IMPACT OF HRM PRACTICES ON JOB SATISFACTION: A CASE OF HIGHER EDUCATION SECTOR OF PESHAWAR

In-depth researches on organizational citizenship behaviors(OCB) have considered OCB as a bundle of positive behaviors that enhances organizational productivity. These behaviors describe the actions in which individuals are prepared to go above and beyond their stipulated roles requirements to work towards achieving strategic goals. OCB has been linked to indicators of person, community, and firm success in numerous studies. According to researchers, OCB is the cheapest and most cost-effective method for developing competence and achieving organizational effectiveness. So far, one of the most powerful predictors of firm success has been OCB. The antecedents of OCB, on the other hand, have not been extensively investigated. The relationship between OCB and creative human resource activities has been studied extensively in the literature. Although these studies have shown that both constructs are interesting and useful in the workplace, it is unclear if these behaviors have an effect on individual or organizational OCB variables. The aim of this paper is to clearly define the connection between creative human resource practices and OCB. The research looks at the dif erent meanings of the two constructs, as well as the five dimensions of OCB. The research involved 400 professionals from 25 tech companies in Pakistan, and responses were gathered using standardized questionnaires. Multiple regression analysis revealed that creative human resource strategies have a significant effect on organizational citizenship behaviors. Innovative human resource strategies have a significant ef ect on the altruism, courtesy, and civic morality aspects of organizational citizenship behaviors, according to a thorough review