Effect of HR Practices, Work Engagement, Job Crafting and Task Performance on

Organizational Citizenship Behavior

A thesis submitted

By

Muneeb Alam Qureshi (4042)

To

Department of Business Administration

In partial fulfillment of

The requirement for the Degree of

BACHELOURS OF BUSINESS ADMINISTRATION - HONOURS

This thesis has been

Accepted by the faculty

FACULTY OF BUSINESS ADMINISTRATION

Sir Sajid Ali

Advisor
ACKNOWLEDGEMENT

First of all I would like to thanks almighty Allah for giving me the strength and opportunity to

complete this research report, I am also thankful to my Research report teacher Sir Sajid Ali who

guide and mentor me throughout the studies. I also acknowledge my teacher that throughout my

studies help me and support me in every task. I also would like to thank him for showing me

some example that related to the topic of my research. I have tried my best to complete this

report, However if any explanation is required, I would be honored to oblige. I am also very

thankful to all those people who participate in the data collection and sincerely fill yhe required

questions and gave the better response for my report. I hope that this research paper will merit

your approval.
Contents
ACKNOWLEDGEMENT...........................................................................................................................2
ABSTRACT....................................................................................................................................................4
1. INTRODUCTION...................................................................................................................................7
1.1. BACKGROUND..............................................................................................................................7
1.2. PROBLEM STATEMENT................................................................................................................8
1.3. RESEARCH OBJECTIVE..................................................................................................................9
1.4. RESEARCH QUESTION..................................................................................................................9
1.5. SCOPE OF THE STUDY................................................................................................................10
1.6. LIMITATION OF THE STUDY........................................................................................................10
2. LITERATURE REVIEW..........................................................................................................................13
2.1. THEORITICAL BACKGROUND......................................................................................................13
2.2. EMPERICAL STUDIES..................................................................................................................14
2.3. CONCEPTUAL FREAMWORK......................................................................................................18
3. METHODOLOGY.................................................................................................................................20
3.1. RESEARCH PURPOSE..................................................................................................................20
3.2. RESEARCH APROACH.................................................................................................................20
3.3. RESEARCH DESIGHN...................................................................................................................21
3.4. DATA SOURCE............................................................................................................................21
3.5. TARGET POPULATION................................................................................................................21
3.6. SAMPLE SIZE..............................................................................................................................22
3.7. DATA COLLECTION TOOL...........................................................................................................22
3.8. SAMPLING TECHNIQUES............................................................................................................22
3.9. STATICAL TECHNIQUE................................................................................................................23
3.10. MODEL HYPOTHESIS..............................................................................................................24
3.11. RESEARCH MODEL.................................................................................................................24
4. DATA ANALYSIS..................................................................................................................................27
5. CONCLUSION.....................................................................................................................................30
5.1. CONCLUSION.............................................................................................................................30
5.2. RECOMMENDATIONS................................................................................................................31
5.3. FUTURE RECOMONDETIONS......................................................................................................31
ABSTRACT

This research aims to study the effects of HR Practices, Work Engagement, Job Crafting and

Task Performance in respect to Organizational Citizenship Behavior, in term of bank employees

according to above mentioned relation. A sample of 150 employees of various banks in Karachi

has been used to gather data through a standardized questionnaire for testing the hypotheses

through ordinary regression models. In the findings of the results indicate that knowledge

acquisition positively affects innovation performance and that HRM moderates the relationship

between knowledge acquisition and innovation performance. With the increasing productivity

towards engaging in open innovation, firms are likely to face some tensions and opportunities

leading to a shift in the management of human resources. This starts from the assumption that the

knowledge base of the firm resides in the people who work for the firm and that some HRM

factors can influence innovation within firms. Despite this, there is a lack of research

investigating the link between knowledge acquisition, HRM and innovation performance under

the open innovation in HR. This research intends to fill this gap and future research by assessing

whether knowledge acquisition influences innovation performance and whether HRM moderates

such a relationship.

Keywords: HR Practices, Work Engagement, Job Crafting and Task Performance,

Organizational Citizenship Behavior

INTRODUCTION
 1. INTRODUCTION

[Link]

Organizational behavior provides knowledge to managers on the understanding or employees

behavior for the purpose of eliciting cooperation from them in order to achieve organization’s

objective. One of the contributing behavior which is slightly optional but proven empirically to

increase organizational functioning is organization citizenship behavior (OCB). It refers to

various forms of cooperation and helpfulness to others that support the organization’s social and

psychological context. OCB’s importance is getting renowned attention from organizations in

various industries.

The service sector plays a major role in Pakistan economic development and the core service

sector of Pakistan is the banking sector of Pakistan. Pakistan’s banking sector consists of

commercial banks, foreign banks, Islamic banks, development finance institutions (DFI’s), and

micro-finance banks. Presently there are 26 commercial banks, 6 DFI’s, and 11 micro-finance

banks operating in the country.

A strong banking sector is a healthy symbol for the economy of a country. It is, this sector that

plays the role of financial intermediation between savers and investors, which actually determine

the rate of economic growth. The banking sector plays a critical role in mobilization of savings

from households to across the country and placing them at the disposal of entrepreneurs.

The banking industry is a service industry where the performance is weighed based on the

number of customers it’s able to retain. This can be achieved by providing superior customer
service. Hence, the front service employees play a major role in achieving this. Begum (2005)

highlighted that people are employees who represent a key facilitator in implementation of

relationship banking strategy. According to Organ (1988), organization citizenship behavior

(OCB) has a variety of forms including altruism, courtesy, sportsmanship, civic benefit and

diligence. Since organization citizenship behaviors are less likely to be formally rewarded than

are required job behaviors, they are apparently performed by deep-down motivation mechanism

according to Chompokum (2004).

The purpose of this study is to provide a better understanding of the importance of OCB and the

factors that affect OCB in the organization. This study intends to explore what could cause OCB

among the banking employees in order to improve organization functioning. There are four

variables in this study which has been identified and explored further to investigate its effect on

organization citizenship behavior. The variables identified are HR Practices, Work Environment,

Job Crafting and Task Performance. There will be further empirical test conducted in future to

find the correlation between these variables and organization citizenship behavior.

[Link] STATEMENT

People who engaged in more OCB during the day had higher levels of work seriousness at the

end of the day. Work significance is the extent to which employees feel that their job is useful or

significant. Engaging in OCB allows employees to feel more control over their activities, as well

as feel good about helping others. Both of these components could lead people to experience

work meaningfulness C.F. Lam, W.H. Wan, C.J. Roussin (2016).

Studies have found that where management maintains a strong HR system, employees are more

likely to be engaged in their work and participate in job crafting. In addition, job crafting on its

own, and work engagement and job crafting together, are shown to mediate the HRM–

performance relationship Xiaoyu Guan, Stephen Frenkel (2018)

Despite many researches have been done on organizational citizenship behavior importance for

service sectors and production sector as well but the role of line managers (including branch

managers) in facilitating work engagement or job crafting is not consider precisely. Yet these

persons are both important implementers of HR policy and vary in their adoption of particular

roles Shipton et al (2016). The structure of this study is focusing on the involvement of these line

managers engaging employees toward their job achievement. This study is evaluating OCB by

factors that have most influence, these factors are HR Practices, Work Environment, Job Crafting

and Task Performance.

[Link] OBJECTIVE

To examine the components that have great influence on Organizational Citizenship Behavior

considering more precisely on the role bank employees is objective of this study taking Pakistani

sample (Karachi).

[Link] QUESTION

Which variable has more influence on organizational citizenship behavior for HR practices?
Which variable has more influence on organizational citizenship behavior for work enforcement?

Which variable has more influence on organizational citizenship behavior for job crafting?

Which variable has more influence on organizational citizenship behavior for task performance?

[Link] OF THE STUDY

Scholars have adopted different theoretical perspectives to explain the influence of HR practice

on employee outcomes. However, few studies have investigated the role of human resource (HR)

practice in fostering higher in-role and extra-role employee performance by encouraging

employee participation in job design, a process referred to as job crafting. Drawing on human

resource management (HRM) process theory and the job crafting literature, this study aims to

examine how work engagement and job crafting mediate the relationship between employee

perceptions of HR practice and employee performance.

[Link] OF THE STUDY

Despite of a lot of hard work and dedications there still some lacks in this study which limits this

study on some various points. Firstly, there are lack of financial resources which limit this study

only in Karachi, Pakistan. Secondly, the research is based on banking sectors of Pakistan and

cannot be applicable on other industries of Pakistan. Thirdly, there are limitation of time which

restrict this research on some particular objectives.

LITERATURE REVIEW
 2. LITERATURE REVIEW

[Link] BACKGROUND

The focus of theoretical background of this study is primarily based on process theory. In the

HRM literature, scholars have adopted different theoretical perspectives related to job design to

explain the influence of perceived HR practice on employee outcomes. Snape and Redman

(2010) used job characteristics theory to explain the mediating effect of perceived job influence

between workplace level HRM practices and employee in-role behavior and organizational

citizenship behavior (OCB). Van De Voorde et al (2016) applied job demands-resources (J-DR)

theory to examine the influence of empowerment-focused HRM on employee engagement

through task-related job resources and work demands. However, the authors provide a theoretical

framework with no empirical evidence. To this knowledge, no study has tested the possible

mediating role of bottom-up work design in the form of employee job crafting on the HR–

performance relationship. Evans and Davis (2005) incorporated the literature on “role making”

(i.e. role negotiation according to Katz and Kahn, 1978) to explain the relationship between

high-performance work systems and organizational performance.

Most recently, this research is included as a theory through an experiment, from an

organizational cultural point of view and to other dimensions, it is increasing the level of

understanding of employees in the modern era of technology. And it studies the micro and macro

effects on the economy by the development organizational citizenship behavior.

[Link] STUDIES

 Kawian, Dewi, Martini and Suardana (2018) “The Influence of Organizational Culture,

Employee Satisfaction and Personality towards Organizational Commitment and

Employee Performance”. This research was conducted in Bali using Likert scale

questions by distributing 135 questionnaires. In this research they check relation of

organizational culture, employee satisfaction and personality with organizational

commitment and employee performance. The results were obtained (a) the influence of

organizational culture variable on organizational commitment was significant; (b) The

influence of employee satisfaction variable on organizational commitment was

significant; (c) The influence of personality variable on organizational commitment was

significant; (d) The influence of organizational culture variable on employee performance

interest was significant; (e) The influence of employee satisfaction variable on employee

performance was significant; (f) The influence of personality variable on employee

performance was significant; and (g) The influence of organizational commitment

variable on employee performance was significant.

 EK and Mukuru (2013) “Effect of Motivation on Employee Performance in Public

Middle Level Technical Training Institutions in Kenya”. This study obtained the effect of

employee motivation on employee performance. The sample size was 315 employees.

The technique used is Likert scale questions and conduct interview of administrators and

head of department also. The finding of this research is that there is weak positive effect

of employee motivation on performance but still statistically it was significant. Most of

 the employees are not satisfies with their pay and work environment. It is recommended

that government of Kenya should do motivational activities in their non-teaching staff

and should consider some appraisal packages to make employees satisfy with their work.

 Suharto and Nusantoro (2018) “The relationship among managerial capability,

organizational citizenship behavior, and employee performance”. This study is about to

obtain the effect of its independent variable those are managerial skills, organizational

citizenship behavior and organizational culture on employee performance on its

dependent variable employee performance taking sample size of 160 employees of

MSME in Lampung Province using quantitative approach by survey method with Likert

scale. The findings of this research (1) managerial ability has significant relationship with

organizational culture. (2) OCB has significant relationship with organizational culture.

(3) management ability has insignicant relationship with employee performance. (4) OCB

has significant relationship with employee performance. (5) organizational culture has

significant relationship with employee performance. It is recommended that managers

should create interactive environment with employees to create positive culture in

organization. It is further suggested that employees should have team work activities to

make a positive work environment and will be able to increase work ability.

 Uddin, Luva and MD (2012) “Impact of Organizational Culture on Employee

Performance and Productivity”, A Case Study of Telecommunication Sector in

Bangladesh. This case study is identifying the effect of organization culture on employee
 performance and productivity using qualitative method for finding its result conducted

interview with 34 participants including top level, middle level and operational level

employees of Grameenphone (GP). The core finding of this case study is that

organizational culture has significant relationship with employee performance and

productivity.

 Salehipour and AH Mand (2018) “The Impact of Organizational Culture and

Performance Work System on Employees’ Performance” this study has independent

variable; Organizational culture and Performance work system and dependent variable

Employee Performance taking sample size of 162 members of ministry of education of

Iran. Researcher used questionnaire technique to find out the result with Likert scale. It is

found in this research that both organizational culture and performance work system has

significant relationship with employee performance. According to this research it is

recommended that Iran’s ministry of education should adopt performance management

system instead of their traditional employee evaluation system to increase its

productivity.

 Sara N, Sang and Ngure (2018) “Ethical Issues in Recruitment, Selection and Employee

Performance in Public Universities in Nyeri County, Kenya”. This research is about to

obtained how ethical issues in recruitment and selection affect employee performance in

two public universities in Nyeri County. The study used descriptive research design for

seeing required information. The sample size of this study is 335 non-teaching staff of
 two Universities. It is founded in this research that ethical issues in recruitment and

selection has significant relationship with employee performance. It is recommended that

university recruitment criteria should follow the ethical way of conducting interviews to

maintain employee performance in the University.

 Ahmed, Rehman, Ali, Ali and Anwar (2018) “Predicting employee performance through

organizational virtuousness Mediation by affective well-being and work engagement”.

This study is to identifies role of organizational virtuousness in forecasting employee

performance through mediation of affective well-being and work engagement. The

sample size is 487 banking employees from 60 branches of ten banks. The researchers

use questionnaire technique the scaling was Likert. It is found in the research is that

virtuousness has significant relationship with employees’ well-being and engagement. It

is recommended that virtuousness influence their performance. Furthermore, both well-

being and engagement proved to be partial mediation in the relation, where well-being

had stronger explanatory role.


[Link] FREAMWORK

HR PRACTICES

WORK ENAGAEMENT

ORGANIZATIONAL
CITIZENSHIP BEHAVIOR

JOB CRAFTING

TASK PERFORMANCE
METHODOLOGY
 3. METHODOLOGY

[Link] PURPOSE

There are 3 types of research purpose that are explanatory research, descriptive research and

exploratory research. Exploratory research is a research that is done to explore a particular idea

or theory where little or no research has been conducted before. On the other hand descriptive

research describes the characteristics of the data being researched but it does not describe the

cause of occurrence of any characteristic of the data. The third type is explanatory research,

explanatory research comes after both exploratory and descriptive research because it also

explains the cause or reason of occurrence of any fact. It explains any behavior occurring in a

market and gives answer to the question that why and how a relation exists among the various

aspects of a situation or among the different variables. The purpose of this research is

explanatory research. In this research the organizational citizenship behavior will explained that

how work engagement, job crafting, HR practice and task performance will be the cause of

increasing or decreasing the employee performance.

[Link] APROACH

The approach of this research is quantitative research it used for explanatory research purpose. In

quantitative research theories and hypothesis been created and the result of the study shoes

statistical representation of data. In quantitative research results been correlate from the

hypothesis to find out the relationship of variables. The data is been collected in quantitative
research by filling up the questionnaire by target population and also surveys can be done. There

many application of quantitative approach in economic, social, psychological and political

sciences. In this research a questionnaire will being filled by the target population in which

question will identifies the relation of IVs and DVs.

[Link] DESIGHN

The research design used for this study is correlational design that shows whether a relationship

among the variables occurs or not. It actually describes the statistical association between two or

more variables and also used to predict a future event. For example, in this research relationship

between job crafting and OCB will be find out by using regression technique. In case if more

than one predictor or independent variable is used, then the multiple regression technique is used

that produces a multiple correlation.

[Link] SOURCE

The data collected in this research is primary because in Pakistan it is first time that

questionnaire are filled up for OCB in banking industry.

[Link] POPULATION
The target population of this research are employees of banks in Karachi Pakistan. Population

has been aged between 20 to 50 year old.

[Link] SIZE

The sample siza of this research is 150 employees of bank.

[Link] COLLECTION TOOL

The tool used in this research for collection of data is questionnaire. There are 26 questions in in

questionnaire which are answered by the target population according to their perspective. The

questionnaire was made on Likert scale technique in there are five option for each question. The

options are as follow:

A. Strongly disagree

B. Disagree

C. Neutral

D. Agree

E. Strongly agree

[Link] TECHNIQUES
The sampling technique used in this research is purposive because the data is collected only from

the people falling between 18 to 50 years of age, living in any region of Karachi and who work

in bank. Purposive sampling is done when the researcher himself decides the people from whom

he would collect the data or whom he finds appropriate for collecting the data from. Purposive

sampling is conducted when the researcher collects the data only from a particular category of

people for the specific purpose of his study.

[Link] TECHNIQUE

Factor analysis and regression analysis are the statistical techniques used for this research paper.

Factor analysis is an interdependence technique meaning that it has no dependent and

independent variables in it but it only describes the relationship among the variables. Factor

analysis reduces the rated collected data having different attributes to few important dimensions

on the basis of similarities among the attributes. In simple words, attributes having similar

properties are taken under one dimension.

The rating that any one attribute receives is partially due to the effect of other attributes. The

rating is then deconstructed by the statistical algorithm. Factor analysis is widely used in many

fields including psychology, marketing, physical science and many other fields.

Another technique used in this research paper is regression analysis that too describes the

relationship among the variables but it is a dependence technique. There is dependent and
independent variable used in regression analysis technique. It describes that how a dependent

variable changes due to a change in either one or more independent variables used.

When there is more than one independent variable, the regression technique is called multiple

regression analysis. In this study also, multiple regression technique is used as more than one

independent variables are taken.

3.10. MODEL HYPOTHESIS

Following is the hypothesis model of the paper.

Ho1= HR practices has insignificant impact on organizational citizenship behavior.

Ho2= Work Engagement has insignificant impact on organizational citizenship behavior.

Ho3= Job Crafting has insignificant impact on organizational citizenship behavior.

Ho4= Task Performance has insignificant impact on organizational citizenship behavior.

3.11. RESEARCH MODEL

The research model for this study is as follows.

OCB= αo +β1 (HRP) + β2 (WE) + β3 (JC) + β4 (TP) + et

Where,
OCB refers to Organization Citizenship Behavior

HRP denote HR Practices

WE denotes Work Engagement

JC stands for Job Crafting

TP refers to Task Performance

DATA ANALYSIS
 4. DATA ANALYSIS

This chapter highlights the results of various tests applied on the data. The software used to run and test

the collected data were SPSS and E-Views.

4.1. DEMOGRAPHIC
 4.2. RELIABILITY

Reliability measures the extent to which the instrument used to collect the data is reliable. The
reliability test is done in order to get a consistent result for the data taken. Here the instrument
used for data collection was the questionnaire containing 26 questions out of which 25 were
chosen after the process of applying factor analysis. The questionnaire consisted of all the 5
variables out which 4 were independent and 1 was the dependent variable. The software used to
run the reliability test was SPSS and in SPSS, the value of Cronbach Alpha tells the reliability. If
the value of Cronbach Alpha is greater than 0.5 (50%), it means that the instrument used is
reliable. The greater the value of Cronbach Alpha, the higher is the reliability of the instrument.
For this research instrument, the reliability tested by SPSS is 0.670 that is really good and highly
acceptable. The following table is showing the overall reliability of the questionnaire. Also the
number of questions chosen for each variable after applying factor analysis is shown in the
column of
“items” in the table given below.

Reliability Statistics

Cronbach's
Alpha N of Items

.670 25

4.3. FACTOR ANALYSIS

ANOVAa

Model Sum of Squares df Mean Square F Sig.

1 Regression 1.457 4 .364 5.635 .000b

Residual 9.376 145 .065

Total 10.833 149

a. Dependent Variable: AvgOCB

b. Predictors: (Constant), AvgTP, AvgHR, AvgJC, AvgWE

The Kaiser-Meyer-Olkin (KMO) value tells the adequacy of the sample size. It is used to check
whether the sample taken is sufficient to run Factor Analysis or not. The KMO value should be
greater than 0.5 or 50% for the sample size to be adequate and its significance value should be
less than 0.05. The results given in the above table show that the sample size used for this
research i.e. 149 is adequate as the KMO value is 0.670 and also significant by 0.000.

Item-Total Statistics

Cronbach's
Scale Mean if Scale Variance Corrected Item- Alpha if Item
Item Deleted if Item Deleted Total Correlation Deleted

HR1 87.98 37.711 .463 .634

HR2 87.98 38.825 .443 .639
HR3 87.57 38.435 .514 .634
HR4 87.93 39.183 .405 .643
HR5 87.93 39.183 .405 .643
HR6 88.64 44.809 -.143 .704
 HR7 88.14 42.376 .102 .671
WE1 87.64 43.843 -.037 .678
WE2 87.64 39.051 .413 .642
WE3 87.64 38.702 .495 .636
WE4 87.68 38.863 .507 .636
JC1 87.65 39.465 .458 .641
JC2 87.34 40.320 .351 .650
JC3 87.21 37.484 .401 .639
JC4 88.17 41.992 .005 .699
JC5 87.97 40.355 .089 .689
JC6 87.67 43.298 .041 .673
JC7 87.67 43.163 .082 .670
JC8 87.29 42.649 .093 .671
TP1 87.50 40.211 .365 .649
TP2 87.25 42.915 .079 .671
OCB1 87.16 41.625 .211 .662
OCB2 87.38 44.452 -.126 .680
OCB3 87.29 43.239 .240 .666
OCB4 87.55 43.216 .093 .669

The above table shows factors of dependent and independent variables made after running factor
analysis. Confirmatory Factor Analysis was used as the questions used were already assigned to
their respective variables before the factor analysis test was run. The table also shows the
Cronbach Alpha of both dependent and independent variables.

4.4. REGRESION ANALYSIS

Coefficientsa

Standardized
Unstandardized Coefficients Coefficients Collinearity Statistics

Model B Std. Error Beta t Sig. Tolerance VIF

1 (Constant) 3.313 .259 12.798 .000

AvgHR -.015 .041 -.029 -.361 .718 .901 1.110

AvgWE .047 .048 .086 .973 .332 .760 1.315

AvgJC -.036 .052 -.057 -.703 .483 .913 1.095

AvgTP .173 .044 .335 3.901 .000 .808 1.237

a. Dependent Variable: AvgOCB

Model Summaryb

Adjusted R Std. Error of the

Model R R Square Square Estimate

1 .367a .135 .111 .25429

a. Predictors: (Constant), AvgTP, AvgHR, AvgJC, AvgWE

b. Dependent Variable: AvgOCB

The above Regression table shows the Beta value, the t-statistic, the p- value and VIF. The Beta
value tells the relationship of the dependent variable with each independent variable. If the Beta
value is negative, it shows that the relation between dependent and independent variables is
inversely proportional. On the other hand, if the Beta value is positive, it shows the positive
relation between dependent and independent variables indicating that the relation is directly
proportional. In this research, it is shown through the above table that all the independent
variables HR Practices, Work Enagegement and Job Crafting have negative relation with the
Organizational Citizenship Behavior (dependent variable) except Task [Link] task
performance has positive and significant relation with brand equity. The regression equation for
the model is given below.

OCB= αo +β1 (HR) + β2 (WE) + β3 (JC) + β4 (TP)+ et

The t and p values given in the above table are showing the relative importance and the
significance level respectively for each variable used in the model. The t value should be greater
than and equal to 1.68 and the p value should be less than 0.1. In the model used in this paper,
the t values of all the independent variables are less than 1.68 and all independent variables are
insignificant with their p values greater than 0.1 except task performance. The VIF column in
table is showing multi collinearity, Multi collinearity means that the independent variables not
only affect the dependent variable but also they affect each other. For no multi collinearity, VIF
value should be greater than 10. In this model of OCB, none of the independent variables have
multi collinearity as all VIF values appear to be less than 10. The Adjusted R Square tells the
percentage of variance in the dependent variable explained by the independent variables. Here
the value of Adjusted R Square is 0.111 indicating that 11% of the variance in OCB is explained
by hr practices, work engagement, job crafting and task performance.
Table 4.3.1 is showing that hr practices, work engagement and job crafting negative insignificant
impact on OCB. However, task performance appears to have positive and significant impact on
OCB.

5. CONCLUSION

[Link]

This research was conducted to examine the factors that affect the Organization Citizenship

Behavior of banks employees of Pakistan (Karachi). A sample of 150 employees were asked few

questions from different banks of Karachi. The sample was collected with the help of a

questionnaire using Likert Scale and adopted from the studies of previous researchers. The

reliability of the questionnaire was checked through the reliability test that showed that the

questionnaire adopted was highly reliable with Cronbach Alpha of 0.670 indicating the

consistency in the answers of the respondents. After the reliability analysis, factor analysis was

done in which the KMO test showed that the sample of 150 was enough to run factor analysis.

The rotated component matrix in factor analysis showed the proper factors of all the variables

(dependent and independent). In the end, regression analysis was used to see the impact of each

independent variable on the dependent variable. The regression results showed that all the

independent variables (HR practices, work engagement, job crafting except task performance)

have negative insignificant impact on organizational citizenship behavior which means that

higher HR practices, work engagement, job crafting and task performance would not effect on
organizational citizenship behavior of banks employees in Pakistan. However, task perfpormance

showed positive and significant impact on organizational citizenship behavior

[Link]

After conducting the research and on the basis of the results calculated, few recommendations

are made to enhance the organizational citizenship behavior of bank employees in Pakistani

context. These recommendations can help the HR department and also other researchers in

future. As the results of this study show that the variables that insignificantly affect hr practices,

work engagement and job crafting so these specific factors should be improved in order to

improve the OCB in banks of Pakistan (Karachi). The following strategies should be made and

implemented.

[Link] RECOMONDETIONS

Before proceeding for further studies, following areas are recommended to be considered in the

future.

As the data collected for this research was from Karachi only, other researchers can gather the

data from other cities of Pakistan in order to have a clear picture from the respondents residing

all over the country.

As the Adjusted R Square appeared in the result of this research is only 11%, it means there are

other factors as well that explain the variance in the OCB of banks. So apart from hr practices,

work engagement, job crafting and task performance other factors influencing the OCB in banks

should also be included and their impact should also be identified in the future studies.

The reasons of negative insignificant brand awareness should be identified.