Editing Performance appraisal (section)

==Organizational citizenship behavior==
{{Main|Organizational citizenship behavior}}
Also referred to as contextual behavior, prosocial behavior, and extra-role behavior, organizational citizenship behavior (OCB) consists of employee behavior that contributes to the welfare of the organization but is beyond the scope of the employee's job duties.{{sfn|Howes|Muchinsky|2022|p={{page needed|date=September 2024}}}} These extra-role behaviors may help or hinder the attainment of organizational [[goal]]s.  Research supports five dimensions of OCB: [[altruism]], [[conscientiousness]], [[courtesy]], [[sportsmanship]], and [[civic virtue]].<ref name="LePine">{{cite journal |last1=LePine |first1=Jeffrey A. |last2=Erez |first2=Amir |last3=Johnson |first3=Diane E. |title=The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis. |journal=Journal of Applied Psychology |date=2002 |volume=87 |issue=1 |pages=52–65 |id={{ProQuest|614385222}} |doi=10.1037/0021-9010.87.1.52 |pmid=11916216 }}</ref> Researchers have found that the OCB dimensions of altruism and civic virtue can have just as much of an impact on manager's subjective evaluations of employees' performances as employees' objective productivity levels.<ref name="MacKenzie">{{cite journal |last1=MacKenzie |first1=Scott B |last2=Podsakoff |first2=Philip M |last3=Fetter |first3=Richard |title=Organizational citizenship behavior and objective productivity as determinants of managerial evaluations of salespersons' performance |journal=Organizational Behavior and Human Decision Processes |date=October 1991 |volume=50 |issue=1 |pages=123–150 |doi=10.1016/0749-5978(91)90037-T }}</ref> The degree to which OCB can influence judgments of job performance is relatively high. Controversy exists as to whether OCB should be formally considered as a part of performance appraisal (PA).