Predicting Organizational Citizenship Behavior Among Contractual Faculty Members of Universities- A Comparative Study of Public and Private Sector Universities of Southern Punjab, Pakistan

Abstract

This research work attempts to investigate the relationship among job insecurity, honesty-humility, reciprocity and organization citizenship behavior, whereas impression management played the role of a mediator, and power distance is used as mediator to explain the relationship in the study. Primary surveyed data, collected from 710 contractual employees from public and private sector universities of southern Punjab, Pakistan, is gathered through a questionnaire. Convenience sampling technique is applied for the collection of data. Exploratory factor analysis and confirmatory factor analysis are used for scale validation and for the regression analysis to test the study’s hypothesis. Further, this study has built models to see different job perspectives on organizational citizenship behavior (OCB) utilizing structural equation modelling. The motivation behind this examination is to determine whether these factors are relevant to the job and are among the indicators of Organizational Citizenship Behavior (OCB) in the case of Pakistani universities, both public and private. The structural equation modelling (SEM) technique is utilized in testing the models using AMOS. Moreover, descriptive statistics are performed to check, the statistical inferences, specifically the normality of data, which is a pre-requisite for further data analysis, and the outcomes show that the sample size is adequate for structural equation modelling. Results showed positive impacts, except job insecurity which found having a negative direct relation with both impression management and organization citizenship behavior. Impression management mediates the connection between job perspectives (i.e., job insecurity, honesty-humility, and reciprocity) and OCB. Further, the findings interpreted that the type of university (either public or private) is not showing a differential impact on the behavioral approach of public and private universities’ teaching staff.