Person-Organisation Fit and its Impact on Organisational Citizenship Behaviour as Related to Social Performance

Person-Organisation Fit (POF) is a well known concept; it has been revealed as a factor that influences employee behaviour in many aspects such as commitment, identification, intention to leave, corporate brand perception level, etc. This study deals with the impact POF on another element of employee behaviour – Organisational Citizenship Behaviour-i.e. employees' willingness to perform extra tasks and to carry out activities that are not part of their job, without expecting any formal or informal compensation. Organisational Citizenship Behaviour (OCB) is a relatively new concept of interest for scholars, leading to a plethora of publications over the past decade. Many academics have studied the impact of OCB impact on organisational effectiveness and have found a strong positive correlation between the two. This research examined this concept in terms of an organisation's social performance, as perceived by its employees. The study found that OCB is positively related to POF, so that the higher the POF the higher the OCB. The researchers also examined the correlations between POF and Organisational Identification (OI) levels and found a positive correlation between them too. The researchers further examined the employees' Perception of Social Performance (PSP) by an organisation, as a moderating variable between POF and OCB and between OI and OCB, but have found no correlation between them. Thus, POF was found to be a meaningful factor with a strong impact on many variables of organisational behaviour. Following this research, OCB has become a ‘legitimate member' of this group of variables. But Social Performance Perception was not defined as a factor that plays a significant role in this relationship.