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Oganizational Citizenship Behavior

The researcher utilized secondary sources such as empirical studies, textbooks, internet articles, and journals to establish the theoretical foundations and arguments that is related to the banking industry within Jamaica and specifically related to Scotiabank of Jamaica. Furthermore, primary sources will be use to measure the following study variables: HRM practices, job satisfaction, organizational trust, and OCBs. A description of each instrument is detailed below: HRM Practices. A 21-item scale developed by Delery and Doty (1996) was used to measure HRM practices.

Sample items include “Individuals in this job have clear career paths within the organization” (internal career opportunities), “Extensive training programs are provided for individuals in this job” (training), “Performance is more often measured with objectives quantifiable results. ” (results-oriented appraisal), “Employees in this job can expect to stay in the organization for as long as they wish” (employment security).

“Employees in this job are allowed to make many decisions” (participation), “The duties of this job are clearly defined” (job description). Delery and Doty reported internal reliability coefficients ranging from 64 to . 83 for the six HRM functions. Job Satisfaction. A 6-item global job satisfaction scale developed by Brayfield and Rothe (in Agho et al. , 1992) was used to

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measure job satisfaction. A sample item includes, “I would not consider taking another kind of job”. Agho et al. reported a Cronbach alpha of 0. 85. Organizational Trust. A 7-item scale developed by Gabaro and Athos (in Robinson, 1996) was used to measure organizational trust. A sample item include, “In general, I believe my employee’s motives and intentions are good. Robinson reported a Cronbach alpha of 0. 73 for this instrument.

Oganizational Citizenship Behavior. A 20-item scale developed by Podsakoff et al. , (1990) was used to measure OCBs. A sample item for each sub-scale are as follows; “Helps others who have been absent” (altruism), “Take steps to try to prevent problems wit other workers” (courtesy), “Consumes a lot of time complaining about trivial matters” (sportsmanship), “Attendance at work is above the norm” (conscientiousness), “Attendance meeting that re not mandatory but are considered important” (civic virtue).

Anthos, reported a Cronbach alpha of 0. 85 for altruism, 0. 85 for courtesy, 0. 85 for sportsmanship, 0.82 for conscientiousness, and 0. 70 for civic virtue. OCBs were treated as a global construct for the reason that global construct measurement is consistent with the definition of OCB and it supports its distinct implication (Lepine, Erez, & Johnson, 1997). It helps prevents situations in which in score on OCBs is incongruent with its definition. To sum it up, treating OCBs as a global construct is more acceptable and can provide more accurate scores (Lepine et al. , 1997). Researcher found evidence to support the underlying definition of OCBs as basis to consider the global measurement of OCBs as a viable alternative.

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