Prosocial Organizational Behaviour

Author Name(s): Ms. Shifa Hasan, Ms. Kanchan Tolani
Author Email: hasansf@rknec.edu

Abstract

Prosocial organizational behaviour has been outstretched by numerous researchers over a past few decades. In recent years, there has been a cumulative gratitude of the status of such behaviour at work place and has important implications in the organizations. Prosocial organizational behaviour is considered as one of the most crucial assets for the organisation to sustain in the market and for its development. This research paper highlights the various types of prosocial behaviour which are dysfunctional in nature and are essential for the active functioning of the organisation and on the root of which inferences are drawn for the same.

Keywords Prosocial Organizational Behaviour, Righteousness, Commitment

Introduction

In present times, more emphasis has been placed over pro-social behaviour in the organisation. It has significant inferences in organizations where researchers consider it is important to study such behaviours. It is considered as an extensive concept which comprises many types of behaviours such as serving, uniting etc. but is not restricted to these. According to Katz’s (1964), he recognised prosocial behavioural configuration as the following 1)configuration representing staying united in the organisation, a second representing surpassing specific standards of performance in the organisation and 3) representing a fragment of prosocial behaviour which represents deeds that go further than specified role requirements in the organization (Motowidlo, 1986, p.710). Conversely, Katz and Kahn (1978) quantified that the behaviour done by work forces inside the organization, whether role approved or additional-role connected, is inclined by numerousfactors-1)psychosomatic forces to which each of the employees is exposed and 2), forces enthused by role burdens(Culliver, Sigler, McNeely, 1991).According to the study of worthy (1986) prosocial behaviour signifies additional exertion and thoroughness at work. Performances such as working on signifying ways to progress and guard the organization, or speaking constructively about the organization to interlopers are prosocial organizational behaviour which endorse and increase the proficiency of the organization. On the other hand, the behaviours cited above are important for the organizations to persist. Pro-social organisational behaviour which is measured as an inclusive area to talk about will highlight the dysfunctional aspects of the pro-social organizational behaviour in this paper.

Conclusion

From this research paper we conclude that, evolution of forces have influenced a prodigious level of prosocial behaviour in the organisations starting from teamwork to humanity that is shown by the employees employed in the organisation. It is reflected as a key component for organisational effectiveness that primes to enhancement in the work environment through a series of actions performed by its employees. In this research paper, prosocial behaviour that can be inculcated in an employee is revealed through organisational policies such as righteousness and assurance towards the job and towards its employees

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