Do Environmental Transformational Leadership Predicts Organizational Citizenship Behavior towards Environment in Hospitality Industry: Using Structural Equation Modelling Approach

Voluntary pro-environmental behaviors in the workplace such as organizational citizenship behavior towards environment (OCBE) are pertinent for the organizations striving to become environmentally responsible entities. The significance of OCBE for green organizational initiatives has led scholars to strive for expanding its nomological network. Approaching from the theoretical angle of the social information processing approach, this quantitative, survey-based study theoretically links and empirically tests the impact of environmental transformational leadership on organizational citizenship behavior towards environment (OCBE) via mediating mechanism of perceived meaningful work. Data from a sample of 311 employees working in Pakistan’s hospitality sector were collected and analyzed to test the hypothesized relationships using structural equation modelling. Results indicated the indirect effect of perceived meaningful work on the relationship between environmental transformational leadership and organizational citizenship behavior towards environment. Implications of both theoretical and practical nature are laid out in the relevant sections of the paper.

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Influence of Fair and Supportive Leadership Behavior on Commitment and Organizational Citizenship Behavior

Swiss Journal of Psychology ◽

10.1024/1421-0185.67.3.131 ◽

2008 ◽

Vol 67 (3) ◽

pp. 131-141 ◽

Cited By ~ 15

Author(s):

Diana Meierhans ◽

Brigitte Rietmann ◽

Klaus Jonas

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation Modelling ◽

Structural Equation ◽

Leadership Behavior ◽

Citizenship Behavior ◽

Supportive Leadership ◽

Equation Modelling ◽

Bank Employees ◽

The Impact

This study examines the influence of fair and supportive leadership behavior on employees’ self-reported organizational citizenship behavior (OCB). The model tested assumes that the impact of fair and supportive leadership on OCB is mediated by employees’ commitment to the organization as well as their commitment to their supervisor. A total of 260 bank employees completed a questionnaire in which they rated their supervisor’s behavior, the two commitment foci (organization and supervisor) and the degree to which they engaged in OCB. As a whole, results of structural equation modelling provide support for the hypotheses and indicate that fostering fair and supportive leadership can be worthwhile for organizations.

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Does motivation play moderating role on organizational citizenship behavior? Evidence from Indonesian telecommunication firms

Management Science Letters ◽

10.5267/j.msl.2020.12.004 ◽

2021 ◽

pp. 1667-1676

Author(s):

Maria Grace Herlina ◽

Nopriadi Saputra

Keyword(s):

Transformational Leadership ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

High Speed ◽

Extrinsic Motivation ◽

Work Motivation ◽

Positive Impact ◽

Citizenship Behavior ◽

The Impact

Highly competitive and continuous business changes in telecommunication industry make organizational citizenship behavior (OCB) strategically important. This research aims to test the impact of transformational leadership of the direct supervisor on working motivation of the employees. Does supervisor's leadership capability impact on employees' work motivation more intrinsically or extrinsically? The study was conducted in an Indonesian telecommunication company which provides television cable and high-speed internet services for the high-rise building in Java and Sumatra. It involved 199 employees as the respondents. The collected data was analyzed with structural equation modelling approach. The statistical test has proved that transformational leadership has a positive impact on work motivation and organizational citizenship behavior. The motivation – both extrinsic motivation and intrinsic motivation, impacts on organizational citizenship behavior significantly. Although transformational does impact on organizational citizenship behavior both directly and indirectly, but the working motivation does not play a mediating role in the relationship between transformation leadership and organizational citizenship behavior.

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Pengaruh Persepsi Dukungan Organisasi, Komitmen Organisasi, dan Spiritualitas Kerja Terhadap Produktivitas Kerja Dengan Organizational Citizenship Behavior (OCB) Sebagai Variabel Intervening Pada Direktorat Sumber Daya Manusia Universitas Airlangga

JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ◽

10.32493/jjsdm.v5i1.13154 ◽

2021 ◽

Vol 5 (1) ◽

pp. 183

Author(s):

Rizki Kurnia Aqdami

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation Modelling ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modelling

Produktivitas kerja menjadi topik utama pembahasan dalam era persaingan tata kelola di perguruan tinggi termasuk di Universitas Airlangga. Penelitian ini bertujuan untuk mencari hubungan antara persepsi dukungan organisasi, komitmen organisasi, dan spiritualitas kerja terhadap produktivitas kerja baik secara langsung maupun tidak langsung melalui variabel organizational citizenship behavior. Setelah dilakukan uji menggunakan metode structural equation modelling (SEM) kepada pegawai dan tenaga magang di Direktorat Sumber Daya Manusia Universitas Airlangga sebanyak 50 responden diperoleh hasil hanya variabel spiritualitas kerja yang berpengaruh signifikan dan positif terhadap variabel organizational citizenship behavior (OCB) dan variabel Organizational citizenship behavior tidak berpengaruh signifikan sebagai variabel intervening antara variabel persepsi dukungan organisasi, komitmen organisasi, dan spiritualitas kerja terhadap produktivitas kerja. Penelitian selanjutnya diharapkan lebih dapat memperbanyak sampel data dan pemilihan variabel disesuaikan dengan karakteristik responden.

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PENGARUH KOMUNIKASI ORGANISASI, KEPEMIMPINAN TRANSFORMASIONAL DAN KEADILAN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR SERTA DAMPAKNYA PADA KINERJA DAN KOMITMEN ORGANISASIONAL

E-Jurnal Ekonomi dan Bisnis Universitas Udayana ◽

10.24843/eeb.2018.v07.i03.p08 ◽

2018 ◽

pp. 837

Author(s):

Meylinda Tr Triyanthi ◽

Made Subudi

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation Modelling ◽

Structural Equation ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Equation Modelling ◽

Direct Distribution

Penelitian ini bertujuan untuk menganalisis dan menjelaskan pengaruh komunikasi organisasi, kepemimpinan transformasional, dan keadilan organisasi terhadap Organizational Citizenship Behavior (OCB), serta bagaimana Organizational Citizenship Behavior (OCB) memberikan pengaruh terhadap kinerja dan komitmen organisasional PT. Yamaha Direct Distribution Sales Bali. Populasi penelitian ini adalah seluruh karyawan tetap yang bekerja di PT. Yamaha Direct Distribution Sales Bali yaitu sebanyak 37 orang. Teknik penentuan sampel yang digunakan pada penelitian ini adalah sampling jenuh atau sensus dengan instrumen penelitian menggunakan kuesioner. Data dianalisis menggunakan analisis SEM (Structural Equation Modelling) berbasis component atau variance yaitu PLS (Partial Least Square). Hasil penelitian menunjukkan bahwa komunikasi organisasi, kepemimpinan transformasional, dan keadilan organisasi berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior. Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap kinerja karyawan, dan Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap komitmen organisasional.

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The Factor Influencing Organizational Citizenship Behavior of Employees in Private Universities in South Sumatera Province

Business Management and Strategy ◽

10.5296/bms.v10i1.14038 ◽

2019 ◽

Vol 10 (1) ◽

pp. 151

Author(s):

Desi Ulpa Anggraini ◽

Wibowo Wibowo ◽

Hanes Riyadi ◽

Husein Umar

Keyword(s):

Transformational Leadership ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Work Motivation ◽

Work Satisfaction ◽

Private Universities ◽

Primary Data ◽

Citizenship Behavior ◽

Equation Modeling

The objectives of this study is to analyze the factors affecting Organizational Citizenship Behavior (OCB) Nonacademic Employees in Private Universities in South Sumatra. The research design used in the study is explanatory design which explains the causal relationship among variables and scoring all indicators for each variables. The study location is in South Sumatra Province while the research objects are 13 Private Universities with 200 nonacademic employees as respondents. This dissertation used primary data from questionnaire filled out by the respondents. The sample selection used simple random sampling. The method of research used descriptive statistics using SPSS and Structural Equation Modeling (SEM). The descriptive analysis shows that the level of OCB, Work Satisfaction, Transformation Leadership, Work Motivation, and Organization Culture are at a positive level. The results of relationship among variables stated that the Transformational Leadership has no significant impact on OCB, Work Motivation has significant impact on OCB, Organization Climate has significant impact on OCB, Work Motivation has significant impact on Work Satisfaction, Organization Climate has significant impact on Work Satisfaction, Transformational Leadership has significant impact on Work Satisfaction, Transformational Leadership has no significant impact on Work Motivation, Organization Climate has significant impact on Work Motivation, and Work Satisfaction has significant impact on OCB.

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The Effects of Organizational Justice and job Motivation on Organizational Citizenship Behavior and its Impact on Taxpayers

Revista Administração em Diálogo - RAD ◽

10.20946/rad.v19i0.31990 ◽

2017 ◽

Vol 19 ◽

pp. 39

Author(s):

Mobina Ghazi ◽

Seyed Mahdi Jalali

Keyword(s):

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Interactional Justice ◽

Citizenship Behavior ◽

Equation Modeling ◽

Statistical Population ◽

Job Motivation ◽

The Impact

This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback) on all aspects of job motivation, job motivation and organizational justice (except interactional justice) on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.

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THE DETERMINANTS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND IMPLICATIONS TOWARD HOSPITAL SERVICE QUALITY

Business and Entrepreneurial Review ◽

10.25105/ber.v15i1.2085 ◽

2017 ◽

Vol 15 (1) ◽

pp. 33

Author(s):

Rina Susanti Hartono

Keyword(s):

Emotional Intelligence ◽

Transformational Leadership ◽

Service Quality ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Emotional Labor ◽

Structural Equation ◽

Medical Personnel ◽

Citizenship Behavior ◽

Population Number

The objective of this research is to analyze the factors that of influence ofEmotional Intelligence, Emptional Labor and Transformational Leadership on Organizational Citizenship Behavior/OCB and Service Quality.The study population number of 2,721 medical and paramedical personnel Hospital in Bekasi.The method used is descriptive survey and explanatory survey with a sample size 356 respondents, while the data analysis method used is Structural Equation Model (SEM).The results showed that Emotional Intelligence, Emotional Labor, and Transformational Leadership partially and together positive and significant impact on OCB with a contribution of 46%. Furthermore Emotional Intelligence, Emotional Labor, Transformational Leadership, and OCB partially or jointly positive and significant impact on Service Quality, with a contribution of 75%.Organizational Citizenship Behavior or partial OCB most dominant influence Service Quality.The model proposed in the study showed a positive effect of Emotional Intelligence, Emotional labor and Transformational Leadership on Service Quality through Organizational Citizenship Behavior.Suggestions for further research can analyze the influence of Organizational Citizenship Behavior towards another set of variables such as customer satisfaction, consumer confidence and consumer loyalty with Service Quality as an intervening variable.Research shows that the variable Organizational Citizenship Behavior with strong mediating variables influence Emotional Intelligence, Emotional labor and Transformational Leadership on Service Quality Medical and Paramedical Hospital in Bekasi.This model can be used as a useful instrument for Hospital Leaders in developing and improving Service Quality through improved behavior of medical personnel and paramedics Hospital based on the relationship between Emotional Intelligence, Emotional labor and Transformational Leadership.

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The Impact of Transformational Leadership on Employee retention: Role of Organizational and Communication (Preprint)

10.2196/preprints.16243 ◽

2019 ◽

Author(s):

Shuja Iqbal ◽

HongYun Tian ◽

Shamim Akhtar ◽

Sikandar Ali Qalati

Keyword(s):

Transformational Leadership ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Significant Relationship ◽

Employee Retention ◽

Citizenship Behavior ◽

Mediating Role ◽

The Impact ◽

Moderating Role

BACKGROUND Employee retention has been studied by researchers in relation to many factors. Cost of losing talented employees in much higher than recruiting and training the new ones. Past studies have shown abundant research and importance of chosen variables in different relationships. This study is unique in terms of studying the mediating role of organizational citizenship behavior and moderating role of communication in the selected model. OBJECTIVE This study investigates the impact of transformational leadership on employee retention in SMEs. Furthermore, this study examines the mediating role of organizational citizenship behavior and the moderating role of communication. METHODS Based on random sampling, 505 employees from SMEs were selected to response the constructed questionnaire. Smart PLS structured equation model (PLS-SEM) was used to estimate the various relationships. RESULTS The findings of the study reveal that there is a positive and significant relationship in transformational leadership and organizational citizenship behavior. Similarly, this study found positive and significant relationship in organizational citizenship behavior and employee retention. In addition, organizational citizenship behavior had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates transformational leadership, organizational citizenship employee retention relationships. CONCLUSIONS This study examines the mediation of organizational citizenship behavior and the moderation of communication which have been less studied in the literature. Findings revealed that transformational leadership and communication plays a significant role in relation of organizational citizenship behavior and employee retention. As such, management of SMEs need to pay particular attention to these variables, to retain employees for enhanced productivity and organizational growth.

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Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

Sustainability ◽

10.3390/su13147800 ◽

2021 ◽

Vol 13 (14) ◽

pp. 7800

Author(s):

Ayman Alshaabani ◽

Farheen Naz ◽

Róbert Magda ◽

Ildikó Rudnák

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Structural Equation ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

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PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEPERCAYAAN INTERPERSONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR KARYAWAN [EFFECT OF TRANSFORMATIONAL LEADERSHIP AND INTERPERSONAL TRUST ON EMPLOYEE'S ORGANIZATIONAL CITIZENSHIP BEHAVIOR]

Feedforward: Journal of Human Resource ◽

10.19166/ff.v1i2.4053 ◽

2021 ◽

Vol 1 (2) ◽

pp. 60

Author(s):

Mei Ie ◽

Oey Hannes Widjaja

Keyword(s):

Transformational Leadership ◽

Least Squares ◽

Partial Least Squares ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Random Sampling ◽

Structural Equation ◽

Interpersonal Trust ◽

Simple Random Sampling ◽

Citizenship Behavior

One of the factors that encourage organizational citizenship behavior is transformational leadership. Transformational leadership encourages organizational citizenship behavior that is voluntary and is not directly connected to the organizational reward system, but contributes to improving organizational effectiveness and climate. Apart from transformational leadership, a factor that can affect organizational citizenship behavior is interpersonal trust. When the interpersonal trust among employees is very strong, they tend to show strong Organizational Citizenship Behavior. The purpose of this study was to determine the effect of transformational leadership and interpersonal beliefs on organizational citizenship behavior. Researchers distributed questionnaires to 100 respondents. The sampling method is probability sampling with a simple random sampling type. The data analysis method in this study is a quantitative method and Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results of this study state that transformational leadership affects organizational citizenship behavior and interpersonal beliefs affect organizational citizenship behavior of employees.BAHASA INDONESIA ABSTRACT:Salah satu faktor yang mendorong terjadinya organizational citizenship behavior adalah kepemimpinan transformasional. Kepemimpinan transformasional mendorong organizational citizenship behavior yang bersifat sukarela dan tidak terhubung langsung ke sistem penghargaan organisasi, tetapi berkontribusi untuk meningkatkan efektivitas dan iklim organisasi. Selain kepemimpinan transformasional, faktor yang dapat mempengaruhi organizational citizenship behavior adalah kepercayaan interpersonal. Ketika kepercayaan interpersonal di antara karyawan sangat kuat, mereka cenderung menunjukkan perilaku Organizational Citizenship Behavior yang kuat. Tujuan penelitian ini adalah untuk mengetahui pengaruh dari kepemimpinan transformasional dan kepercayaan interpersonal terhadap organizational citizenship behavior. Peneliti menyebarkan kuesioner kepada 100 responden. Metode pengambilan sampel adalah probability sampling dengan jenis simple random sampling Metode analisis data dalam penelitian ini adalah metode kuantitatif dan Structural Equation Modelling (SEM) dengan pendekatan Partial Least Squares (PLS). Hasil dari penelitian ini menyatakan bahwa kepemimpinan transformasional berpengaruh terhadap organizational citizenship behavior dan kepercayaan interpersonal berpengaruh terhadap organizational citizenship behavior karyawan.

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