Difference between revisions of "Organizational citizenship behavior"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Organizational citizenship behavior]]. Discretionary behavior that contributes to the psychological and social environment of the workplace. | |
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Organizational citizenship behavior]]. Discretionary behavior that is not part of employee's formal job requirements, but which promotes the effective functioning of the organization. | ||
==Related concepts== | ==Related concepts== | ||
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*[[Talent Management Quarter]]. | *[[Talent Management Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]] |
Latest revision as of 08:40, 3 June 2020
Organizational citizenship behavior is discretionary behavior that contributes to the psychological and social environment of the workplace.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Organizational citizenship behavior. Discretionary behavior that contributes to the psychological and social environment of the workplace.
According to Management by Robbins and Coulter (14th edition),
- Organizational citizenship behavior. Discretionary behavior that is not part of employee's formal job requirements, but which promotes the effective functioning of the organization.
