EFFECT OF ORGANISATIONAL CLIMATE ON ORGANISATIONAL CITIZENSHIP BEHAVIOUR AMONG EMPLOYEES OF UNION HOMES SAVING AND LOAN PLC

Due in large part to a lack of knowledge of important behavioural concepts and their importance for long-term organisational survival and success, many businesses continue to face poor employee engagement, high turnover rates, and diminishing productivity. Although organisational climate and organisational citizenship behaviour are acknowledged to be important, there is a crucial gap in the empirical understanding of how these factors interact within certain organisational contexts, which this study aims to fill. This study examined the effect of organisational climate on organisational citizenship behaviour using Union Homes Saving and Loan Plc as a case study. The study used a responses generated from respondents. However, a sample size of One Hundred and Seventy-Six (176) employees were selected for the study using a stratified sampling technique. The sample size was determined using Cochran's formula for sample size determination, considering a margin of error of 5% and a confidence level of 95%. The study used a survey, while mean distribution twas used to interprete respondents’ biodata, simple regression analysis and coefficient of correlation to analysed various research hypotheses developed for the study. The results showed that factors including autonomy, creativity, established guidelines, and clear communication significantly affected workers' propensity to act outside of their official job duties. The study concluded that fostering a supportive and flexible organisational climate can enhanced organisational citizenship behaviour thereby contributing to an improved firm effectiveness and employees’ job satisfaction. Therefore, the study suggested that Union Homes Savings and Loan Plc improve employee autonomy through decentralised decision-making and cultivate a creative work environment in order to strengthen its organisational climate