Job Satisfaction and Organisational Citizenship Behaviour: A study of the relationship between job satisfaction experienced by employees in a brick manufacturing company and OCB

Organ (1988) defines organisational citizenship behaviour as an individual?s behaviour which is discretionary, not directly recognized by a formal reward system and it should lead to more effective running of the organisation. The purpose of this study is to investigate and review literature that examines whether job satisfaction and procedural justice have a positive relationship with the employees organisational citizenship behaviour (OCB) in a brick manufacturing industry. Literature suggests that the first research on the antecedents of OCB found that job satisfaction was to be the best predictor. Organ (1997) noted that after two decades of research, job satisfaction is still the leading predictor of OCB. Workers with high levels of job satisfaction are more likely to be engaged in OCB (Brown, 1993). It has also been found that the influence of procedural justice on OCB exists as well (Farh, Podsakoff & Organ, 1990). The sample consists of unskilled and semi-skilled employees, with approximately N = 767 employees and their supervisors or management.