scholarly journals The do’s and don’ts of supervisor behavior. Supervisor personality as predictor for subordinate’s job insecurity and citizenship behaviors

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Adriana Petrisor ◽  
Laurentiu Maricutoiu ◽  
Florin Alin Sava
Keyword(s):  
Organizational Citizenship ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Job Insecurity ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Personal Variables ◽  
Primary Psychopathy ◽  
The Social ◽  
Supervisor Behavior

Supervisor behavior can be easily interpreted in a positive or negative key; therefore subordinates’ perceptions regarding their supervisor behavior can be biased by numerous personal variables. In the present study we collected data from 20 supervisors and 402 subordinates, and we investigated the relationships between these two perspectives. The supervisors completed two popular self-reported personality scales (i.e., a Big Five scale and a questionnaire that assessed psychopathic tendencies), while their subordinates responded to scales that assessed their level of job insecurity and their self-reported organizational citizenship behaviors. Our multilevel analyses indicated significant relationships between subordinates’ variables (i.e., job insecurity, organizational citizenship behaviors) and their managers’ agreeableness or their managers’ primary psychopathy. In addition, multilevel structural equation models confirmed that subordinates’ job insecurity partially mediated the relationship between supervisors’ primary psychopathy and subordinates’ citizenship behaviors. These findings confirmed the theoretical assumptions of the social learning theory, which anticipated the relationships between supervisors’ behaviors and employees’ behaviors.   

Relationship of immediate workspace and environmental workplace with organizational citizenship behaviors

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kameron M. Carter ◽  
David M. Harman ◽  
Sheryl L. Walter ◽  
Thomas S. Gruca
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Structural Equation ◽  
Organizational Citizenship Behaviors ◽  
Equation Modeling ◽  
Full Time ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Relationship Of

PurposeThe purpose of this paper is to examine the relationship of immediate workspace satisfaction (IWS) and environmental workplace quality (EWQ) on perceived organizational support (POS), engagement and organizational citizenship behaviors (OCBs). In this paper, we draw on social exchange theory and environmental psychology to propose IWS and EWQ as drivers of employee OCBs.Design/methodology/approachA survey was conducted with 1,206 full-time employees. The EWQ measure was assessed with a randomly selected calibration sample (n = 603). Structural equation modeling was used to analyze the hypothesized model (n = 603).FindingsIWS and EWQ both are positively related to employees’ OCBs. For IWS, the effect was fully mediated by POS while POS and engagement partially mediated the EWQ–OCB relationship.Research limitations/implicationsThe survey was conducted at one point in time and may introduce common method variance.Practical implicationsHigh-quality, satisfying workspace and workplace environments motivate employee OCBs through POS and work engagement.Originality/valueThis study introduces a scale for measuring EWQ. Empirical evidence provided to support the effects of two contextual perceptions—IWS and EWQ—on employee discretionary behaviors.

scholarly journals Impacts of passion with job, perceived justice on OCB and creative behaviors

2021 ◽  
Vol 11 (1) ◽  
pp. 94-108
Author(s):  
Tran The Nam ◽  
Nguyen Thi Thoa
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Theory And Practice ◽  
Working Environment ◽  
Medium Size ◽  
Citizenship Behaviors ◽  
Perceived Justice ◽  
The Social

How to support employees to have more and more organizational citizenship behaviors (OCB) and creative behaviors is interesting question not only for researchers but also for practitioners. The aim of this study is to analyze the impacts of passion with job and perceived justice on OCB and creative behaviors in the context of small and medium size companies in Hochiminh city. Structural equation modelling was employed to test the proposed hypotheses by using the data of 229 employees. Results of the study indicate that proposed antecedents have significant influences on dependent constructs. Such findings have implications to theory and practice. In theory, it supports the equity theory and the social exchange theory. In practice, managers should select carefully candidate who will work for the organization and provide comfortable working environment in order to support employees to have voluntary activities and creativity.

scholarly journals Test of a mediation model of psychological capital among hotel salespeople

2017 ◽  
Vol 29 (8) ◽  
pp. 2178-2197 ◽  
Author(s):  
Mona Bouzari ◽  
Osman M. Karatepe
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Psychological Capital ◽  
Time Lag ◽  
Organizational Citizenship Behaviors ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Service Oriented

Purpose This paper aims to propose and test a research model that examines psychological capital as a mediator of the effect of servant leadership on lateness attitude, intention to remain with the organization, service–sales ambidexterity and service-oriented organizational citizenship behaviors. Design/methodology/approach Data were gathered from hotel salespeople using a three-wave design with a two-week time lag between each wave in Iran. In total, 26 supervisors assessed salespeople’s service-oriented organizational citizenship behaviors. Structural equation modeling was used in the assessment of the direct and mediating effects. Findings The findings reveal that psychological capital functions as a full mediator of the influence of servant leadership on the aforementioned outcomes. Specifically, servant leadership fosters salespeople’s psychological capital. Such employees in turn display reduced lateness attitude and express an increased intent to remain with the organization. They also have favorable perceptions of service–sales ambidexterity and exhibit service-oriented organizational citizenship behaviors at elevated levels. Practical implications Top management of hotels should be committed to the philosophy of servant leadership because salespeople under the umbrella of this leadership style are high on psychological capital. Under these circumstances, such employees can exhibit service–sales ambidexterity by contributing to delivery of exceptional service and enhancing customer satisfaction. They can also contribute to the organization’s competitive advantage via service-oriented organizational citizenship behaviors. Originality/value This study makes a significant contribution to the extant hospitality research by testing psychological capital as a mediator between servant leadership and the previously mentioned consequences.

It's Only Abusive If I Care

2021 ◽  
Author(s):  
Kai C. Bormann ◽  
Ian R. Gellatly
Keyword(s):  
Organizational Citizenship ◽  
Stress Responses ◽  
Abusive Supervision ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
The Social ◽  
Organizational Concern

Abstract. Drawing on conservation of resources (COR) theory, we propose that abusive supervision increases stress responses in targets, which, in turn, diminishes their ability to perform extra- and in-role work behaviors. However, based on COR theory, we argue that followers who are driven by low rather than high organizational concern motives place less value on their work and the social context in which technical activities occur. As such, feeling low organizational concern should make people less susceptible to abusive supervision rather than more so. Thus, organizational concern was proposed to moderate the abuse–stress relationship. Across two multisource studies, we found support for most of our hypotheses. Abusive supervision negatively affected organizational citizenship behaviors via increased stress, and low organizational concern was found to attenuate the detrimental effects of abusive supervision. Implications for leadership literature and future research are discussed.

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