Organizational Citizenship Behavior is a voluntary behavior resulted from the lecturers’ own encouragement to offer something beneficial to organization. There are many factors that contribute to a lecturer’s behavior. In this study the factor of justice by employer towards subordinates becomes the main factor to be looked at. Psychological capital is made as an intermediary in this relation to see whether the nature of the lecturer can be prompted to be better. This instrument is administered to 254 respondents among lecturers in 4 private universities owned by state government in Malaysia. Amos software version 7 was used to analyze data. This study uses original instrument and being translated into Malay language to facilitate the respondents in answering the questions. The model of the research complies with the recommendations made by past researchers with the value of RMSEA (0.071), GFI (0.909), IFI (0.910), CFI (0.909) and PGFI (0.636). This study tests the hypothesis of ‘Psychological Capital which acts as Mediating Variable in the Relation Between Organizational Justice with OCB’. The result shows that Psychological Capital acts as a mediator in this study. In sum, the importance of OCB is to give benefit to organization because the value of behavior does not cost the employer anything because voluntary action can give huge advantages to institutions. It has to be supported with the whole state of being among lecturers as far as the lecturers are able to remain strong emotionally and physically in the competition of education industry particularly private institutions which has become more challenging.
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