Informal Groups and Organizational Citizenship Behaviour in Rivers State Public Service

Reference code: MG017

ABSTRACT

INTRODUCTION

One characteristic which distinguishes organizations from other collections of people is the commitment to achieving members’ goals by means of an explicit and stable structure of tasks allocations, roles, and responsibilities.  Mobs and organizations only part of the time.  However, as long as one is concerned with organizational behaviour and not with social behaviour in which organizations specialize.  (Burns and Stalker, 2001) cited in (Starbuck, 2005). Organization is a group of people brought together for a specific purpose; it is a social entity. All people in the organization will therefore be concerned and involved with change in order to achieve the prescribed purpose (Draft, 2001: 129).

It is well known that sociologists view the group primarily in forms of organizational characteristic.  Hence, McDavid, and Harari (2005); Follett (2007); John (2011) Gillespie (2011) propounded that as organized system of two or more individuals who are inter-related so that the system performs some functions, has a standard set of role relationship among its members, and has a set of norms that regulate the function of the group and each of its members.  McDavid and Stephenson (2005); Draper (2006) definition emphasize on some of the important characteristics of groups, such as roles and norms.  Tuckman (2007); Follett (2007) explained that each position in the group structure will be associated with roles which consists of the expected behaviours that are generally agreed upon not only by the occupants, but also by other members of the group. 

Individuals because of membership of different groups perform multiple roles and in many instances, the behaviour specified by the different roles seems to be compatible.  Keith Davis (1973) sees informal groups as the interlocking social structure that governs how people work together in practice in the organization while Organ, D.W., (1988) sees organizational citizenship behaviour in the organization as individual behaviour that is discretionary not directly or explicitly recognized by the former reward system, and that in the aggregate promotes the effective functioning of the organization.

This definition of organizational citizenship behaviour includes three critical aspects that are central to this construct. Firstly, organizational citizenship behaviour as discretionary behaviours that is not part of the job description but rather a personal choice. Secondly, organizational citizenship behaviour is above and beyond enforceable requirement of the job description. Finally, organizational citizenship behaviour contributes positively to overall organizational effectiveness.Norms have certain characteristics which include the fact that norms are only formed with respect to things that have significance for the group.  It is accepted in various degrees either wholly or partially. 

It may apply to only some group members.  In the natural world, nature is the same everywhere and for this it is possible to maintain the concept of universalism in natural science.  The social world is not like that, the human being have conscious mind and it is one of the most difficult things to study or interpret.  They also have bodies that are subject to physical laws, but they also have minds, they behave in ways that cannot be derived from physical law or laws of natural science.  This research aims at creating knowledge. 

In social research the aim is to create knowledge about human beings and their actions.  Man as the object of study is highly unpredictable. Giddens (2002); Kraut et al (2002); Davis (2002); Kumekpor (2002); Kaplan (2010); John (2011) Pointed out that human beings are not merely inert object of knowledge, but agents able to and prone to incorporate social theory and research within their own action.  Therefore, to research into man’s action so as to create knowledge involves a lot of assumptions.

TABLE OF CONTENT

Chapter 1: Introduction
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Purpose of the Study 4
1.4 Objectives of the Study 4
1.5 Conceptual Framework 5
1.6 Research Questions 6
1.7 Research Hypotheses 6
1.8 Scope of the Study 7
1.9 Limitation of the Study 8
1.10 Significance of the Study 9
1.11 Definition of Terms 10

Chapter 2: Review of Related Literature
2.1 Theoretical Framework 12
2.2 Concept of Organizational Citizenship Behaviour 12
2.3 Measures of Organizational Citizenship Behaviour 15
2.3.1 Conscientiousness 15
2.3.2 Courtesy 16
2.3.3 Civic Virtue 18
2.4 Concept of Informal Groups 20
2.4.1 Dimensions of Informal Groups 22
2.4.2 Social Network 22
2.4.3 Social Capital 23
2.5 Relationship between Informal Groups and Organizational
Citizenship Behaviour 25
2.6 Reviewing Organizational Culture as a Moderating Variable
between Informal Groups and Organizational Citizenship Behaviour 27
2.7 Operational Framework 31

Chapter 3: Research Methodology 
3.1 Research Design 32
3.2 Population of the Study 32
3.3 Sample Technique and Sample Size Determination 32
3.4 Data Collection Techniques 33
3.5 Validity Test 33
3.6 Reliability Test 33
3.7 Data Analysis Techniques 34
References 35
Appendix A: 40
Appendix B: 41


Reference code: MG017
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Reference code: MG017

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