DETERMINANTS OF ORGANISATIONAL CITIZENSHIP BEHAVIOUR OF EMPLOYEES IN BUSINESS PROCESS OUTSOURCING SECTOR

DETERMINANTS OF ORGANISATIONAL CITIZENSHIP BEHAVIOUR OF EMPLOYEES IN BUSINESS PROCESS OUTSOURCING SECTOR

Organizational Citizenship Behaviour is defined as the voluntary behaviour in which employees go beyond what is formally expected of them to contribute to the well being of the organisation and people involved in it. The present study investigated whether Big five Personality Traits and Psychological Contract have significant influence on Organisational Citizenship Behaviour of employees in Business Process Outsourcing Sector. Convenience sampling was adopted to administer the questionnaire (questionnaires were administered to the target sample from the business process outsourcing companies that gave permission, and through the online). Judgmental sampling method was adopted for deciding whom to administer the questionnaire. Employees must have worked for minimum 2 years in the present company to complete the questionnaire. 500 questionnaires were distributed and 381 fully completed questionnaires were compiled for analysis (76.2% response rate). In the present study the dimensions of Big Five Personality Traits ?? Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness to Change, the Psychological Contract Variables - Relational Contract, Transactional Contract, Employer Commitment, and Employee Commitment, and the dimensions of Organisational Citizenship Behaviour- Altruism, Conscientiousness, Courtesy, Civic Virtue and Sportsmanship were measured on 381 employees of top 10 BPO companies listed by NASSCOM . The result of the present study indicated that extraversion dimension of Big Five Personality Traits had a significant influence on Organisational Citizenship Behaviour. Psychological Contract variables Relational Contract, Transactional Contract and Employer Commitment had a significant influence on Organisational Citizenship Behaviour. In this study we have analyzed the implications based on the results found. Some of the implications of the study were the BPO employees high on extraversion, may display more citizenship behaviours towards the organisation. The employees who scored high on the psychological contract measures may result in exhibiting voluntary behaviour towards the organisation. It is suggested for the future researchers to replicate the study to determine how the findings reported here correspond to the results of studies conducted in other work environments to ensure proper generalization. Future researches also need to consider the moderating influences of person and situation-based factors on the relationship between Big Five personality Traits, Psychological Contract and OCB. Additionally, researcher may consider the respondents position in future studies as findings. A dyadic response from both the managers and employees can be a better study to avoid bias and self rating. Key words: Organisational Behaviour, Big Five, Psychological Contract, Organisational Citizenship Behaviour, Human Resource Management.

S Sridevi.

Management