ANGLIA RUSKIN UNIVERSITY

SCHOOL OF EDUCATION

DOCTOR OF PHILOSOPHY

ABSTRACT

 

THE RELATIONSHIP BETWEEN INFORMAL WORK GROUPS (IWGs) AND ORGANISATIONAL CITIZENSHIP BEHAVIOR (OCB) IN A BRANCH OF A COMMERCIAL BANK IN ISRAEL

 

ITZHAK HODORY

January 2009

 

Organisational Citizenship Behaviour (OCB) is subject to the individual's discretion. It is not recognised by the formal reward system and in the aggregate it promotes the effectiveness and efficiency of the organisation. This study examined how Informal Work Groups (IWGs) influence OCB. The rationale that led to an examination of this system of relations was based on the researcher's discernment of IWGs in the bank branch in which he works during strategic change introduced by the bank, which underwent a lengthy process of privatisation. The contribution to knowledge is expressed by the originality of the research and the broadening of understanding of OCB through IWG behaviour within a new theoretical model. Since there are very few publications on this topic in Israel, this research represents an extension to knowledge based upon the post-positivist paradigm.

 

In contrast to many research studies conducted in the OCB field characterised by positivist methodology, this study used qualitative methodology aided by 'case-study' strategy in order to reach new insights through the understanding of internal processes and meanings, which are mostly hidden from the external observer. The research was conducted in a single branch of a commercial bank, and 17 employees participated.

 

The findings show the influence of IWGs on OCB through a conceptual system composed of five primary categories. The employee's behaviour is not influenced by a uni-dimensional factor, but by a collection of interdependent factors. These factors are cognitively processed by the employee, creating a personal reaction that dictates the manner and strength with which a particular issue is considered, including the performance of OCB.

 

It is therefore concluded that:

 

• IWGs do not react with equal strength to OCB.

• Greater centrality of the IWG, in relation to other groups, corresponded with greater strength of OCB.

• The influence of personal culture (that the employee brings to the organisation) on the willingness to perform OCB is far greater than the influence of the organisation's culture.

• In order to improve knowledge on this subject, further research is recommended, focusing on a single IWG.

 

 

 

 

 

 

© כל הזכויות שמורות לד"ר יצחק חודורי