationship between Organizational Justice and Organizational Citizenship Behavior
2.6 Organizational Citizenship Behavior
2.6.1 Basic Conceptualizations
2.6.2 Dimensions of OCB
2.6.3 Altruism
2.6.4 Conscientiousness
2.6.5 Sportsmanship
2.6.6 Courtesy
2.6.7 Civic virtue
2.6.8 Antecedents and Consequences of OCB
2.7 Conceptual Framework of the Study
2.8 Summary
Chapter Three
Methods
3.1 Introduction
3.2 Research Design
3.3 Study Area
3.4 Population and Sample
3.4.1 Sampling Procedures
3.5 Measurement and Instrumentation
3.5.1 Description of Variables
3.5.2 Instrumentation
3.5.3 Organizational Identification Scale
3.5.4 Job Involvement Scale
3.5.5 Organizational Justice Perception Dimensions Scale
3.5.6 Organizational Citizenship Behavior scale
3.5.7 Validity and Reliability Check to the Local Context
3.5.8 Validity
3.5.9 Reliability
3.6 Data Collection Procedures
3.7 Scoring of Instruments
3.8 Data Analysis
3.9 Data Quality Assurance
3.10 Ethical Considerations
Chapter Four
Results
4.1 Introduction
4.2 Socio- Demographic Characteristics of the study participants
4.2.1 Socio – Demographic Variables and OCB
4.2.2 Gender and OCB
4.2.3 Age and OCB
4.2.4 Work Experience and OCB
4.2.5 Educational Status and OCB
4.3 The Relationships among Organizational Identification, Job Involvement, perceived Organizational Justice and OCB
4.4 The Proportion of Variance Accounted for by Predictor Variables on OCB
Chapter Five
Discussion
5.1 Introduction
5.2 Socio-Demographic variables and OCB
5.3 Organizational Identification and OCB
5.4 Job Involvement and OCB
5.5 Perceived Organizational Justice Dimensions and OCB
5.5.1 Distributive Justice and OCB
5.5.2 Procedural Justice and OCB
5.5.3 Interactional Justice and OCB
5.6 Overall Influences of the Predictor Variables on Employees OCB
Chapter Six
Conclusion, Implications and Recommendations
6.1 Conclusion
6.2 Implications
6.2.1 Theoretical Implication
6.2.2 Practical Implication
6.2.3 Organizational Implication
6.2.4 Research & Policy Implication
6.2.5 Limitation of the Study
6.3 Recommendations
6.3.1 Recommendations for Future Research
Research Objectives and Themes
The primary objective of this research is to investigate the predictive relationship between organizational identification, job involvement, and perceived organizational justice on the extra-role performance (Organizational Citizenship Behavior - OCB) of employees within the Secretariat of the Ethiopian Federal House of Peoples Representatives (SHOPR). The study seeks to understand how these psychological and attitudinal factors contribute to voluntary work behaviors that transcend formal job descriptions.
- Predictive impact of organizational identification on employee OCB.
- Influence of job involvement on extra-role performance.
- Role of distributive, procedural, and interactional justice perceptions in fostering OCB.
- The combined effect of identified predictors on organizational effectiveness.
- Contextual analysis of OCB within the Ethiopian public sector workforce.
Excerpt from the Book
2.6 Organizational Citizenship Behavior
Organizations are not always the formal task oriented entities, rather they also depend on voluntary activities such as task completions that are based on positive and helpful social behaviors which are not bounded by time or personnel inconvenience that are not intended to getting any opportunities or further benefits (Bez, 2010). In this regard, the concept of organizational citizenship behavior is an instance that is comprised of different dimensions and the cumulative effect of these dimensions are indeed very important to create an astonishing influence on organizational operations and effectiveness (Organ, 1988). As construct OCB is important in organizational contexts that could not be explained by different things like same inducements that prompt entity, conventionality to contractual role prescriptions, or high production (Smith, Organ & Near, 1983).
Summary of Chapters
Chapter One: Introduces the background, problem statement, research objectives, and scope of the study regarding predictors of OCB in the Ethiopian public sector.
Chapter Two: Provides a comprehensive review of theoretical foundations and literature related to organizational identification, job involvement, organizational justice, and OCB.
Chapter Three: Details the research design, study area, sampling procedures, and the measurement instruments used for data collection and analysis.
Chapter Four: Presents the results of the descriptive and inferential statistical analyses performed on the collected data.
Chapter Five: Discusses the findings of the study in the context of existing literature and organizational behavior theories.
Chapter Six: Concludes the research by summarizing key findings, discussing theoretical and practical implications, and providing recommendations for future research.
Keywords
Organizational Identification, Job Involvement, Distributive Justice, Procedural Justice, Interactional Justice, Organizational Citizenship Behavior, OCB, Public Sector, Employee Performance, Workplace Attitudes, Extra-Role Behavior, Ethiopia, Organizational Effectiveness, Social Exchange Theory, Psychological Cohesion.
Frequently Asked Questions
What is the core focus of this research?
The research focuses on identifying the psychological and attitudinal factors—specifically organizational identification, job involvement, and perceived organizational justice—that act as predictors for organizational citizenship behavior among employees in the Secretariat of the Ethiopian Federal House of Peoples Representatives.
Which key variables are analyzed in relation to employee behavior?
The key independent variables analyzed are organizational identification, job involvement, and three dimensions of organizational justice: distributive, procedural, and interactional justice.
What is the ultimate goal or primary research question?
The primary goal is to examine how the aforementioned factors predict OCB and to understand the combined influence of these variables on employee extra-role performance within the target organization.
What scientific methodology does the study employ?
The study utilizes a quantitative approach with a correlational design, collecting data through standardized measurement scales from 202 participants, followed by statistical analysis using descriptive statistics, MANOVA, and regression models.
What does the main body of the work cover?
The main body covers a literature review of organizational behavior theories, a detailed description of the research methodology used, the presentation of empirical results, and an in-depth discussion regarding the implications of the findings.
Which keywords best characterize this work?
The work is characterized by terms such as Organizational Identification, Job Involvement, Organizational Justice, and Organizational Citizenship Behavior (OCB).
How is the sample for this study determined?
The sample size was determined using the Yimane (1967) formula, targeting active employees of the Secretariat of the House of Peoples Representatives, employing stratified random sampling to ensure representation across different directorates.
Why is this research important for the Ethiopian context?
Empirical research on organizational behavior variables in Ethiopia is inadequate. This study provides local insights into how psychological factors influence public sector employees' extra-role behaviors, filling a significant research gap.
- Arbeit zitieren
- Yakob Tilahun (Autor:in), 2019, Organizational Identification, Job Involvement, Percived Organizational Justice as Predictors of Organizational Citizenship Behavior in the Secretariat of Ethiopia's Parliament, München, GRIN Verlag, https://www.grin.com/document/456165
