scholarly journals Role of Responsible Leadership for Organizational Citizenship Behavior for the Environment in Light of Psychological Ownership and Employee Environmental Commitment: A Moderated Mediation Model

2021 ◽  
Author(s):  
Ali Abbas ◽  
Bilal Bilal ◽  
Ye Chengang ◽  
Shahid Manzoor ◽  
Irfan Ullah ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Environmental Sustainability ◽  
Service Sector ◽  
Psychological Ownership ◽  
Citizenship Behavior ◽  
Future Research ◽  
Responsible Leadership ◽  
Environmental Commitment

The world is looking towards organizations for social responsibility to contribute to a sustainable environment. Employees’ organizational citizenship behavior for the environment (OCBE) is a voluntary environmental-oriented behavior that is important for organizations’ environmental performance. Based on social learning theory, the study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees of manufacturing and service sector including engine manufacturing, petroleum plants banking and insurance sector organizations of China. Further, the role of psychological ownership and employee environmental commitment were used as mediators and moderators simultaneously. The direct, mediation, and moderation model results exposed a positive relationship between responsible leadership and OCBE via employee psychological ownership and employee environmental commitment. The study also revealed that the indirect effect is stronger when employees hold higher employee environmental commitment. The theoretical and practical implications for environmental sustainability in respect of organizations as well as future research directions are discussed.

scholarly journals The effects of Psychological Contract Breach on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (3) ◽  
pp. 589-606
Author(s):  
Jieun Park ◽  
Wonkung Oh ◽  
MinSoo Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Positive Affectivity ◽  
Contract Breach ◽  
The Relationship

This study examined that the role of dispositional affectivity in the relationship between psychological contract breach and organizational citizenship behavior (OCB). Based on data from 318 employees, we found that when the levels of promised and delivered inducements of psychological contract breach are equal, employees’ OCB increases the absolute levels of two types of inducements increase. Furthermore, we found that dispositional affectivity moderated the relationship between psychological contract breach and OCB. While positive affectivity strengthened the relationship between the delivered inducements of breach and OCB, negative affectivity moderated the relationship between the promised inducements of breach and OCB. These results contribute the psychological contract literature and employment relationship. Implications are discussed and directions for future research are provided.

Mediation role of job satisfaction analysis on the effect of psychological ownership and organizational citizenship behavior

2021 ◽  
pp. 1-14
Author(s):  
I. Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Ownership ◽  
Citizenship Behavior ◽  
Direct Effects ◽  
Causality Model ◽  
Assessment Result ◽  
Satisfaction Analysis

OBJECTIVE: This research is aimed to analyze the influence of variables that can be outlined as: 1) analyzing and explaining the effects of psychological ownership toward job satisfaction; 2) analyzing and explaining the effects of psychological ownership and organizational citizenship behavior; 3) analyzing and explaining the effects of job satisfaction toward organizational citizenship behavior; and 4) analyzing the role of job satisfaction meditation on the effects of the psychological ownership toward organizational citizenship behavior. METHODS: This research uses explanatory research, which examines a correlation between the variables through hypothetical tests. The model used in this research is the causality model, the research aimed to determine the cause-effect relationship between two or more variables. The population of this research is four-star hotels in Kuta and Legian. RESULTS/CONCLUSIONS: This research informs that the PO and job satisfaction’s direct effects toward the OCB are significant, yet PO gives a stronger effect. This result also shows that there is a different influence between the employees’ personality and attitude toward their behavior in the workplace. The assessment result of the indirect effects of PO toward the OCB through KK shows that there is a weaker interaction effect with a variance accounted for (VAF) value.

scholarly journals Leader Narcissism and Employee Organizational Citizenship Behavior Directed Toward the Leader: Roles of Perceived Insider Status and Need for Self-Esteem

2021 ◽  
Vol 12 ◽  
Author(s):  
Huaqiang Wang ◽  
Geng Liu ◽  
Miao Wang ◽  
Yue Dong
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Esteem ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Negative Effect ◽  
Perceived Insider Status ◽  
The Impact

Based on self-concept theory, the present study proposed and empirically tested the impact of leader narcissism on employee organizational citizenship behavior directed toward the leader (OCB-L), highlighting the mediating role of perceived insider status and the moderating role of need for self-esteem in this relationship. Based on an analysis of 161 two-stage matched leader-employee dyads, the hypotheses were tested and the results showed that the leader narcissism had a negative direct effect on employee OCB-L, as well as a negative indirect effect on employee OCB-L via perceived insider status. Furthermore, the need for self-esteem was found to moderate the negative effect of leader narcissism on perceived insider status as well as the mediating effect of perceived insider status between leader narcissism and employee OCB-L. The theoretical and practical implications of our research were discussed. Limitations and directions for future research were also offered.

scholarly journals Leadership Styles and Organizational Citizenship Behavior for the Environment: The Mediating Role of Self-Efficacy and Psychological Ownership

2021 ◽  
Vol 12 ◽  
Author(s):  
Irfan Ullah ◽  
Worakamol Wisetsri ◽  
Hao Wu ◽  
Syed Mehmood Ali Shah ◽  
Ali Abbas ◽  
...  
Keyword(s):  
Leadership Styles ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Visual Representation ◽  
Psychological Ownership ◽  
Citizenship Behavior ◽  
Mediating Role

Graphical AbstractGraphical abstract shows the visual representation of direct and indirect relationships.

scholarly journals Exploring the Impact of Responsible Leadership on Organizational Citizenship Behavior for the Environment: A Leadership Identity Perspective

2019 ◽  
Vol 11 (4) ◽  
pp. 944 ◽  
Author(s):  
Hongdan Zhao ◽  
Qiongyao Zhou
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Identity Theory ◽  
Citizenship Behavior ◽  
Future Research ◽  
Responsible Leadership ◽  
Leadership Identity ◽  
Mediating Role ◽  
Using Data ◽  
The Impact

Drawing on social identity theory, the authors demonstrated how and when responsible leadership might relate to employee’s organizational citizenship behavior for the environment (OCBE). Using data collected from 302 subordinates from one service chain hotel in China across 2 phases, this study discussed the influence mechanism of responsible leadership on OCBE, as well as the roles of leader identification and the perceived role of ethics and social responsibility (PRESOR). Empirical results revealed that responsible leadership was positively related to OCBE, and that leader identification played a mediating role between responsible leadership and OCBE. The relationship between leader identification and OCBE was positively moderated by PRESOR, which also moderated the indirect effect of responsible leadership on OCBE through leader identification, such that this relationship was stronger when PRESOR was high. Finally, we outlined the theoretical and practical implications and proposed some promising aspects and value variables for future research.

Unpacking the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior: Moral Licensing and Temporal Focus

2021 ◽  
pp. 105960112199536
Author(s):  
Yannick Griep ◽  
Lynn Germeys ◽  
Johannes M. Kraak
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Survey Study ◽  
Citizenship Behavior ◽  
Future Research ◽  
Moral Licensing ◽  
Temporal Focus

Traditionally, scientific- and practitioner-oriented publications tend to categorize employees in groups of either “good” or “bad” employees, thereby omitting that one category of employees might engage in organizational citizenship behavior (OCB-O) and counterproductive work behavior (CWB-O). In this study, we concurrently examine the mediating role of moral credits and credentials, as well as the moderating role of subjective temporal focus. Specifically, we argue that when employees enact OCB-O, they obtain moral credits and credentials, which in turn might make employees more likely to enact CWB-O. Moreover, we argue that the latter relationships depend on an employee’s subjective temporal focus, resulting in an OCB-O—CWB-O relationship that is (1) positive for a past temporal focus, (2) negative for a future temporal focus, and (3) non-significant for a present temporal focus. We examined these hypotheses by means of a multilevel weekly survey study and largely found support for our hypotheses, especially with regard to the role of moral credentials as the mediating mechanism and the aggravating versus attenuating effect of past versus future temporal focus, respectively. We end with a discussion on implications, suggestions for future research, and recommendations for practice.

scholarly journals Impact of Time Pressure on Organizational Citizenship Behavior: Moderating Role of Conscientiousness

2018 ◽  
Vol III (III) ◽  
pp. 317-331
Author(s):  
Tariq Iqbal Khan ◽  
Imran Saeed ◽  
Sajid Rahman Khattak
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Service Sector ◽  
Time Pressure ◽  
Time Lag ◽  
Study Data ◽  
Citizenship Behavior ◽  
Moderating Role

In this article, we examined the relation between time pressure and organizational citizenship behavior and the moderating role of conscientiousness. Two hundred and thirty employee working in service sector of different cities located in Pakistan participated in this study. Time lag research design was adopted in this study. Data for time pressure and conscientiousness were collected at time 1 (Self-Reported) and data for organizational citizenship behavior was collected at time 2 (SupervisoryRating Method). Results of this study revealed that time pressure and conscientiousness was negatively related to organizational citizenship behavior. Furthermore, it was found that conscientiousness act as moderator in the relations between time pressure and organizational citizenship behavior. The findings make study significant for improving organizational behavior.

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