INNOVATIVENESS AS A PREDICTOR OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR: EMPIRICAL EVIDENCE FROM THE INDUSTRIAL SECTOR

Abstract

Discretionary employee behaviors have become critical to the long-term sustainability of organizations faced with rapid technological change and intense competition. Organizational Citizenship Behavior (OCB), which includes voluntary actions by employees beyond those formally required by their jobs, enhances organizational effectiveness and increases the potential for the development of positive and sustainable employee behaviors. Additionally, employee innovativeness has emerged as a key behavioral capability for organizations to develop new ways to operate and grow. Although the concepts of OCB and employee innovativeness are theoretically relevant, relatively little empirical research has investigated innovativeness as an antecedent of OCB, particularly within industrial sector contexts. This study empirically examines the impact of innovativeness on OCB based upon survey data collected from 300 employees in public and private sector organizations. Reliability, correlation, and regression analyses were conducted using SPSS. The findings suggest that innovativeness is positively and significantly related to OCB and explains a large portion of the variance in citizenship behavior exhibited by employees. Therefore, the study contributes to the developing literature on positive organizational behavior by providing evidence that innovativeness is a key predictor of OCB. The study also provides practical implications for managers seeking to create an environment that fosters cooperative and proactive employee behaviors.

Keywords: Innovativeness, Organizational Citizenship Behaviour, Employee Behaviour, Industrial Sector, SPSS.