Examining the Influence of the Demographic Variables on Organizational Citizenship Behavior Levels among Bank Employees in Madurai District

The study concentrates on the influence of the demographic variables on Organizational Citizenship Behavior levels among bank employees. Organizational Citizenship Behavior (OCB) is defined as the voluntary commitment exhibited by the employees within an organization. OCB allows employees to maintain continuous interaction with the existing and prospective customers, especially in branch banking. To increase productivity, efficiency, and customer satisfaction and reduce turnover rates and absenteeism, the organization should motivate and encourage the employees to exhibit OCB. Also, voluntary behaviour will result in the success of the organization. The study is focused on the effects of five dimensions of OCB as Altruism, Courtesy, Conscientiousness, Civic Virtue and Sportsmanship. The researcher uses a descriptive research design and a simple random sampling method with a sample size of 100 respondents. The main aim of the study is to examine the influence of the demographic variables on OCB levels among bank employees in the Madurai district.


Introduction
The banking industry is the backbone for the growth of any economy. For the past three decades, India's banking system has had several outstanding achievements to its credit. The banks are the main participants of the financial system in India. Also, the rapid transformation in the banking industry over the last decade has made the industry transparent, efficient, and a lot more competitive. The nature of work in banks is more demanding and challenging due to rigid hierarchy and stringent regulations. Employees often need to work more than the normal working hours to finish their work. As a result, employees have continuous interaction with the customers and also the opportunity to build a long-lasting relationship with them. Therefore frequent turnover and absenteeism will disrupt the employee-customer relationship service. So, inculcating OCB among the employees is crucial at the workplace. OCB involves a high level of commitment. Therefore, the management should encourage the employees to exhibit OCB for the effectiveness of the organization.

Scope of the Study
The scope of the study is limited to Banking Sector in Madurai District and especially looked at the respondents' demographic profiles, the OCB levels under its five different dimensions. The study focuses on the management strategies to make their employees engage in OCB.

The Objective of the Study
To examine the influence of the demographic variables on organisational citizenship behavior levels.

Hypotheses of the Study
The following hypotheses are proposed and empirically tested with the sample respondents in Madurai District.
H 1 : There exists a significant association between the gender of the respondents and the OCB level.
H 2 : There exists a significant association between the age of the respondents and the OCB level.
H 3 : There exists a significant association between the educational qualification of the respondents and the OCB level.
H 4 : There exists a significant association between the monthly income of the respondents and the OCB level.
H 5 : There exists a significant association between respondents' position in the organization and the OCB level.
H 6 : There exists a significant association between respondents' tenure in the organization and the OCB level.

Literature Review
Akinyemi Benjamin (2012), in his study "The Influence of Affective Commitment on Citizenship Behavior and Intention to Quit among Commercial Banks' Employees in Nigeria", revealed that affective commitment had a statistically significant relationship with organisational citizenship behaviour and voluntary turnover intentions.
Collins Badu Agyemang(2013), in their study entitled "Perceived Organizational Climate and Organizational Tenure on Organizational Citizenship Behavior: Empirical Study among Ghanaian Banks", shows that employees' perception of organisational climate positively influenced OCB. The result also revealed no significant relationship between bankers' organisational tenure and OCB.
K.K.Sofiah, P.Padmashantini and K. Gengeswari (2014), in their study entitled "A Study on Organizational Citizenship Behavior in Banking Industry", showed that there has been a significant correlation in literature between the relationships of competency, quality of work-life, transformational leadership and organization citizenship behaviour.

Methodology Adopted
The study involves the respondents of the bank employees of Madurai district and follows a descriptive research design with a 100 sample size. The researcher uses a well-structured questionnaire to gather the primary data. The researcher uses the Simple Random Sampling method.  Table 1 shows respondents' classification into two groups based on their opinion towards various OCB dimensions. The first group of respondents exhibit a high level of OCB and the second group of respondents exhibit a moderate level of OCB. The Chi-square test has been used to find the association between the respondent's various demographic variables and the OCB Level. Table 2 clearly shows that that the p-value of the chi-square test is greater than 0.05. So, it is necessary to reject the null hypothesis(Ho) and accept hypothesis H1. The analysis revealed that male respondents (63.2%) have high OCB levels.  Table 3, the p-value of the chi-square test is greater than 0.05. Therefore, the chi-square value indicates that the age group of the respondents does not have a significant association with the Level of OCB.  Table 4 reveals that the p-value of the chi-square is greater than 0.05. Therefore, there is an acceptance of the null hypothesis(HO) at a 5 percent level of significance. It concludes that the educational qualification of the respondents does not have a significant association with the Level of OCB. Table 5 clearly shows that the p-value of the chisquare test is greater than 0.05. Therefore, there is an acceptance of the null hypothesis(H0) at a 5 percent level of significance. The result also concluded that the monthly income of respondents does not have a significant association with the Level of OCB.  Table 6 clearly shows that the p-value of the chisquare test is lesser than 0.05. So, it is necessary to reject the null hypothesis(Ho) and accept hypothesis H5. It shows a significant association between the position of the respondents and the OCB Level. Also, the analysis revealed that among the sample respondents, those in the mid-level (67.92%) have a higher level of OCB. Table 7 clearly shows that that the p-value of the chi-square test is lesser than 0.05. So, it is necessary to reject the null hypothesis(Ho) and accept hypothesis H6. It shows that the respondents' tenure in the current organization has a significant association with the Level of OCB. Also, the analysis revealed that the respondents working for 6-10 years(65.5%) have a higher level of OCB.

Findings of the Study
• The Gender of the respondents has a significant association with the Level of OCB. • The Age group of the respondents does not have a significant association with the Level of OCB. • There is no significant association between the Educational Qualification of the respondents with the level of OCB.
• There is no significant association between the Monthly income of the respondents with the Level of OCB. • Respondent's position in the bank has a significant association with the Level of OCB. • Respondent's tenure in the current organization has a significant association with the Level of OCB.

Suggestions
Effective communication, proper training and motivation are required for the employees to exert a positive influence on them. Managers should strive to choose employees who are inclined to engage in OCBs and motivate them to exhibit voluntary behaviour. Also, the employees must have a high OCB level to benefit their organization.

Conclusion
From the analysis, it is clear that gender, position, and tenure have a significant association with the level of OCB. Since the male employees exhibit high OCB levels than female employees, the management should concentrate on the female employees, and they need to be recognised for their best work and provide them equal opportunities to get promotions, raises, and develop their leadership skills. The OCB level of the top-level employees is low when compared to middle-level employees. Due to work pressure, they might get stressed and proper counselling should be provided. Employees working for more than ten years exhibit a high OCB level. Therefore the management should retain the existing employees by providing a conducive working environment, proper training to carry out their tasks better, and appreciating achieving their targets.