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How does Ogan redefine voluntary behavior in the workplace? Explore the new definition of OCB!
In industrial and organizational psychology, organizational citizenship behavior (OCB) refers to voluntary commitments made by individuals within an organization or company that are not contractually binding. This field has attracted extensive attention from researchers since the late 1970s, and the definition of OCB has been discussed and optimized many times during this period.
Definition of concepts
Organ defined OCB in 1988 as "free choice of individual behavior that is not directly or explicitly recognized by a formal reward system and that contributes to the effective functioning of the organization."< /p>
"OCBs are considered voluntary actions. These actions are not part of the job description but are performed by the employee based on personal choice."
Organ's definition covers three key aspects: first, OCBs are viewed as voluntary behaviors; second, these behaviors go beyond the basic requirements of the job; and finally, OCBs contribute positively to overall organizational effectiveness.
Similar concepts to OCB
Situational performance
Contextual Performance is a concept similar to OCB. This concept emphasizes not only focusing on professional behaviors at work, but also on all behaviors that contribute to the functioning of the organization. Situational performance is defined as non-task-related work behavior and includes four elements: enthusiastic persistence, helping others, following rules and procedures, and revealing organizational goals. This also suggests that OCB and situational performance are similar to some extent, both of which are voluntary behaviors of employees and contribute to the overall success of the organization.
Prosocial organizational behavior
Prosocial organizational behavior (POB) refers to behavior that is intended to improve the well-being of individuals, groups, or organizations. Unlike OCB, the manifestation of POB is not necessarily limited to the organization, so it may also be a behavior of helping colleagues deal with personal problems.
Additional Character Behaviors
Extra-role Behavior (ERB) is another construct similar to OCB. ERB is defined as "behavior that attempts to advance the interests of the organization and goes beyond existing role expectations." This confirms the similarities between OCB and ERB, while also pointing out some key differences between them.
Intrinsic vs. extrinsic motivation
Intrinsic motivation and extrinsic motivation are the key factors that drive individuals to participate in OCB. Intrinsic motivation originates from within the individual, usually from interest, satisfaction, or a sense of accomplishment. For example, an employee might help a new member grow not because of the reward, but because he gets a sense of accomplishment from it. Extrinsic motivation, on the other hand, usually stems from external incentives, such as bonuses, promotions, or other forms of rewards.
The impact of organizational culture and leadership style on OCB
Organizational culture plays a crucial role in shaping the motivation of OCBs. A cultural environment that values teamwork and respect can promote employees' OCB behavior. In addition, transformational leadership has been shown to be a significant predictor of OCB. This leadership style stimulates employees' intrinsic motivation and encourages them to actively participate in the interests of the organization.
The link between gender differences and CWB
In terms of gender role stereotypes, women usually show more prosocial behaviors, while men show more toughness and independence. This difference is also reflected in specific dimensions of OCB, with women being more likely to engage in altruistic and polite behaviors, while men tend to favor civic virtue and sportsmanship.
However, counterproductive work behavior (CWB) is contrasted with the concept of OCB, and the two are seen as opposing behaviors. Recent studies have shown that OCB and CWB are only mildly correlated, emphasizing the need for them to be considered as independent constructs.
ConclusionThrough Ogen’s redefinition, we see the diversity of OCB and its importance in the workplace. His research not only reveals the complexity of individual behaviors, but also emphasizes the influence of various external and internal factors on these behaviors. As the workplace continues to evolve, are you also wondering how to create a work environment that promotes OCB?
