Corporate citizenship is a collective behavior of the organization towards it's stakeholders, all of them. Employee engagement is referred to from an individual perspective and means how engaged the employee is in the organization to which she/he belongs. These two intersect such as when corporate citizenship is positively high, employees will be positively affected by it since they are key stakeholder of the firm, and thus their engagement is likely to positively increase.

Very interesting and relevant issue. Thank you for raising this issue for scholarly discussions.

I would say that corporate citizenship is the behaviour of the employee towards the other employees and stakeholders, based on individual and overall values and beliefs. Whereas employee engagement is a more motivational aspect of an employee towards their tasks and ultimately their employer. I would say if you compared it to chicken and egg (and if the egg actually came first) then the egg here would be employee engagement. A disengaged employee probably doesn't care about corporate citizenship.

Employee engagement is a person’s enthusiasm and involvement in his or her job while CCB means anything positive and constructive that employees do, of their own volition, which supports co-workers and benefits the company. CCB can be a predictor or antecedent of Employee engagement.

Employee Engagement conceptually emotional, cognitive, physical, motivational, engaged and mental involvement of an employees while on work and Corporate Citizenship Behavior( CCB) is the voluntary organizational commitment within an organization.

No doubt both terms similar but they have minor difference. Sir You better understand if i give one logic. The milk-color of both animals Cow and Buffalo are white, liquid but one is less concentrate(Cow) while other is more concentrate (Buffalo). Hope you get the answer.

Organizations are constantly looking for new ways to maximize employees’ engagement in their work efforts. Effective functioning of an organization depends largely on the employees’ efforts that extend beyond formal key performance indicators (KPIs). An organization’s success increasingly depends on the knowledge, skills and abilities of employees and employees engagement. This greatly differs particularly when the employees engagement help establish a set of core Islamic competencies that can distinguish a Muslim managed organization from its conventional counterpart or competitors. In order to enhance our understanding of what makes Muslim employees willing to go extra miles for their organization is due to answerable not to boss but also in the life hereafter. There is a thesis under examination for the phenomenon of organizational citizenship behaviour (OCB), specifically the relationship between organizational commitment, organizational justice, leadership style and organizational citizenship behaviour. While investigating this relationship, the mediating effects of organizational issues, such as power and politics, mutual trust between bosses and subordinates and ultimately to Almighty, on the relationship between organizational commitment, organizational justice, leadership style and organizational citizenship behaviour.

In another study, a sampling of managers was drawn from commercial entities in Malaysia. Participation in this research was voluntary. Data were gathered by means of a survey questionnaire. Hypothesis tests showed that the relationship between organizational commitment in a form of employees engagement and perceived organizational issues as mentioned such as power and politics was weak and not statistically significant. On the other hand, pursuit of organizational justice and servant style of leadership or transformational leadership style where concern for employees welfare is utmost important to drive desired result has a positive and significant influence on perceived organizational commitments. However transactional leadership style and laissez faire do not have a significant influence on perceived organizational successful governance. Lastly, the relationship between perceived organizational politics and organizational citizenship behaviour is positive and statistically significant. In sum, of the hypotheses tested, suggested presence of taqwa and answerable in life hereafter variables ensure employees engagement....

Allah oa alm bitwab

Organizational Citizenship Behavior refers to contributions that go beyond the employee's position description. It involves helping others (coworkers and customers), doing extra work beyond their 'regular' job, and seeking ways to improve the company's products and services. Engagement is similar but it is more focused on the employee's positional role--using Knowledge, Skills, and Abilities (KSAs) to exceed performance expectations thereby contributing to organizational success.

Corporate citizenship is a collective behavior of the organization towards it's stakeholders, all of them. Employee engagement is referred to from an individual perspective and means how engaged the employee is in the organization to which she/he belongs.

Organizational citizenship behavior (OCB) is a term that's used to describe all the positive and constructive employee actions and behaviors that aren't part of their formal job description. OCB is not something that's required from employees to do their job and it's not part of their contractual tasks while Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels toward their job. Engaged employees care about their work and about the performance of the company, and feel that their efforts make a difference.

Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels toward their job while citizenship behaviours (OCBs) are individual, discretionary actions by employees that are outside their formal job description.

OCB vs Employee engagement is just like the 'whole is better than collection of its part'. The former is whole while the later is very important part of the OCB.

In a better way is to comprehend, if a page from the book is missing the book is incomplete and there will be a missing page without the 'employee engagement' from the book entitled Organizational Citizenship behavior (OCB).

While job performance refers to the performance of duties listed in one's job description, organizational citizenship behaviors involve performing behaviors that are more discretionary. Organizational citizenship behaviors (OCB) are voluntary behaviors employees perform to help others and benefit the organization.