Organizational Citizenship Behavior (OCB) In Ministry of Education Journal Article

"Citizenship behavior has been defined as creating tendency and motivation of the staffs in exceeding the official job requirements in order to establish mutual support, harmonize individual and organizational interests as well as create genuine enthusiasm for organizational activities and missions (Yaghubi, Keikha and Moghadam, 2011). The third aspect of citizenship behavior is civil virtue or merits which include participation in extracurricular activities when their presence is not obligatory, supporting development and changes offered by the managers, tendency towards reading books, magazines and enhancing general knowledge, caring about installing posters and disseminating information in the organization to raise awareness. For example, OCB can contribute to organizational prosperity in following ways:  Increasing the productivity of coworkers and managers  Releasing the resources and applying them to more fruitful objectives  Reducing the needs for allocation of rare resources to maintenance activities  Contributing to harmonizing activities inside and outside of work teams and increasing stability in organizational performance  Empowering the organization to effectively adapt to organizational changes According to Cohen and Vigoda (2000), some advantages of organizational citizenship behavior are improving managers and personnel productivity, higher efficiency in allocation and utilization of resources, reduction in maintenance costs and the improvement of the organization in employing new qualified and eligible forces). Since organizational citizenship behavior paves the way for improving self-control, philanthropy and altruism and personal development, the managers should make efforts and plan for reinforcement of organizational citizenship behavior in ministry of education."