Organizational Citizenship Behavior (OCB) refers to voluntary and discretionary employee behaviors that contribute to organizational functions but are not explicitly recognized by the formal reward system. These behaviors go beyond the basic requirements of an employee’s job description. They are the extra-role activities that support the organizational environment.

OCB encompasses actions like helping colleagues, being flexible with work schedules, and expressing goodwill and optimism. These behaviors enhance teamwork, improve the workplace atmosphere, and contribute to the overall success of the organization. While OCB is not formally recognized or rewarded, it is critically important as it fosters a cooperative culture that benefits all stakeholders in a company.

An example of Organizational Citizenship Behavior is when employees willingly put in extra effort to help a peer meet a tight deadline. Even though this support is not part of their formal job expectations, it enhances team performance and builds a harmonious work environment. Other instances include volunteering for non-mandatory projects, assisting new employees to acclimate, and maintaining a positive attitude that can motivate colleagues.

Why It Matters

Organizational Citizenship Behavior is significant because it can greatly impact both individual and organizational performance. For HR professionals, understanding OCB helps in promoting a culture that values and encourages these behaviors. It also aids HR in designing interventions that foster a supportive workplace environment.

Employers benefit from OCB by experiencing improved team cohesiveness and operational efficiency without the need to increase expenditures on formal incentives. Encouraging a culture of OCB can lead to lower turnover rates and higher employee satisfaction, which is critical for maintaining motivated and committed teams.

For employees, engaging in OCB can lead to personal satisfaction and a sense of belonging to the organization. This behavior can also enhance their reputation among peers and supervisors, potentially leading to career advancement opportunities even in the absence of direct rewards.

FAQ

Is Organizational Citizenship Behavior deliberate?

Yes, OCB is deliberate and performed through individual discretion. Employees voluntarily choose to engage in these behaviors because they value the positive impact these actions have on their colleagues and the organization. Though not mandatory, these actions help build a supportive workplace.

What factors influence Organizational Citizenship Behavior?

Several factors influence OCB including organizational culture, leadership style, job satisfaction, and individual employee attitudes. A supportive organizational culture and transformative leadership can significantly enhance the likelihood of OCB by providing an environment where employees feel valued and engaged.

Can Organizational Citizenship Behavior be measured?

Although OCB is not typically included in performance evaluations, it can be measured through employee surveys and peer reviews. HR departments might use qualitative assessments and feedback to gauge the presence of OCB in the workplace. These assessments help identify individuals who regularly go beyond job requirements to support their colleagues and contribute positively to the organization.