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.

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.

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).

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.

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