WORK STATUS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR
ABSTRACT
    The research work focused on Work Status and Organizational Citizenship Behaviour with a focus on Beta Glass PLC, Ughelli, Delta-State, Nigeria. The objectives of the study are to ascertain the preferred work status of employees, To find out the extent to which employee work status impact OCB and to ascertain the extent to which employees preferred work status impact OCB.    
 The study made use of Casual research design, where structured questionnaires were distributed to 90 respondents. Descriptive statistics comprising the simple percentage and tables were used for data presentation and analysis. Judgemental sampling technique was employed in testing our hypotheses.
Findings of the study revealed that Work Status influences and affects OCB. Also, other hypothesized relationships show that there is a significant relationship between work status and OCB and between preferred work status and OCB. The researcher concluded by recommending that organizations should also educate employees on the importance of OCB for the organization and Managers should find out employees preferred work status and proper re-adjustments should be made.
TABLE OF CONTENTS
CHAPTER ONE:                  INTRODUCTION
1.1 Background to the study         -        -        -        -        -        -    
1.2    Statement of the research problem   -        -        -        -        -    
1.3    Research questions          -        -      -        -        -        -        -    
1.4    Objectives of the Study    -        -       -        -        -        -        -    
1.5    Significance of the study             -      -      -        -        -         -        -     
1.6 Scope of the study     -      -       -        -        -        -     
1.7 Limitations of the study -      -    -    -    -    -    -
1.8 Research Hypothesis     -    -    -    -    -    -    -
CHAPTER TWO:               LITERATURE REVIEW
2.1    Introduction             -         -        -        -        -        -        -        -            
2.2    Organizational Culture      -        -        -        -
2.2.1 Organizational Citizenship Behaviour    -         -        -        -        -        -        -        -  
2.2.2 Criticisms of OCB        -         -        -        -        -        -        -        -  
2.2.3 Types/Dimensions of Organizational Citizenship Behaviour    -         -        -        
2.2.4 Outcomes of Organizational Citizenship Behaviour             -         -        -        -      
2.3    Work Status -        -        -        -        -        -
2.3.1Type of Work Status -       -        -        -        -
2.3.2 Determinants of Employee Preferred Work Status    -         -        -       -        -        -        -
2.3.3 Effect of Work Status on Behaviour  and Attitude.
2.4    Work Status and Organizational Citizenship Behaviour; Empirical Summary
CHAPTER THREE:         METHODOLOGY
3.1      Introduction    -         -        -        -        -        -        -        -        -
3.2      Research Design      -        -        -        -        -        -        -       -  
3.3     The Population and sampling    -        -        -        -        -        -        -
3.4      Operationalisation and measurement of variables   -        -        -
3.5     The Research instrument.  -       -        -        -        -        -        -        -  
3.6      Sources of data         -         -        -        -        -        -        -        -  
3.7      Methods of data analysis    -         -        -        -        -        -        -
CHAPTER FOUR:    DATA PRESENTATION, ANALYSIS AND INTERPRETATIONS
4.1      Introduction     -         -        -        -        -        -        -        -        -
4.2      Descriptive Statistics-       -        -         -    
4.3      Hypothesis Testing     -         -       -        -        -        -        -         -       
4.4      Discussion of Findings        -    -    -    -    -    -
CHAPTER FIVE:      SUMMARY OF FINDINGS, CONCLUSION AND
                                      RECOMMENDATIONS
5.1    Introduction       -         -        -        -        -        -        -        -        -
5.2    Summary of findings   -         -        -        -        -        -        -        -  
5.2.1 Results of Hypothesis Testing -        -        -        -        -        -         -        -        
5.3    Conclusion      -    -    -    -    -    -    -    -    -
5.4    Recommendations        -         -        -        -        -        -        -        -    
5.5    Suggestions for Further Research        -         -        -        -        -        -        -        -    
Bibliography         -         -        -        -        -        -        -        -        -        -
Appendix              -         -        -        -        -        -        -        -        -        -
LIST OF TABLES
Table 4.1 Questionnaire Response Rate    -    -    -    -    -    -
Table 4.2 Sex    -    -    -    -    -    -    -    -    -    -
Table 4.3 Age    -    -    -    -    -    -    -    -    -    -
Table 4.4 Highest Level of Education    -    -    -    -    -    -
Table 4.5 Work Status        -    -    -    -    -    -    -    -
Table 4.6 Preferred Work Status    -    -    -    -    -    -    -
Table 4.7  Employees Working in Preferred Work Status    -    -    -    -
Table 4.8 Contingency Table – Work Status and Organizational Citizenship Behaviour    -
Table 4.9  Contingency Table – Preferred Work Status and Organizational Citizenship Behaviour (OCB)    -    -    -    -    -    -    -    -    -    -    -
Table 4.10  Pearson Correlation Coefficient    -    -    -    -    -    -    -
Table 4.11 Regression Result for Organizational Citizenship Behaviour    -    -

CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND TO THE STUDY
Organizations are social units (or human groupings) deliberately constructed and reconstructed to seek specific goals (Etzioni, 1975)
  Organizations may be formal or informal but it consists of individuals who work together to achieve a hierarchy of rank and division of labour common goals.  
  One of the most important functions of every top management is the ability to create willingness and cooperation among the employees to put in the best of their abilities toward the attainment of the organizational vision, mission, objectives and strategy. The success, survival and growth of an organization depend largely on the level of acquired skills and relative positive communication among the staff.
  Managers are believed to get things done through people and according to Akinmayowa(2013) if it is true that managers get things done through people then they need to secure the compliance of their subordinates with their instructions or directions  and their moral involvement in organizational goals.
Ekorhi (2015) stated that there is bound to be some differences in the way workers perceive their work to how committed they are to organizational goals and this can be seen through their preferred work status.
Various people in different organizations have been asked to state what work really means to them. In the study of Weiss and Kahn (1960) they found out that over 075% of their respondents defined works as either…
a)    Activity which was necessary though enjoyed or not
b)    Activity which was scheduled or paid for
   These activities can be portrayed through their preferred work status.
  Preferred Work status is the state or condition of work with respect to circumstances that workers find themselves in their place of work.
Work status is present in all organizations. They have been found to play crucial roles in the growth of an organization. The realization that the work status of individuals is central to Organization’s success in this era of the new market that prevails under globalization is becoming more obvious than ever before.
Nwachukwu(2008) stresses that an organization may have employees with different abilities and determination, proper equipment in place, but can still fall below expectation because of lack of management support.
  The importance of work status in citizenship behaviour for the achievement of the organizational goals and the survival of the firm cannot be overemphasized.
Igbinomwanhia(2014) opines that for any organisation to succeed, its people must be able and willing to deliver favourably on their job description. He further that  beyond  meeting  the  requirement  of  job  descriptions  is  the  greater  need  for  employees  to exhibitorganisational  citizenship  behaviour(OCB).   According to him, OCB  represents  those distinctive  instances  where  employees  gobeyond  the  ‘call  of  duty’  to  get  the  organisation’s  work  done.  He stresses that Citizenship behaviour is believed  to  be  one important part of what gives  organisations
Competitive advantage that permits them to successfully accomplish goals. He further asserts that organisations are formed for realizing goals and for goals to be realized, productive resources have to be deployed effectively and efficiently. Furthermore he agrees that the human resource of the organisation is faced with the peculiar responsibility of ensuring that the organisation reaches its goals and it is the human resource that supplies the resourceful factor required to meet, and even exceed the competition hence an organisation’s people are considered to be its most critical resource. He concludes that the notion of the ‘most critical resource’ is vital on the assumption that employees deliver best on their job descriptions but beyond meeting the requirement of job descriptions is the greater need for employees to reveal organisational citizenship behaviour (OCB).
Different studies have been carried out on Work status and OCB. A survey on a research on Work status and Organizational Citizenship behaviour by stamper and van dyne (2001) developed and tested a model of differences in the organizational citizenship behaviour of full-time and part-time employees based on social-exchange theory. It showed that preferred work status mattered and was equally important to Part-time and full-time workers. It also predicted that both Individual culture in preferred work status and organizational culture would moderate the relationship between work status and citizenship.
1.2    STATEMENT OF THE PROBLEM
The primary purpose of any organization is to achieve goals and objectives and since the amount of achievement depends totally on the quality of its work force, it has to be concerned with the comfort of its employees. To this degree, for an organization to be successful, it should ensure that employees are placed in their preferred work status.
For some time now, competition among employees have been dominant in Nigerian organizations and as such this research is been carried out to examine the various problems being faced by members of the different work status.
Ekorhi (2015) opines that the organization faces problems of ascertaining the preferred work status of employees and difficulty in finding out the extent to which employees of the organization’s work status impact on organizational citizenship behaviour.
The attitudes of some workers are often lacking enthusiasm and will not help in the achievement of organizational objectives. There is a general lack of bias in employees in the organization which comes from their placement in work status that is not of their choice. The zeal to work is at the lowest and these may be reflected in their citizenship behaviour in the organisation (Ekorhi, 2015)
  This work is therefore intended to look into the preferred work status of employees and how it can enhance citizenship behaviour in theNigerian organization.
1.3    RESEARCH QUESTIONS
The following questions and issues about the research work would be addressed;
1.    What is the preferred work status of employees in the Nigerian organization?
2.    To what extent do employees work status impact organizational citizenship behaviour
3.    What is the extent to which employees preferred work status impact OCB?    
1.4    OBJECTIVES OF THE STUDY
They are;
1.    To ascertain the preferred work status of employees
2.    To find out the extent to which employee work status impact OCB
3.    To ascertain the extent to which employees preferred work status impact OCB.    
1.5    SIGNIFICANCE OF THE STUDY
The effect of work status on OCB should not be over-emphasized so in this regard the study will be of great importance not only to employees but also serve as a reference material to top management in Nigerian institutions in determining the impact of work status in their organizations.  
The work will also be of gain and importance to management of employees so as to attain the most favourable goal.
  The study will be useful to students of human resource management and other related courses and also a source of academic information in the area of research.
1.6    SCOPE OF THE STUDY
   The scope of the study covers the workforce of Beta Glass Company PLC, Ughelli, Delta-State, Nigeria with respect to the role of work status in OCB and harmonization of the organization.
The Investigation is conducted to determine the work status of employees and Organizational citizenship behaviour.
 As perceived by the employees of the organization in the year 2015 the aspects will look at the preferred work status of employees, their methods and strategies, forms of supervisory assistance, problems and proposed solutions and how it helps influence citizenship behaviour in the organization.
  In this study statistics are being gathered about employees in organizations who work as full-time, part-time workers, contractual or seasonal workers.
1.7    LIMITATIONS OF THE STUDY
Like every study this work has its own constraints. The study encounters a lot of limitations such as
Financial Constraint
Lack of finance owing to the bitter and harsh state of the economy to an extent limited the scope of the study.
Time
Time they say waits for no man. The study because of its large coverage which involves travelling, researching and interviewing individual workers in the large organization could last up to a year, However since one is expected to produce the study within a session which is only 8months in addition to other courses of study being offered by the student usually leads to the student ‘burning the candle’ at both ends in other to catch up with time
Inability of some respondents to give audience
Attitude of the respondents towards questions asked and unavailability of workers because of their status may constitute a major limitation to the study.
1.8    RESEARCH HYPOTHESIS
The research hypothesis are :
Hypothesis 1
Ho: There is no significant relationship between preferred work status and organizational citizenship behavior
Ha: There is significant relationship between preferred work status and organizational citizenship behavior
Hypothesis 2
Ho: There is no significant relationship between work status and organizational citizenship behavior
Ha: There is significant relationship between work status and organizational citizenship behavior