Ajay K. Jain and Cary Cooper (2012), this study came out with the fact that organisational stress has its own pros and cons on its effect on OCB. Therefore, it was suggested that an organisation should provide proper pay, benefits, job security and by controlling negative effects like job overload, work relationship and communication they were able to see an increase in the positive effect. The study prophesied that ASSET, one of the organisational screening tools, was extremely helpful for all organizations in improving all types of organisational culture.
Azizi Yahaya and Noordin Yahiya (2012), this study showed that there the role of organizational commitment was a very much important one and a deciding factor in OCBs. Therefore, it was …show more content…
Once they finish their graduation, they join an organization for work and they tend to exit the university. It was found that older employees had a higher commitment level and as the result shows, employees who had worked for more than 5 years, were loyal to that organisation. It was suggested that organizational commitment can be improved largely by incentivizing some of the activities of an employee.
Fidelis Aondoaseer Ayatse and Darius Ngutor Ikyanyon (2012), the study was about difference in the organizational citizenship behaviour exhibited between IT employees who had graduated from state and federal universities. It was proved that organisational communication was a major cause that affected OCB. It was proved that a state university IT employee demonstrated an increased level of OCB. It was suggested that, maintaining a good working relationship with the co-workers and proper timely communications are two key factors in reducing an employee’s …show more content…
It was examined that stress level increases among the employee due to night shift and work pressure. It was suggested that appropriate OCB amongst the staff nurses will bring down their work related stress and they can take care of their patients with utmost care and empathize with them.
Melisa Erdilek Kara bay (2014), it was proved that employee commitment can be created by sportsmanship, altruism and organisational virtue. It was observed and assessed that employees who worked in the financial sector and were below par performers, opted to quit the job due to the absence of OCB among the employee. It was suggested that co–workers need to give proper and timely training for the new entrants as that can increase the OCB and improve performance of these new
Azizi Yahaya and Noordin Yahiya (2012), this study showed that there the role of organizational commitment was a very much important one and a deciding factor in OCBs. Therefore, it was …show more content…
Once they finish their graduation, they join an organization for work and they tend to exit the university. It was found that older employees had a higher commitment level and as the result shows, employees who had worked for more than 5 years, were loyal to that organisation. It was suggested that organizational commitment can be improved largely by incentivizing some of the activities of an employee.
Fidelis Aondoaseer Ayatse and Darius Ngutor Ikyanyon (2012), the study was about difference in the organizational citizenship behaviour exhibited between IT employees who had graduated from state and federal universities. It was proved that organisational communication was a major cause that affected OCB. It was proved that a state university IT employee demonstrated an increased level of OCB. It was suggested that, maintaining a good working relationship with the co-workers and proper timely communications are two key factors in reducing an employee’s …show more content…
It was examined that stress level increases among the employee due to night shift and work pressure. It was suggested that appropriate OCB amongst the staff nurses will bring down their work related stress and they can take care of their patients with utmost care and empathize with them.
Melisa Erdilek Kara bay (2014), it was proved that employee commitment can be created by sportsmanship, altruism and organisational virtue. It was observed and assessed that employees who worked in the financial sector and were below par performers, opted to quit the job due to the absence of OCB among the employee. It was suggested that co–workers need to give proper and timely training for the new entrants as that can increase the OCB and improve performance of these new