scholarly journals Impact of Transformational Leadership on Organizational Citizenship Behavior (OCB): Mediating effect of Psychological Empowerment: A study on Apparel Sector Sri Lanka

2019 ◽  
Vol 2 (4) ◽  
pp. 1-15
Author(s):  
Yasodara Jayarathna S. M. D
Keyword(s):  
Transformational Leadership ◽  
Sri Lanka ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Citizenship Behavior

scholarly journals Transformational leadership and employee outcomes: the mediating role of psychological empowerment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Saira ◽  
Sadia Mansoor ◽  
Muhammad Ali
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Employee Outcomes ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this study is to empirically test the mediating effect of psychological empowerment in the relationship between transformational leadership and two employee outcomes: organizational citizenship behavior and turnover intention.Design/methodology/approachThe data were collected from 316 employees working in the textile industry to empirically test the proposed model.FindingsThe findings of this study indicate that psychological empowerment mediates the relationship between transformational leadership and both employee outcomes of organizational citizenship behavior and turnover intention.Research limitations/implicationsThis study suggests that organizations aiming to minimize turnover intention among employees should develop a transformational leadership style at the managerial level to enhance psychological empowerment among employees, which, in turn, will also improve organizational citizenship behavior.Originality/valueThis study proposes and tests the indirect effect of transformational leadership on organizational citizenship behavior and turnover intention via psychological empowerment.

scholarly journals The Mediating Effect of Organizational Citizenship Behavior in the Relationship between Transformational Leadership and Corporate Social Responsibility Practices: Middle Eastern Example/Jordan

2020 ◽  
Vol 12 (10) ◽  
pp. 4248 ◽  
Author(s):  
Khaled Alshihabat ◽  
Tarik Atan
Keyword(s):  
Transformational Leadership ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Corporate Social ◽  
The Relationship

The main objective of this study was to investigate the mediating effect of organizational citizenship behavior (OCB) in the relationship between transformational leadership (TLS) and corporate social responsibility practices (CSR). Another objective was to present adequate properties regarding the reliability of the scores, and evidence of the validity of the internal structure of the measurement instrument. Structure equation modeling (SEM) was used to analyze the data, which was randomly collected from 392 participants from the universities of Jordan. The overall assessment of the model was accepted and TLS was found to indirectly and significantly impact CSR practices through OCB, where the direct effect was significant, though lower than the indirect impact. This means that TLS is a good predictor of CSR practices, especially with the mediation of OCB. One of the implications of this finding is that leaders should promote OCB among their employees, as this will be reflected in their CSR practices, which is one of the requirements of sustainability. The originality of this research lies in it being the first to explore the indirect effect of TLS on CSR practices through OCB.

scholarly journals The effect of company climate, organization citizenship behavior, and transformational leadership on work morale through employee job satisfaction

2021 ◽  
pp. 1197-1204 ◽  
Author(s):  
Noer Soetjipto ◽  
Nugroho Dwi Priyohadi ◽  
Sulastri Sulastri ◽  
Ari Riswanto
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Employee Morale ◽  
Organization Citizenship Behavior ◽  
Managerial Level

Contemporary businesses usually pay considerable attention to improve their employee work abilities, by paying attention to aspects of human resources. This study analyzes the effect of organizational climate, organizational citizenship behavior and transformational leadership as aspects that are predicted to increase job satisfaction and work morale. Sampling was taken using a non-probability sampling method, and through a Likert Scale with the questionnaire being distributed to 96 employees. The results of regression analysis show that there are significant effects of job satisfaction on work morale (t=2.706 and p=0.008 ≤ 0.05), organizational climate on job satisfaction (t=6.701; p=0.000≤0.05), and organizational citizenship behavior on job satisfaction (t=3.295; p=0.001≤0.05). In examining the mediating effect, the findings showed that there were significant effects of organizational climate on work morale through job satisfaction (t=2.492; p=0.015≤0.05), organizational citizenship behavior on work morale with job satisfaction interventions (t=2.311; p=0.023≤0.05). However, the study found that there was neither any significant effect of transformational leadership on job satisfaction nor transformational leadership on work morale with job satisfaction mediation. In theoretical term, the findings emphasize the importance of job satisfaction in forming company climate and employee morale. In practical side, this study found a basis for managerial level to pay more attention to job satisfaction in workplace as it also reflects an atmosphere that provides a combination of inside and outside work.

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.

scholarly journals Transformational Leadership, Job Performance, and Organizational Citizenship Behavior: Mediating Role of Work Engagement

2019 ◽  
Vol 2 (4) ◽  
pp. 363
Author(s):  
Novel Idris Abas ◽  
Huni Sri Runing Sawitri ◽  
Dewita Puspawati
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Mediating Role

Many studies had discussed about organizational behavior such as organizational culture, motivation, organizational commitment and many others topics. However, just few studies that discussed the mediation effect of the organizational behavior variables. Work engagement is one of the important variables in organizational behavior scope. This study proposes and tests a research model that investigates and examine whether work engagement functions as a mediator of the effect of transformational leadership on job performance and OCB. These relationships are assessed through SPSS using Barron & Kenny mediation method. Data are obtained from 97 employees of pharmaceutical company in Indonesia especially Solo Raya and Madiun City. The result shows that work engagement mediates the effect of transformational leadership on job performance. Moreover, this study provides evidence to support our intended hypothesizes, by applying correlation and regression analysis which result have revealed that transformational leadership effects OCB through the mediating effect of work engagement.

scholarly journals Perceived workload and organizational citizenship behavior (OCB): The role of psychological empowerment

2020 ◽  
Vol 5 (2) ◽  
pp. 219-230
Author(s):  
Fef Rama Jaya Wijaya ◽  
Debora Eflina Purba
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Online Survey ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Snowball Sampling ◽  
Perceived Workload ◽  
The Relationship ◽  
Positive Effect

Organizational Citizenship Behavior (OCB) is defined as an employee's voluntary behavior which is not formally rewarded in spite of its potential to increase the effectiveness and efficiency of the organization. This study aimed to investigate the mediating effect of psychological empowerment in the relationship between perception of workload and OCB. This study used the approach-avoidance motivation as the theoretical framework. Research data were collected using the snowball sampling method that was implemented in an online survey that targeted employees of various private organizations in Indonesia (N = 201). The measures used in this study were the 9-item workload subscale of the Job Demand-Resource Scale, 12-item Psychological Empowerment Questionnaire (PEQ), and 14-item OCB subscale of the Task Performance Scale. Data were analyzed using the simple mediation regression technique of Macro PROCESS developed by Hayes for SPSS software. The results of this study showed that perceived workload has a positive effect on psychological empowerment and psychological empowerment has a positive effect on OCB. Further, results showed that psychological empowerment mediates the relationship between perceived workload and OCB.

How firms can achieve positive employee outcomes

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Content Type ◽  
Transformational Leadership Style ◽  
Willingness To Engage

Purpose Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals The Effect of Authentic Leadership of School Heads on Teachers’ Withdrawal and Organizational Citizenship Behaviors: Confirming the Mediation of Psychological Empowerment

2021 ◽  
Vol 4 (1) ◽  
pp. 59-72
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Leadership Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
School Teachers ◽  
Inverse Effect ◽  
Withdrawal Behavior

This study explored school teachers’ perception about their heads’ authentic leadership, their psychological empowerment, withdrawal behavior and organizational citizenship behavior. It also attempted to measure the correlation among all variables understudy and the mediation of psychological empowerment in the association of authentic leadership of heads and teachers’ organizational citizenship behavior (OCB) and withdrawal behavior. A self-developed tool was used for data collection from a sample of 360 public sector school teachers at secondary level. The data was analyzed through t test, Pearson r, multiple regression and process Macro. The findings revealed that teachers rated their heads as high on authentic leadership scale. They rated themselves high on OCB and psychological empowerment scales and low on withdrawal behavior scale. There was significant positive relationship among all variables. The study also revealed effect of authentic leadership behavior on psychological empowerment, and OCBs and inverse effect on withdrawal behavior. The mediating effect of teachers’ psychological empowerment in relationship between authentic leadership and teachers’ OCBs was confirmed but same was not the case with withdrawal behavior.

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