International Journal of Psychological Studies; Vol. 5, No. 1; 2013 ISSN 1918-7211 E-ISSN 1918-722X Published by Canadian Center of Science and Education 128 An Investigation of the Antecedents of Organizational Citizenship Behaviour: Case of Saudi Arabia Anwar Rasheed 1, 2 , Khawaja Jehanzeb 1, 2 & Mazen F. Rasheed 3 1 Department of Management, College of Business Administration, King Saud University, Riyadh, Saudi Arabia 2 FPPSM, Universiti Teknologi Malaysia, Johar, Malaysia 3 Department of Public Administration, College of Business Administration, King Saud University, Riyadh, Saudi Arabia Correspondence: Anwar Rasheed, Department of Management, College of Business Administration, King Saud University, Riyadh 11587, Saudi Arabia. Tel: 966-550-902-061. E-mail: anrasheed@ksu.edu.sa Received: January 22, 2013 Accepted: February 27, 2013 Online Published: March 1, 2013 doi:10.5539/ijps.v5n1p128 URL: http://dx.doi.org/10.5539/ijps.v5n1p128 Abstract Organizational Citizenship Behaviour (OCB) has been signified as one of the antecedents of organizational effectiveness. OCB is widely studied over the years in the US but has received relatively inadequate attention in other Asian contexts. This study explored and examined number of predictors of OCB in the Arabic-speaking context (Saudi Arabia in Gulf). The data was drawn from 275 employees of both private and public banking sectors. Predictors of OCB examined are Job Satisfaction and Organizational Commitment, Role Perceptions, Fairness Perceptions, Leadership Behavior, Individual Dispositions, Motivation and Feedback. The results found support the hypotheses stating the positive relationship between the predictors of OCB and organizational citizenship behaviour except motivation that found no relationship with OCB. Implications for future research are discussed. Keywords: Organizational Citizenship Behavior (OCB), job satisfaction, performance, banking sector, Saudi Arabia 1. Introduction OCB reveals that the behavior is cooperative with the organization but it is not the condition for an official job. It is the matter of individual to select the OCB but failure to do this is not punished. In recent years, the topic of organizational citizenship behaviour has been adequately researched and these behaviors help effective functioning of the organization (Podsakoff, Ahearne and MacKenzie 1997; Podsakoff and MacKenzie 1994). Numerous measures and OCB dimensions have been explored such as altruism, sportsmanship, loyalty, civic virtue, voice, conscientiousness, functional participation, courtesy and advocacy participation (Bateman and Organ 1983; William and Anderson 1991; VanDyne, Graham and Dienesch 1994). However, there are five measures of OCB that are well documented in research (LePine, Erev and Johnson 2002). These are altruism (helping colleagues who have heavy workload), conscientiousness (punctuality at work), sportsmanship (willingness to tolerate less than perfect circumstances without complaining), courtesy (notify before taking any actions), and civic virtue (attends functions which are not important, but helps the image of the organization). Most of the studies on OCB have been conducted in North America (Farh, Early and Lin 1997). But the dimension of OCB has acknowledged relatively incomplete attention in other frameworks (Paille 2009). Podsakoff et al. (2000) argue that research on OCB dimension in other cultural context is important. Further Podsakoff explained cultural background may affect the kinds of citizenship behavior which are observed in organization. The past research has described the affiliation between organizational citizenship behaviour and the variables of employee attitude. Research has revealed that organizational citizenship behavior assists in maximizing the performance of the organization (Podsakoff et al., 2000). Every organization tries to understand the importance of organizational citizenship behavior and how OCB affects the performance of the organizations. This understanding will help the managers to evaluate which type of environment needed for employees to motivate and stratified them. Association between the predictors of employees’ attitude and organizational citizenship behaviour have been