Impact of career growth prospects and formal mentoring on organisational citizenship behaviour

David Efevogho Okurame

43 citations0/0 files storedLeadership & Organization Development Journal

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Job Satisfaction and Organizational Behavior Employee Performance and Management Mentoring and Academic Development

Abstract

Purpose This study seeks to examine the impact of career growth prospect (CGP) and formal mentoring support (FMS) on overall organisational citizenship behaviour (OCB) and its five dimensions. Design/methodology/approach Data were obtained from 72 supervisors and 182 of their subordinates in branches of a bank located in a city in South‐western Nigeria. Findings Results indicate that CGP accounted for a significant percentage of the variance in overall OCB (β=0.46, p<0.001), predicting three dimensions: sportsmanship, conscientiousness and civic virtue. Contrary to hypothesis, FMS did not predict overall OCB, but significantly influenced three OCB dimensions: sportsmanship, courtesy and altruism, predicting “sportsmanship” (β=0.26, p<0.001) to be better than CGP (β=0.22, p<0.01). Research limitations/implications Although generalisation is limited in a study of a single organisation, the findings of the study imply that CGP and FMS have differential relevance in OCB. Practical implications Altering negative perceptions of CGP among employees engenders OCB but FMS needs to be complemented with other interventions to foster overall OCB. Originality/value Although career growth prospects and formal mentoring support are projected to foster OCB in the Nigerian banking sector, no research has investigated this expectation. The extant literature shows that research on the impact of career growth prospects on OCB is virtually absent. Again, the absence of African perspectives on research issues such as OCB, has limited comparative studies and the global scope of most reference journals. This study narrows these gaps in literature and contributes empirical information that equips management to deal more strategically with the integrated approach to OCB.

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References

1960The Norm of Reciprocity: A Preliminary Statement 1991Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors 2000Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research 1990Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors 1984Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover.1986Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.1989Psychological and implied contracts in organizations 1995A META‐ANALYTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR

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2020Individuals’ Career Growth Within and Across Organizations: A Review and Agenda for Future Research 2018A Study on the Influence of Career Growth on Work Engagement among New Generation Employees 2014Organizational Career Growth and Turnover Intention: An Application in Audit Firms in Turkey 2019The impact of job description and career prospect on job satisfaction: A quantitative study in Mauritius

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