INTRODUCTION
The
history of organizational citizenship behaviour could be traced back to 1938
when organizations were first seen as cooperative systems. Belief in the ideals
of the organization was indispensable to cooperation and to the spontaneous
contributions employees made to other employees and to the organization itself.
Bernard (2014) opines that material and monetary compensation were not
sufficient to motivate workers to contribute enough for the sustained success of
an organization. Barnard (2014) wrote that willingness to cooperate is the
antecedent of spontaneous contributions and cooperation whether positive or
negative, is the expression of the net satisfactions or dissatisfactions
experienced or anticipated through alternative opportunities.
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