In a new era, the organizational climate has built as the norms, values, beliefs, traditions, and ceremonies where people work together to solve problems and face challenges. This study was to determine whether there is a relationship between each of the three dimensions of organizational climate (supervisory support, autonomy, and goal direction) and Organizational Citizenship Behavior-Individual and Organizational Citizenship Behavior-Organizational on a non-supervisory staff of Bank Simpanan National in Malaysia. Nevertheless, the framework of this study was discussed based on the suitable underpinning theory of organizational climate and how the organizational climate theory relates to organizational citizenship behavior. The population of employees in Bank Simpanan National was 7,000. Samples taken amounted to 99 (Male=52; Female=47) of the non-supervisory staff, respondents of the total population of 7,000, through sampling techniques, namely purposive sampling. Respondents' were selected among non-supervisory employees in this study. This study was examined using the quantitative method. In this study data analysis is done by IBM Statistical Product and Service Solution (SPSS) program for windows version 22. Data collection techniques used the form of a 7-Likert scale of organizational climate and organizational citizenship behavior. It was examined using correlation analysis. This study revealed a significant association between organizational climate and organizational citizenship behavior on non-supervisory employees of Bank Simpanan National in Malaysia. The hypotheses further showed a significant positive relationship between 2nd order construct of organizational climate and organizational citizenship behavior and organizational citizenship behavior-Organizational. This research recommended that all banks' need to demonstrate a positive organizational climate among employee's to increase organizational citizenship behavior.