Spiritual Leadership and Organizational Citizenship Behavior: A Meta-Analysis

There have been many studies on spiritual leadership (SL) and its effects on organizational outcomes, ranging from commitment to organizational citizenship behaviors (OCBs). Precisely, researches regarding SL and OCB were conducted in different regions, cultures, and industries. These topics attracted a growing interest in the second half of the last decade. To clarify the SL–OCB relationship with regard to varied regions and industries, a meta-analysis was needed. Thus, the purpose of this study was to systematically analyze the quantitative studies exploring SL and OCB and to determine whether region, school, or other variables have any moderating effects on the link between SL and OCB. Upon a thorough analysis of the papers on the relationship between both SL and OCB in the literature, 43 studies met the search terms, but only 17 of them were included in this study. The results revealed a mean effect size of [Formula: see text] = .465, which displayed a statistically significant and positive relationship at the medium level between SL and OCB. The research also explored the effects of both Middle Eastern and Far Eastern samples, along with the factors of schools and other industries, on the link between SL and OCB. Neither different regions nor type of institutions had a significant effect on the link between SL and OCB.

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Spiritual Leadership And Organizational Citizenship Behavior: Exploring The Conditional Effects Of Self-Determination And Confucian Mindset

International Journal of Business and Society ◽

10.33736/ijbs.3141.2017 ◽

2017 ◽

Vol 18 (3) ◽

pp. 485-502

Author(s):

William D. Hunsaker

Keyword(s):

Cultural Values ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Spiritual Leadership ◽

Self Determination ◽

Citizenship Behavior ◽

Citizenship Behaviors ◽

Conditional Effects ◽

Confucian Values ◽

The Relationship

Today’s workers are increasingly expected to work autonomously while also working beyond assigned responsibilities as organizational citizens. Effective leadership facilitates this process. This paper proposed that the intrinsic motivational aspects of self-determination mediate the relationship between spiritual leadership and organizational citizenship behavior (OCB). Moreover, given that the effectiveness of leadership theory requires a congruency with cultural values when testing in non-western cultures, this paper proposed that Confucian values moderate the relationship between one’s perceived self-determination and OCBs in Confucian-centric cultures. Results confirmed that self-determination mediated the proposed relationship. Additionally, the results confirmed that Confucian values moderate the relationship between self-determination and citizenship behavior to the organization(OCBO). The results of this study increase our understanding of how and under what conditions spiritual leadership influences employee participation in citizenship behaviors.

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Unstable Jobs Cannot Cultivate Good Organizational Citizens: The Sequential Mediating Role of Organizational Trust and Identification

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16071102 ◽

2019 ◽

Vol 16 (7) ◽

pp. 1102 ◽

Cited By ~ 3

Author(s):

Byung-Jik Kim

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Identification ◽

Job Insecurity ◽

Organizational Trust ◽

Organizational Outcomes ◽

Citizenship Behavior ◽

Identification Function ◽

The Impact ◽

Underlying Processes

Although existing works have investigated the influence of employee’s job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee’s behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee’s behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context–attitude–behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee’s organizational trust and organizational identification would sequentially mediate the job insecurity–organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity–OCB link.

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