OCB as a determining factor when retaining the best resources?

Organizational citizenship behaviors (OCBs) can be defined as voluntary behaviors that are not part of an employee’s job description, but that support the effectiveness and well-being of the organization. Examples of OCBs include helping a coworker who is overwhelmed, covering for a colleague who is out sick, being friendly and proactive, or going the extra mile to look after the welfare of the organization.

OCBs can help to improve workplace morale, foster a sense of team spirit, and increase productivity. When cultivated actively, OCBs can be a positive force in the workplace. 

OCBs as a factor to be considered while planning lay-off 

There are a lot of factors that are considered by the management of the organization while planning out workforce reductions. These may include seniority-based selection, employee status-based selection, and more popularly merit and skill-based selection. But in today’s time, it is important to consider organizational citizenship behavior as one of the factors. Organizational citizenship behavior (OCB) can be a valuable tool for employers when making the difficult decision of whether or not to lay an employee off. 

In terms of assessing employees’ potential to contribute to the organization during difficult times, OCB can be a valuable tool for identifying employees who are 

• Willing to go above and beyond their job duties in order to help the company succeed.
• More likely to be open to new opportunities and responsibilities.
• Can come up with new ideas for how the company can further improve.
• Professionals with higher levels of organizational commitment.

It is definitely beneficial for the organization to retain such employees. Along with the skills and merits as the criteria when making the difficult decision of whether or not to lay an employee off, their OCB and behavioral skills should also be taken into consideration. 

By taking OCB into account, employers can get a better understanding of how committed an employee is to the organization, as well as the employee’s potential to contribute to the company during difficult times.

How do employee’s behavioral attributes impact OCBs?

So what role do behavioral characteristics play in OCBs? Researchers have found that employees who have strong behavioral characteristics are more likely to engage in OCBs than those who do not. This is likely due to the fact that such employees are better able to control their emotions and reactions in difficult situations, and are more likely to act in a more professional way. In addition, employees with strong behavioral skills are more likely to be seen as leaders by their peers, which can also lead to increased OCBs.

There are several behavioral characteristics that lead to OCB.

1. Prosocial behavior: It is the act of behaving in a way that is helpful and beneficial to others. Prosocial behavior can include anything from volunteering to helping a co-worker with a task. It is often seen as a desirable work behavior, as it can make the workplace a more pleasant place to be.
2. Conscientiousness: It is the act of being careful and deliberate in one’s actions. This includes being organized, meeting deadlines, and being thorough in one’s work. As it can lead to productivity and efficiency, it is also one of the desirable work behaviors.
3. Empathy: It is the ability to understand and feel what others are feeling. This includes being able to put oneself in another person’s shoes and understanding their perspective. It leads to better communication and relationships with others.
4. Flexibility: It is the ability to adapt to new situations and change one’s plans when necessary. This includes being able to work on different tasks and switch gears when needed. It leads to better productivity and innovation.
5. Communication: This includes being able to express oneself clearly, listen attentively, and understand the messages being sent. As it can lead to better understanding and cooperation among coworkers, communication is one of the most desirable work behaviors.

Evaluating these behavioral competencies of the employees can be extremely efficient with the help of right assessment tools such as Traitfit’s Psychometric Solutions. Get in touch with us today to know more!

In conclusion, the behavioral attributes exhibited by the employees in the workplace greatly impact their organizational citizenship behavior. And so, these behavioral characteristics and OCB should be considered as important factors in employee retention. By encouraging employees to display citizenship behaviors, organizations can create a positive work environment that is conducive to job satisfaction and motivation.