ISSN: 2222-6990
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Recently, the prominent area of organizational citizenship behavior (OCB) has been substantially growing. It is vital to an organization to effeciently manage OCB. In industrial and organizational psychology, OCB refers to a different kind of contribution by individuals within an organization that is not part of their contractual tasks that lead to their satisfaction. It is crucial to increase the level of citizenship behavior among the employees so that it could give positive impact to the organization. Indeed, lack of attention in this issue will lead to lower job satisfaction among employees, higher turnover rate, lower productivity, and reduce organizational commitment. Numerous studies revealed that OCB is highly correlated with emotional intelligence (EI). EI is the ability to understand and manage an individual’s and other people’s emotion. There are four critical dimensions of emotional intelligence namely self-emotion appraisal (SEA), other’s emotion appraisal (OEA), regulation of emotion (ROE) and use of emotion (UOE). Thus, this paper will critically discuss these four dimensions of EI in predicting OCB in an organization since there is a lack of attention being paid within Malaysian context. Moreover, there are inconsistent findings found in previous studies. This leads to the conclusion that more empirical studies needed to be done by future researchers.
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In-Text Citation: (Shamsuddin et al., 2022)
To Cite this Article: Shamsuddin, N., Zin, S. M., Salleh, N. S. N. M., & Hamid, R. (2022). Organizational Citizenship Behavior and Emotional Intelligence: A Conceptual Paper. International Journal of Academic Research in Business and Social Sciences. 12(5), 1543 – 1554.
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