ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND EMPLOYEE PERFORMANCE: AN INPUT TO NON-TEACHING PERSONNEL’S ENHANCEMENT CAPABILITY TRAINING PROGRAM IN A STATE UNIVERSITY

Abstract

This study aimed to investigate the effect of organizational citizenship behavior on employee performance at Laguna State Polytechnic University. The researcher sought to assess the extent to which the employees of the non-teaching employees manifested organizational citizenship behavior core values such as altruism, conscientiousness, sportsmanship, civic virtue and courtesy. It also looked into the performance level of the non-teaching employees in terms of quantity of work, quality of work, job knowledge, cooperation, and human relation. The total sample of 87 was all non-teaching employees of from the Administrative Services. This study used the descriptive-correlation method to determine the relationship between organizational citizenship behavior, the respondents’ profile, and the performance of employees. The primary data collection tool used was a survey questionnaire designed by the researcher and validated by field experts and analyzed using simple linear regression on SPSS V23. The Non-teaching employees were aged 20-30, mostly on a Job Order or Contract of Service status of employment. Hold a Bachelor Degree and shows 36 out of 87 were CSC passer including board examination from the PRC.  The level of organizational citizenship behavior manifested by the employee was noted to have a highly observed interpretation based on the result. As to the level of performance of the non-teaching employees it was noted to have a highly performed explanation based on the result. The level of organizational citizenship behavior manifested by the employee has no significant difference to the profile variables presented. It concludes that the hypothesis was failed to reject. The level of employee performance manifested by the respondents has no significant difference to the profile variables in terms of age, employment status, years in service, education and eligibility. It concludes that the hypothesis was failed to reject. The level of organizational citizenship core values manifested by the employee has significant affect to the performance level of the non-teaching employees of LSPU, therefore, it concludes that the hypothesis is rejected. The results show that organizational citizenship behavior has a positive and significant effect on employee performance. The data indicate that OCB has a substantial effect on employee performance.