Abstract:
Background: Employee positive behaviours in the form organisational citizenship
behaviours determines how well the organisation can compete because employees who
exhibit extra role behaviours helps other workers to go an extra mile in terms of their
input. Extra role behaviours play a critical role in determining the competitiveness of
any organisation as well as the financial performance of the organisation hence the
importance of determining its antecedents in the Zambian context and how these
determinants normologically relate. This study was motivated by the fact that little
attention has been directed at examining the three variables namely social media
addiction, job engagement and organisational citizenship behaviour in Zambia.
Methods: A quantitative survey design was used to achieve the research objectives. Item
analysis was performed to determine reliability while dimensionality analysis was used to
investigate the factor structures underlying the dimensions of the three variables.
Confirmatory factor analysis was performed for the measurement model and through
structure equation modelling (SEM) the postulated structural model was investigated.
Results: High levels of reliability were found among the scales except for one OCB sub
scales. Uni-dimensionality of the subscales was demonstrated through exploratory factor
analyses. Research results revealed that there was a statistically significant relationship
between job engagement and OCB. Negative but statistically insignificant relationship
between social media addiction and job engagement as well as between social media
addiction and organisational citizenship behaviour (OCB) was established.
Conclusion: Academically the study makes a significant contribution to industrial
psychology, human resource management and public administration literature. The
results of this study have provided empirical support to the proposition that job
engagement is a predictor of employee performance specifically extra role work
behaviours. Secondly negative path coefficients between social media addiction and job
engagement and OCB implies that human resource practitioners ought to pay attention
to interventions that would curb unwarranted social media usage among employees for it
negatively affects their performance by first impacting on how engaged there are due to
misplaced energies.
