HRM Organizational Citizenship Behavior and Counterproductive Workplace

HRM

Organizational Citizenship Behavior and Counterproductive Workplace Behaviors

Employee performance can be highly variable, even those with the same set skills may provide employers with different levels of contribution/productivity based on personal characteristics and attitude. The sunny side of employee behavior, which relates to organizational citizenship behavior (OCB), can be very beneficial for employers (Landy & Conte, 2013). However, while there are employees with positive behavioral traits, there may also be employees that have negative behavioral traits, which are referred to by Landy and Conte (2013), as the "dark side" of the performance continuing, undertaking counter-productive workplace behaviors (CWB). The aim of this paper is to explain both of these types of behavior patterns, and give some examples that have been observed in the real world.

Organizational Citizenship Behavior

OCB is a general term which refers to the way in which employees may behave in a positive manner at their workplace, encompassing almost all aspects of positive behavior that are not specifically required as part of the employment contract, and may include undertaking activities that are not needed, such as staying and finishing task without being paid overtime, or helping a colleague without being asked (Organ, 1997).

Organ (1988), argues for behavior to be classified as a OCB there are three distinct elements which need to be present, the first is that the behavior which is classified as OCB is undertaken on a discretionary basis, it and individual is able to choose whether or not to do that for themselves. The second requirement is that the behavior does not incorporate tasks which are included as part of the job, and therefore an employer could not force the employee to undertake those tasks (Organ, 1988). Lastly, when the OC be is being undertaken, it will be beneficial for the organization (Organ, 1988).

Where OCB takes place the benefits may not only for the employer, directly and indirectly through the culture supported provide, but also for the employee. Anecdotal evidence has found a correlation relationship with OCB and employee satisfaction, there is also evidence to indicate that those employees who display positive OCB are likely to gain favor performance reviews, and gain a good reputation for themselves, for a phenomenon known as the "halo effect," which may help with their own success (Podsakoff et al., 2009).