Organizational Citizenship Behavior and Employee Retention

Introduction

The term Organizational citizenship behavior (OCB) was instituted in the last part of the 1980s after modifications. With the progress of organizational citizenship behavior, and the study of various factors among employees’ attitudes organizations are required to be conscious for employee retention and performance. OCB suggests whatever specialists choose to do, quickly and intentionally, which often lies outside of their predefined definitive responsibilities. Organizational arrangements incorporate exercises that merge task performance and contextual performance of the employees. Progressive development by analyzing job performance can be considered as a state of connection that people working in organizations. Business Organizations have come to comprehend those moral values and beliefs that are very important for the employees with respect to ethical means (Scott, 2002). Accordingly, businesses accept an imperative part in shaping the viewpoint of developing business pioneers who understand the need to focus not simply on maintaining the social and mental environment where the task and contextual performances take place. This change of focus is inciting the appraisal of what can propel Organization Citizenship Behavior (OCB) among future business leaders. Business specialists are getting pieces of information from neuroscience to grasp the justification for why outstanding leaders oftentimes make terrible decisions. In some organizations, there are risks of abatement in organizational resources like time, energy, the lack of work/work components, and nonattendance of monetary resources augmentation delegates' bet taking and push them to partake in Immoral behaviors (Elshaer et al., 2022).

In view of blended thoughts, there is growing thought with respect to an element of investigation made under the heading of ‘care' with inputs from Human Psychology, Organization Science, Education Science, and related brooks of data. The growing realization of OCB helps business managers to understand the interpersonal behavior skills in the organization (Dangwal, 2022). Employees are all around likely to perform better and go past their allotted tasks. Many employees are also ready to help each other in unbelievable circumstances also (Chandra and Mathur, 2021).

The extant literature emphasizes the phases and importance of organizational citizenship be behavior retention of the employees. Various constructs including altruism, courtesy, conscientiousness, sportsmanship, and civic virtue play a vital role with respect to a dependent variable which is employee retention (Paillé, 2013a). While the ways to deal with acting have been and will keep on being gigantic, there are changes in the work environment that could maybe modify what kinds of OCBs will stay tremendous for affiliations later on, as well as what sorts of chances for OCB exist for delegates (Harvey et al., 2018). The commitment to the real approach can be fanned out in the improvement processes among embellishments, in preparing, rules, and blueprints (Rosario Núñez et al., 2020).

This observed that organizational trust and retention depend only on the variables like altruism and organizational learning capability (Emilisa, 2019). It has taken only altruism as a variable of OCB to study their performance at different levels and ignored the other variables (Örtqvist, 2020). It is quiet about gender differences, and no examination has been done on contrasts in instructive capabilities and other segment factors (Mallick et al., 2014). It considered only personal factors of government bankers (Sriboonlue and Peemanee, 2014). Therefore the current study reports the gaps in the study of organizational citizenship behavior dimensions where the effects have been studied with the focus on employee retention. In some organispect towardzations, employees also lead towards incentives for individual growth and development with the prospective to match their growth with organizational growth. With this, the OCB five dimensions identify the importance for employee retention and performance. Therefore, this study will analyze the impact of OCB measurements on employee retention.