Perception Control as a Key Predictor of Organizational Citizenship Behavior: An Empirical Study from Banks Employees' Job Insecurity in Southern Punjab

Abstract

At this point, in a rapidly evolving business climate, a company's success is determined not just by its revenue and earnings but also by its skilled human resource; at the precise same time, corporate citizenship behaviour, shifting constructions have been recognised as important risks that firms generally face. Podsakoff et al. (2000) argue that employees' attitudes towards (OCB) are significant phenomena that may impact the success of businesses and the welfare of their employees. This is due to the fact that OCB is "ability" that enables companies to recruit and maintain a talented workforce via the cultivation of a forward-thinking culture. A company's expansion can be stunted as a result. Concerns and predictions about a lack of evidence on the connection between job insecurity, and organisational citizenship behaviour were found in the business literature. Therefore, the goal of this research is to address this gap and, using power distance as a moderator and image management as a mediator, discover the underlying processes that explain the effect of both predictors. According to Katz (1964), it is impossible for a business to foresee every conceivable consequence, accurately forecast natural changes, or fully account for human unreliability. Because it's impossible, he said, so it is. This paves the way for OCB to expand and become a more formidable institution. (Karambayya, 1990; Koys, 2001) discovered that OCB helps businesses in a variety of ways, including with loyal customers, accountability metrics and qualitative aspects, transaction success, customer complaints, and financial rewards. The colleagues' and the company's success is boosted when OCB is used. It is the responsibility of OCBs to redirect resources away from supporting capabilities and into other, more lucrative endeavours. As an added bonus, OCBs are seen as a more efficient method of coordinating practises not just between colleagues but also within professional and official meetings. Impression management may also help OCBs, which might boost performance in the long run. This brings up the question of how workers' presence contributes to a professional atmosphere and the value of their job for both themselves and their subordinates. This research aims to further investigate the elements that impact OCB after the authors show a high association
(Anglim et al., 2018) between OCB and HEXACO personality.