Academic journal article Asian Social Science

The Influence of Job Satisfaction, Job Motivation & Perceived Organizational Support towards Organizational Citizenship Behavior (OCB): A Perspective of American-Based Organization in Kulim, Malaysia

Academic journal article Asian Social Science

The Influence of Job Satisfaction, Job Motivation & Perceived Organizational Support towards Organizational Citizenship Behavior (OCB): A Perspective of American-Based Organization in Kulim, Malaysia

Article excerpt

Abstract

In today's competitive world, every individual is striving to be ahead of others and create a better future for themselves. This research is designed to focus on manufacturing based industry in Kulim, Malaysia. The aim of present study is to investigate how job satisfaction, job motivation and perceived organizational support affect the OCB in American-Based Organization in Kulim. Data were collected from 300 employees of three different organizations. For collecting the data, survey method was used with a structured questionnaire. It is found in the study that job satisfaction, job motivation and perceived organizational support have highly positive correlation with organizational citizenship behavior. However, Perceived Organizational Support has the highest correlation with OCB. It happens because when the employees receive support from the organization, they will be elevated to perform better for the organization. Support in terms of rewards and incentives can further increase the motivation level of employees. So foreign companies should emphasize on these issues to increase OCB among the employees so that they can be devoted for the organizations.

Keywords: organizational citizenship behavior (OCB), job satisfaction, job motivation and perceived organizational support (POS)

1. Introduction

In today's competitive world, every individual is striving to be ahead of the other and create a better future for themselves. Based on that, individuals choose a career path that is faster and creates better opportunity for them to improve their lives. Besides that, all organizations are mostly looking for methods to become more efficient which includes the help of the employees. Even though in current era where people are dependent on technology, innovation and heavy machinery, the employee aspects play a critical role in making sure the organization is productive and profitable. Hence, the OCB concept introduced by Organ (1988) refers to an extra-role that allows employees to engage and to aid the organization achieve its goals. Based on the countless research done on the aspect of OCB, it has become a key element in organizations around the world as a factor in determining promotions, rewarding employees and also retrenching employees (Castro, Barroso, Armario, & Ruiz, 2010). Organizations intentions are to have employees with high levels of OCB to allow the company to have better experienced employee whereby they can handle issues related to work as well as provide further enhancement of the processes in the organization. Furthermore, organizations will also be able to save a large amount of training cost which will be required to train new employees due to the fact that experience employees leave the organization for better offers from other companies. Organizations nowadays implement methods such as agreements to bound employees to work in an organization for specific period of time which is an inappropriate method to enforce OCB among employees which does not lead to high level of OCB, in fact it creates an opposite impact towards employees (Podsakoff, 2009). Employees who serve for a long period in an organization generates skills which can be highly useful to the organization in the productivity flow to increase profits. Employees become familiar with others as there is a bond created among employees allowing them to solve issue or get things done in a faster manner without dealing with new employees who usually face problems in identifying the individuals and also problems in getting information from the particular employees. The aspects of OCB here allow the formation of bonds among different employees allowing decision making and also analyzing a particular problem to be faster and more effectively. Organizations with low turnover rates further attract more business as they are aware of the level of commitment by the employees. It gives an upper hand to gain more business as well as allies to further contribute to the organization such as creating employee collaboration from different organizations allowing a bond crated in the process chain of a particular organization. …

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