Vol. 1 No. issue 11 ,Jan 2025 page 945-960 (2025): The Influence of Psychological Capital on Organizational Citizenship Behavior Among Employees

Abstract:

The study examines the relationship between Psychological Capital and Organizational Citizenship Behaviour (OCB), revealing a moderate positive correlation (r = .492, p < .01), indicating that higher Psychological Capital is associated with increased OCB. Regression analysis shows that Psychological Capital significantly predicts OCB, explaining 24.2% of its variance. While females exhibited slightly higher Psychological Capital than males, the difference was not statistically significant (p = 0.080). Similarly, ANOVA results indicate no significant difference in OCB across age groups (p = 0.094), despite a trend of increasing OCB with age. These findings suggest that Psychological Capital plays a crucial role in enhancing OCB, while gender and age differences in these variables may be attributed to random variation rather than substantial influence.

1. INTRODUCTION:

An organisation's workplace is a complex setting. Some people enjoy it and find it interesting and stimulating, while others grow anxious and burned out because of their heavy task. A number of personal, interpersonal, and organisational characteristics have been associated with organisational citizenship behaviour. The stress of working with a variety of constraints on a daily basis, constant heaviness from the colleagues and superiors for the achievement of their goals, adds to the pressure of the executives, and are among some of the job situations. The behaviours displayed by employees under such circumstances becomes very important and crucial for the functioning of the organisations. Employees' role behaviours or work actions that usually go beyond their job description, but adds value to the organisation, is very useful to the organisation as a whole, and stimulates the organisation's efficient operation is termed as organisational citizenship behaviour. Though many studies exist on organisational citizenship behaviour, very few studies have examined the influence of important variables like Psychological Capital, Psychological Empowerment, Affective Commitment and Work Engagement.  From the extant literature that is available, most of these studies have been conducted in the North American and European samples. Scant evidence exists on the studies done on Indian organisations on these variables. Thus, the present research makes an effort to examine the effect of Psychological Capital, Psychological Empowerment, Affective Commitment and Work Engagement on organisational citizenship behaviour of executives.