During the last two decades Organizational citizenship behavior becomes one of the important factors that enhance the organizational effectiveness. The main purpose of this study is to explore the importance of OCB among employees in different organizations of Pakistan as the outcome of organizational commitment. It is a comparative study between Corporate Business Organizations and Non Government Organization's employees. We will try to find out which type of the organizations has more OCB among there employees weather profit oriented organization's employee has higher level of OCB or the NGO's employees. In this study the impact of training & development opportunities, work-life policies and empowerment practices on organizational commitment has also been analyzed. The date will be collected from different corporate organizations and NGOs of Pakistan through questionnaires.
INTRODUCTION
Researchers almost for more than 65 years have been paying attention in employee's cooperative types of behaviors. These behaviors are characterized as an individual attribute of the employee which enlightened that why some employees behave more considerately than others. (Koster & Sanders, 2006). OCB is considered a key element of organizational effectiveness. It is defined as an employee's willingness to go above and beyond the prescribed roles which they have been assigned (Organ & Podsakoff, 1990). Organizational citizenship behavior is not specified by any contract or not even expected by an average employee ,this behavior is organizationally desirable because this behavior assist resource transformation', adaptability and innovation in order to increase the organization efficiency.(Turnipseed & Murkison, 1996).Organizational Citizenship behavior are the actions that are not nominated or demanded by the formal job responsibilities. (Farh, Zhong & Organ, 2004).
Today organizations are facing the fierce competition due to the flow of intense awareness and knowledge. In order to cosset the competitive advantage the organizations have to make pace with the increasing change and for this high commitment from employees are needed (Lok and Crawford, 2001). Organizational commitment is significantly associated with the organizational citizenship behavior as its construct. (Gautam, Dick, Wagner, Upadhyay & Davis, 2004). According to Wilson &Western (2000) Training and development plans of individuals can be supportive for the organizational objectives if there is a clear sense of direction. The employees who are empowered participate in decision making that has affect on their job. If there is empowered work environments then it assist in improving the quality of work life, employee leadership and professionalism. The environment where work-life policies are provided it effect the learning taken place in the organizations so that the organizations transformed in to the fervent learning organizations. (Yong, 2000). The main aim of this research is to analyze the level of OCB amongst the corporate business organizations and NGOs of Pakistan. This research will reveal the reasons due to which some employee shows more cooperative and supportive behavior than the others. This study will help the other researchers in analyzing the impact of organizational commitment on OCB particularly in the context of Pakistani organizations. It will also depict the importance of OCB in increasing the effectiveness of the organization and also determines the factors that create or influence OCB. This study will also illustrate the relationship of training & development opportunities, work-life policies and empowerment practices with organizational commitment and then how organizational commitment influences the organizational citizenship behavior of Pakistan universities employees. This study will also evaluate the importance of OCB of employees in the success of the universities of Pakistan.
LITERATURE REVIEW
INDEPENDENT VARIABLES:
HUMAN RESOURCE PRACTICIES
First, for most Employees, a significant part of their motivation comes from the recognition they get from managers for a well job done and the feeling that they are an important part of the organization (Agarwal and Ferratt 1999; Gomolski 2000). In this study, recognition practices refer to non-monetary means (e.g., extended vacations, tickets to a cricket match, organizational recognition events) and monetary ways (e.g., cash awards) by which an organization tangibly signals its appreciation of outstanding performances and accomplishments.
One advantage to the direct assessment of employee perceptions is the recognition that these perceptions are likely born of multiple cues in the work environment (Rousseau, 1995;Bowen & Ostroff, 2004; Gerhart, 2004
In the past ten years, training and development adept to significant changes. (Garavan, Barnicle & Heraty, 1993). Researchers define training as a valuable learning in any profession. . While Development is a process of gradual growth (Garavan, 1997).The truth of twenty-first century is that it become must to develop human resources because it has been realized that the workforce who is well-trained is the key to competitiveness, training and education of employees becomes impending as organizations seek more excellence. (Khayyat, 1998).
Over the 50 years empowerment or participation is the subject of research. (Nykodym, Simonetti, Nielsen &Welling, 1994).Empowerment is the ability of the employee to make the choices which are perceived as the difference for the employer. One element of this ability is that at any given time choices are open to the employee and after making the choice employee will be able to continue making choices. (Guy, 2003). It is being considered that empowerment is the part of a process and it is the combination of the subordinate psychological state that is affected by the supervisor behavior of empowering the subordinate. (Pastor, 1996).
In providing quality of services employee empowerment is the major factor that has the significant impact. (Samat, Ramayah & Saad, 2006).Services providing organizations are paying more attention towards employee empowerment in order to improve the service quality. (Cacioppe, 1998).Empowerment is the process that basically motivates the employees to make use of their experiences and skills by providing the power and authority so that the employees work effectively. (Eccles, 1993).
The success of the organization depends upon the organizational commitment that can be gain by the involvement of the employee. (Denton, 1994) In the innovation process it is very important employ the knowledge and skills of the employees. (McEwan & Sackett, 1997). Previous researches founded that organizational commitment increases accordingly as the work empowerment perception increase.( Liu ,Chiu &Fellows, 2007).organizational learning is facilitated by the empowerment which ultimately enhances the commitment level. (Bhatnagar, 2007).
INTERVENING VARIABLE:
ORGANIZATIONAL COMMITMENT
From 30 years the concept of organizational commitment is evolving. (Putterill & Rohrer, 1995).Organizational commitment of the employees get positively influences if there are opportunities to work challenging tasks.(Chew & Chan, 2007).According to Parish, Cadwallader & Busch (2008) Employees commit more positively to the change occurring at workplace only when they judge the role autonomy. Depending upon the level of attachment of an individual the consequences of commitment varies accordingly (O'Reilly & Chatman, 1986).
Previous studies reveals that organizational commitment is very beneficial for the organization as it reduces the absenteeism rate and turn over ratio and enhances the organization productivity.(Jernigan, Beggs & Kohut,2002).Organizational commitment is very important because it is linked with absenteeism, work effort and turnover. (Joiner & Bakalis, 2006).It is the goal of the organization to estimate the commitment level of their employees and probe the ways to increase the commitment (Liu, 2006).
DEPENDENT VARIABLE:
ORGANIZATIONAL CITIZENSHIP BEHAVIOR
Previous studies reveals that the climate of the organization is significantly associated to OCB because climate cause perceptions among the employees that manipulate their willingness of working harder and involved with their work and become enthusiastic to enroll in organizational citizenship behaviors.(Dimitriades,2007). OCB is considered a key element of organizational effectiveness. It is defined as an employee's willingness to go above and beyond the prescribed roles which they have been assigned (Organ 1990)Managers should give more concentration in increasing OCB because organizational effectiveness & customer perceptions of service quality are positively related with OCB.( Torlak & Koc, 2007).
H1:- Recognition Practices has significant positive relationship with the organizational commitment.
H2:-Training and Development opportunities have significant positive relationship with the organizational commitment.
H3:-Empowerment practices have significant positive relationship with the organizational commitment.
H4:-Organizational commitment has significant positive relationship with the organizational citizenship behavior.
RESEARCH METHODOLOGY
This study examined the relationship of training and development opportunities, work-life policies and empowerment practices with organizational commitment and then analyzes the impact of organizational commitment on the organizational citizenship behavior of the employees of Corporate Business and NGOs employees.
RESEARCH MODEL
Organizational
Commitment
Organizational Citizenship Behavior
Recognition Practices
Empowerment Practices
Training and Development
