The Relationship between Organizational Citizenship Behavior and Staff’s Performance: A Case Study of Staff of Isfahan County, Iran

Nowadays, staff whose attempt exceeds their formal duty so that reflects organizational citizenship behavior (OCB), are one of the key factors in organizational success. In this regard, considering the importance of organizational citizenship behavior and its effect on organizational performance and effectiveness, this research generally aimed to investigate the relationship between staff’s organizational citizenship behavior and their performance in Isfahan County. Accordingly, a five-dimensional conceptual framework including altruism, conscientiousness, sportsmanship, civic virtue, and courtesy was considered. This was a practical-applicable and descriptive-survey research in terms of its purpose and methodology, respectively. Data were collected through Podsak off and Peterson’s standard questionnaire. Validity and reliability of the questionnaire were confirmed through face validity and Cronbach’s alpha coefficient, respectively. Statistical population consisted of Isfahan county staff from which 87 people were selected using simple random sampling and Cochran formula. The results indicated an appropriate level of staff’s organizational citizenship behavior. It was also illustrated that there was a significant relationship between organizational citizenship behavior, its dimensions and performance. Civic virtue is the most important factor among independent variables. Prioritizing organizational citizenship dimensions, civic virtue had the highest rank, while conscientiousness had the lowest one. On the other hand, there was not any significant difference between organizational citizenship behavior and demographic properties. Generally speaking, organizational citizenship behavior affected staff’s performance significantly, which led to an increase in their performance.