Purpose – The purpose of this study was to determine the effect of organizational commitment and job satisfaction on organizational citizenship behavior (OCB). Methodology – The total population used is 35 people who are all employees of PT. SUSILA in Denpasar. This research is a population research or census study. Data collection using a questionnaire technique. Furthermore, the data were analyzed using multiple linear regression analysis techniques. Findings – The results of the study indicate that there is a partial and simultaneous positive and significant influence between organizational commitment and job satisfaction on organizational citizenship behavior. Originality – The results showed that private employees also found that organizational commitment and job satisfaction would be able to encourage employees to do extra work outside of their main job.

Organizational Citizenship Behavior (OCB) is presumed as one of the emerging management concepts that are being emphasized for the organizational effectiveness. This study aims to explore OCB and its significance for the organizations in present scenario particularly banking sector. Key predictors of OCB are identified through comprehensive literature review whereas qualitative research method is employed to explore the association. A model has presented by the researchers elaborating organizational citizenship behavior and its significant relation with Job satisfaction and commitment, employee engagement and human resource development climate (HRDC). It is proposed that well established predictors of OCB may lead to promote required behaviors among employees for improved performance and negative voluntary intentions.

Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

More and more focus on the people management and HR strategy has generated a new term of the Organizational Citizenship Behaviour. This is the specific to the organizational environment. This study tried to find out the impact of the various determinants of this type of behaviour. The study identifies, interprets and analyses the factors influencing the behaviour and the quantum of their impact on the organizational citizenship amongst its people.