Going the Extra Mile: The Moderating Role of Job Satisfaction in the Link Between Employee Engagement and OCB Towards the Organization (OCB-O)

Abstract

Organizational Citizenship Behavior (OCB) is important because it influences the performance of an organization as well as the productivity of the employees. The present research will particularly examine the outcomes of the Organizational Citizenship Behavior towards the Organization (OCB-O) compared with the Employee Engagement (EE). The research model will consider (OCB-O) as the dependent variable, and (EE) as the independent variable. Also, Job Satisfaction is analyzed as a moderating variable that will cause a relationship between (EE) and (OCB-O).

In order to measure the OCB, the research involved a scale with two dimensions, namely OCB-Organization (OCB-O) and OCB-People (OCB-P). The analysis was done on (OCB-O) dimension only. The study was informed by two important questions including: “Does Employee Engagement forecast Organization Citizenship Behavior towards the Organization?” and “Is there any moderation between Employee Engagement and OCB-O with Job Satisfaction?”. It is especially pertinent to consider the issue of human resource practices and challenges in the banking sector because this industry plays a crucial role in the economic development of the country.

Regression Analysis and Correlation Analysis were used to analyze the data using the SPSS. The results showed that there is a positive correlation between the Employee Engagement and the two factors of Organizational Citizenship Behavior. In addition, the findings also showed that Job Satisfaction played a major role in mediating the relationship between EE and OCB-O as well as OCB-P. These lessons imply that companies can enhance better citizenship practices through a greater level of involvement and job satisfaction among employees.