Intrinsic Motivation, Emotional Intelligence, and Perceived Organizational Citizenship Behavior Among Employees in Service Organizations

Abstract

This study investigated the relationship between intrinsic motivation, emotional intelligence, and organizational citizenshipbehavior of various service sector organizations ; 248 employees were selected from 35 service sector organizations (publicand private) in and around Kolkata. The following tools were administered to test the hypotheses: (a) Intrinsic and ExtrinsicMotivation: What Do You Look For In A Job? by Pareek (1997); (b) Emotional Intelligence Scale by Chaddha and Singh (Singh,2003); (c) Organizational Citizenship Behavior Checklist by Fox, Spector, Goh, Bruursema, and Kessler (2012). For analysis ofthe data, descriptive statistics, ANOVA, correlation and regression were used. The findings revealed that significant andpositive relation existed between intrinsic motivation, emotional intelligence, and organizational citizenship behavior.Intrinsic motivation and emotional intelligence together predicted 27% of the total variance of organizational citizenshipbehavior. Intrinsic motivation and organizational citizenship behavior were found to be better in case of private-sectoremployees than in case of public-sector employees. As it was found that intrinsic motivation and emotional intelligence arepositively related to organizational citizenship behavior, so employers may motivate their employees intrinsically to retainthem and while hiring, employers may consider candidates with high emotional intelligence who can benefit the organization.