A Model of Organizational Citizenship Behavior

The completely altered situations dominating organizations, the ever increasing competition among organizations, and their necessity to be as effective as possible in those situations, has revealed the organizations’ needs to a valuable and worthy generation of employees more than ever before, a generation mostly regarded as ‘Organizational Soldiers’. these employees mark the difference between effective and ineffective organizations, for, with no expectancy, they work extra hours and spare no effort in fulfilling their duties. Nowadays, these efforts, made in a voluntarily and beneficial fashion, are called ‘Organizational Citizenship Behavior’. Most managers also favor the employment of these organizational soldiers. In the present paper, the OCB will be analyzed by using a factor analysis technique, and all the facets of this phenomenon will be categorized into two main components of organizational dependency and personal characteristics each component will be further subcategorized into three dimensions, all consisting of Graham and Podsakoff models. The data was gathered through an administration of a self-devised questionnaire by the researcher and was later analyzed through a structural equation model, the ‘Factor Analysis Technique’. The results of the study indicated that organizational obedience, unlike other aspects of OCB, is not a necessary factor in stabilizing organizational citizenship behavior and those components of organizational dependency and personal characteristics are considered to be determining factors in the establishment of OCB.