PRPI_2011_UPM
Fostering Organizational Citizenship Behavior (OCB) Through
Human Resources Empowerment (HRE)
This research attempts to propose a model to present an approach for achieving organizational citizenship behavior (OCB) through human resource empowerment (HRE). Process procedures used in building this model were: 1) Preparation of individuals and management; 2) Requirements for empowerment process and utilization of five principles from Deming Principles; 3) Three dimensions of HRE process and their symbolic aspects; 4) OCB dimensions in their innate forms and their enforcement during these procedures; 5) Instrumental factors in creating OCB and outcome of HRE in one procedure; 6) OCB symbolism; and 7) consequences of OCB. The results of this study showed that eight factors out of eleven (73 percents of factors) that make up OCB and consequences of HRE are analogous indicating the fundamental relationship of HRE with OCB.
OCB through HRE Process
Findings of this study showed that eight factors out of eleven (73 percents of factors) that make up OCB and consequences of HRE are analogous indicating the fundamental
Human being as the main building block of organizations should be considered as an investment (and not expense). Higher human resources empowerment should lead organization closer to achieving its operational objectives. The results from HRE have key role in OCB factors. Overlapping of eight (73 percent) out of eleven factors and their one on one analogy are indicative of close relationship between two concepts. All building elements of HRE and its operational procedures prepare the groundwork and empower human actualization in an organization. OCB is the platform where these innate features manifest themselves.
Human Resource Management, Organizational Development, Human Resource Empowerment, Organizational Citizenship Behavior.
Resulting benefits from organizational citizenship behavior that can be instrumental in organizational success through human resource empowerment are as follows:
- Increased efficiency of management and employees;
- Releasing organizational resources that can be used for more productive purposes;
- Reduced needs to allocate scarce resources for functions that only maintain the status
quo;
- Helping coordinating activities within and outside work groups;
- Increased organizational ability to attract and keep efficient employees;
- Increased stability of organizational performance;
- Improved effectiveness and efficiency of organizational performance;
- Higher employee, customer, client satisfaction;
- Positive feelings among employees about themselves and their jobs;
- Utilizing employee capabilities and competence to increase their performance;
- Increased feelings of commitment and attachment among employees;
- Achieving organizational objectives with ease;
- Increased feelings of job ownership among employees;
- Reduced wastage and costs;
- Lowered direct supervision on employee performance;
- Lowered job tension, accidents, and incidents;
- Change of attitude among employees from having to wanting;
- Better communication between management and employees.
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