Organizational Citizenship Behavior in King Khalid University

(Ali Nasser Al Zaher Winter)

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Abstract

The Research aimed at answering the following questions: 1. What is the conception of organizational citizenship behavior? What are its kinds? 2. What are the systematic factors and variables in activating organizational citizenship behavior? 3. What is the degree of practicing organizational citizenship behavior in King Khalid University from the point of view of teaching staff? 4. Do the points of view of teaching staff differ around the degree of practicing organizational citizenship behavior according to the differences in job, faculty and years of experience? 5. What are the suggestions for developing the practices of organizational citizenship behavior in King Khalid university? To answer the questions of the research, the first and second questions are answered through the theoretical framework in items: (First 8211; Second - Third) The analysis of citizenship behavior conceptions shew the existence of common element among them and the existence of five main dimensions for citizenship behavior (organizational belonging, job satisfaction, leadership maintenance, organizational justice and organizational culture. As for the third and fourth questions, they are answered through a tool designed by the researcher depending on theoretical framework and previous studies besides researcher experience and his specialization in these fields. The tool had been applied to research sample (male teaching staff) during the second term of the year 1429H in some faculties of King Khalid University. It consists of two parts: the first includes the main information, the second handles the items of the questionnaire (57 items) distributed upon 5 main dimensions (the researches made sure of the tool, its stability and that each item was related with its dimension and that all items were totally correlated through suitable statistical measurements. The results of the research shew that the degree of practicing organizational citizenship behavior for teaching staff was not the hopeful one. It was about medium practice and the weak one in some behaviors and that there were not significant differences between the opinions in all five dimensions of citizenship behavior that were related to the variable (job) and that there were simple significant differences between these opinions in the dimensions of organizational justice and leadership support as related to the variable (faculty). There were also simple significant differences in the two dimensions job belonging and job satisfaction as related to the variable (experience). There were no differences in the rest dimensions as related to the variables (faculty and experience). The answer of the fifth question was through presenting a suggestion to develop practicing organizational citizenship behavior, it consisted of three approaches: the dimension that can contribute in activating organizational citizenship behavior in university, identifying suitable methods of development in each dimension, facilitating ways that can develop that behavior in each dimension.
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