Perceived Transformational Leadership, Organizational Commitment, and Citizenship Behavior: A Case Study in Intercollegiate Athletics

2001 ◽  
Vol 15 (2) ◽  
pp. 135-159 ◽  
Author(s):  
Aubrey Kent ◽  
Packianathan Chelladurai
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Intercollegiate Athletics ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Leadership Behaviors ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Member Exchange ◽  
Assistant Athletic Directors

This study tested the propositions that (a) perceived leader-member exchange quality (LMX) between second level managers (e.g., associate, assistant athletic directors) and their subordinates would be associated with perceived transformational leadership behaviors (TL) of the athletic director, and (b) subordinates' organizational commitment (OC) and organizational citizenship behavior (OCB) would be correlated with both perceived TL and LMX. Seventy-five third tier employees of a large Midwestern university responded to the Multifactor Leadership Questionnaire-MLQ (Bass, 1985); LMX-7 (Graen, Novak, & Sommerkamp, 1982), an organizational citizenship scale (MacKenzie, Podsakoff, & Fetter, 1991); and an organizational commitment scale (Meyer & Allen, 1997). Correlational and regression analyses showed that the three dimensions of TL were significantly correlated with LMX. Additionally, the dimensions of TL and LMX were differentially related to OC and OCB.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

Organizational Citizenship Behavior of Information System Personnel

2011 ◽  
Vol 24 (4) ◽  
pp. 77-93 ◽  
Author(s):  
Tzy-Yuan Chou ◽  
James J. Jiang ◽  
Gary Klein ◽  
Seng-Cho T. Chou
Keyword(s):  
Information System ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Management Literature ◽  
Member Exchange ◽  
Communication And Coordination

Leader-member exchange (LMX) represents the quality of interaction between leaders and members of a work unit, such as the information system function within an organization. LMX is expected to improve organizational citizenship behavior, beneficial behaviors not explicitly rewarded, but prior research has failed to establish this link satisfactorily. To determine the influence of LMX in the IS environment, a model is developed based on the background in the IS and management literature that considers LMX an important contributor to job satisfaction and organizational commitment. In turn, organizational commitment influences both work quality and organizational citizenship behaviors in a beneficial way. The model is confirmed with a sample of IS professionals in Taiwan. The results show that effective communication and coordination is crucial between leaders and subordinates at levels within the organization not previously considered.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI VILLA KUBU MANGGALA SEMINYAK

2017 ◽  
Vol 7 (2) ◽  
pp. 614
Author(s):  
Made Satwika Dwi Cahyadi ◽  
I Gusti Bagus Honor satrya
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
T Test ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
F Test ◽  
Normality Test

One of the factors that must be considered in managing human resources is the volunteerism of employees in helping co-workers outside of their responsibilities (Organizational Citizenship Behavior). The symptoms of problems associated with low OCB are due to the low transformational leadership and organizational commitment. The purpose of this study was to determine the effect of transformational leadership and organizational commitment to OCB at Villa Kubu Manggala Seminyak. This research was conducted at Villa Kubu Manggala Seminyak by using census method that is 30 respondents. The data was collected by distributing questionnaires using a 5-point likert scale to measure 12 statement items. Tests conducted using the classical assumption test that is normality test, multicollinearity test, heteroscedasticity test, f test and t test. The results of the analysis show that transformational leadership has a positive and significant effect on OCB and organizational commitment has a positive and significant impact on OCB. To improve the OCB's behavior within the organization, companies should pay more attention to normative commitment and promotion opportunities.

scholarly journals DOES ORGANIZATIONAL COMMITMENT MATTER? LINKING TRANSFORMATIONAL LEADERSHIP WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

2021 ◽  
Vol 19 (2) ◽  
pp. 335-345
Author(s):  
Khusnul Rofida Novianti ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Organizational Outcome

This research was conducted to identify the antecedents dimension of organizational commitment that consist of affective, continuance, and normative commitment to mediate transformational leadership on organizational citizenship behavior (OCB) in the salespeople’s banking sector in Malang, East Java. The population of this research was the employees in the banking sector that provides insurance and investment services in Malang city. The sampling technique used was non-probability sampling. A questionnaire was used as a research instrument. 118 responses were analyzed using Smart Partial Least Square software (Smart-PLS). The study result revealed that organizational commitment does not significantly affect OCB. The affective commitment was the best predictor in mediating the effect of transformational leadership on OCB. In contrast, continuance and normative commitment have an insignificant effect both directly and indirectly on OCB. This study was expected to be a reference for further research in the area of organizational outcome focused on organizational commitment and provide more information for decision making about the importance of leadership styles such as transformational leadership and organizational citizenship behavior.

Moderating effect of organizational citizenship behavior on the effect of organizational commitment, transformational leadership and work motivation on employee performance

2018 ◽  
Vol 60 (4) ◽  
pp. 953-964 ◽  
Author(s):  
Marcy Rita ◽  
Otto Randa Payangan ◽  
Yohanes Rante ◽  
Ruben Tuhumena ◽  
Anita Erari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
And Performance ◽  
The Relationship

PurposeThis study aims to examine the relationship between transformational leadership, organizational commitment, motivation, organizational citizenship behavior (OCB) and employee performance.Design/methodology/approachThis research is located in the province of Papua, and more specifically at the District Secretariat Papua Province. The study was conducted in the months from April to June 2016. This study tested the effect of transformational leadership, organizational commitment, work motivation, OCB and performance Officer Regional Secretariat Papua Province, then the variable research is transformational leadership, organizational commitment, work motivation, OCB and performance officer. Structural equation modeling (SEM) calculation tool is commonly used is the program analysis of moment structures.FindingsThe results of studies show that moderating OCB does not significantly affect the relationship between organizational commitment, transformational leadership, work motivation and the performance of employees at the District Secretariat in Papua Province.Originality/valueOriginality of this paper is on the comprehensive study that combines the variables of transformational leadership, organizational commitment, work motivation, OCB and performance into a complete model of study. Originality for this paper shows the moderation effect of OCB on the effect of organizational commitment, transformational leadership and work motivation on employee performance. This research is located in the Province of Papua, and more specifically at the District Secretariat Papua Province.

Compulsory Citizenship Behavior and Organizational Commitment

2020 ◽  
pp. 162-178
Author(s):  
Kemal Köksal ◽  
Ali Gürsoy
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Role Behavior ◽  
Member Exchange ◽  
Role Description ◽  
The Relationship ◽  
Compulsory Citizenship Behavior

Organizational citizenship behavior means the extra role behavior of employee that is not in the role description. Managers expect from employees to show organizational citizenship behavior for benefits to the organization. This expectation may become an obligation over time, and an employee can perceive managers and co-workers' expectations for extra role behavior as a compulsory that will affect an employee's organizational attitudes and behaviors. This study's aim is to investigate the relationship between compulsory citizenship behavior and organizational commitment and, the mediating role of leader-member exchange in Turkey's cultural context. The data were gathered from the 222 employees in a public organization by convenience sample method at two points in time. Regression-based path analyses were conducted to explore the relationship between the variables. According to the results, compulsory citizenship behavior had a negative effect on organizational commitment and leader-member exchange fully mediated this effect.

Organizational Citizenship Behavior of Information System Personnel

2013 ◽  
pp. 284-299 ◽  
Author(s):  
Tzy-Yuan Chou ◽  
James J. Jiang ◽  
Gary Klein ◽  
Seng-Cho T. Chou
Keyword(s):  
Information System ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Member Exchange ◽  
Is Professionals ◽  
Communication And Coordination

Leader-member exchange (LMX) represents the quality of interaction between leaders and members of a work unit, such as the information system function within an organization. LMX is expected to improve organizational citizenship behavior, beneficial behaviors not explicitly rewarded, but prior research has failed to establish this link satisfactorily. To determine the influence of LMX in the IS environment, a model is developed based on the background in the IS and management literature that considers LMX an important contributor to job satisfaction and organizational commitment. In turn, organizational commitment influences both work quality and organizational citizenship behaviors in a beneficial way. The model is confirmed with a sample of IS professionals in Taiwan. The results show that effective communication and coordination is crucial between leaders and subordinates at levels within the organization not previously considered.

The Effect of Transformational Leadership and Organizational Commitment to Employee Performance with Citizenship Organization (OCB) Behavior as Intervening Variables (At PT Sarana Arga Gemeh Amerta in Denpasar City)

2018 ◽  
Vol 9 (02) ◽  
pp. 20503-20518 ◽  
Author(s):  
Tiksnayana Vipraprastha ◽  
I Nengah Sudja ◽  
Anik Yuesti
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Partial Least Square ◽  
Citizenship Behavior ◽  
Significant Positive Effect ◽  
Negative Effect ◽  
Positive Effect

Organizations that are successful in achieving goals and being able to fulfill their social responsibilities will depend largely on their leaders. The transformational leadership style can encourage and motivate employees to increase the extra role and performance of employees towards the organization. The purpose of this study is to analyze and explain the influence of transformational leadership and organizational commitment to employee performance with organizational citizenship behavior as intervening variable at PT. Sarana Arga Gemeh Amerta (SAGA) Denpasar. The research population is the employees of PT. Sarana Arga Gemeh Amerta (SAGA) Denpasar with the number of samples is 88 respondents. The sampling technique used is proportional random sampling. The research instrument used questionnaire and analysis method using Partial Least Square (PLS) with SmartPLS v 3.0 software. The results of this study show that (1) transformational leadership has a negative effect on employee performance (2) organizational commitment has a significant positive effect on employee performance (3) transformational leadership has a significant positive effect on organizational citizenship behavior (4) organizational commitment has significant positive effect on organizational citizenship behavior (5) organizational citizenship behavior has a significant positive effect on employee performance (6) organizational citizenship behavior fully and positively and significantly mediates relationship between transformational leadership and employee performance (7) organizational citizenship behavior mediate partially and positively and significantly to the relationship between organizational commitment and employee performance. Suggestions on research that is transformational leadership should be preferred by managers because based on the results of research that transformational leadership variables have a negative effect on employee performance. Employees are also advised to further improve mutual attitudes and pay attention to its extraneous role to the organization as it can improve employee performance. Furthermore, further research can broaden the research orientation within the larger organizational and population scope and add other variables.

scholarly journals Follower Dependence, Independence, or Interdependence: A Multi-Foci Framework to Unpack the Mystery of Transformational Leadership Effects

2020 ◽  
Vol 17 (12) ◽  
pp. 4534
Author(s):  
Qing Lu ◽  
Yonghong Liu ◽  
Xu Huang
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Personal Identification ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Future Directions ◽  
Follower Performance ◽  
Member Exchange

We develop a multi-foci framework—“follower dependence,” “follower independence,” and “leader-follower interdependence”—to explain how transformational leadership influences follower performance. Follower’s personal identification with the leader, psychological empowerment, and leader-member exchange are employed as proxies for each of the three foci. Two separate studies consistently show that personal identification (denoting a “follower dependence” focus) is a more salient mechanism than the other two in explaining the transformational leadership-organizational citizenship behavior relationship. These results suggest transformational leadership is perhaps a theory of follower dependence rather than independence or interdependence. Theoretical implications, limitations, and future directions are discussed.

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