scholarly journals The moderating effect of Moral Values on the relationship between Authentic Leadership and Organizational Citizenship Behavior in the Police Force

2017 ◽  
Vol 1 (1) ◽  
pp. 229-235
Author(s):  
Mohamed Abdelkarim Murad Mohamed ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Moral Values ◽  
Police Force ◽  
Citizenship Behavior ◽  
Person Environment Fit ◽  
Key Issues ◽  
The Relationship ◽  
Theories Of Leadership

One of the key issues currently faced by the UAE Police Force is effective leadership. Authentic Leadership is one of the more contemporary theories of leadership and is linked with organizational citizenship behavior (OCB), which is the discretionary behaviors that are not directly stated in the job description. This research also incorporates the theory of person-environment fit, by proposing to examine whether a police employee with high moral values, fits with an authentic leader and a work environment where justice is paramount. Keywords: Authentic Leadership, Justice, Person-environment fit, moral values, OCB

scholarly journals How authentic leadership promotes individual performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1585-1607 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Civic Virtue ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship. Research limitations/implications Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship. Practical implications Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles. Originality/value This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

The effects of perceived authentic leadership and core self-evaluations on organizational citizenship behavior

2017 ◽  
Vol 38 (3) ◽  
pp. 463-481 ◽  
Author(s):  
Baek-Kyoo Joo ◽  
Sung Jun Jo
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Personality Factor ◽  
Content Type ◽  
Core Self ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of the perceived authentic leadership of supervisors and employees’ core self-evaluations on their organizational citizenship behavior (OCB) and to examine the role of psychological empowerment as a partial mediator of those relationships. Design/methodology/approach A cross-sectional survey was used to obtain individual perceptions from employees working in one of the biggest companies in Korea. Data from 374 samples was analyzed. Construct validity of each measurement model is examined using confirmatory factor analysis and the hypothesized structural model is tested by structural equation modeling. Findings The authors found that perceived authentic leadership, core self-evaluation, and employees’ psychological empowerment had significant impact on employees’ OCB, accounting for 58 percent of the variance in OCB. In addition, 54 percent of the variance in psychological empowerment was explained by authentic leadership and core self-evaluations, partially mediating the relationship between authentic leadership and OCB and the relationship between core self-evaluations and OCB. Originality/value Positivity is instrumental in driving intrinsic motivation for work and voluntary devotion to colleagues and organizations. This study contributed to the emerging research branch of management and organizational psychology such as positive organization scholarship and positive organizational behavior by exploring the relationship among the relevant constructs. More specifically, the authors found that positive contextual factor (i.e. authentic leadership), positive personality factor (i.e. core self-evaluations), and positive work experience (i.e. psychological empowerment) do have positive influence on employees’ extra-role performance (i.e. OCB).

Fitting In and Doing Good: A Review of Person–Environment Fit and Organizational Citizenship Behavior Research

2016 ◽  
Author(s):  
Amy L. Kristof-Brown ◽  
Christina S. Li ◽  
Benjamin Schneider
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Report ◽  
Citizenship Behavior ◽  
Future Research ◽  
Person Environment Fit ◽  
Experience Good ◽  
Fitting In ◽  
The Relationship ◽  
Level Of Analysis

This chapter presents a comprehensive review of the relationships between different types of person–environment (PE) fit—namely person–organization, person–group, person–supervisor, and person–job—and organizational citizenship behaviors (OCBs). Relying on both affinity and exchange explanations, we demonstrate that individuals who experience good fit are more likely to engage in OCBs. However, the strength of the relationship is contingent on many factors, especially with regard to the operationalization of fit (the kind of fit measure used), the characteristics on which fit is assessed (e.g., values, goals, personality), the types of OCBs studied (overall OCBs, OCBs focused toward the organization, and OCBs focused toward individuals), the source of the ratings of OCBs (self-report versus others’ reports), and the level of analysis (individual vs. unit). Mediators and moderators of the PE fit–OCB relationship are also reviewed. We conclude with recommendations for future research to better understand the PE fit–OCB relationship.

scholarly journals Pengaruh Kepemimpinan Otentik Terhadap Perilaku Kewargaan Organisasional

2018 ◽  
Vol 3 (3) ◽  
pp. 99-110
Author(s):  
Rizkita Cahya Henviana ◽  
Mamun Sutisna
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Descriptive Statistics ◽  
Citizenship Behavior ◽  
Self Awareness ◽  
Moral Perspective ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the role of Authentic Leadership (AL) and Organizational Citizenship Behavior (OCB) also to analyze the relationship of these variables in Hypermart Bandung. This study consists of 4 dimension of AL (self awareness, relational transparency, internalized moral perspective, and balance processing) and 5 dimensions of OCB (altruism, civic virtue, conscientiousness, courtesy and sportsmanship). Research using linear regression and descriptive statistics. Data collection used questionnaire given to 150 employees of Hypermart Bandung. The results of this study indicate that the role of AL of the leader in Hypermart resulted in good category. Similarly, OCB on employees resulted in good category. It is also known that AL has a positive and significant effect on OCB. The level of AL influence on OCB is 23.7%, while 76.3% is influenced by other factors not explained in this research.

scholarly journals Pengaruh Authentic Leadership terhadap Customer-Oriented Organizational Citizenship Behavior dan Service Recovery Performance melalui Job Crafting dan HR Flexibility

2021 ◽  
Vol 9 (3) ◽  
pp. 1015-1031
Author(s):  
Aziz Yogatama ◽  
Dwiarko Nugrohoseno
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Service Recovery ◽  
Partial Least Square ◽  
Job Crafting ◽  
Citizenship Behavior ◽  
Service Recovery Performance ◽  
Recovery Performance ◽  
The Relationship

This study aims to determine and explain the effect of authentic leadership on service recovery performance and customer-oriented organizational citizenship behavior (Co-OCB) through job crafting and HR flexibility at a telecommunication company, PT. Telkom Indonesia in Surabaya region. This research is causality research with a quantitative approach”the sampling technique used non-probability sampling, namely purposive sampling. Statistical analysis used Partial Least Square (PLS) with SmartPLS 3.0 software. This study explains that authentic leadership does not affect customer-oriented OCB and service recovery performance. Then Co-OCB does not have any effect in mediating the relationship between authentic leadership and service recovery performance. However, job crafting has been shown to mediate the relationship between authentic leadership and Co-OCB and service recovery performance. HR flexibility is not proven in moderating the relationship between authentic leadership and job crafting in the context of high flexibility.

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