Influence of Organizational Climate on Organizational Citizenship Behaviour among Private Universities in Nigeria

Abstract

This study examined the relationship between organisational climate and organizational citizenship behaviour among academic staff in selected private universities in Southeast, Nigeria. Four specific objectives, research questions and hypotheses were formulated with the decomposed variables of the study. The study was anchored on Social Exchange Theory (SET). The research used the research design to plan for the study. The study sample size was 355 arrived at using Krejcie and Morgan formula. Data were collected using self-administered questionnaire from the random sample of academic staff of the selected private universities in Southeast Nigeria. The data was presented using descriptive statistics (distribution tables, mean and standard deviation) and inferential statistics (Pearson correlation co-efficient and regression analysis) were used for hypotheses testing. The results revealed that there is a significant positive relationship between organizational climate and organizational citizenship behaviour. The results showed that there is a significant relationship between the organizational climate and organizational citizenship behaviour. This implies that the success of an institution is dependent upon the effective management of organisational climate, which is an important path to the success of employee’s citizenship behaviour. The study recommended that equity and fairness should be entrenched during appointments and promotions so as to reduce incidence of service sabotage among academic staff of private universities. In the spirit of harmony, management of private universities should score collaborative works more than individual outputs in order to encourage teamwork among academic staff.