Impact of Antecedents of Intrinsic Motivation on Organizational Citizenship Behavior

Abstract

Drawing on social exchange theory, this study investigates how employees’ perceptions of developmental investment in themselves, perceived organizational support, and satisfaction with their performance appraisal affect involvement in organizational citizenship behavior (OCB). It also investigates the mediated effect of intrinsic motivation on the aforementioned relationships. The data were collected from employees in the Pakistani telecommunications sector using a time-lagged field survey. Demographic and intrinsic motivation data were collected during the first session, followed by a 2-week interval, and subsequently, perceptions of investment in employee development, organizational support, and satisfaction with performance appraisal. Finally, OCB data were collected after another two weeks. The measurement model analysis and path coefficients were carried out using SmartPLS to assess factor loadings, discriminant validity, and reliability. Bootstrapping was also used to estimate the path coefficients. The findings showed that all hypotheses were supported, supporting the social exchange model. The findings underscore the importance of intrinsic motivation as a mediating mechanism in enhancing OCB in response to perceptions of organizational practices.