1.1.What are Organizational Citizenship Behaviors (OCBs)1 1.2.OCB and its link with Organization3
1.3.How OCB’s are exhibited by employees4
1.4.Importance of OCB 5
1.5.Effect of OCB on employees6
2. Introduction to Organization6
2.1. Allied Bank Limited7
2.2. Meezan Bank Limited7
2.3. First Women’s Bank7
3. Findings and results8
7. Reference 14
Organizational Citizenship Behavior in banking sector
Performance measure of the banking sector highly correlated with subsequent GDP per capita growth. Moreover, emerging evidence suggests that the level of banking sector development wields a fundamental impact on economic growth. During last few years banking industry has developed by leaps and bounds in Pakistan. A number of foreign banks have been established here along with the emerging Pakistani banks. This situation has created an environment of intense competition in banking sector which lead in improvement of quality in services and products of banks to survive in the competitive market. In current business environment; it has been a great challenge for managers to gain competitive advantage over competitors. In advance searches made on the factors of development of banking sector; Organizational Citizenship Behavior has been recognized as one of the key instrument in this regard along with the advancements in technology and the way organizations do their business. Our topic Organizational Citizenship Behavior (OCB) has considerable amount of scholarly attention (cf. Batemen & Organ, 1983; Organ 1988, 1990; Smith, Organ & Near, 1983). The purpose of our study is to examine and evaluate the propensity of OCB in banking sector. Literature Review:
It has been proven by studies that OCBs are positively related to indicators of individual, unit, and organizational performance. Improving OCB is best way for businesses to reach organizational effectiveness. Since its introduction two decades ago intensive research has been done on OCB (Bateman & Organ, 1983). The vast majority of OCB research since has focused on the effects of such behavior on individual and organizational performance. There is agreement upon the fact that organizational citizenship behaviors are salient behaviors for organizational enterprises.
What are Organizational Citizenship Behaviors (OCBs):
Smith, Organ, and Near (1983) introduced the term organizational citizenship behavior to describe innovative and spontaneous behavior as a form of employee performance that goes “beyond role requirements for accomplishment of organizational functions” (Katz & Kahn,1978: 403). Over the years, the theoretical discipline on which most OCB researchers have based their work is social psychology, where a substantial literature on pro-social behavior already exists ( Staub, 1978). Political philosophy, which is the original source of the term citizenship, provides an alternative theoretical basis for studying citizenship within organizations (Graham, 1986a, 1991, 2000).Organizational citizenship behavior are a special type of work behavior that are defined as individual behaviors that are beneficial to the organization and are discretionary, not directly or explicitly recognized by the formal reward system. These behaviors are rather a matter of personal choice, such that their omission is not generally understood as punishable. OCBs are thought to have an important impact on the effectiveness and efficiency of work teams and organizations, therefore contributing to the overall productivity of the organization.(wikipedia.com). Organizational Citizenship Behavior (OCB) is a unique aspect of individual activity at work, first mentioned in the early 1980s. According to Organ's (1988)...