What is Organizational Citizenship Behaviors

1.

Positive employee behaviors regardless of direct rewards from the organization. Learn more in: Resilience as a Moderator Between Perceived HR Digitalization and Positive Employee Outcomes

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Refers to a person's voluntary commitment within an organization, therefore, refers to the individual and discretionary attitudes and behaviors of an organizational agent as an employee, which go beyond of his/her contractual tasks, so, that are not explicitly recognized by the formal organizational rewards’ system. Those social attitudes and behaviors are imprinted of an ethical character because they drive towards the societal well-being, contributing to improve the corporate sustainable management. Learn more in: To Serve, and to Be Served: Servant Leadership Inputs on Leveraging Organizational Performance

3.

Characterized as extra-role behaviors, that is, behaviors that arise as a way of acting beyond what is defined by work requirements (in-role behaviors), which means that the workers do non-mandatory tasks without expecting any rewards or recognition. Learn more in: The Use of Online Social Networks in Higher Education and Its Influence on Job Performance

4.

Characterized as extra-role behaviors, that is, behaviors that arise as a way of acting beyond what is defined by work requirements (in-role behaviors), which means that the workers do non-mandatory tasks without expecting any rewards or recognition. Learn more in: The Use of Online Social Networks and Its Influence on Job-Related Behavior: The Higher Education Context

5.

Discretionary behaviors that help improve organizational efficiency, enhance organization effectiveness, and positively contribute to the enhancement of the social and psychological context that supports task performance ( Organ, 1988 , 1997 ). Learn more in: The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success

6.

Individual and discretionary social behaviors imprinted of an ethical character, directed at societal sustainability and well-being, contributing to improve the effectiveness of organizational sustainable management, even though not explicitly recognized by the formal organizational reward system. Learn more in: Green Transformational Leadership as a Redefinition of the Organizational Psychological Contract: Psychological Capital in Green Corporate Performance