Impact of Organisational Citizenship Behaviour on the Performnce of Selected Nigerian Commercial Banks

Abstract

This study aims to investigate the impact of organizational citizenship behavior on the performance of selected Nigerian commercial banks. One hundred and seventy responses have been collected by means of questionnaire. Statistical analysis techniques such as descriptive statistics and correlation, regressions, are employed. To confirm the suitability of data collection instrument, Cronbach's Alpha is used. The findings of this study supported the hypotheses that Organisational Citizenship Behaviour positively impacts the performance of selected Nigerian commercial banks. The OCB factors have an impact on job performance. This means that the perception of employees toward OCB has a positive and significant influence on employee's performance. There is importance of organizational citizenship behaviour on organizational performance. There is significant impact of job satisfaction on organizational citizenship behavior and performance. There are positive effects of organizational commitment on organizational citizenship behavior and performance. The extent of the relationship between organizational silence and organizational citizenship behavior is high. This study provides suitable recommendations on the scope for improvement based on current levels of various specific impact organizational citizenship behavior and its dimensions. Encouraging the practicing of OCB by employees, through setting orders and regulations necessary to reward the voluntary efforts by them, since these procedures have a positive influence on performance. Considering the OCB one of the important criteria in the annual assessment of employees to encourage them to practice OCB in the job. Considering OCB an important criterion in providing incentives and promotions to employees. Therefore, commercial banks in Nigeria should implement strategies aimed at improving affective commitment and organisational justice in their workplace. When an organisation stands for what employees stand for, affective commitment will be enhanced.