MEASUREMENT OF ATTRIBUTES OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR IN ACADEMICIANS

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1 INTERNATIONAL JOURNAL OF MANAGEMENT (IJM) International Journal of Management (IJM), ISSN (Print), ISSN (Online), ISSN (Print) ISSN (Online) Volume 6, Issue 3, March (2015), pp IAEME: Journal Impact Factor (2015): (Calculated by GISI) IJM I A E M E MEASUREMENT OF ATTRIBUTES OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR IN ACADEMICIANS Prof. Niharika Singh Research Scholar, Savitribai Phule Pune University, Pune, India, Dr. Bajrang d. Kolekar Principal, Rajaram Shinde Institute of Management & Research, Ratnagiri, India, ABSTRACT Organizational Citizenship behaviour popularly known as, the term was first derived in 1988 by Dennis Organ who is considered to be the Father of. In past researches many determinants has been identified and the relation of with its components has also been established. In the current research, researcher tried to study the of approx. 85 academicians where relation between antecedents and has been measured. Apart from this the role of few demographic variables on has also been studied. Six hypothesis has been developed and tested by the researcher to deduce interesting findings. Keywords:, Altruism, Conscientiousness, Civic virtues, Demographic variables. INTRODUCTION Deepak is a hardworking guy and he managed to get a job at the shop floor. Being a new job he found it difficult to handle a giant machine, that has been asked by him to operate. He tried to run it first. but couldn t operate properly, he tried second time and then third time... he tried hard to operate the machine many times but ultimately couldn t. Then suddenly he felt someone, tapping on his shoulder. He turned back and found a man standing behind him. Hi, I am Piyush, your colleague. If you wont mind can I help you? forwarding his hand for handshake. Deepak immediately accepted his help. Piyush instructed him how to rucn the machine and how to do the settings. And then he left for his work. Deepak was happy that he will be able to operate it. He started again but again he couldn t. Piyush again came forward to help him. This happened approx 10 times. Every time piyush comes and explain him politely without getting irritated and annoyance. At last Piyush run it. Now this behaviour by Piyush was not at all part of his job. Neither he was 24

asked by the seniors to help Deepak. Nor is he going to be awarded for this effort. It was all voluntary, discretionary and above and beyond Job description of Piyush.

2 asked by the seniors to help Deepak. Nor is he going to be awarded for this effort. It was all voluntary, discretionary and above and beyond Job description of Piyush. Such behaviours are called as Organizational Citizenship Behaviour. REVIEW LITERATURE Organizational Citizenship Behavior () was coined first by Dennis Organ in He is also known as the Father of. In his book Organizational Citizenship Behavior (2006), he has defined as Individual Behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient and effective functioning of the organization. 1 Organizational Citizenship Behavior is also called as a prosocial behaviour which is defined as a spontaneous, occurs without prospect of compensation, and can be a function of mood, an internalized norm, the time available, and/or stable individual differences. It is not directly or explicitly recognized by the formal reward system of the employing organization. This topic has attracted many researchers in span of last decade. Many researchers has done study on this topic in different sectors like Private hospital 2, agricultural organization 3, IT organization 4, Primary school teacher 5, Gas company 6, Small & medium enterprises 7, Technical engineers 8, So this made the researcher to do the study on Organizational citizenship Behavior of employees in higher education industry. Many studies has been done on various factors affecting Organizational Citizenship behaviour, in a study it has been found that there are approx 29 factors that effect Organizational citizenship behaviour 9. Though it has been found that Organizational Citizenship Behavior if exhibited by all the employees of the organizations may lead to sustainability 10 of the organization and even leads to increased employee productivity. 11 CONCEPTUAL PLAN In the current study the researcher has used following conceptual model. In this empirical study, the researcher has tried to find the relation between different components of like Altruism, Conscientiousness and Civic virtues. The researcher has also tried to find the relation between different demographic variables namely age, gender, total professional experience and tenure in the current organization and its impact on Organizational Citizenship Behavior. The figure 1 gives pictorial representation of the model followed for the study. Source: Author Fig: 1 25

3 HYPOTHESIS OF THE STUDY 1. The attributes of Organizational Citizenship Behavior are positively related to Organizational Citizenship Behavior. 2. Altruism, Conscientiousness and civic virtues are positively related with one another. 3. The level of Organizational Citizenship Behavior differ with different age groups. 4. The level of Organizational Citizenship Behavior differ with gender. 5. There is difference in the Organizational Citizenship Behavior of the respondents with the different level of their total professional experience. 6. There is difference in the Organizational citizenship behaviour of the respondents with reference to their tenure in the current organization. RESEARCH METHODOLOGY The data has been collected from the academicians of different colleges. Convenient sampling has been used for the selection of samples. The total sample size is 85, which include responses of academicians of different age, gender, experience and tenure in the current organization. The researcher has used questionnaire for the data collection. The initial questions in section I of the questionnaire are based on biographical characteristics. The Second section includes questions on Organizational Citizenship Behavior which has been adopted from the items selected by Motowidlo & Van Scotter (1994) and Lee & Allen (2002). The third section of the questionnaire adopted from Podsakoff et al. (1990) and Podsakoff & MacKenzie (1994) includes questions on Altruism, Conscientiousness and civic virtues. Section I comprises of 4 questions on biographical characteristics. In section II, 9 questions were asked to measure Organizational Citizenship Behavior and section III consists of items on Altruism, Conscientiousness and Civic virues and no. Of items were 2, 5 and 3 respectively. All the questions in the questionnaire were measured on the scale of 5 points ie a kind of Likert scale consisting of variables as 1 Never 2 Seldom 3 Sometimes 4 Often 5 Always. Different statistical tools has been used to analyse the findings. Researcher has used Karl Pearson coefficient to study the relation between different components of Organizational citizenship Behaviour with the Organizational Citizenship Behavior. Before testing of hypothesis, normality test has been done through Kolmogorov Smirnov Test popularly known as KS test to test the assumptions of normality, to know whether to use parametric or non-parametric test. Further t-test and simple ANOVA has been used to find the association, to compare the groups and to test the hypothesis. DATA ANALYSIS & INTERPRETATION Questionnaire has been used for the data collection. The likert scale used shows if the respondent gives maximum rating to all questions, the maximum value for the items for shall be 45. Through the data in Table No.1 it is found that all the respondents have equal to or more than 27 points on the same scale that shows that maximum of the respondents support and cooperate their colleagues at the workplace which shows positive Organizational Citizenship behaviour. Simmilarly on the score of Altruism refer to Table No.2, it is evident that 76% of the respondents are altruistic and show positive behaviour towards it and approx 71% of respondents are high on conscientiousness, refer to Table no.3. Even civic virtues in Table no. 4, in comparison to others are found to be highest with 83.5%. 26

4 TABLE NO. 1.SCORES OF NAME OF VARIABLE NO. OF RESPONDENTS TOTAL NO. OF ITEMS = 9 1 (NEVER) 1-9 2(SELDOM) (SOMETIMES) (OFTEN) (ALWAYS) NAME OF VARIABLE TOTAL NO. OF ITEMS = 2 1 (NEVER) 1-2 TABLE NO. 2. SCORES OF ALTRUISM 2(SELDOM) 3 4 NO. OF RESPONDENTS 3(SOMETIMES ) 5-6 4(OFTEN) 7-8 5(ALWAYS) 9-10 ALTRUISM NAME OF VARIABLE TOTAL NO. OF ITEMS = 5 CONSCIENTIOUSNE SS TABLE NO. 3. SCORES OF CONSCIENTIOUSNESS 1 (NEVER) 1-5 2(SELDOM) 6 10 NO. OF RESPONDENTS 3(SOMETIMES) (OFTEN) (ALWAYS) NAME OF VARIABLE TOTAL NO. OF ITEMS = 3 1 (NEVER) 1-3 TABLE NO. 4. SCORES OF CIVIC VIRTUE 2(SELDOM) 4 6 NO. OF RESPONDENTS 3(SOMETIMES ) 7-9 4(OFTEN) (ALWAYS) CIVIC VIRTUE Normality Test First of all, before starting with the testing of hypothesis, as per the Assumptions of Normality if the data is normally distributed then Parametric tests can be chosen for hypothesis testing. Following the above assumption Kolmogorov- Smirnov/ Shapiro-Wilk test was used to test the normality of the data. For dataset small than 2000 sample size, Shapiro-Wilk test, otherwise Kolmogorov Smirnov test is used. In the current study sample size is 85, therefore the Shapiro- Wilk test is used. TABLE NO. 5. TESTS OF NORMALITY Kolmogorov-Smirnov a Shapiro-Wilk Statistic df Sig. Statistic df Sig ALTRUISM CONSCIENTIOUSNES S CIVIC_VIRTUE a. Lilliefors Significance Correction 27

5 Assuming Null hypothesis to be that Dataset is normally distributed and Alternative hypothesis to be that Dataset is not normally distributed at 5% level of significance. If we look at table no. 5 sig (p) value for all the four variables is less than Therefore we reject the null hypothesis and accept the alternative hypothesis i.e. the dataset available is not normally distributed. H1: Altruism, Conscientiousness and Civic Virtues are positively related to the Organizational Citizenship Behavior. In order to find the relation between the different attributes namely, Conscientiousness, Altruism and Civic virtues and Organizational citizenship behaviour, the researcher has used Karl Pearson Correlation coefficient. A correlation can range from -1 to +1. The table no,6 Correlation Matrix, depicts the relation between and the different variables. It is quite evident that the relation of with Altruism and Conscientiousness is and respectively, that shows a moderate positive relationship, relation between them. And the relation between and Civic virtue is which is a weak relationship. The p value between -Altruism, -Conscientiousness and Civic virtue are which is less than 0.05, hence we reject the null hypothesis and accept the alternate hypothesis. Thus, it is quite clear that though the, Altruism, Conscientiousness and Civic virtues are positively related however not the significant one TABLE NO. 6. CORRELATION MATRIX H2: Altruism, Conscientiousness and civic virtue are positively related with one another. Referring to Table No. 6, the correlation matrix shows the findings of Karl Pearson Coefficient where the level of correlation between different variables are as follows: Altruism and Conscientiousness 0.346, Altruism and Civic Virtue 0.489, Civic Virtue and Conscientiousness This shows there is weak positive relationship between Altruism, Conscientiousness and Civic virtue where as Altruism and Civic virtue have moderate positive relation between the two. 28

6 Also the p values for all the three pairs namely Altruism and Conscientiousness, Altruism and Civic Virtue, Civic Virtue and Conscientiousness are less than 0.05 that us chosen as the level of significance, which shows that the null hypothesis is rejected and alternative hypothesis is accepted. This shows that all the three above mentioned variables are positively related with one another. H3: Organizational Citizenship Behavior differ at different age groups. To compare the Organizational Citizenship behaviour of the respondents as per their ages ie less than 25, 25-30, and greater than 40. Kruskal- Wallis was used to compare the level of at different age groups.as per the values in table no. 8 the value of chi square is and the p value is Since the p value is less than the level of significance of Hence the null hypothesis is rejected and the alternative hypothesis is accepted. That means there is differences in the level of Organizational citizenship behaviour with the age. Kruskal-Wallis Test TABLE NO. 7. RANKS AGE N Mean Rank LESS THAN Monte Carlo Sig Total 54 TABLE NO. 8.TEST STATISTICS B,C Chi-Square Df 3 Asymp. Sig..000 Sig..000 a 95% Confidence Interval Lower Bound.000 Upper Bound.035 a. Based on 85 sampled tables with starting seed b. Kruskal Wallis Test c. Grouping Variable: AGE H4: The level of Organizational Citizenship Behavior is more in males than female. In this hypothesis the researcher has to compare the Organizational citizenship Behavior of respondents on the basis of their gender ie Male and Female. Since in this hypothesis two groups are to be compared hence the researcher has used Mann Whitney test for 2 independent samples at one tailed test. The findings of the test are mentioned in the table no. 10. As per the finding the values of Mann-Whitney test is and the p value is equal to Since the p value is more than the level of significance ie 0.05, therefore the null hypothesis is accepted and the alternative is rejected. Hence it is proved that the Organizational citizenship Behavior is equal in males and females. 29

7 Mann-Whitney Test TABLE NO. 9. RANKS GENDER N Mean Rank Sum of Ranks MALE FEMALE Total 85 TABLE NO. 10. TEST STATISTICS B Mann-Whitney U Wilcoxon W Z Asymp. Sig. (2-tailed).351 Monte Carlo Sig. (2-tailed) Sig..294 a 95% Confidence Interval Lower Bound.197 Upper Bound.391 Monte Carlo Sig. (1-tailed) 95% Confidence Interval Lower Bound.058 Sig. a. Based on 85 sampled tables with starting seed b. Grouping Variable: GENDER Upper Bound.201 H 5 : There is difference in the Organizational Citizenship Behavior of the respondents with the different level of their total professional experience. To compare the Organizational Citizenship behaviour of the respondents as per their their total professional experience ie less than 16 years, 16 years and 18 years or more. Kruskal Wallis test was used to compare the level of at different levels of professional experience.as per the values in table no. 12 the value of Keuskal- Wallis test is and the p value is Since the p value is far more than the level of significance of Hence the null hypothesis is accepted and the alternative hypothesis is rejected. That means there is no difference in the level of Organizational citizenship behaviour with the total professional experience of the respondents. Kruskal-Wallis Test TABLE NO.11.RANKS.129 a TTLQ N Mean Rank LESS THAN 16 YEARS YEARS YEARS OR MORE Total 85 30

8 TABLE NO. 12. TEST STATISTICS A,B Chi-Square.094 df 2 Asymp. Sig..954 a. Kruskal Wallis Test b. Grouping Variable: TTLQ H 6 : There is difference in the Organizational citizenship behaviour of the respondents with reference to their tenure in the current organization. To compare the Organizational Citizenship behaviour of the respondents as per their their tenure in their current organization ie less than 2 years, more than 2 but less than 5 years and more than 5 years. Kruskal Wallis test was used to compare the level of.as per the values in table no. 14 the value of test statistic is and the p value is Since the p value is less than the level of significance of 0.5% ie Hence the null hypothesis is rejected and the alternative hypothesis is accepted. That means there is difference in the level of Organizational citizenship behaviour with the tenure of the respondents in their current organization. Kruskal-Wallis Test TABLE NO. 13. RANKS DURATION N Mean Rank LESS THAN 2 YEARS MORE THAN 2 BUT LESS THAN 5 YEARS MORE THAN 5 YEARS Total 85 TABLE NO. 14. TEST STATISTICS A,B Chi-Square df 2 Asymp. Sig..020 a. Kruskal Wallis Test b. Grouping Variable: DURATION 31

9 FINDINGS AND SUGGESTIONS As per the above analysis, components of ie Altruism, Conscientiousness and Civic virtues are positively related with though altruism and conscientiousness have moderate positive and civic virtues have weak positive relation. Besides their relation with, they are positively related with one another as well. Thus the behaviours like helping new colleagues, give time to other members of the team, working for the organization beyond the formal requirements and participants voluntary serving at different committees or function should be encouraged in the organization Besides this, the researcher has tried to find the impact of different demographic variables on. And here researcher came out with an interesting finding. It was found that the of the employees differs with age and their tenure in the same organization. But there is no differences in due to total professional experience or gender. CONCLUSIONS As it is evident that Organizational Citizenship Behavior is extra role behaviour that is voluntarily exhibited by the employees which comprises of helping one another without expecting something reward in return. Organizational Citizenship Behavior helps in improving productivity of the organization and building relations as well. Thus the organization should encourage and motivate its employees to display such behaviours. They should also keep in mind that gender and total professional experience has nothing to do with such behaviour, but age and tenure has. So organizations should try to retain the employees and thus improving the in its employees. REFERENCES 1. Dennis W. Organ et.al. (2006), Organizational Citizenship Behavior-Its Nature, Antecedents and consequences, Sage Publications 2. Abbas Ali Rastgar et.al. (2014), A Survey of the impact of Perceived organizational support on Organizational Citizenship Behavior with Mediating role of Affective commitment (Case study: Shafa Private hospital of Sari City), International Journal of Economy, Management and SocialSciences. 3. Abdolhossein Ayoubi et.al. (2015), The effect of Organizational Effective economic management components on Organizational Citizenship Behavior in the Agricultural organization in Fars Province, Iran, Mediterranean Journal of Social sciences, Vol 6, No. 1, pp Angelina S. et.al. (2014), Leadership Styles affecting in selected IT organizations in Chennai, Prabandhan: Indian Journal of Management, vol. 7, No. 4, pp Azam Papi & Rahman Nuralizadeh (2014), Investigating the relationship between the quality of Work Life and the emergence of Organizational Citizenship Behavior among Primary School Teachers in Andimeshk, International Journal on New Trends in Education and Literature, Vol 1, No. 4, pp Farhad Gheisari et.al. (2014), Explaining the relationship between Organizational climate, Organizational Commitment, Job involvement and Organizational Citizenship Behavior among Employees of Khuzestan Gas company, Mediterranean Journal of social science, Vol 5, No. 20, pp

10 7. Husin & Nurwati (2014), The role of accounting information, Job satisfaction and Organizational commitment to Job Performance through Organizational citizenship behaviour () (Studies in Small and Medium Enterprises in South East Sulawesi), IOSR Journal of Business and Management, Volume 16, Issue 11, pp Lara Priyadarshini Sinnappan, Mahadevan Amulraj (2014), Impact of rewards and recognition and Empowerment on Organizational citizenship behaviours among Technical Engineers, Management Studies & Economic Systems (MSES), 1(2), pp Singh Niharika et.al. (2014), Analysis of Literature to deduce the determinants of Organizational citizenship behaviorr, International Journal of Management and Social Sciences, Vol 3, Issue Dhiman Deb Chowdhary (2013), Organizational Citizenship Behavior towards Sustainability, International Journal of Management, Economics and Social Sciences, Vol 2(1), pp Asep Kuniawan (2014), The influence of competency and commitment to Organizational Citizenship Behavior and its impact to Employee Productivity based on Perception of Supervisors: A survey at Star Hotels in West Java, Journal of Business & Economics, Volume 5, No. 8, pp K. Sivasakthi and Dr. A. Selvarani, The Causal Relationship between Job Attitude and Organizational Citizenship Behavior in Yashimarine Logistics (P) Ltd., At Chennai International Journal of Management (IJM), Volume 6, Issue 1, 2015, pp , ISSN Print: , ISSN Online: Surjit Kaur, Manpreet Kaur, Dr. Aneet and Dr. O.P. Midha, Relationship between Job Satisfaction and Organizational Citizenship Behavior: The Mediating Role of Affective and Normative Commitment International Journal of Management (IJM), Volume 5, Issue 1, 2014, pp , ISSN Print: , ISSN Online: C.Murali Kumaran and Dr.M.Sivasubramanian, A Study on Organisational Citizenship Behaviour and Organisational Commitment among Employees International Journal of Management (IJM), Volume 4, Issue 1, 2013, pp , ISSN Print: , ISSN Online:

Leader-Member Exchange and Organizational Citizenship Behavior: A Survey in Iran's Food Industry

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