Impact of Job Satisfaction on Organizational Citizenship Behaviour

This essay provides a critical analysis of job satisfaction and its relationship to organizational citizenship behavior, particularly within the context of Australian organizations. It explores how factors such as perceived organizational support (POS) and employee engagement influence employee performance and turnover. The essay examines the case of Lowes Menswear, highlighting issues related to employee dissatisfaction, lack of engagement, and the impact of abusive supervision and unsupportive colleagues. It argues that low job satisfaction leads to reduced productivity and discusses the importance of organizational commitment and providing value to employees. The essay suggests interventions like employee assistance programs, role clarification, and points-based reward systems as strategies to improve employee satisfaction and foster organizational citizenship behavior. The essay uses several academic references to support its arguments and conclusions.

Running head: ORGANIZATIONAL BEHAVIOUR
Organizational Behaviour
Name of the student
Name of the University
Author note

1ORGANIZATIONAL BEHAVIOUR
Job Satisfaction refers to the measure of the contentedness of the workers in relation
to their job. It is indicative of the positive emotional state that results owing to appraisal of an
individual’s job or the job experiences. The attitude of the employees towards organization
can become positive in the event of the employees realizing that the job can help them in
attaining their needs (Barry & Wilkinson, 2016). This essay throws light on how the job
satisfaction that an individual feels can be said to be related to the organizational citizenship
behaviour. The essay talks about how the Perceived Organizational Support (POS) can help
in the high engagement of the employees within the framework of a company. This essay
argues that the employees are dissatisfied with the job that is responsible for reducing the
productivity of the employees. The essay discusses how Lowes Menswear is instrumental in
overcoming the dissatisfaction among the employees of the company.
The workers in the Australian organizations are not valued by the employers that
increases the dissatisfaction of the employees towards their job. It has been found that the
employee engagement of the Australians are low as they are not satisfied with the job. This
gives rise to human resource issues for the management of the organizations of Australia. The
employees leave the job and this incurs greater cost for the organizations of Australia. It has
been found that the loyalty among the employees is low and it declines the productivity of the
employees in the company. The employers in Australia does not engage with the staff that
increases the turnover of the employees in the company (Zayas-Ortiz et al., 2015). The
employees do not feel valued that causes them to leave the company. The engagement of the
employees can help in the process of successful implementation of the strategies of a
company. The injuries and the accidents are caused in the event of disengagement of the
employees that has adverse effects on the growth of a company. The supervisors in the
companies of Australia are abusive and demanding that increases the stress level of the
employees of the company. The colleagues in the workplace are not supportive that gives rise

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to dissatisfaction among the employees working in the Australian organizations. The
Australians have to face the consequences of the job dissatisfaction on account of the
presence of the external pressures like the family expectations and meeting the living
expenses. The Australians have to face the financial along with the social pressure that makes
them stay in the same job though they are dissatisfied.
The employees working in Lowes Menswear does not involve themselves in
Organizational Citizenship Behaviour that brings down productivity of employees working in
the company. Organizational citizenship behaviour can be said to be synonymous with
concept of the contextual performance and it refers to the performance that helps in
supporting social along with the psychological environment within which the performance is
taking place. The workers have to behave in a flexible manner within the workplace however
it has been found that the employees are not rewarded in the event of engaging themselves in
the organizational citizenship behaviour in the companies of Australia that reduces the
satisfaction level of the employees in the Australian organizations (Singh & Srivastava,
2016). The employees of Lowes Menswear do not engage themselves in organizational
citizenship behaviour that reduces the productivity of the employees. The helpful behaviour
is not exhibited by the employees that can help in facilitating the cohesiveness in the retail
company. The organization does not have the strong network that can help in improving the
efficiency of the employees in the organizations. The level of the trust in between the
employee and the supervisors is less that has an effect on the performance of employees in
Lowes Menswear. The workers feel that there is no distributive justice in the retail company
that has a detrimental effect on the performance that is delivered by the employees. The
workers do not have the role perception that has a negative effect on the satisfaction level of
the employees in the company. The leader-member exchange does not take place in the right
manner in Lowes Menswear that reduces the morale of the employees in the organizations

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(Weikamp & Göritz, 2016). The employees do not want to reciprocate the altruistic acts that
has a negative effect on the profits that are made by the company.
The workers of Lowes Menswear are not provided with the value that can make them
feel committed to the company. Perceived organizational support (POS) is indicative of
degree to which the employees believe in the fact that the organization puts value on the
contributions that are made by the employees. It makes the employees feel that the company
cares about the well-being that can help in fulfilling the socio-emotional needs of an
individual (Chen, Sparrow & Cooper, 2016). The perceived organizational support is lacking
in the Lowes Menswear that can contribute to the better performance of the employees in the
company (Daniel, 2016). The employees are not provided with the rewards that can provide
them with encouragement in the company. The employees are not given the bonus that can
help in rewarding the individual accomplishment of the workers in the company. The bonus
can act as a legitimate means that can help in rewarding the outstanding performance of the
employees within the retail company. The concern of the managers with the commitment of
the employees to that of the organization can be said to be positively correlated to the aspect
of the performance of the employees (George & Zakkariya, 2015). The organizations can
serve as an important source of the socio-emotional resource like the respect along with the
care that can instill satisfaction in the employees. The employees of Lowes Menswear feel
discouraged as their feelings are not valued in the company. The lack of the element of
organizational commitment makes the employees feel helpless that causes withdrawal
behaviour in the workers of Lowes Menswear. The organization does not value the
contributions that are made by the employees that has a deteriorating effect on the
performance of the workers. The company lacks in the arena of POS that has increased the
turnover within the framework of the company. The organizational support theory states that
the workers value the POS as it helps in meeting their need for the esteem along with the

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affiliation. It can help in providing comfort to the employees at the times of the stress
(Trépanier, Fernet & Austin, 2015). The human resource practices along with the supervision
is not favourable in Lowes Menswear that has increased the turnover of the employees in the
company. The employees having high POS utilize their potentials along with the skills that
helps an organization in reaching the goal. The unfair treatment of the employees in the retail
company makes the employees frustrated in their job role that eventually causes them to
leave the company (Kianto, Vanhala & Heilmann, 2016). The organization does not have
control over the job conditions that gives rise to dissatisfaction on the part of the employees.
The company does not provide the educational opportunities along with the retired programs
that has adverse effects on the company. The workers who are highly motivated leave the
company and the employee turnover acts like a barrier in the path of progress of the company
(Knapp, Smith & Sprinkle, 2017). The company does not have the fair organizational
procedures that can help in serving the long-term interests of the company.
The engagement of the employees in Australia have been found to be low because the
workers are dissatisfied with their job. The workers of Lowes Menswear are not provided
with the rewards that can provide the employees with the encouragement. The employees of
Lowes Menswear does not engage themselves in the organizational citizenship behaviour that
brings down satisfaction level of employees. The workers are not given rewards that can be
instrumental in inspiring the employees of the company. There are certain steps that can be
taken by Lowes Menswear that can help in the removal of the dissatisfaction of the
employees. Employee Assistance Program can be taken recourse to in the company that can
strengthen the employees in dealing with the personal issues that has a detrimental effect on
the job performance of the employees working in Lowes Menswear (Trépanier, Fernet &
Austin, 2016). It can be instrumental in managing the stress level of the employees that can
help in the process of maintaining the high level of their performance. The employees can be

5ORGANIZATIONAL BEHAVIOUR
made aware about their roles with the help of meetings that can help them in carrying out
their responsibilities in the organization. It can be instrumental in improving the collaboration
in between the employees of the company. The workers of Lowes Menswear can be provided
with the certificate of achievement that can help in boosting their confidence that can work
for the benefit of the employees of the company. The employees can be provided with the
points reward system that can act as the right platform that can help in recognizing the efforts
of the employees.
Providing value and
engaging the
employees
Lack of Satisfaction of
Employees
Employee Assistance Program
Certificate of Achievement
Points Reward System
Provide value and
engage the employees

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Figure: Employee Engagement in Lowes Menswear
Source: Created by the author

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References
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