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Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory?
The research presented in this dissertation explores the relationships between income, pay satisfaction, and Organisational Citizenship Behaviour (OCB) among women and men in low to middle-income employment. A descriptive research design was implemented using secondary, cross-sectional survey data (...
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| Format: | Thesis |
| Language: | English English |
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Organisational Psychology
2025
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| _version_ | 1867613748285407232 |
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| access_status_str | Open Access |
| author | Fish, Kelly |
| author2 | Meyer, Ines |
| author_browse | Fish, Kelly Meyer, Ines |
| author_facet | Meyer, Ines Fish, Kelly |
| author_sort | Fish, Kelly |
| collection | Thesis |
| description | The research presented in this dissertation explores the relationships between income, pay satisfaction, and Organisational Citizenship Behaviour (OCB) among women and men in low to middle-income employment. A descriptive research design was implemented using secondary, cross-sectional survey data (N = 1,566). The dataset included participants from each South African province. Per province, the number of participants was proportionate to the percentage of South Africa's population living there. The results indicated that differently to the expected two OCB dimensions, three OCB dimensions emerged: OCB-I (helping behaviour toward individuals), OCB-O (an absence of unproductive work behaviours which would harm the organisation), and OCB-I-O (consideration behaviours towards individuals and the organisation). As hypothesised, income was positively correlated with pay satisfaction, and greater income was related to greater levels of OCB. However, pay satisfaction and OCB were not correlated, and women and men had similar income levels, pay satisfaction, and OCB. Gender did not moderate the relationships between income and OCB, nor between pay satisfaction and OCB. The results highlight that regardless of how satisfied employees are with their pay, it is the actual income amount that is related to OCB. These findings indicate that employers could pay more to increase the chances that employees will perform OCBs that benefit the organisation. |
| format | Thesis |
| id | oai:open.uct.ac.za:11427/41672 |
| institution | University of Cape Town (South Africa) |
| language | English eng |
| last_indexed | 2026-06-10T12:41:04.707Z |
| license_str | Not specified — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UCTD — University of Cape Town Open Access Repository |
| publishDate | 2025 |
| publishDateRange | 2025 |
| publishDateSort | 2025 |
| publisher | Organisational Psychology |
| publisherStr | Organisational Psychology |
| record_format | dspace |
| source_str | UCTD — University of Cape Town Open Access Repository |
| spelling | oai:open.uct.ac.za:11427/41672 Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? Fish, Kelly Meyer, Ines Organisational Citizenship Behaviour (OCB) The research presented in this dissertation explores the relationships between income, pay satisfaction, and Organisational Citizenship Behaviour (OCB) among women and men in low to middle-income employment. A descriptive research design was implemented using secondary, cross-sectional survey data (N = 1,566). The dataset included participants from each South African province. Per province, the number of participants was proportionate to the percentage of South Africa's population living there. The results indicated that differently to the expected two OCB dimensions, three OCB dimensions emerged: OCB-I (helping behaviour toward individuals), OCB-O (an absence of unproductive work behaviours which would harm the organisation), and OCB-I-O (consideration behaviours towards individuals and the organisation). As hypothesised, income was positively correlated with pay satisfaction, and greater income was related to greater levels of OCB. However, pay satisfaction and OCB were not correlated, and women and men had similar income levels, pay satisfaction, and OCB. Gender did not moderate the relationships between income and OCB, nor between pay satisfaction and OCB. The results highlight that regardless of how satisfied employees are with their pay, it is the actual income amount that is related to OCB. These findings indicate that employers could pay more to increase the chances that employees will perform OCBs that benefit the organisation. 2025-09-01T19:51:32Z 2025-09-01T19:51:32Z 2025 2025-08-06T13:15:09Z Thesis / Dissertation Masters Masters http://hdl.handle.net/11427/41672 en eng application/pdf Organisational Psychology Faculty of Commerce |
| spellingShingle | Organisational Citizenship Behaviour (OCB) Fish, Kelly Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? |
| thesis_degree_str | Master's |
| title | Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? |
| title_full | Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? |
| title_fullStr | Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? |
| title_full_unstemmed | Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? |
| title_short | Organisational citizenship behaviour: conditional, gendered, obligatory, silently mandatory? |
| title_sort | organisational citizenship behaviour conditional gendered obligatory silently mandatory |
| topic | Organisational Citizenship Behaviour (OCB) |
| url | http://hdl.handle.net/11427/41672 |
| work_keys_str_mv | AT fishkelly organisationalcitizenshipbehaviourconditionalgenderedobligatorysilentlymandatory |