Can anyone please share good research papers and pieces of expert advice for carrying out an academic research on impact of HR practices (e.g., compensation, training) on organization citizenship behaviours? Your kind and constructive support will be highly commendable.
Efficient and good HR practices increases the productivity of an organization as it monitors expertly the work habits (citizenship behavior) of employees toward achieving the organizational goals and objectives. It's the oil that improves the flow of the organizational machinery, if utilized properly.
These resources would be very helpful to you. Kind regards
The Influence of HR Practices on Organizational Citizenship aligns the role of the employee with necessary behavior suited to the Organizational climate.
Efficient and good HR practices increases the productivity of an organization as it monitors expertly the work habits (citizenship behavior) of employees toward achieving the organizational goals and objectives. It's the oil that improves the flow of the organizational machinery, if utilized properly.
These resources would be very helpful to you. Kind regards
Thank you Dr Krishnan Umachandran sir, Nandri sir!
Thank you Dickson Adom sir. I appreciate your cooperation.
Article High-performance human resource practices, citizenship behav...
https://onlinelibrary.wiley.com/doi/abs/10.1002/(SICI)1099-050X(199624)35:4%3C493::AID-HRM4%3E3.0.CO;2-R
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1467-6486.2009.00911.x
Article The Impact of High Performance HR Practices on Employees' At...
Effective HR practices positively influence certain employees behavior such as organizational commitment, job satisfaction, innovative work behavior and OCB etc. You can have a look at this article Article High-performance human resource practices, citizenship behav...
In simple OCB means a state where the employee performs willingly more than what he/she is supposed to perform (according to the job description) for the success of the organisation. The employee who has a high level of organizational citizenship behaviour knows that his or her success depends on the organization’s success; progress of organizational success means some progress of his or her personal success; and therefore he or she loves the organization. Consequently he or she works more than he or she is officially supposed to work for the organization. It includes volunteering for extra assignments, exercising a high level of creativity and innovation on an organisational problem and helping others in an unexpected way.
Sound HR Practices will result in making employees happy. Satisfied employees enjoy owing to positive experiences which they get from the job. Hence they want to give something back to the organization. They engage in working more than what they should work officially. If the organization has teams to get things done, organizational citizenship behaviour is more useful. In this context, employees depend on extra help from each other to get things done successfully. Employees working in a team need to share information and ideas, give and receive constructive feedback, deal with conflict effectively, commit to the team and its common goal, and appreciate and tolerate the diversity of the team members.
Some HR practices specially designed to promote OCB (e.g. performance evaluation that considers OCB as a criterion; training program that aims at developing OCB-related competencies, an incentive program rewarding OCB, etc) will have a direct positive impact on OCB.
Hi,
As explained by Sr. Prof. Opatha and other scholars there are number of ‘HR practices’ which can be used to promote OCB in the workplace. OCB is about going beyond in-role behaviour which is generally specified in job description. It is believed that OCB has a positive impact on firm-performance or success. OCB is often explained in the context of Social Exchange Theory. However, I would like to highlight the importance of discovering more and more organizational level factors that impact positively on OCB.
Examples for such factors;
· Organizational communication
· Leadership factor- particularly Transformational Leadership
· Team factor
· Organizational trust and fairness
· Organizational learning
Such higher level factors I would like to call as Critical Success Factors because these factors can have a significant impact on firm success/performance particularly on long term sustainability of the firm. I have tested impact of first three factors in the context of construction industry in Sri Lanka. What I believe is that first we need to understand such factors that are ‘critical’ and then we can develop appreciate practices to leverage factor that impact positively on OCB.
Factors I mentioned above are embedded in people, process and practices and can be seen as ‘Organizational level capabilities’ and therefore when develop over a period of time these capabilities can be considered as intangible assets which competitors cannot match. When these factors work as a bundle, these factors can work as a self- reinforcing cycle which brings significant impact on success.
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