Job Satisfaction and Organisational Citizenship Behaviour

Organ (1988) defines organisational citizenship
behaviour as an individual s behaviour which is
discretionary, not directly recognized by a formal
reward system and it should lead to more effective
running of the organisation. The purpose of this
study is to investigate and review literature that
examines whether job satisfaction and procedural
justice have a positive relationship with the
employees organisational citizenship behaviour (OCB)
in a brick manufacturing industry. Literature
suggests that the first research on the antecedents
of OCB found that job satisfaction was to be the
best predictor. Organ (1997) noted that after two
decades of research, job satisfaction is still the
leading predictor of OCB. Workers with high levels
of job satisfaction are more likely to be engaged in
OCB (Brown, 1993). It has also been found that the
influence of procedural justice on OCB exists as
well (Farh, Podsakoff & Organ, 1990). The sample
consists of unskilled and semi-skilled employees,
with approximately N = 767 employees and their
supervisors or management.

Autorentext

Nadine Sha, an Industrial Psychologist started her career late in 2005 and later qualified in her Masters degree in 2008. She worked in the manufacturing, engineering and currently in the oil and petroleum industry. She is passionate about research and would like to continue doing so. She can be reached at nadine@filmstock-sa.co.za

Klappentext

Organ (1988) defines organisational citizenship behaviour as an individual's behaviour which is discretionary, not directly recognized by a formal reward system and it should lead to more effective running of the organisation. The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationship with the employees organisational citizenship behaviour (OCB) in a brick manufacturing industry. Literature suggests that the first research on the antecedents of OCB found that job satisfaction was to be the best predictor. Organ (1997) noted that after two decades of research, job satisfaction is still the leading predictor of OCB. Workers with high levels of job satisfaction are more likely to be engaged in OCB (Brown, 1993). It has also been found that the influence of procedural justice on OCB exists as well (Farh, Podsakoff & Organ, 1990). The sample consists of unskilled and semi-skilled employees, with approximately N = 767 employees and their supervisors or management.