J. Basic. Appl. Sci. Res., 4(1)9-14, 2014 © 2014, TextRoad Publication ISSN 2090-4304 Journal of Basic and Applied Scientific Research www.textroad.com * Corresponding Author: Muhammad Ishtiaq Ishaq, Global Institute, Lahore, Pakistan. Email: ishtiaq_042@yahoo.com, +923454745473 Role of Organizational Learning, Climate and Justice on Teachers’ Extra-Role Performance Rizwan Qaiser Danish 1 , Yasir Munir 2 , Muhammad Ishtiaq Ishaq 3 , Amina Arshad 4 1 Hailey College of Commerce, University of the Punjab, Lahore, Pakistan 2 FM & HRD, University of Technology Malaysia, Malaysia 3 Global Institute, Lahore, Pakistan 4 University of the Punjab, Gujranwala Campus, Pakistan Received: February 2 2013 Accepted: March 17 2013 ABSTRACT Relevant skills and spirit of cooperation is necessary for the effective use of teams. For equipping the employees with tacit knowledge and making them efficient problem solver, appropriate training programs are required which will leads to improved organizational performance. Worldwide, organizations have realized that the learning attitude of employees and the climate of justice exploit organizational citizenship behavior (OCB), which can appreciate the excellence and efficiency. Hence, the current research is a effort to investigate the antecedents – organizational learning, climate and justice – on extra role performance in educational institutions of Pakistan. Data was collected from the 150 permanent and part time faculty members employed in public and private sector universities. Regression analyses are employed to evaluate the OCB’s antecedents for the faculty members working in public and private sector universities. Results indicated that organizational justice and climate is significantly and positively related with the extra-role behavior of the faulty members of higher educational institutions. The recommendations for future researchers and practitioners are presented. KEYWORDS: Organizational Learning, Organizational Climate, Organizational Justice, Organizational Citizenship Behavior, Educational Institutions, Pakistan INTRODUCTION The challenge of global competition, to highlight the importance of the work, such as the behavior of organizational citizenship behavior (OCB) is getting more attention, because they contribute to the effective functioning of the organization. In recent scenario, many practices and research analysis had been conducted on OCB. Citizenship behavior of employees is the individual behavior that is flexible, which is not stimulated through incentives, and that promotes the effective execution of working of the organization [1]. Employees extra role behavior positively contributes towards an organization’s performance [2]. Climate of an organization is an individual concerning aggregate perception of the OCB [3]. This is clear that an individual behavior is a person's characteristics and the nature of his or her environment function. Organizational climate refers to as a work environment, people living and working in this environment, assuming that the motives and actions affect their direct or indirect perceptions [4]. Organizational climate clearly influences the success of an organization. Many organizations, however, struggle to cultivate the climate they need to succeed and retain their most highly effective employees. OCB of employees can enhanced through organizational learning, better knowledge and understanding of the process of learning [5, Ishaq et al., 2012].The potential behavior of an employee can be changed, if an entity learns through processes of information [6]. Organizational learning is concerned about what experiences employees disseminate to others. For the effective use of teams, relevant skills and spirit of cooperation is necessary. For equipping the employees with tacit knowledge and making them efficient problem solver, appropriate training programs are required. Organizational justice noted by [7] as "social scientists have long recognized the importance of the ideals of justice as a basic requirement for the effective functioning of organizations and the personal satisfaction of the individuals they employ”. It is the fairness perceptions of the individuals that how organizations treated with them financially, ethically and according to rules and regulations. Numerous researchers claimed that the organizational justice is positively associated with extra role performance [for references see 8, 9, 10, 11, 48] but only in corporate sector. 9