ENRICHING EMPLOYEE ENGAGEMENT AND JOB SATISFACTION: THE MEDIATING ROLE OF POSITIVE ORGANISATIONAL CITIZENSHIP BEHAVIOUR AND EMOTIONAL INTELLIGENCE

Abstract

Positive Organisational Citizenship behaviour (POCB) focuses on “positive paradigms” in the organisations which benefits employees. Encapsulated skills of Emotional Intelligence will support employees to develop their cognitive skills. Positive Organisational Citizenship behaviour (POCB) have been a major construct in the field of I/O Psychology. PsyCap research outcome has been classified as into high potential psychological capabilities such as trust, emotional efficiency, optimism, social and cognitive skills and subjective well-being.  This paper assesses mediating impact of Organisational Citizenship Behaviour (OCB) and Emotional Intelligence(EI) on Employee Engagement(EE) and Job Satisfaction(JS). Questionnaire were circulated among 313 samples. A 54-item Questionnaire consist of four different variables: Positive Organisational Citizenship behaviour(α=0.934), Emotional Intelligence(α=0.892), Employee Engagement(α=0.890), and Job Satisfaction(α=0.792). Correlations coefficient has shown positive correlationship of Emotional Intelligence with Employee Engagement (r= 0.506, p≤0.05) and with Job Satisfaction (r= 0.766, p≤0.05). Regression analysis proves mediating role of Organisational Citizenship Behaviour influences at a greater level on Job satisfaction (87.2%) compare to Employee Engagement (70.6%, 84.3% & 71.9%). Emotional Intelligence has a significant level of impact on both Employee

Engagement (71.6%, 83.6% & 62.9%) and Job Satisfaction (71.2%). This paper adds to the theory building of Employee Engagement, Emotional Intelligence, Organisational Citizenship Behaviour and Job Satisfaction. Further, the results reveal that Engaged employees are expected to accomplish extra role behaviour because they are able to “free up” resources by achieving outcome and executing their task professionally, empowering them to pursue extra roles which are not part of their task/roles.  Engaged employees are to be expected to show more vigorous to achieve their goals.  All dimensions are statistically significant with employee engagement.  This suggest employees are positively influenced by formal and informal extra efforts by organisations.  Higher the OCB, advocate higher the employee engagement. Employees are more likely to engage into extra-role behaviour and show their commitment towards organisation.  Similarly, extra role attitude of employee encourages quality performance in the organisation. Employees contributes in developing efficiency, adaptableness, flexibility and positive social and emotional apprehension of an organization which accordingly centrals effectiveness of an organization.  The result of the study provides confirmations of mediatory role of Organisational citizenship behaviour and Emotional intelligence on Employee engagement and Job satisfaction.  The research findings provide new insights for decision makers to develop new strategies and policies for employee and develop industrial psychology in said direction. This paper offers a framework for developing comprehensive and concerted spaces for Employee engagement and Job Satisfaction with mediating role of OCB and EI which will work as change agent to the inclusion as part of the process and outcome in organisation at large which will be supportive to policy makers, researchers and practitioners as a guide to put forward and ensure to have structural and systematic change in job crafting at the workplace.  This research efforts in widening the scope between intersection of Organisational citizenship behaviour, Emotional Intelligence and Employee job engagement and satisfaction.  The findings contribute in development of new theoretical and practical implications in the I/O Psychology and provide deep acumens on promoting Organisational citizenship behaviour at the workplace.