The Influence Of Gender On Organizational Citizenship Behavior At The Cooperative Bank Of Kenya Headquaters

Abstract

If an organization wants to remain competitive, it should deploy highly qualified personnel to devote all their resources and effort to confront , maneuver around tough circumstances and attain organizational goals. Successful high-tech firms have committed most resources to retain competent workforce and to motivate them to improve performance. It is important to articulate the factors influencing the organizational commitment of the employees, job involvement and organizational citizenship behavior. The study’s objective was to determine the influence of gender on organizational citizenship behavior at Cooperative Bank of Kenya headquaters. This study was guided by the gender role theory. The research employed the descriptive research design. The target population comprised of all Cooperative Bank of Kenya headquarters employees. Out of the 200 questionnaires issued, 152 were successfully filled and returned translating to a 76.2% response rate. The collected data was edited and coded and fed into the SPSS 23 computer package to generate both inferential and descriptive statistics. The inferential statistics was undertaken by performing two regressions on each of the independent variable against growth. The study found p values of 0.000 at 95% level of confidence on the association between each of the independent variable (gender) on organizational citizenship behavior at Cooperative Bank. This shows that the model used for this survey was significant and that gender influences the organizational citizenship behavior of cooperative bank employees. From the data analysis, it can be concluded that gender is a factor to consider when seeking organization citizenship behavior. The enterprises should thus treat gender issue as critical in order to capitalize on the synergies such as higher innovation, better service delivery and increased productivity. The study recommends that the managers and shareholders of companies that are yet to implement gender diversity in their workforce should engage in so to realize organizational citizenship behavior among employees translating to higher profitability and thus survival in the highly dynamic business environment.