Which of the following is true of Organizational Citizenship (OCB) behaviours?Group of answer choicesOCB behaviours always produce good results for the organizationOCB is best measured with objective assessments such as production countsOCB is conceptually similar to CWBOCB is conceptually similar to contextual performanceOCB is conceptually similar to task performance

Organizational Citizenship Behavior (OCB) is conceptually similar to contextual performance.

Here's why:

1. OCB behaviours always produce good results for the organization: This is not necessarily true. While OCBs are generally positive and beneficial, they can sometimes lead to negative outcomes such as burnout or resource depletion.

2. OCB is best measured with objective assessments such as production counts: This is not accurate. OCBs are often measured through subjective assessments such as peer or supervisor ratings, as they involve discretionary behaviors that go beyond formal job requirements.

3. OCB is conceptually similar to CWB (Counterproductive Work Behavior): This is not true. OCBs are positive, discretionary behaviors that contribute to organizational effectiveness, while CWBs are behaviors that harm the organization or its members.

4. OCB is conceptually similar to contextual performance: This is true. Both OCB and contextual performance refer to behaviors that support the social and psychological environment in which task performance takes place. They are not part of the formal job description, but they help to create a positive organizational climate.

5. OCB is conceptually similar to task performance: This is not accurate. Task performance refers to the effectiveness with which job incumbents perform activities that contribute to the organization’s technical core, while OCBs are discretionary behaviors that are not part of the formal job requirements.