Effects of organizational commitment and perceived fairness of performance appraisal system on organizational citizenship behavior: the case of Kenya kazi security (t) limited.

Changing business environments forces businesses turn their attention to human resource management as the key to long run success. Thus, made the management of organization interested on how employees feel about their roles and dedicate their effort in relation to job performance. The study tested the effects of organizational commitment and perceived fairness in performance appraisal system on employees’ organizational citizenship behaviour. Data for this study was collected from administration employees of Kenya Kazi Security (T) Limited in Dar es Salaam, Arusha and Mwanza. Descriptive analysis, regression analysis and ANOVA were used in data analysis. The findings revealed that organizational commitment and perceived fairness of performance appraisal system have positive influence on employees’ organizational citizenship behaviour consistently to organizations’ efforts of promoting OCB. Further, it is noted that on its own perceived fairness of performance appraisal system could not significantly determine employees’ organizational citizenship behaviour. In conclusion fairness of performance appraisal system should be given priority and close monitoring of organizational commitment is essential to attain the desired organizational citizenship behaviour.