scholarly journals Impact of Ethical Leadership on Task Performance and Organizational Citizenship Behavior: Moderating Role of Islamic Work Ethics

2020 ◽  
Vol 7 (2) ◽  
pp. 166-193
Author(s):  
Muhammad Qasim ◽  
Tahir Hussain Rizvi ◽  
Muhammad Irshad
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Public And Private ◽  
Work Ethics ◽  
Private Sector Organizations ◽  
Public And Private Sector ◽  
The Impact

The purpose of this study is to assess the impact of ethical leadership on task performance and organizational citizenship behavior (OCB), with the boundary condition of Islamic work ethics (IWE). Data were collected from 200 employees working in the public and private sector organizations in Islamabad, Pakistan. The data were analyzed through SPSS. The collected data revealed that ethical leadership has a positive and significant influence on task performance and OCB. Furthermore, IWE was also found a significant moderator by enhancing the relationship of ethical leadership and both the outcome variables. It concluded that ethical leadership sets the tone for the employees for improving their task performance and OCB. Additionally, Islamic work ethics can also enhance the positive outcomes of ethical leadership. 

scholarly journals Impact of Passive Leadership on Organizational Citizenship Behavior and Turnover Intentions; Mediating Effect of Organizational Interpersonal Trust

2019 ◽  
Vol 5 (4) ◽  
Author(s):  
Omer Azam ◽  
Hafiz Ghufran Ali Khan ◽  
Asif Khan ◽  
Abdul Zahid Khan
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Interpersonal Trust ◽  
The Body ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Public And Private ◽  
Public And Private Sector ◽  
The Impact

This study investigates the impact of passive leadership on organizational citizenship behavior and turnover intentions with the mediating effect of organizational interpersonal trust. Data has been collected from a sample of 180 working at managerial levels in public and private sector universities based in Islamabad. Findings of the current study confirms that passive leadership is negatively associated with organizational citizenship behavior and employee turnover intentions and the mediating role of organizational interpersonal trust confirms the partial mediation between these relationships. The study provided with new insights into the body of knowledge and also provided with practical implications. Limitations of the current study along with the future directions of research also discussed at the end.  

scholarly journals PENGEMBANGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) MELALUI PENINGKATAN WORKPLACE SPIRITUALITY DAN ISLAMIC WORK ETHICS

2019 ◽  
Vol 2 (2) ◽  
pp. 15-33
Author(s):  
Sri Hindah Pudjihastuti ◽  
Endang Dwi Astuti
Keyword(s):  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Workplace Spirituality ◽  
Citizenship Behavior ◽  
Teaching Staff ◽  
Work Ethics ◽  
Individual Spirituality ◽  
Organizational Spirituality ◽  
The Impact

The purpose of the study was to determine the impact of workplace spirituality (organizational spirituality and individual spirituality) on organizational citizenship behavior (OCB), with Islamic work ethics as an intervening variable. The population in this study are professionals consisting of teaching staff and company managers. The respondents who participated were 200 professionals. The results showed that the organizational spiritual dimension has significant influence on Islamic work ethics and OCB. In addition, Islamic work ethics has a significant influence on OCB. However, the dimensions of individual spirituality have no influence on Islamic work ethics or OCB. The implication of the results of the study shows the important role of Islamic work ethics in mediating the relationship between workplace spirituality and OCB. In addition, OCB development for professionals can be done with a spirituality approach that is organizational in nature and also by increasing Islamic work ethics.

scholarly journals Implementation of HR Practices in University Teachers of Pakistan

2011 ◽  
Vol 3 (3) ◽  
pp. 148-157
Author(s):  
Rana Jimshaid Asghar ◽  
Arshad Zaheer . ◽  
Asif Mughal . ◽  
Sumaira Khalid .
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Teaching Experience ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Public And Private ◽  
University Teachers ◽  
Hr Practices ◽  
Public And Private Sector

The paper in your hand basically addresses the issue of organizational citizenship behavior in a particular context of Pakistani universities teachers. As education is most neglected area in Pakistan, we want to give better understanding of the concept of OCB. This paper will provide guidelines to researchers, teachers, education sector, and other education related institutions to form such policies which can help to increase the higher education standard. Our sample size is 274 university teachers from both public and private sector, including male and female, age ranges from 25 to 60 and teaching experience ranges from less than one year to 10 years. We have taken different HR practices implemented in universities and we studied their impact on the organizational citizenship behavior with mediating effect of organizational commitment it is found significantly positive from. So, we have concluded that by practicing all these independent variables in an effective and efficient way we can increase organizational commitment and it ultimately positively affect the employee positive and cooperative kind of behaviors i-e OCB

Leader Machiavellianism as an Antecedent to Ethical Leadership: The Impact on Follower Psychological Empowerment and Work Outcomes

2020 ◽  
pp. 154805182097129
Author(s):  
M. Lance Frazier ◽  
Michael C. Jacezko
Keyword(s):  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Process Model ◽  
Psychological Empowerment ◽  
Work Outcomes ◽  
Citizenship Behavior ◽  
Future Research ◽  
Leadership Perceptions ◽  
The Impact

Though considerable research has been conducted on ethical leadership, we still know very little about the antecedents to ethical leadership perceptions. Drawing primarily from social learning theory, we propose a process model by which leader Machiavellianism affects ethical leadership, which is then hypothesized to influence psychological empowerment. In addition, we propose that team member role performance and organization-directed organizational citizenship behavior will be consequences of psychological empowerment. Drawing from a sample of 242 employees reporting to 82 leaders, our findings broadly demonstrate support for our hypotheses and advance our understanding of both antecedents and outcomes of ethical leadership. We discuss the theoretical implications of our findings, along with the practical insights, limitations, and future research opportunities.

The impact of ethical leadership on organizational citizenship behavior

2018 ◽  
Vol 39 (1) ◽  
pp. 100-113 ◽  
Author(s):  
qi Yang ◽  
hua Wei
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Team Members ◽  
Workplace Ostracism ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to clarify the relationship between ethical leadership and employee organizational citizenship behavior (OCB), specifically the mechanisms through which ethical leadership impacts employee OCB, and the moderating role of workplace ostracism. Design/methodology/approach The study used the survey-based dyad data collected from middle management team members and their immediate subordinates in Chinese companies. Multiple regression analysis was used to test the research hypothesis. Findings The empirical findings indicate that ethical leadership positively influences employee OCB. Organizational commitment mediates the relationship between ethical leadership and employee OCB. Furthermore, the effect of ethical leadership on employee OCB directly and indirectly (via organizational commitment) is moderated by workplace ostracism. Originality/value This paper adds to knowledge about the relationship between ethical leadership and employee OCB and contributes to better understand workplace ostracism.

scholarly journals Psychological Capital as Predictor of Organizational Commitment and Organizational Citizenship Behavior

2015 ◽  
Vol 2 (4) ◽  
Author(s):  
Prof. Anu Singh Lather ◽  
Ms. Simran Kaur
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Private Schools ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
Public And Private ◽  
The Impact

This paper examined psychological capital in two types of organizations: public and private schools. This study explained how psychological capital effects organizational commitment and organizational citizenship behavior in public and private schools. The sample includes 150 employees, 75 each from two types of schools. Various dimensions of Psychological Capital were measured by scale developed by Luthan, Youssef & Avolio. Organizational Commitment was measured by Allen & Meyer’s scale and Organizational Citizenship Behavior by a scale developed by Podsakoff. The result obtained from Pearson correlation and stepwise multiple regressions and it showed that all the dimensions of psychological capital were significantly different in the both the kind of schools. Regression analyses showed that psychological capital as a whole can predict organizational commitment and organizational citizenship behavior in both kinds of schools. The theoretical framework proposed in the paper on Psychological Capital would help the researchers and management people to understand the impact of Psychological Capital on organizational commitment and organizational citizenship behavior. It also supports the view of previous researchers that Psychological Capital is a significant positive organizational behavior variable, as it is capable of performance improvement and is open to development.

scholarly journals Predicting Organizational Citizenship Behavior among Universities’ Contractual Teaching Staff: A Developing Country Perspective

2020 ◽  
Vol 3 (3) ◽  
pp. 459-473
Author(s):  
Saeed Ahmad ◽  
Muhammad Sadiq Shahid
Keyword(s):  
Factor Analysis ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Insecurity ◽  
Citizenship Behavior ◽  
Teaching Staff ◽  
Public And Private ◽  
Organization Citizenship Behavior ◽  
Public And Private Sector

This study provides insights about the relationship between job insecurity, honesty-humility, and reciprocity and organization citizenship behavior, whereas impression management plays its role of a mediator. Data collected using a questionnaire from 710 contractual employees from public and private sector universities of southern Punjab, Pakistan. Exploratory factor analysis and confirmatory factor analysis are used for scale validation and regression analysis to test the following hypothesis. A comparative analysis was conducted to know citizenship behavioral intentions of public and private sector contractual teaching staff. A T-test approach was utilized for comparing two samples. No significant difference among private and public sector teaching staff was found regarding organizational citizenship behavior. All other hypothesis, directly and indirectly, were supported with positive impacts, except job insecurity which found having a negative direct relation with both impression management and organization citizenship behavior. The study provides useful insights for both academicians and universities’ administration.

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