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The valuable character of Organizational Citizenship Behavior is important to study in context of organizational performance and employee productivity. Therefore, this study personifies the consequences of Organizational Citizenship Behavior-Organization (OCB-O) in relation to Employee Engagement (EE). In this study, OCB-O was considered as dependent variable and Employee engagement as independent variable. The moderation effect was analyzed taking Job satisfaction as moderator. The scale selected for measuring Organizational Citizenship Behavior had further two dimensions: Organizational Citizenship Behavior-Organization (OCB-O) and Organizational Citizenship Behavior-People (OCB-P). However, the current study chooses OCB-O dimension to run the model. The research questions raised in the study include: 1) Does Employee engagement predicts for Organizational Citizenship Behavior-Organization? 2) Does Job satisfaction influences relationship between OCB-O and EE? As banking sector plays crucial role in national economic growth, therefore, HR related practices and issues in this particular sector are important to investigate.

The results were analyzed using Regression Analysis and Correlation Analysis in SPSS. Findings of this study revealed positive relationships between Employee Engagement and both dimensions of Organizational Citizenship Behavior. Results also showed that the relationship of Employee Engagement with Organizational Citizenship Behavior-Organization and Organizational Citizenship Behavior-People was influenced by the moderation effect of Job Satisfaction. Hence, one can conclude that an organization can promote Organizational Citizenship Behavior by paying attention to the factors conducive of Employee Engagement and Job Satisfaction.