Influence of Job Satisfaction on Organizational Citizenship Behavior in Nigeria

Job satisfaction continues to draw attention because of its relationship with variables such as pay, organizational culture, motivation, job involvement, values, attitudes, abilities, job performance and organizational commitment. The worker as an economic man is highly motivated by pay. The work environment provides another layer of motivation as the new generation of workers often highly educated sees work autonomy as a motivational factor for high performance, job satisfaction and organizational citizenship behavior. Motivation is related to behavior in the work place and the basic assumption of classical motivation theory is that the worker is motivated to higher performance if his felt need is being satisfied by management and this becomes the breakeven point where he is expected to demonstrate organizational citizenship behavior insufficient frequency. 250 individuals participated in this study to examine the influence of job satisfaction on organizational citizenship behavior. The survey research design was used in the study. Data gathered through primary and secondary sources were analyzed through descriptive and regression statistical methods and the result showed a strong positive association between job satisfaction and organizational citizenship behavior. While further study could examine the relationship between job description and performance, it was recommended among others that organizations of different sizes and nature should institutionalize credible pay systems to serve as a basic factor for job performance, job satisfaction and organizational citizenship behavior.