Psychology RootsOrganizational Citizenship Behavior Scale (OCBS)
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About Organizational Citizenship Behavior Scale (OCBS)
Scale Name
Organizational Citizenship Behavior Scale (OCBS)
Author Details
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., and Fetter, R.
Translation Availability
English
Background/Description
The Organizational Citizenship Behavior Scale (OCBS) was developed by Podsakoff et al. (1990) to measure voluntary, non-mandatory employee behaviors that contribute to the overall effectiveness and functioning of an organization. These behaviors, often referred to as organizational citizenship behaviors (OCB), include altruism, conscientiousness, sportsmanship, courtesy, and civic virtue.
The scale is rooted in the belief that organizations thrive not only on task performance but also on employees’ willingness to go beyond formal job requirements. It assesses five dimensions:
- Altruism: Helping colleagues with work-related problems.
- Conscientiousness: Going beyond minimum role requirements.
- Sportsmanship: Maintaining a positive attitude even in adverse situations.
- Courtesy: Preventing work-related conflicts with proactive measures.
- Civic Virtue: Participating in organizational activities beyond the job.
Each item is rated on a seven-point Likert scale, ranging from strongly disagree (1) to strongly agree (7). Higher scores reflect stronger tendencies toward organizational citizenship behaviors.
Administration, Scoring and Interpretation
- Obtain the Scale: Secure the original scale or validated adaptations from Podsakoff et al.’s work.
- Purpose: Measure employees’ voluntary, extra-role contributions to their organizations.
- Provide Instructions:
- Explain that the assessment evaluates behaviors that exceed job requirements.
- Ensure confidentiality and emphasize honest responses.
- Rate the Items: Respondents rate each item on a seven-point Likert scale.
Reliability and Validity
- The scale has demonstrated strong internal consistency, with Cronbach’s alpha values for the five dimensions ranging between .70 and .85 in various studies.
- Evidence of construct validity was established through factor analysis, confirming the five-factor structure.
- Podsakoff et al. (1990) linked OCB to transformational leadership, demonstrating criterion-related validity.
Available Versions
24-Items
Reference
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers’ trust in leader, satisfaction, and organizational citizenship behaviors. The leadership quarterly, 1(2), 107-142.
Important Link
Scale File:
Frequently Asked Questions
What is the OCBS used for?
It measures voluntary, extra-role behaviors that contribute to organizational effectiveness.
Who can use the OCBS?
Researchers, HR professionals, and organizational leaders for assessing employee contributions beyond formal roles.
How many dimensions does the OCBS assess?
Five: Altruism, Conscientiousness, Sportsmanship, Courtesy, and Civic Virtue.
What is the response format of the OCBS?
A seven-point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree).
Is the OCBS applicable across cultures?
Yes, it has been validated in diverse cultural and organizational contexts.
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