Organisational Citizenship Behaviour: Managerial Paradox | Desklib

Running head: BUSINESS RESEARCH
Organisation Citizenship Behaviour: A Business Managerial Paradox
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BUSINESS RESEARCH
Table of Contents
1.0 Introduction................................................................................................................................2
2.0 Problem Statement.....................................................................................................................2
3.0 Research Aim.............................................................................................................................4
3.1 Research Objectives...................................................................................................................4
3.2 Research Questions....................................................................................................................4
4.0 Justification and Potential Output of the Research....................................................................4
5. Conceptual Framework and Hypothesis Development...............................................................5
5.1. Conceptual Framework.............................................................................................................5
5.1.1 Concept of Organisational Citizenship Behaviour.................................................................6
5.1.2 Benefits of Developing OCB..................................................................................................7
5.1.3 Managerial Involvement in OCB............................................................................................8
5.1.4 Potential Pitfalls of OCB........................................................................................................9
5.2 Hypothesis...............................................................................................................................11
6.0 Methodology............................................................................................................................11
7.0 Organisation of the Study........................................................................................................13
8.0 Gantt chart...............................................................................................................................14

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BUSINESS RESEARCH
1.0 Introduction
Managers are the integral part of the organisation due to their responsible attitude
towards accomplishing the determined objectives. Organisational citizenship behaviour is the
discretionary actions that are excluded from the formal job description of the employees.
Managers are directly involved into this practice as they are aware of the pros and cons of OCB
(Armstrong, 2010). The knowledge about such advantages and disadvantages help the employees
to avoid organizational burnouts and contribute optimally. The study will thus focus on
developing the business research subject on the organisational citizenship behaviour. The
identification of the problem will help in formulating the research aims and objectives.
Considering the subject area, the study will also discuss the potential outcome and the
appropriate conceptual framework. The application of the appropriate methodology will
formulate the enriched knowledge regarding the subject area.
2.0 Problem Statement
Organisational citizenship behaviour is out of the formal job description of the
employees. It is generally exhibited by the employees that are crucially contributing to the
positive aspects of the organisational success. The remarkable contribution of the employees
supports the team members to accomplish the determined goals. The managerial paradox plays
the most significant role when the organisational citizenship emerges within an organisation.
Bourne (2015) implied that OCB contributes much significantly in terms of enhancing the
organisational performance. On the contrary, Cole (2015) argued that the mismanagement or the
pitfalls associated with this OCB approach may lead towards the negative consequences in
employees’ performance level. The mission of establishing the organisational citizenship

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BUSINESS RESEARCH
behaviour is to create the high level of job satisfaction among the employees. It generally
reduces the absenteeism level, increases the profitability parameter, and lessens the job turnover
rate. Felix, (2013) inferred that the organisations that are following this approach are more likely
to ensure the high productivity level of the entire organisational performance. However, Hurwitz
and Hurwitz (2013) presented the contradictory view to oppose the statement. It was stated that
organisational citizenship behaviour is mainly known for the negative influences on employees’
performance level. It is argued that the development of the organisational citizenship behaviour
generally leads towards the workplace conflicts, employee favoritism, unhealthy competition
among the employees, and dependency syndrome. It was also criticized that the establishment of
the OCB can directly create the impact on the group performance within an organisation.
Many renowned research scholars have observed that the organisations require
developing the Organisational Citizenship Behaviour for developing the high level of employee
performance. Neuman and Robson (2012) stated that the managers need to perform the
responsibility of adopting the innovative strategies that are effective enough in terms of dealing
with the associated pitfalls created by the OCB. The decision role of the manager is crucial to the
mitigation of the emerging drawbacks. Some of the specific strategies are needed to be used for
omitting the pitfalls. The issues emerge due to the formulation of work specialization generally
discourage the use of the organisational citizenship behaviour. However, it is noticeable that the
conceptual form of OCB deals with the managerial paradox to identify the methods used by the
managers. It also measures the effectiveness of these decisions in terms of developing the secure
and conflict free atmosphere. The managers need to reflect upon the strength and weaknesses of
OCB in the organisational management practices.