Influence of Personality Factors on Organizational Citizenship Behavior of Employees in Financial Institutions

R. Kishokumar, K. Lakshika


Organizational Citizenship Behavior (OCB) is defined as individual discretionary actions that are not expressly rewarded but in fact promote goal achievement (Organ, 1988). This discretionary behavior is not part of job specifications and thus is not evaluated in annual appraisal, yet this behavior is important to the success of organizations. Such behavior has been the focus of study is scholars such as Organ (1988), Bateman, Organ (1983) and Podsakoff (2009) from various perspectives. This study attempts to explore the subject from the perspective of personality types to examine whether there is a relationship between personality type and OCB.


As working under changing circumstances has become an essential feature of organizations, organizations will necessarily become more dependent on individuals who are willing to contribute to successful change, regardless of formal jobs requirements. Economy or production process largely depends upon how efficiently the financial sector in general and the banks in particular perform the basic functions of financial transformations. In a country like Sri Lanka, this factor assumes further significance.A Non-Banking financial institution plays an important role for the overall development of the country. The performance of the financial sector directly affects to the other industrial and service sectors of the economy traditionally, the employees’ job performance has primarily defined in terms of how well an employee completes his/her assigned duties. However, in recent past the researchers and practitioners found that the need of employees’ willingness to accomplish their duties beyond the assigned duties to achieve the goals and objectives of the organizations.

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