CHAPTER ONEINTRODUCTION1.1 Background of the study.The nature of any organization is strictly based on the behaviors and working strength of the employees in the organization. Although the term organizational citizenship behavior was proposed by Bateman and Organ (1983) for the first time, this concept has been originated from Barnard’s writings (1938) about willingness to cooperation as well as Katz and Kahn’s studies (1964, 1966) about spontaneous and extra-role behaviors and performance.This study so far, would improve the citizenship behaviors of employees operating in the selected commercial banks, and the corporate society at large, by increasing the organizational performance of the banks under study. Some expressions have been used in recent decades to explain such behaviors such as pro-social behavior, extra-role behavior, organizational spontaneity and contextual performance. Although each of these concepts has a different origin but they generally refer to a similar concept which is regarded as organizational citizenship behavior in the present survey. It is that group of activities related to people’s role in the organization that are beyond job expectations and job description and done by the individual. Though the formal reward system does not identify such behaviors, they are effective for satisfactory performance of the organization. Behaviors which are led to advantages for the organization but doing them is not compulsory are considered in organizational citizenship behavior; among these factors, characteristics of employees, type of job, work environment and human relations can be mentioned (Woodman, 1996).The contextual or knowledge gap has been that, the active performance of an organization regarding the organizational citizenship behaviors; does not effectively increase the organizational performances, also it creates low self esteem in the performance of the citizens according to Organ’s definition. This emphasizes three basic principles of organizational citizenship behavior: first, this behavior should be voluntary and not compulsory i.e. neither a pre-defined task nor one part of formal tasks of the individual. Second, advantages of this behavior have organizational aspect and third, organizational citizenship behavior has a multi-dimensional nature, which requires more diagnosis of the contextual framework. These are the knowledge gaps in the current state of organizational citizenship behaviors. The way forward for correcting the knowledge gap in the study is to ensure a concurrent study of the citizenship behaviors in the organization through rewards, motivation, staffing, and delegation to boost the performances of the citizens. The performance of the employees in any corporate organization is significant upon basic non voluntary behaviors. According to Organ (2000) the term (OCB) is regarded as behaviors controlled by the individual and stated that these behaviors are not considered directly and explicitly via formal reward systems but enhance effectiveness of functions of the organization. The term “voluntary” indicates that these behaviors do not include expected behaviors in role requirements or job description (Hasani Kakhki & Gholipour, 2008). Summarily, organizational citizenship behavior is not a set of voluntary and optional behaviors that are one part of the individual’s formal tasks. They, however, are conducted by the individual and improve the tasks and roles of the organization effectively (Appelbaum, 2004: 19). This in place, would contribute to the high performance of the organization as compared to other commercial banks in the banking sector.However, the research study is necessarily designed to be an effective tool in resolving the lapses of organizational citizenship behavior as relates to effectiveness of corporate firms. The study therefore would bridge the gap of previous research and the current study on enhancing OCB in corporate firms so as to boost corporate effectiveness by following up the required organizational policies and standards through the inculcation of high morale’s and attitudes. This can enhance corporate business effectiveness as compared with other firms in the competitive market.1.2 Statement Of The Problem.The nature and complexity of organizational citizenship behaviors in the corporate society has been a thought of great concern to business managers of an organization. By maintaining a standard citizenry behavior in controlling the level of performance of a corporate firm. To determine if there is a significant relationship between organizational citizenship behavior and corporate effectiveness. The structural invariance of OC in different cultures has been a focus of a number of studies in recent years (Vandenberghe, 2003), typically presented culture-specific analyses. The development of most strategic behaviors of the citizens who intrude in the affairs of business in a corporate business environment to perform a high level of productivity and efficiency in through good behaviors of the citizens. This therefore, would serve as a medium to improve the effectiveness of the organization in checking the standard of corporate organizations1.3 Objectives of the Study.The main objectives of this study are to investigate the relationship between organizational citizenship behavior and corporate effectiveness of the selected commercial banks within port Harcourt Rivers State. Other specific Objectives are stated as;i) To assess the effectiveness of corporate performance and profitability of corporate firms.ii) To identify the efficiency of corporate firms through effective citizenship behaviors.iii) To determine the relationship between organizational citizenship behaviors and corporate productivity of commercial banks in the banking sector of the state.iv) To examine the performance of citizenship behaviors of employees and corporate effectiveness of the commercial banks within the state.1.4 Research QuestionsThis research was guided by the following research questions:i) How effective is the performance and profitability of corporate firms?ii) What is the efficiency of corporate firms through effective citizenship behaviors?iii) Is there any relationship between organizational citizenship behaviors and corporate effectiveness of commercial banks?iv) What is the level of performance of citizens or employees in regard to their behaviors in the commercial banks of the state.1.5 Significance of the Study.This study is to determine organizational citizenship behavior, organizational performance and employee performances in commercial banks and the relationship between the various concepts of organizational citizenship behavior as regards to corporate effectiveness. The present study is of importance, since it is the first study conducted in our country in order to investigate OS levels among physicians and nurses who play the most important part in providing health services and to examine the relationship between OCB, OS and employee or corporate performance. The study therefore, would be of utmost benefit to future researchers in the same discipline of OCB in corporate firms like commercial banks in the state.1.6 Research HypothesesThe following hypotheses are stated to guide this study;Ho1: There is no significant relationship between organizational citizenship behaviors and corporate productivity of commercial banks within port Harcourt.H02: There is no significant relationship between effective performance and profitability of corporate firm’s corporate firms in Port Harcourt.H03: There is no significant relationship between efficiency of corporate firms through effective organizational citizenship behaviors.H04: There is no significant performance of citizens or employees in regard to their behaviors in the commercial banks of the state.1.7 Scope and Delimitations of the Studya) Content scope: The study focused on; the extent of organizational citizenship behaviors and corporate firms effectiveness, to analyze their competence and profitability of selected commercial banks within port Harcourt city of Rivers State. This will provide reliable information for the study.b) Time ScopeThis study covered the period of April to October 2017 for provision of updated information’s on the relevant research questions asked in the questionnaire.1.8 Limitations of the studyThe study involved the following constraints;Time: The time allowed to do this research was not enough to allow exhaustive study and obtain all the essential information for much more suitable conclusions. The problem was minimized by putting much effort on this research so as to meet the deadline.Financial Constraints: The Researcher was limited by financial resources such as the transport costs and stationery to carry out her research effectively.1.9 Definition Of TermsThe following terms are used in the research study;Effectiveness: Is the level of performance of an organization through adequate management decisions .Corporate effectiveness: This relates to the overall socioeconomic performance of the firm in maintaining the objectives of the organization through adequate OCB in the process of decision makingCitizenship behavior:Indicators: This simply refers to as those factors that can improve or used to identify the efficiency of the corporate firms.Measurements: This is the level of deciding the optimum performance of corporate organizations in a view of making profits.Organizational citizenship behaviors (OCB): The term (OCB) is regarded as behaviors controlled by the individual and stated that these behaviors are not considered directly and explicitly via formal reward systems but enhance effectiveness of functions of the organization