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RELATIONSHIP BETWEEN ORGANIZATIONAL CITIZENSHIP Article history
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BEHAVIOR AND JOB PERFORMANCE AMONG 15 April 2015
Received in revised form
ENGINEERS 29 September 2015
Accepted
Roya Anvari, A I Chikaji*, Nur Naha Abu Mansor 12 November 2015

Department of Human Resource Development, Faculty of *Corresponding author

Management, Universiti Teknologi Malaysia, 81310 UTM Johor aliyuchikaji@yahoo.com
Bahru, Johor, Malaysia

Graphical abstract Abstract

This study investigated the relationships between organizational citizenship
behavior (OCB) dimensions conscientiousness, courtesy, sportsmanship,
and civic virtue and job performance. OCB is deemed as it is able to
enhance the trait of job performance. Altruism, conscientiousness,
courtesy, sportsmanship, and civic virtues as dimensions of OCB have
been recognized to influence job performance. This was a correlational
study with a cross-sectional design. Based on random sampling, 50 out of
68 engineers from SHAANXI AUTOMOBILE GROUP CO., LTD in People’s
republic of China were chosen. Data were collected using a
questionnaire- based survey. Descriptive statistics, Pearson Coefficient,
multiple regressions were used to analyze the data. The results implied that
OCB dimensions substantially relates positively with job performance.
Based on the study, OCB is positively related to Job Performance. It
emphasizes the benefits based on the new perspective of employees with
OCBs who needs to be motivated in their work place.

Keywords: Organizational citizenship behavior, job performance

©2015 Penerbit UTM Press. All rights reserved

1.0 INTRODUCTION in an effective management system [3]. Thus, OCB is

being introduced widely in most management
In recent years, there have been arguments systems to increase organisational performance [4].
concerning organizational citizenship behavior (OCB) That is to say, OCB can help a company to be
which is the behavior of individuals at their work place successful where there is an extra effort of the
and whether this includes job descriptions and how employees to meet the company needs [5]. In the
OCB has influenced job performance. The attribute of findings on OCB in the studies of [6] as mentioned.
employees’ assistance directly affect the quality of They found that a company could be effective if the
product and it so much relies on their performance [1]. employees contribute more than their daily routine by
Besides, OCB can help to improve the intact giving a better execution beyond what was
competence of an organization especially job expected.
Performance [2]. Therefore, the quality of service must Many have done research on OCB but they only
be expanded with a perceptive deliberation of the stress on its prospective predictor. Numerous
employee’s capability in order to enhance their investigations on organizational performance have
performance. inspired the scholars to seek latest and relevant
It is very difficult to reach high effectiveness of an organizational viewpoint to enhance the
organisation with merely basic jobs of the employees performance of the employees [2]. According to Jex

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160 Roya Anvari, A I Chikaji & Nur Naha Abu Mansor / Jurnal Teknologi (Sciences & Engineering) 77:13 (2015) 159–164

(2002) who defined that on a very general level, job 2.0 METHODOLOGY
performance is “all the behaviors employees engage
in while at work”. Meanwhile, according to [7], a fair 2.1 Methods
amount of the employees’ behavior displayed at work
is not necessarily related to job specific aspects. More This study used a quantitative methodology that is a
commonly, job performance refers to how well one descriptive correlational survey to examine the
performs at the workplace. In addition, [8] considered correlation between five aspects of OCB with job
job performance as appreciable because it has many performance. A questionnaire was used for collecting
dimensions, and is continuously related to the data in this cross-sectional study.
organization behavior structure. Chinese scholars, [9],
pointed out that job performance is an act or an 2.2 Population and Sampling
organization which uses innovative ways to complete
the task within a limited time. The sample used in the study was a targeted
In another study, [2] mentioned that OCB can help population who are registered engineers working at
the organization to improve integral efficiency which Shaanxi Automobile Group Co., Ltd. in China which
includes the job performance. The organization will or has around 80 employees. The sample was taken
will not achieve a better performance depending on randomly to collect data from the total population.
the efficiency of the people in the organization and
how they conduct themselves [10]. Based on the 2.3 Data Collection
related studies presented above, OCB is the key that
will support and drive an organization to achieve its The questionnaires were distributed to all the
goal, particularly awareness of ethics by the people participants. The expected sample size of employees
such as honesty and social responsibility. Therefore, a should be 68 to reach the Degree of 95% and border
solid tryout scheme could transpire from the of error of 5% according to Morgan table. In Sept 2014,
connection. The scheme indicates to a positive 68 questionnaires were distributed among employees,
association between the OCB and Job performance of which 50 were returned. The response rate was high
[11]. The issue occurred when [12] found that many (73.5%) and the questionnaires were entirely
managers view OCB as a responsibility in the job completed and then accessed statistically.
description, such as helping other employees, be
active in doing the job beside their own specific job 2.4 Measurements
task as well as finding the problem or creating new
suggestions and innovating ideas for the organization. The measurements of the questionnaire on OCB have
Employees can undergo profound and sturdy adapted the studies of [6], that is, five-dimensional
alliance between their own individual aims and scale with 22 item of measurement. The report shows
organizational principle, which could make them see that there is a Cronbach’s alpha value range from
their work not merely a task. As a result, the employees 0.70 to 0.85 on constancy of the OCB implement with
will have a sturdy association with their colleagues will these five measurements.
make them commit themselves holistically. As a result Job performance is a fair amount of the employees’
of this feeling, , this would make them perform the behavior displayed at work and is not necessarily
extra role and adopt behaviors including the acts of related to job specific aspects. More commonly, job
OCB [13-14] performance refers to how well someone performs at
Most researchers have proven the positive effect of work. This part of the questionnaire has 12 items as
OCB towards job performance; however, most of measurement of job performance proposed by [15].
them just focus on an observed investigation. Thus, They reported that the reliability of the measured items
there is need for a current research to identify the has a Cronbach’s alpha value ranging from 0.86 to
relationship between OCB with the five dimensions 0.92.
which include altruism, conscientiousness, courtesy,
sportsmanship, and civic virtue. 2.5 Data Analysis
The following hypotheses were acquired to examine
the correlations. Total of the facts were examined employing the
 (H1) Altruism is positively related to job Statistical Package of Social Sciences (SPSS) software
performance. version 19 (SPSS, Inc, Chicago, II USA). Narrative
 (H2) Conscientiousness is positively related to indicators were employed to examine demographic
job performance. variables coupled with other variables. The
 (H3) Courtesy is positively related to job relationship between independent and dependent
performance. variables was tested through Pearson’s correlation
 (H4) Sportsmanship is positively related to job analysis. To examine the relationship between OCB
performance. five dimensions and job performance, multiple
 (H5) Civic virtue is positively related to job regression analyses were conducted (n= 50).
performance.
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2.6 Validity and Reliability 3.2 Relationships Between Five Dimensions of OCB
and Job Performance
In this study, CFA for evaluating the validity of the
elements of OCBs showed a decent Convulsion for all Results from the Pearson’s correlation analysis
the measurements. Cronbach’s alpha coefficient was achieved in this research revealed resulting: (H1a)
employed to test the consistency. The Cronbach’s there was a substantial correlation of the definite
alpha figure for the OCB measure ranges from 0.617 effect of profound effort on the employees’ job
to 0.958, with an overall value of 0.942(5 items). performance (r = 0. 320, p < 0.001). (H1b) there was a
Specifically, the Cronbach’s alpha values of the OCB substantial correlation of the definite effect of
dimensions are: altruism is 0.914, conscientiousness is profound effort on the employees’ job performance (r
0.617, courtesy is 0.958, sportsmanship is 0.760, and = 0. 967, p < 0.001). H1c) there was a substantial
civic virtue is 0.701. Besides that, the Cronbach’s correlation of the definite effect of profound effort on
alpha value for Job Performance is 0.887. All the other the employees’ job performance (r = 0. 984, p < 0.001).
reliabilities are within the approval level without the H1d) there was a substantial correlation of the definite
consciousness which was below 0.5 [16]. effect of profound effort on the employees’ job
performance (r = 0. 894, p < 0.001). H1e) there was a
substantial correlation of the definite effect of
3.0 RESULTS profound effort on the employees’ job performance (r
= 0. 896, p < 0.001). H1f) there was a substantial
3.1 Demographic Characteristics correlation of the definite effect of profound effort on
the employees’ job performance (r = 0. 911, p < 0.001).
Highest population of the participants were males In addition, there was a substantial relation of the
(64.0%), and 32.0% the participants’ age ranges definite influence between OCB and job
between 20-29 years. 44% has an education level of performance. It means that OCB dimensions have
having a Bachelor degree with working experience of independently influenced employees’ job
at least 4 years. The income of most of these performance. (Table 2)
participants is in the salary range 2001-3000 Yuan. The To examine the correlation of the OCB five facets
demographics are displayed in Table 1. and job performance with reference to the objective
of the study, the facets were simultaneously examined
Table 1 Demographic Characteristics using manifold-revised analysis. The outcome of this
investigation is displayed in Table 3. Five independent
Respondents demographic (n=50) variables were included in the revised framework of
Characteristic of employees’ n (%) OCB dimensions that is 82.6% in the variance on Job
Gender
performance at the same time. The result implies a
Female 18 (36.0)
Male 32 (64.0) significant correlation between OCB dimensions and
Age job performance (Table 3).
Less than 19 5 (10.0) In addition, the strength of OCB dimension influence
20-29 16 (32.0) on job performance was also calculated and Table 3
30-39 8 (16.0) displays the results in a constant table. The variable
40-49 14 (28.0) with largest value affects highly on the dependant
50 and above 7 (14.0) variable in the analysis of scale constants [17] As
Education Level
shown in Table 3, the highest β value was 0.958 for civic
PHD 6 (12.0)
Master 17 (34.0) virtue.
Degree 22 (44.0)
Diploma 5 (10.0) Table 2 Pearson correlation for OCBs five dimensions with job
Duration of Service performance
1 years or below 1 (2.0)
1-2 years 8 (16.0)
2-3 years 11 (22.0)
3-4 years 13 (26.0)
4 years and above 17 (34.0)
Income per month
1 years or below 3 (6.0)
1-2 years 5 (10.0)
2-3 years 26 (52.0)
3-4 years 6 (12.0)
4 years and above 10 (20.0)
162 Roya Anvari, A I Chikaji & Nur Naha Abu Mansor / Jurnal Teknologi (Sciences & Engineering) 77:13 (2015) 159–164

Table 3 Results of manifold reversion of OCB elements on job behaviors in OCB become important because they
performance would facilitate the accomplishments of
organizational goals, and thus enhances
organizational performance. [21] then reiterated that
OCB is vital to the survival of an organization, as it can
maximize efficiency and promote effective
functioning of an organization.
According to [13-24] an employee’s work behavior
would be more participatory in an organization rather
than functioning with the normal roles, indicating that
OCB has a relationship with job performance and
organizational efficiency. Moreover, in other studies
[9, 25-26] it was found that OCB is the special behavior
that affected positively on the effectiveness of an
organization and personal operations. These findings
contribute to the understanding of the extent of OCB
influence towards positive organizational outcomes of
job performance between employees.
One of the results in this research showed that there
is more integrity between the OCB and job
3.3 Discussion
performance. Job performance plays an important
role in the industrial and even organizational
The objective of the study was to examine the
consciousness areas, it is very important to a company
influence of five facets of OCBs which are altruism,
[27] Therefore, success of a company much relies on
conscientiousness, courtesy, sportsmanship and civic
the employees’ performance. In other words, a
virtue on employees’ job performance. Besides that, it
company can be successful when there is a good job
was also targeted to search the connection between
performance of employees. Besides, job performance
OCB and job performance. The research model as
can be identified as ascendable actions, conduct
shown under as Figure 1 depicts the relationship
and effect that employees participate in or are being
between the two constructs. The finding of this study
connected to contribute to the goal of a company
has corroborated previous studies [13, 18–19] on the
[28]. There are three dimensions of job performance
importance of OCB in a company; it also delivered
which include task performance, organizational
one of the most effective elements of OCB
citizenship behavior (OCB) and counterproductive
simultaneously.
work behavior (CWB) [29-31]. This study will
concentrate OCB and CWB due to their high impact
on a company.

4.0 CONCLUSION

4.1 Limitations of the Study

There are following limitations stated though it is a

comprehensive study. First, this study cannot represent
all companies in other countries as it employed
Figure 1 Relationship between OCBs and Job Performance stratified random sampling technique from a
government organisation in a country.
Secondly, this research employed a single self-
Based on the literature reviewed and empirical study report survey instrument to investigate organizational
conducted, the five dimensions of OCB are citizenship behavior. This was adopted because some
connected to job performance. The finding of this researches have revealed that a questionnaire
research has supported these hypotheses with the method could examine OCB within supervisors of the
empirical proof to verify whether OCB improves employees. This self-report survey is being selected
employees’ performance [20-22]. The results of the because there are proliferation of employees who are
study show that the employees who participated in mustered by a supervisor and the supervisors have no
the study, have frequently performed the OCB-like ample time for answering all the questions regarding
behaviors resulting in a good job performance that every employee.
benefits their co-workers. Finally, One’s behaviors and positive behaviors need
The research findings have shown that OCB to be pondered as they might alter gradually as
improved the employees’ performance. [23] stated mentioned above. In this study, the result cannot be
that over time and being with people, citizenship
163 Roya Anvari, A I Chikaji & Nur Naha Abu Mansor / Jurnal Teknologi (Sciences & Engineering) 77:13 (2015) 159–164

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