International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
An Online International Research Journal (ISSN: 2311-3197)
2015 Vol: 1 Issue 2
The Factors affecting Organization Citizenship Behavior: A Study in
the Fitness Industry
Sofiah Kadar Khan,
Business Administration Department,
Universiti Tunku Abdul Rahman, Malaysia.
Email Id: [email protected]
Chan Farn Feng,
Universiti Tunku Abdul Rahman, Malaysia.
Chong Wan Zhen,
Universiti Tunku Abdul Rahman, Malaysia.
Liew Hong Leong,
Universiti Tunku Abdul Rahman, Malaysia.
Tung Yan Yee,
Universiti Tunku Abdul Rahman, Malaysia.
Yeong Weng Zhi,
Universiti Tunku Abdul Rahman, Malaysia.
___________________________________________________________________________
Abstract
Organ (1988) defined organizational citizenship behavior (OCB) as an individual behavior
that is randomly at will or discretionary, indirectly or not recognized by the official formal
reward system that helps or effectively improve the performance of the organization. There
have been numerous studies performed on organizational citizenship behavior and
antecedents of this behavior in service industry but not focusing towards fitness industry.
According to (Dhesi, 2009), the fitness industry had been expanding despite unfavorable
economic climate in Malaysia. People had become more conscious about health and quality of
life. As the fitness industry continues to grow, the importance of OCB towards the industry
and mainly the clients had started to have an effect for fitness facilities to remain competitive.
There has been significant connection in the literature between the relationships of team
commitment, human resource policies, self-concept and organizational citizenship behavior.
This study intends to explore on how the variables selected in this study is able to encourage
OCB among employees in fitness industry. The significance of this study is to investigate
organization citizenship behavior and how it contributes in the fitness industry since this is an
industry which is becoming important and competitive in Malaysia. The relevant hypothesis
have been developed and further tested on these relationships and conducted in order to
investigate its impact on organizational citizenship behavior.
____________________________________________________________________________
Keywords: Organization Citizenship Behavior, Team Commitment, Human Resource Policies,
Self-Concept, Fitness Industry
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International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
An Online International Research Journal (ISSN: 2311-3197)
2015 Vol: 1 Issue 2
1. Introduction
There is an intense competition among fitness facilities in Malaysia or gym centers due to
increased awareness of fitness and wellness programs. The public of Malaysia have become
more health conscious and they realized the importance of being in shape. (Lamb, 2004).
Deane Mantia (2000) reported that fitness organizations are seeking for technological
advantage, professionalism and standardization to gain competitive advantage in this industry.
There has been numerous studies which has proven the significance of organization
citizenship behavior and how it contributes towards the effective functioning of an
organization. Payne (2013) elaborated in his study that the relationship between organization
citizenship behavior and organization effectiveness was supported by researchers which stated
that the exhibition of OCB had improved organizational functioning and performance. Organ
(1988) defined organization citizenship behavior (OCB) as the individual’s behavior that is
discretionary, not directly or explicitly recognized by the formal reward system and that in the
aggregate promotes the effective functioning of the organization. There has been studies
conducted on OCB in academic industry (Erturk, 2006) and also in schools (Paola and
Costa(2009) but there is a lack of empirical evidences suggesting the presence of organization
citizenship behavior in the fitness industry which left a gap to be explored in this study. As
more fitness facilities are becoming competitive the focus has been to create a pull strategy to
attract customers but retaining them is equally important not only for the business perspective
but also for the well-being of the members or customers in the fitness facilities. Organization
citizenship behavior is defined by Organ (1988) as discretionary which is defined as a
behavior that is not an enforceable requirement of the role or job description. This study
intends to look into the exhibition of organization citizenship behavior among the staff in the
fitness industry since OCB does improve the effectiveness and efficiency of an organization
(MacKenzie,Podsakoff & Fetter,1993). The study explored the relevance of human resource
policies, team commitment and self-concept on its impact towards OCB.
2. Literature Review
2.1 Organization Citizenship Behavior
Jahangir,Akbar and Haq (2004) defined organization citizenship behavior (OCB) as a
willingness of an employee to work beyond their job scope which will indirectly increase the
organization performance. The original concept of OCB was defined by Organ (1988) as an
individual behavior which is randomly at will or discretionary, indirectly or not recognized by
the official proper reward system that helps or effectively increase the performance of the
organization. Organ (1988) also stated the five
dimensions of OCB which includes civic
virtue, courtesy, sportsmanship, altruism and conscientiousness. Altruism is defined as when
employees help others with organizationally relevant tasks. Courtesy is when they treat others
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International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
An Online International Research Journal (ISSN: 2311-3197)
2015 Vol: 1 Issue 2
with respect. Sportsmanship implies that employees have a positive attitude and are willing to
tolerate less than ideal circumstances without complaining. Civic virtue is defined as
employee’s responsibility to participate in the organization affairs and are concerned about the
welfare of the company. Conscientiousness is discretionary behavior that goes well beyond
minimum role requirement of the organization. OCB is a behavior which is not rewarded and
not a mandatory obligation to be performed and it is a matter of choice. According to Gaa
(2010) OCB is a role when individuals are self-motivated and they understand and recognize
the importance of shared vision. Barr and Pawar (1995) further elaborated that OCB is an
expression of commitment of an employee towards the organization and their willingness to
remain in the organization and actions that exceed job scopes defined to them. It is a behavior
desired by any organization from their employee since it is proven to improve the success of
the organization.
2.2 Team Commitment
Iverson and Buttigieg (1999) defined team commitment as an attribute from an individual
in an organization and indirectly raises the efficiency and effectiveness of an organization and
further explained that individuals who have high team commitment spirit will have a high
possibility to present themselves better. The importance and relevance of team commitment
was examined by Aube and Rousseau (2005) where it revealed the relationship between team
commitment and team effectiveness consists of team performance, quality and team
capability. Aube and Rousseau (2005) implied that the role of team commitment is important
in performing well for the task and further explained that good team commitment from team
members will produce better performance. It was concluded that a strong correlation exists
between team commitment and performance since it is able to create a synergy which resulted
in better performance. Team commitment can be identified as the psychological connection
between the member’s opinion toward the team (Pearce and Herbik, 2014) and they agreed
with other researchers such as Meyer and Allen (1984).Mayer and Schoorman (1992) and
Munene(1995)stated
that organizational commitment has a strong relationship with the
individual commitment.. Peace and Herbik (2004) reported in their study that there is a strong
significance between team commitment and organization citizenship behavior.
2.3 Human Resource Policies
Snape and Redman(2010) revealed that human resource practices has an important role in
an organization and the relationship between human resource management practices and OCB
was explored and studied through the nature of the HRM practices-behaviors. Takeuchi et
al.(2009) and Zacharatos et al.(2005) believed that HRM practices can improve employees
performance by providing some intrinsic motivation and opportunity. Omari, K’Obonyo and
Kidombo (2012) further emphasized the importance of HRM practices stating that employee
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International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
An Online International Research Journal (ISSN: 2311-3197)
2015 Vol: 1 Issue 2
outcomes are affected by the locus of control but the effect will be influenced by the
application of human resource practices. Omari et al. (2012) selected a few characteristics that
have the potential to influence OCB of an employee such demographic factors and personality
characteristics. Omari et al.(2012) further elaborated that HR practices reflect the
organizational actions that will help the organization to achieve the specific goals.
Mukhtar,Sial,Imran and Jilani(2012) examined different employee behaviors which are
important in achieving success and effectiveness of an organization. Their study suggested
some elements such as empowerment, training and development which is able to enrich OCB.
Babaei et al.(2012) stated that HR practices plays an important role in motivating employees
OCB and firm’s performance indicating that human resource practices such as selection of
employees, evaluation of
performance and rewards will positively affect the degree of
citizenship behavior among employees. According to Obisi (2011) in order to achieve
efficiency and effectiveness of employees by enhancing organizational performance it is
important to achieve competitive advantage, continuous appraisal and evaluation.. Mukhtar et
al., (2012) suggested in their findings that to enhance HR practices on OCB different
employee behaviors are important to understand.
2.4 Self-Concept
Katz and Kahn (1996) stated in their research on personal perspective and self-concept that
OCB are behaviors driven by intentions to conduct such behaviors. According to Clary et al.
(1998), there are two reasons why individuals perform OCB. This can be contributed by
organizational concern motives and pro social motives. The two motives are actually under
altruistic motives. A person is driven to exhibit OCB which is not required by the formal job
scope or working procedures at all time. Altruistic motives (Penner and Finkelstein, 1998)
stated that it can also be determined as an individual’s personal perception of volunteering,
acting on behalf of an organization and also committed to the organization. Ariani D.W (2010)
explained another motive that will effect personal perception to conduct OCB is egoistic
motives or instrumental motives. Ensher,Grant-Vallone and Donaldson (2001) mentioned that
it is important to know how the followers think as their thought can affect certain features or
concept in order to improve the organization. According to Shamir,House & Arthur (1993)
they suggested that charismatic leaders use their own beliefs as a stage to implicate the selfconcept to followers and with a strong belief from the leaders itself it will bring a positive
value to the followers.
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International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
An Online International Research Journal (ISSN: 2311-3197)
2015 Vol: 1 Issue 2
Fig 1: Proposed Conceptual Framework
H1
Team
commitment
Organization Citizenship Behavior
Human Resource
Policies
H2
H3
Self-Concept
3. Methodology
3.1 Sampling and Data Collection
This research was done using quantitative business research using numerical measurement
and analysis approach. Organization citizenship behavior was measured with scales and
numerical value to compute results. In this research, questionnaires will be the tool to collect
primary data. The target population in this research is employees who work in the fitness
facilities for example instructors and staff. The sampling frame will be employees who work
in the gym within Malaysia. The survey was carried out mainly in Klang Valley because many
fitness facilities were mushrooming in this area because of the high population. There are two
sampling techniques in conducting a business research which is probability sampling and non
–probability samplings. Saunders (2009) stated probability sampling is the component in the
population being selected in known chance and usually equal for all cases. In this study, nonprobability sampling techniques will be used because it is cheaper and easier to obtain
information.
3.2 Measures
The study will target 300 respondents for this research. The questionnaire will have two
sections which is Section A and Section B. Section A will comprise questions on
demographic factors of the respondents and Section B is on the variables which will be tested
in this study which is team commitment, human resource policies, and self-concept and
organization citizenship behavior. Table 1 describes the origin source of measurement which
will be applied in this study.
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International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
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2015 Vol: 1 Issue 2
Table 1: Origins Source of Measurement
Constructs
Self-Concept
Human
Resource
Policies
Team
Commitment
Organizational
Citizenship
Behaviour
Adopted from
Self- Concept Clarity: Measurement, Personality
Correlates, and Cultural Boundaries. Adopt from
Helmreich, Stapp& Ervin (1974), Costa & McCrae (1989),
Watson, Clark &Tellegen (1988).
HRM Practices, Organizational Citizenship Behavior and
Perceived Service Quality in Golf Course. Adopted from
Schneider & Bowen (1985), Johnson (1996), Jackson &
Schuler (1992), Smith, Organ & Near (1983), Podsakoff et
al (1990).
Commitment to Work Team and Organization: A
Longitudinal Study of the Impact of Communication
Events during Turbulent Change. Adopted from Mowday,
Steers & Porter (1979).
Personal Spirituality and Organizational Citizenship
Behavior:
Does
Personal
Spirituality
Affect
Organizational Citizenship Behavior? Adopted from Near,
Organ & Smith (1983).
No. of items
12
14
15
16
4. Results
In this research, the data are to be coded and analyzed using SPSS (Statistical Package for
Social Science, Version 18.0). The result of this data analysis will then be interpreted. There
are three types of analysis in this study which is descriptive, reliability and inferential analysis.
In terms of gender 73.9% of the respondents are male and 27.0% are female. Most of the
respondents fall into the category of age between 21 to 30 years old which is 74.0%, followed
by 31 to 40 year old which is 18.0%, 41 to 50 year old is 3.0 %.The descriptive analysis under
marital status describes 26.0 % of the respondents are married and 74.0 % are single.. In the
category of ethnicity 13.0% of the respondents are Indians, 60.0 % are Chinese and 27.0 %
are Malays. Most of the respondents hold a Sijil Pelajaran Malaysia is 3.0% , Bachelor’s
Degree I s 46.0 %, ACE( American Council on Exercise) Certification is 47.0 % and AFAA (
American Federation on Aerobics Association ) is 4.0%. . The salary range of the respondents
are RM 2000 and above is 8.0%, RM 2001- RM4000 is 83.0% followed by RM4001-RM6000
is 9.0%. The length of service of the respondent is one year and below is 12.0%, one to three
years is 71.0% followed by three to five years is 17.0%. The position indicated that
trainer/consultant trainers are 88.0% followed by Supervisory is 4.0% and administration is
8.0%.
Reliability analysis is important to ensure that the data are of high validity and reliability
(Zikmund W.G., 2010). Reliability analysis was conducted during the pilot study itself before
proceeding with the research. Table 2.0 shows the reliability results for all the measurement
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International Journal of Recent Advances in Organizational Behaviour and Decision Sciences (IJRAOB)
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2015 Vol: 1 Issue 2
tools that were used in this research. The results for reliability test for all the variables are
favourable. Organization citizenship behavior is 79.9%, Team Commitment is 83.0%, Human
Resource Policies are 79.1% and finally Self Concept is 94.5%
Table 2.0: Internal Reliability Test
Cronbach’s Alpha
Constructs
Number of Items
Organizational Citizenship Behavior
0.799
16
Team Commitment
0.830
15
Human Resource Policies
0.791
14
Self-Concept
0.945
12
Pearson Correlation analysis was conducted first to investigate the relationship among the
variables which were hypothesized. Table 2.1 represents the results of the Pearson Correlation
Analysis.
Table 2.1: Pearson Correlation Results
Pearson
Correlation
Team Commitment and OCB
0.458
Human Resource Policies and OCB
0.211
Self-Concept and OCB
-0.462
Significance
0.000
0.035
0.000
Table 2.1 highlights the Pearson Correlation analysis results for all variables. The
relationship between team commitment and OCB is positive and significant and also human
resource policies and OCB is also positive and significant. Team commitment and Self
Concept shows a moderate relationship with OCB. The results for Self Concept and OCB have
a negative relationship but it is significant. Pearson Correlation analysis suggests that all
research hypotheses are supported and accepted.
Table 2.2: Coefficients of Multiple Regressions
Significance
Team Commitment and OCB
0.05
Human Resource Policies and OCB
0.352
Self-Concept and OCB
0.007
Table 2.2 represents the information on coefficient of multiple regressions and it is an
important analysis to
explain the relationship between the three independent variables and
dependent variable. The results indicated that the relationship between team commitment and
OCB is significant and the relationship between self-concept and OCB is also significant.
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2015 Vol: 1 Issue 2
However, the relationship between human resource policies and OCB is not significant even
though it is consistent with hypothesized direction. The analysis also further examined the
most impactful independent variable towards OCB. Performance appraisal had the highest
impact (β=0.186) followed by reward system (β=0.012) and supervisory assistance (β=0.064).
It can be concluded that competency makes the strongest contribution towards OCB.
5. Discussion
The relationship between team commitment and OCB is positive and multiple regression
analysis indicated a significant relationship so this relationship is supported. This was
supported by Iverson and Buttigieg(1999) highlighting that individual with high team spirit
will perform better at work .Pearce and Herbik(2014) highlighted that team is capable of
boosting the capability of an individual to perform at an extraordinary level. The relationship
between Human Resource Policies had a positive relationship but the multiple regression
results indicated a non-significant relationship even though numerous researches have
supported this relationship such as Snape and Redman (2010). The only explanation to this
would be most employees in the fitness industry are on free-lance basis and independent
income earners so perhaps there is no human resource policies binding them thus this does not
affect their display of citizenship behavior towards their clients. The third variable which is
self-concept had a negative and significant relationship with OCB and in the multiple
regression analysis it was significant. This was supported by Shamir et al.(1993) highlighting
the relationship between self-concept and OCB.
The first limitation faced while conducting this study is obtaining the data from the
respondents because they are too busy with their clients. The second limitation is this study
was conducted among the fitness professionals so the variables justified in this study may not
be applicable in other industry. Third limitation is that OCB is a fairly new term for
professionals in the fitness industry so it was rather difficult and time consuming to make
them understand the relevance of this study.
The results of this study indicate that team commitment and self-concept plays an
important role in terms of influencing OCB among employees in the fitness industry. It is
important for the management of the fitness facilities to encourage team work among their
staff and also to increase the sense of belonging. Self-concept is the perception of oneself and
this forms the basis for future behavior especially when they bring this to their workplace.
Management need to focus on creating a healthy working environment so employees have a
positive attitude towards the workplace and also towards their clients.
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