Organizational citizenship behaviour is a form of employees' behaviour where employees go beyond their formal duties required by job description. Despite the fact that this form of behaviour is not recognized or accepted by the reward system, employees are ready to put in an extra effort in order to achieve organizational goals. However, the readiness of employees to manifest this form of behaviour is not completely unconditional. Numerous empirical studies suggest that such behaviour can be encouraged by employees' job satisfaction, fulfilment of their psychological contract, perception of a high level of organizational justice in the company, support provided to them, etc. Having in mind the importance of this form of employees' behaviour, precisely from the point of view of employers, as well as the factors that influence it, this paper examines the impact of employees' job satisfaction on the level of their organizational citizenship behaviour on the example of the companies in Serbia. The paper starts with three hypotheses. The first and second hypotheses are that employees in companies in Serbia are satisfied with their jobs and that they demonstrate organizational citizenship behaviour. These assumptions were tested using the t-test. The third hypothesis is that employees' satisfaction with their job has a positive effect on their organizational citizenship behaviour. In order to test this hypothesis, methods of correlation and multiple regression analysis were used. The analysis is based on data obtained by primary research realized during 2019. In the research, 244 employees participated. The research showed that there is a positive relationship between respondents' job satisfaction and organizational citizenship behaviour, as well as the positive impact of job satisfaction on organizational citizenship behaviour of employees. This paper's contribution is twofold. First, it provides empirical data regarding the job satisfaction and organizational citizenship behaviour of employees in companies in Serbia. Second, it adds to the existing literature from this field by proposing strategies for increasing the employees' job satisfaction, which will lead to increasing the employees' willingness to manifest organizational citizenship behaviour.

中文翻译：

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塞尔维亚共和国公司员工的工作满意度和组织公民行为

组织公民行为是员工超越岗位描述所要求的正式职责的一种行为形式。尽管这种行为形式不被奖励制度认可或接受，但员工仍愿意付出额外的努力来实现组织目标。但是，员工愿意表现出这种行为形式并不是完全没有条件的。大量实证研究表明，员工的工作满意度、心理契约的履行、对公司高度组织公平的感知、向他们提供的支持等都可以鼓励这种行为。考虑到这种形式的重要性雇员的行为，正是从雇主的角度来看，以及影响它的因素，本文以塞尔维亚公司为例，考察了员工工作满意度对其组织公民行为水平的影响。本文从三个假设开始。第一个和第二个假设是塞尔维亚公司的员工对他们的工作感到满意并且他们表现出组织公民行为。这些假设使用 t 检验进行了检验。第三个假设是员工对工作的满意度对其组织公民行为有正向影响。为了检验这一假设，使用了相关性和多元回归分析的方法。该分析基于 2019 年实现的初步研究获得的数据。在研究中，244 名员工参与了研究。研究表明，受访者的工作满意度与组织公民行为之间存在正相关关系，工作满意度对员工的组织公民行为也有正向影响。本文的贡献是双重的。首先，它提供了有关塞尔维亚公司员工的工作满意度和组织公民行为的经验数据。其次，它通过提出提高员工工作满意度的策略来增加该领域的现有文献，这将导致员工表现出组织公民行为的意愿增加。本文的贡献是双重的。首先，它提供了有关塞尔维亚公司员工的工作满意度和组织公民行为的经验数据。其次，它通过提出提高员工工作满意度的策略来增加该领域的现有文献，这将导致员工表现出组织公民行为的意愿增加。本文的贡献是双重的。首先，它提供了有关塞尔维亚公司员工的工作满意度和组织公民行为的经验数据。其次，它通过提出提高员工工作满意度的策略来补充该领域的现有文献，这将导致员工表现出组织公民行为的意愿增加。