THE EFFECT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON ORGANIZATIONAL PERFORMANCE: THE CASE OF ST. MARY’S UNIVERSITY

Abstract

The purpose of this research is to analyze the effect of Organizational Citizenship Behavior towards on organizational performances in St. Mary’s University. The target populations of this research are academic staffs of the university. A thorough review of literature of the two concepts of Organizational Citizenship Behavior and performance were conducted with a view to get a good insight of contributions of authorities on the two variables. Descriptive and Explanatory research approaches were used during the study. Questionnaires and interviews were used to gather information. Sample sizes of 151 academic staff were used during the study, and 15 department and faculty deans were interviewed. Probability sampling techniques was used from probability sampling techniques stratified sampling technique used to stratify the total population in to two strata. The Data was analyzed through descriptive statics (percent, frequency, mean and standard deviation) correlation and linear regressions using SPSS (Statistical Package for Social Sciences) version 20 software. The research findings revealed that the effect of OCB in the performance of St. Mary’s university is positive and considered good, there are five variables of OCB which affect the performance of the university namely Altruism, conscientiousness, sportsmanship, courtesy and civic virtue and the level of impact is high in the three OCB variables Altruism, Courtesy and Civic virtue but the university performance was affected less by conscientiousness and sportsmanship. Correlation analysis shows that organizational performance has a strong positive relationship with OCB variable, the adjusted R2 = 0.680 and the ANOVA model shows a significant result. Thus, the study suggest that the university should periodically organize training programs that will teach staffs how to exhibit organizational citizenship behavior as well as draw their attention to the relationship between such OCB behaviors and organizational performance and the university may encourage voluntary activities which are go beyond the formal obligations of employees such as participating on research and development, functioning without payment, weekend unpaid working practices and others that affect the efficiency of the entire organization.