Original Research

A study to confirm the reliability and construct validity of an organisational citizenship behaviour measure on a South African sample

Bright Mahembe, Amos S. Engelbrecht, Willie Chinyamurindi, Linda R. Kandekande
SA Journal of Industrial Psychology | Vol 41, No 1 | a1289 | DOI: https://doi.org/10.4102/sajip.v41i1.1289 | © 2015 Bright Mahembe, Amos S. Engelbrecht, Willie Chinyamurindi, Linda R. Kandekande | This work is licensed under CC Attribution 4.0
Submitted: 12 June 2015 | Published: 30 October 2015

About the author(s)

Bright Mahembe, Department of Industrial Psychology, University of the Western Cape, South Africa
Amos S. Engelbrecht, Department of Industrial Psychology, Stellenbosch University, South Africa
Willie Chinyamurindi, Department of Business Management, University of Fort Hare, South Africa
Linda R. Kandekande, Department of Business Management, University of Fort Hare, South Africa

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Orientation: Organisational citizenship behaviour, or extra-role behaviours, are essential outcomes for the health functioning of organisations.

Research purpose: The primary goal of the study was to validate the Organisational Citizenship Behaviour Scale (OCBS) developed by Podsakoff, Mackenzie, Moorman and Fetter (1990) on a South African sample.

Motivation for the study: Organisational citizenship behaviour is one of the important workplace outcomes. A psychometrically sound instrument is therefore required. Research design, approach and method: The sample consisted of 503 employees from the educational sector in the Eastern and Western Cape Provinces of South Africa. The OCBS was used to measure organisational citizenship behaviour.

Main findings: High levels of reliability were found for the OCBS sub-scales. The first and second-order measurement models of the OCBS showed good fit. A competing one-factor model did not show good model fit. In terms of discriminant validity four of the five subdimensions correlated highly.

Practical/managerial implications: Although the OCBS demonstrated some sound reliability coefficients and reasonable construct validity, the discriminant validity of four of the subscales raise some questions which future studies should confirm. The use of the instrument should help to continue to measure the much-needed extra-role behaviours that mirror an employee’s interest in the success of the organisation.

Contribution/value-add: The study contributes to the requirements of the Employment Equity Act (No. 55 of 1998) and the Amended Employment Equity Act of South Africa (Republic of South Africa, 1998; 2014). This promotes the use of reliable and valid instruments in South Africa by confirming the psychometric properties of the OCBS.


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