Is Organizational Citizenship Behavior (OCB) Influenced by a Personality Trait or a Commitment?

Abstract

Employees play a crucial role in any organization, as the effectiveness of the organization is heavily reliant on their performance. Employee attitudes and perceptions of the organization have an impact on how well they perform. Employees are more committed to their jobs and the company when they feel appreciated. It is probable that they will contribute more. Conversely, if they are dissatisfied, they may potentially engage in anti-organizational activities. This ultimately leads to decreased productivity and subpar customer service The probability-simple-random method was used to perform the cross-sectional survey. The final population included in this study comprised 113 male sales executive-level employees in retail mobile shops, with work experience ranging from one to more than three years. The psychological measures used in this study include the Big 5 Personality Inventory (John & Srivastava, 1999), the perceived organizational support Scale (Eisenberger et al., 1986), the Organization’s Commitment Scale (Mowday et al., 1979), and the OCB Scale (Karunanidhi & Manimala, 2009). According to the findings, it has been stated that the level of organizational commitment (OC) will have an impact on the occurrence of organizational citizenship behavior (OCB). There does not appear to be any influence of personality traits or POS on OCB.