Effect of Organizational Citizenship Behavior on Employee Performance in Banking Sector, Nairobi County, Kenya
Lelei Joy Chelagat; Chepkwony, Protus Kiprop; Ambrose Kemboi

Abstract
Organizational citizenship behavior (OCB) is an important factor that can contribute to the survival of an organization. Therefore, it is crucial for banks to understand the variables that significantly and positively aid in creating this favorable behavior within the organization. However, few comprehensive studies have shown how OCBs influences employee performance in banking sector and do not adequately represent a significant gap in the literature. The purpose of this study was to determine the effects of OCB and employee performance in banking sector, Nairobi County, Kenya. The study specifically established the effect of altruism on employee performance, and determined the effect of courtesy on employee performance. The study was informed by social exchange theory. Explanatory research design was used in this study. The total population was748 bank employees drawn from 25 banks within Nairobi CBD. The study used Random sampling technique to select sample of 173 employees. The study used questionnaires to collect data. The Cronbach alpha coefficient test was employed to measure the internal consistency of the instruments. The study used descriptive statistics such as means, standard deviation, frequency and percentages. In addition, inferential statistics such as correlation and multiple regressions were used. Study findings indicated that, altruism, and courtesy had positive and significant effect on employee performance. The study concluded that organizational citizenship behavior is important factor for enhancing employee performance. The implication of the study is that it is prudent for bank employees to take on additional assignments, voluntarily assist new employees at work, keep a positive attitude and tolerate inconveniences at work so as to keep up with development in their own profession and also heighten organization’s performance. Employees need to discuss with other teammates before initiating actions that might affect them. Also, they need to take steps to prevent problems with other teammates. More so it is important for them to keep minor complaints to themselves and try not to find fault with other employees. The implication for further studies is that there is need for more studies to focus on how demographic factors influence OCB aspects in relation to firm performance.

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