Global Journal of Commerce & Management Perspective
Open Access

Relationship between Organisational Citizenship Practices in Commercial Banks and Human Resources Management Strategies

Lerch Lunardi^{* *}Correspondence: Lerch Lunardi, Department of Economics and Finance, Xi'an Jiaotong University, Shaanxi, China, Email:

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Description

Organizational Citizenship Behavior (OCB) is defined as behaviors that go beyond the essential requirements of a job, are adaptable, and benefit the organization. The phrase "flexible behavior" refers to activity that is not an enforceable requirement of the function or job description, that is, the clearly specifiable requirements of the person's employment contract with the business; rather, the behavior is a matter of personal preference. OCB has been a fundamental concept in both psychology and organizational management. It has generated a great lot of attention in the literature. Current research indicates that not just in-role, but also extra-role behavior organizational citizenship behavior is critical to employee effectiveness. Knowledge of organizational citizenship conduct is also necessary for an organization to exist. Several researches discovered that employee happiness, organizational commitment, high-performance human resource strategies, and motivation all influence and affect corporate citizenship behavior. As OCB is a new emergent dimension in an organization, it is widely regarded as a good conduct that benefits the organization in a variety of ways. The widespread interest in corporate citizenship conduct originates largely from the notion that such actions improve organizational performance. In the Nepalese context, relatively few studies have been conducted on this issue, and organizations are now recognizing the relevance of organizational citizenship behavior in an organization and how these behaviors are influenced by human resource practices.

All OCB dimensions are determined to be modest in Nepalese commercial banks. Among the OCB dimensions, helpful behavior has the highest mean, indicating that there is a high level of helping behavior among commercial bank personnel. Similarly, sportsmanship is positively represented among employees based on the mean value. Among the three aspects of OCB, assistant level staff of commercial banks scored the lowest in civility. Furthermore, among the HR practices, organizational atmosphere has the greatest mean, implying that it has a greater effect on workers, followed by performance assessment and employee training, but employee empowerment has the lowest mean. In Nepal, the deployment of HR practices has just recently begun, and many organizations are still hesitant to formally apply HR standards. The degree of HR practices in Nepalese organizations is judged to be modest. The study helped to validate previous findings by shedding light on the relevance of the association between HR practices and OCB. It has been verified that there is no significant association between gender and the respondent's OCB.

It means that based on ethnicity, whether indigenous or caste, the research discovered that organizational citizenship conduct differs between caste and indigenous populations. Similarly, the length of service variable, whether it is less than 5 years or more than 5 years, has been discovered to change on OCB based on the time period that workers have worked in a commercial bank. The findings have helped to understand the influence of HR practices on OCB. HR practices such as organizational environment, employee empowerment, and performance assessment have a good and substantial influence on OCB among workers; however employee empowerment has a negative impact on OCB in Nepalese organizations. The current study only looked at the direct impact of HRM practices on OCB; however, future research might look into the indirect correlations that specific HRM practices may have with OCB or specific characteristics of OCB. Further, empirical research studies may be conducted in the future to analyze the impact of HRM practices on organizational performance or effectiveness using OCB as a mediating variable.