Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria

Ngozi Caroline Uwannah; Anelechi Onyemeze Uwannah

doi:doi:10.11648/j.ajap.20231204.14

| Peer-Reviewed

Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria

Ngozi Caroline Uwannah, Anelechi Onyemeze Uwannah

Published in American Journal of Applied Psychology (Volume 12, Issue 4)

Received: 26 July 2023 Accepted: 10 August 2023 Published: 22 August 2023

Views: Downloads:

Download PDF

Share This Article

Twitter
Linked In
Facebook

Abstract

Over the years, researchers have studied different variables that influence organizational citizenship behavior of employees. However, very few of such studies have looked at the influence of religiosity and morale on organizational citizenship behavior especially in South-East, Nigeria. This study therefore examined the influence of religiosity and morale on organizational citizenship behavior of employees in public and private sector organizations in South-East, Nigeria. A sample of 500 employees constituted the subjects of study selected through stratified random sampling technique. Religiosity, morale and organizational citizenship behavior of employees were measured with standardized scales while 3 hypotheses postulated were analyzed with multiple regression analysis and correlation matrix at 0.05 level of significance. Findings reveal that 74.7% of the variance in organizational citizenship behavior were accounted for by religiosity and morale showing that religiosity and morale jointly contributed to employees’ citizenship behaviours (F_(2,488) = 725.529, p <.05). Specifically religiosity (β =.536, t = 13.437, p <.05) contributed more to the prediction of organizational citizenship behaviour than morale (β =.362, t = 8.487, p <.05). Finally, there were significant positive relationships among the variables of study with the strongest relationship found between religiosity and morale (r =.847, p <.05), followed by religiosity and organizational citizenship behaviour (r =.843, p <.05) and lastly between morale and organizational citizenship behaviour (r =.847, p <.05). These findings stress the important role of religiosity and morale on the citizenship behavior of employees. Implications of these findings are also discussed.

Published in	American Journal of Applied Psychology (Volume 12, Issue 4)
DOI	10.11648/j.ajap.20231204.14
Page(s)	103-110
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Organizational Citizenship Behavior, Religiosity, Morale, Employees

References

[1]	Alizadeh, Z., Darvishi, S., Nazari, K., & Emami, M. (2012). Antecedents and consequences of organizational citizenship behaviour (OCB). Interdisciplinary Journal of Contemporary Research in Business, 3 (9), 494-505.
[2]	Ariyanti, Y. (2017). The effects of religiosity on organizational citizenship behaviour: A case study of Teachers of Roudlotus Saidiyyah Foundation. Advances in Social Science, Education and Humanities Research, 140, 192–194.
[3]	Awuni, M. & Tanko, M. Z. (2019). Organizational citizenship behaviour and religiosity at the workplace. International Journal of Contemporary Research & Review, 10 (5), 21501–21514.
[4]	Brown, M. (2010). Faith and work: accommodating religion boosts morale and bottom line. Retrieved from: https://www.deseretnews.com/article/865579315/Faith-and-work-Accommodating-religion-boosts-morale-and-bottom-line.html
[5]	Dash, S., & Pradhan, R. K. (2014). Determinants and consequences of organizational citizenship behavior: A theoretical framework for Indian Manufacturing Organisations. International Journal of Business and Management Invention, 3, 17-27.
[6]	Djati, S. P. & Michael, A. (2009). The influence of morale and the commitment of administration staff towards the organizational citizenship behaviour and its impact towards service quality performance at Private University in Shrabaya-Indonesia. Journal Manajemen Dan Kewirau Sahaan, 11 (1), 20–30.
[7]	Economics of Mutuality Report (2019). Organizational citizenship behaviours: definitions and dimensions. Retrieved from: https://economicsofmutuality.com/content-hub-blog/organizational-citizenship-behaviours.
[8]	Hosseinpour, R. & Pahlevani, G. (2016). The relationship between conflict management and management styles and teachers’ organizational health. International Journal of Humanities and Cultural Studies, 1281–1298.
[9]	Ibrahim, M. A., Aslinda, A. (2013), Relationship between organizational commitment and organizational citizenship behavior (OCB) At Government-owned corporation companies. Journal of Public Administration and Governance, 3 (3), 35-42.
[10]	Iwe, N. S. (2011). Religion, morality and ethics. E. E. Okon (Ed.). Readings in the scientific study of religion (pp. 24-42). Calabar: University of Calabar press.
[11]	Joel, S. I. (2014). The effects of religion on organizational citizenship behaviour. Honors Thesis Paper 272, submitted to the University of Southern Mississippi for the Award of Degree of Bachelor of Science in Business Administration.
[12]	Katz, D. (1991), The motivational basis of organizational behavior. Behavior Science, 9 (2), 131-133.
[13]	Kim, Y., Van Dyne, L., Kamdar, D. and Johnson, R. (2013). Why and when do motives matter? An integrative model of motives, role cognitions, and social support as predictors of OCB. Organizational Behavior and Human Decision Processes, 121 (2), pp. 231-245.
[14]	Kutcher, E. J., Bragger, J. D., Rodriguez-Srednicki, O. & Masco, J. L. (2010). The role of religiosity in stress, job attitudes, and organizational citizenship behavior. Journal of Business Ethics, 95 (2), 319-337.
[15]	Mohammad, J., Habib, F. Q. & Zakaria, S. (2010). Organizational citizenship behavior and commitment: Do age and tenure make any difference? BMQR, 1 (3), 28–49.
[16]	Morris-Watt, C. H. & Levy, P. E. (2004). The mediating role of affective commitment in the relation of the feedback environment to work outcomes. Journal of Vocational Behaviour, 65, 351–365.
[17]	Niharika, S. (2015). Reliability of organizational citizenship behavior scale (Ocbs) for Non- Teaching Staff in Academics. Journal of Management, 6 (9), 55-66.
[18]	Nwadiukor, K. L. & Otubah, I. G. (2016). Religion, religiosity and moral considerations in Nigeria: a search for credibility and relevance. International Journal of Liberal Arts and Social Sciences, 4 (1), 1–10.
[19]	Olowookere, E. I. (2014) Influence of religiosity and organizational commitment on organizational citizenship behaviours: A critical review of literature. Advances in Social Sciences Research Journal, 1 (3), 48-63.
[20]	Olowookere, E. I., Oguntuashe, K. A. & Adekeye, O. A. (2016). Relationship between religiosity and citizenship behaviours in organizations: empirical evidence from selected organizations in Lagos State. Mediterranean Journal of Social Sciences, 7 (4), 475–484.
[21]	Organ, D. (2016). The motivational basis of organizational citizenship behavior. In: B. Shaw and L. Cummings, ed., Research in Organizational Behavior, 1st ed. Greenwich, CT: JAI Press, pp. 43-72.
[22]	Organ, D. W. (1990), The motivational basis of organizational citizenship behavior. Research of Organizational Behavior, 12, 43-72.
[23]	Polil, S., Dal Santo, L. & Battisltelli, A. (2012). Perceived organizational support, job characteristics and intrinsic motivation as antecedents of organizational citizenship behaviours of Nurses. International Review of Social Psychology, 3 (4), 39–52.
[24]	Rauf, M., Akhtar, M. S., Iqbal, Z. & Malik, M. A. (n. d.) The relationship between morale and job satisfaction of subject specialists teaching in higher secondary schools of Khyber Palehtunkhwa, Pakistan.
[25]	Schnake, M. (1991), Organizational citizenship: A review, proposed model, and research agenda. Human Relations, Vol. 44, pp. 735-759.
[26]	Schuck, H. (2014) Advantages of management and organizational citizenship behaviour in the workplace. A thesis submitted to the Department of Applied Information Management, University of Oregon. Pp 1–44. Retrieved from: https://core.ac.uk/download/pdf/36693543.pdf
[27]	Vigoda-Gadot, E. (2006). Compulsory citizenship behavior: theorizing some dark sides of the good soldier syndrome in organizations. Journal for the Theory of Social Behaviour, 36 (1), 77-93.
[28]	Wibowo, U. D. & Dewi, D. S. Role of religiosity on organizational citizenship behaviour of Islamic Banking. Proceedings. Retrieved from: https://pdfs.semanticscholar.org/08c4/d791a8ed9d56d9b023b911f336a08137378f.pdf
[29]	Williams, L. J., and Anderson, S. E. (1991), “Job satisfaction and organizational Commitment as predictors of organizational citizenship and in-role behaviors”, Journal of Management, Vol. 17, No. 3, pp. 601-617.
[30]	Zhang, D. (2011). Organizational citizenship behaviour: white paper. Retrieved from: https://www.cdn.auck\cland.ac.n2/assets/pscyh/about/ou.

Cite This Article

Plain Text BibTeX RIS

APA Style

Ngozi Caroline Uwannah, Anelechi Onyemeze Uwannah. (2023). Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria. American Journal of Applied Psychology, 12(4), 103-110. https://doi.org/10.11648/j.ajap.20231204.14

Copy | Download

ACS Style

Ngozi Caroline Uwannah; Anelechi Onyemeze Uwannah. Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria. Am. J. Appl. Psychol. 2023, 12(4), 103-110. doi: 10.11648/j.ajap.20231204.14

Copy | Download

AMA Style

Ngozi Caroline Uwannah, Anelechi Onyemeze Uwannah. Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria. Am J Appl Psychol. 2023;12(4):103-110. doi: 10.11648/j.ajap.20231204.14

Copy | Download

@article{10.11648/j.ajap.20231204.14,
  author = {Ngozi Caroline Uwannah and Anelechi Onyemeze Uwannah},
  title = {Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria},
  journal = {American Journal of Applied Psychology},
  volume = {12},
  number = {4},
  pages = {103-110},
  doi = {10.11648/j.ajap.20231204.14},
  url = {https://doi.org/10.11648/j.ajap.20231204.14},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajap.20231204.14},
  abstract = {Over the years, researchers have studied different variables that influence organizational citizenship behavior of employees. However, very few of such studies have looked at the influence of religiosity and morale on organizational citizenship behavior especially in South-East, Nigeria. This study therefore examined the influence of religiosity and morale on organizational citizenship behavior of employees in public and private sector organizations in South-East, Nigeria. A sample of 500 employees constituted the subjects of study selected through stratified random sampling technique. Religiosity, morale and organizational citizenship behavior of employees were measured with standardized scales while 3 hypotheses postulated were analyzed with multiple regression analysis and correlation matrix at 0.05 level of significance. Findings reveal that 74.7% of the variance in organizational citizenship behavior were accounted for by religiosity and morale showing that religiosity and morale jointly contributed to employees’ citizenship behaviours (F(2,488) = 725.529, p <.05). Specifically religiosity (β =.536, t = 13.437, p <.05) contributed more to the prediction of organizational citizenship behaviour than morale (β =.362, t = 8.487, p <.05). Finally, there were significant positive relationships among the variables of study with the strongest relationship found between religiosity and morale (r =.847, p <.05), followed by religiosity and organizational citizenship behaviour (r =.843, p <.05) and lastly between morale and organizational citizenship behaviour (r =.847, p <.05). These findings stress the important role of religiosity and morale on the citizenship behavior of employees. Implications of these findings are also discussed.},
 year = {2023}
}

Copy | Download

TY  - JOUR
T1  - Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria
AU  - Ngozi Caroline Uwannah
AU  - Anelechi Onyemeze Uwannah
Y1  - 2023/08/22
PY  - 2023
N1  - https://doi.org/10.11648/j.ajap.20231204.14
DO  - 10.11648/j.ajap.20231204.14
T2  - American Journal of Applied Psychology
JF  - American Journal of Applied Psychology
JO  - American Journal of Applied Psychology
SP  - 103
EP  - 110
PB  - Science Publishing Group
SN  - 2328-5672
UR  - https://doi.org/10.11648/j.ajap.20231204.14
AB  - Over the years, researchers have studied different variables that influence organizational citizenship behavior of employees. However, very few of such studies have looked at the influence of religiosity and morale on organizational citizenship behavior especially in South-East, Nigeria. This study therefore examined the influence of religiosity and morale on organizational citizenship behavior of employees in public and private sector organizations in South-East, Nigeria. A sample of 500 employees constituted the subjects of study selected through stratified random sampling technique. Religiosity, morale and organizational citizenship behavior of employees were measured with standardized scales while 3 hypotheses postulated were analyzed with multiple regression analysis and correlation matrix at 0.05 level of significance. Findings reveal that 74.7% of the variance in organizational citizenship behavior were accounted for by religiosity and morale showing that religiosity and morale jointly contributed to employees’ citizenship behaviours (F(2,488) = 725.529, p <.05). Specifically religiosity (β =.536, t = 13.437, p <.05) contributed more to the prediction of organizational citizenship behaviour than morale (β =.362, t = 8.487, p <.05). Finally, there were significant positive relationships among the variables of study with the strongest relationship found between religiosity and morale (r =.847, p <.05), followed by religiosity and organizational citizenship behaviour (r =.843, p <.05) and lastly between morale and organizational citizenship behaviour (r =.847, p <.05). These findings stress the important role of religiosity and morale on the citizenship behavior of employees. Implications of these findings are also discussed.
VL  - 12
IS  - 4
ER  -

Copy | Download

Author Information

Ngozi Caroline Uwannah

Departent of Education, Babcock University, Ilisan, Remo, Nigeria
Anelechi Onyemeze Uwannah

Protocols and Logisistics, Babcock Univeristy, Ilisan, Remo, Nigeria

Download PDF

Sections

Plain Text BibTeX RIS

APA Style

Ngozi Caroline Uwannah, Anelechi Onyemeze Uwannah. (2023). Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria. American Journal of Applied Psychology, 12(4), 103-110. https://doi.org/10.11648/j.ajap.20231204.14

Copy | Download

ACS Style

Ngozi Caroline Uwannah; Anelechi Onyemeze Uwannah. Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria. Am. J. Appl. Psychol. 2023, 12(4), 103-110. doi: 10.11648/j.ajap.20231204.14

Copy | Download

AMA Style

Ngozi Caroline Uwannah, Anelechi Onyemeze Uwannah. Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria. Am J Appl Psychol. 2023;12(4):103-110. doi: 10.11648/j.ajap.20231204.14

Copy | Download

@article{10.11648/j.ajap.20231204.14,
  author = {Ngozi Caroline Uwannah and Anelechi Onyemeze Uwannah},
  title = {Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria},
  journal = {American Journal of Applied Psychology},
  volume = {12},
  number = {4},
  pages = {103-110},
  doi = {10.11648/j.ajap.20231204.14},
  url = {https://doi.org/10.11648/j.ajap.20231204.14},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajap.20231204.14},
  abstract = {Over the years, researchers have studied different variables that influence organizational citizenship behavior of employees. However, very few of such studies have looked at the influence of religiosity and morale on organizational citizenship behavior especially in South-East, Nigeria. This study therefore examined the influence of religiosity and morale on organizational citizenship behavior of employees in public and private sector organizations in South-East, Nigeria. A sample of 500 employees constituted the subjects of study selected through stratified random sampling technique. Religiosity, morale and organizational citizenship behavior of employees were measured with standardized scales while 3 hypotheses postulated were analyzed with multiple regression analysis and correlation matrix at 0.05 level of significance. Findings reveal that 74.7% of the variance in organizational citizenship behavior were accounted for by religiosity and morale showing that religiosity and morale jointly contributed to employees’ citizenship behaviours (F(2,488) = 725.529, p <.05). Specifically religiosity (β =.536, t = 13.437, p <.05) contributed more to the prediction of organizational citizenship behaviour than morale (β =.362, t = 8.487, p <.05). Finally, there were significant positive relationships among the variables of study with the strongest relationship found between religiosity and morale (r =.847, p <.05), followed by religiosity and organizational citizenship behaviour (r =.843, p <.05) and lastly between morale and organizational citizenship behaviour (r =.847, p <.05). These findings stress the important role of religiosity and morale on the citizenship behavior of employees. Implications of these findings are also discussed.},
 year = {2023}
}

Copy | Download

TY  - JOUR
T1  - Employees’ Organizational Citizenship Behaviour: The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria
AU  - Ngozi Caroline Uwannah
AU  - Anelechi Onyemeze Uwannah
Y1  - 2023/08/22
PY  - 2023
N1  - https://doi.org/10.11648/j.ajap.20231204.14
DO  - 10.11648/j.ajap.20231204.14
T2  - American Journal of Applied Psychology
JF  - American Journal of Applied Psychology
JO  - American Journal of Applied Psychology
SP  - 103
EP  - 110
PB  - Science Publishing Group
SN  - 2328-5672
UR  - https://doi.org/10.11648/j.ajap.20231204.14
AB  - Over the years, researchers have studied different variables that influence organizational citizenship behavior of employees. However, very few of such studies have looked at the influence of religiosity and morale on organizational citizenship behavior especially in South-East, Nigeria. This study therefore examined the influence of religiosity and morale on organizational citizenship behavior of employees in public and private sector organizations in South-East, Nigeria. A sample of 500 employees constituted the subjects of study selected through stratified random sampling technique. Religiosity, morale and organizational citizenship behavior of employees were measured with standardized scales while 3 hypotheses postulated were analyzed with multiple regression analysis and correlation matrix at 0.05 level of significance. Findings reveal that 74.7% of the variance in organizational citizenship behavior were accounted for by religiosity and morale showing that religiosity and morale jointly contributed to employees’ citizenship behaviours (F(2,488) = 725.529, p <.05). Specifically religiosity (β =.536, t = 13.437, p <.05) contributed more to the prediction of organizational citizenship behaviour than morale (β =.362, t = 8.487, p <.05). Finally, there were significant positive relationships among the variables of study with the strongest relationship found between religiosity and morale (r =.847, p <.05), followed by religiosity and organizational citizenship behaviour (r =.843, p <.05) and lastly between morale and organizational citizenship behaviour (r =.847, p <.05). These findings stress the important role of religiosity and morale on the citizenship behavior of employees. Implications of these findings are also discussed.
VL  - 12
IS  - 4
ER  -

Copy | Download