scholarly journals The Relationship between Servant Leadership, Organizational Citizenship Behaviour, and Dysfunctional Turnover

2019 ◽  
Vol 12 (4) ◽  
pp. 110
Author(s):  
Hin Chow Wong ◽  
Subramaniam Sri Ramalu ◽  
Francis Chuah
Keyword(s):  
Servant Leadership ◽  
Conceptual Framework ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Turnover Rate ◽  
Negative Relationship ◽  
High Performers ◽  
Literature Reviews ◽  
Practical Standpoint ◽  
The Relationship

The purpose of this conceptual paper is to provide a framework to enhance the understanding of factors that influence the turnover rate among high performers in an organization. The focus of this proposed conceptual framework is the study of the relationship between leadership style, organizational citizenship behaviour, and dysfunctional turnover. Based on literature reviews, evidences reveal a negative relationship between servant leadership and dysfunctional turnover which is mediated by the variable of organizational citizenship behaviour. From a practical standpoint, this paper provides additional knowledge in the area of dysfunctional turnover which can assist the relevant stakeholders in an organization to reduce brain drain and enable HR practitioners to have a better understanding on how to reduce turnover rate among high performers; whilst at the same time, contributing to the existing number of valuable researches that provide the much-needed knowledge in understanding the turnover phenomenon. Hence, there is a need to conduct an empirical based study to validate the proposed conceptual framework and to ascertain the relationship among the various variables in this framework.

The relation of servant leadership with followers' organizational citizenship behaviour (OCB): mediating role of generalized self-efficacy (GSE) and organization–based self-esteem (OBSE)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tapas Bantha ◽  
Sanjeev P. Sahni
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Self Efficacy ◽  
Self Esteem ◽  
Empirical Examination ◽  
Content Type ◽  
Mediational Role ◽  
The Relationship

Purpose This study aims to understand the relationship between servant leadership (SL) and followers’ organizational citizenship behaviour (OCB) along with the mediational role of generalized self-efficacy (GSE) and organization-based self-esteem (OBSE) on the relationship. Design/methodology/approach A review of literature on leadership has been carried out to formulate a conceptual model that has focussed on the relationship between SL and followers’ OCB. The paper has also drawn the role of GSE and OBSE with relation to SL and followers’ OCB. Findings The literature has highlighted the importance of SL in promoting followers’ OCB, GSE and OBSE, and the positive relation of GSE and OBSE with followers’ OCB is also demonstrated. Research limitations/implications This is a conceptual work that has drawn from secondary material. A further empirical examination can help validate the ideas that have been proposed here. Practical implications This paper has highlighted the role of SL in organizations. It has also provided ample scope for practitioners to rethink about their current leadership style/approach and to plan their approach in such a way that can facilitate followers’ OCB, GSE and OBSE, which may result in organizational productivity and sustainability. Originality/value This paper has tried to connect two mediators, i.e. GSE and OBSE with SL in the Indian context that has been studied differently concerning different contexts, and that may add a new dimension to the discourse on SL.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 373-382 ◽  
Author(s):  
Ye Hoon Lee ◽  
Boyun Woo ◽  
Yukyoum Kim
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Head Coaches ◽  
Citizenship Behaviors ◽  
Transformational Leadership Style ◽  
The Relationship

The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and organizational citizenship behavior. The results revealed that perceived transformational leadership was positively associated with affective commitment, which, in turn, was positively associated with organizational citizenship behaviors. Further, the result of this study supported full mediation among the proposed variables in that affective commitment served as the underlying psychological mechanism in the relationship between transformational leadership and organizational citizenship behaviors. Implications for athletic departments in fostering head coaches’ affective commitment and organizational citizenship behavior were discussed.

scholarly journals A Proposed Framework Of Mediating Role Of Interpersonal Employee Conflict Between The Relationship Of Servant Leadership And Academicians OCB, Using PLS

2019 ◽  
Vol 8 (5C) ◽  
pp. 1369-1374
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Structure Equation ◽  
Equation Modeling ◽  
Mediating Role ◽  
Structure Equation Modeling ◽  
Relationship Of ◽  
The Relationship ◽  
New Framework

Interpersonal employee conflicts exist in every organization, which relates to Organizational citizenship behaviours of employees. This study investigates the mediating role of interpersonal employee conflict between the relationship of servant leadership approach and academicians OCB. Variance based structure equation modeling is implementes as smar PLS is used to investigate the reltionship. A new framework is proposed as Interpersonal employee conflict mediates the relationship between servant leadership and academicians OCB. It is recommened to reduce the interpersonal employee conflict as these hampers the relationship between servant leadership dimensios ad academicians OCB.

Effects of emerging leadership styles on engagement – a mediation analysis in a military context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Antonia Ruiz Moreno ◽  
María Isabel Roldán Bravo ◽  
Carlos García-Guiu ◽  
Luis M. Lozano ◽  
Natalio Extremera Pacheco ◽  
...  
Keyword(s):  
Servant Leadership ◽  
Leadership Styles ◽  
Employee Engagement ◽  
Leadership Style ◽  
Authentic Leadership ◽  
Proactive Personality ◽  
Military Leaders ◽  
Content Type ◽  
The Military ◽  
The Relationship

PurposeThis paper aims to report the findings of a study examining the relationship between different leadership styles and engagement through the mediating role of proactive personality.Design/methodology/approachServant leadership, paradoxical leadership, authentic leadership, employee engagement and proactive personality were assessed in an empirical study based on a sample of 348 military personnel in Spain. The questionnaire data were analyzed through SEM using EQS and bootstrapping analysis using the PROCESS macro for SPSS.FindingsThe results reveal that servant leadership style in officers partially impacts their cadets' engagement through proactive personality but that authentic and paradoxical leadership styles do not mediate the relationship. The authors also verify a direct relationship between proactive personality and engagement.Practical implicationsThe study implications advance the literature on leadership in emphasizing new leadership styles to increase proactive personality and engagement in the military context. This study verifies the importance of military leaders fostering servant leadership as an antecedent of proactive personality. Finally, the authors show that servant leadership partially impacts engagement through proactive personality.Originality/valueThis study explores the relationship among servant, paradoxical and authentic leadership styles, proactive personality, and engagement – relationships that have not been explored theoretically and tested empirically in the military context.

Relationship between coaching leadership style and young athletes' social responsibility

2017 ◽  
Vol 45 (8) ◽  
pp. 1385-1396 ◽  
Author(s):  
Ye Hoon Lee ◽  
Seunghyun Hwang ◽  
Youngjun Choi
Keyword(s):  
Social Responsibility ◽  
Leadership Style ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
High School Athletes ◽  
Young Athletes ◽  
The Us ◽  
Midwest Region ◽  
Coaching Behavior ◽  
The Relationship

We investigated the relationship between young athletes' perception of their leaders' coaching behavior and the athletes' level of social responsibility. Participants were 204 high school athletes from the Midwest region in the US. Hierarchical regression analysis results showed that there was a positive relationship between the athletes' social responsibility and the coaches' democratic behavior, and a negative relationship between social responsibility and coaches' autocratic behavior. These results indicate that the athletes who perceived their coaches as behaving more democratically and less autocratically had a higher level of social responsibility than the others had. Our findings signify the importance of using types of coaching behavior that enhance student athletes' social responsibility.

Talent management under a big data induced revolution

2019 ◽  
Vol 57 (8) ◽  
pp. 2010-2031 ◽  
Author(s):  
Kaidi Zhang ◽  
Xiao Jia ◽  
Jin Chen
Keyword(s):  
Big Data ◽  
Servant Leadership ◽  
Boundary Conditions ◽  
Negative Relationship ◽  
Talent Management ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Content Type ◽  
Negative Effect ◽  
The Relationship

PurposeThe emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing extreme difficulties in the talent management of organizations in the big data era. The purpose of this paper is to explore the effect of challenge stressors on creativity and the boundary conditions of the relationship.Design/methodology/approachMultisource data were collected including 593 followers and their 98 supervisors from organizations that are confronting a big data induced management revolution. Hierarchical regression analysis and bootstrapping analysis were used to test the mediation and moderation mechanism.FindingsThe results showed that job burnout mediated the negative relationship between challenge stressors and creativity and that this indirect effect was attenuated by an employee’s core self-evaluation (CSE) and servant leadership. In contrast, whether work engagement mediated the relationship between challenge stressors and creativity was contingent on the level of an employee’s CSE and servant leadership. Specifically, the mediating effect was significant only when an employee’s CSE or servant leadership was high.Originality/valueThe results contribute to our understanding of the relationship between challenge stressor and creativity in the big data era. Specifically, relying on the job demands–resources model, this study empirically opens the “black box” between challenge stressors and creativity by exploring two opposing intermediate mechanisms. In addition, this study reveals boundary conditions by investigating dispositional and contextual factors that can accentuate the positive effect while attenuating the negative effect of challenge stressors on employee creativity.

scholarly journals INTERACTIVE EFFECT OF PERCEPTIONS OF POLITICS (POP) AND IMPRESSION MANAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND JOB BURNOUT

2014 ◽  
Vol 02 (01) ◽  
pp. 49-57
Author(s):  
Humera Akbar ◽  
◽  
Khurram Shahzad ◽  
Keyword(s):  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Job Burnout ◽  
Citizenship Behavior ◽  
Future Research ◽  
The Relationship

This paper aims at investigating the direct and interactive effect of perception of organizational politics (POP) and impression management on organizational citizenship behavior and job burnout. We proposed after review of literature that POP is negatively related to organizational citizenship behavior and is positively related to job burnout. We also hypothesized that impression management weakens both these relationships. Data was collected from 151 teachers of Pakistan through questionnaires consisting of standardized scales. Moderated regression analysis was used to analyze the data. Our findings showed a significant negative relationship between POP and organizational citizenship behavior and a significant positive relationship between POP and job burnout. It was also confirmed that impression management negatively moderates the relationship between POP and organizational citizenship behavior while no moderating effect of impression management was found in the relationship between organizational politics and job burnout. Limitations of the study along with directions for future research and implications for organizational managers have been discussed.

scholarly journals LITERATURE REVIEW STUDY OF THE RELATIONSHIP BETWEEN LEADERSHIP STYLE, LEADERSHIP BEHAVIOUR, AND LEADERSHIP TRAITS

2021 ◽  
Vol 9 (4) ◽  
pp. 152-159
Author(s):  
Wael Ibrahim Alsarrani ◽  
Ahmad Jusoh ◽  
Ayman Ahmed Alhaseri ◽  
Amani Almeharish
Keyword(s):  
Conceptual Framework ◽  
Leadership Style ◽  
Theoretical Knowledge ◽  
Leadership Traits ◽  
Systematic Method ◽  
Leadership Behaviour ◽  
Management Literature ◽  
Review Study ◽  
Definition Of ◽  
The Relationship

Purpose: This paper attempts to interpret and discuss leadership and the three contradicted terms to reveal the misuse of those three terms with leadership. Methodology: The study uses a systematic method to review the previous literature related to the leadership domain and the three contradicted terms related to leadership. These are leadership style, leadership behaviour, and leadership traits. In addition, this study provides the definitions of the three contradicted terms from a linguistic and management literature perspective. Main Findings: The study proposed a definition of each of the three contradicted terms. Additionally, the study suggested a conceptual framework that combined how the three contradicted terms can be related. The findings will contribute to the expansion of theoretical knowledge in the field of leadership. Applications of this study: This paper indicates that the review of the literature regarding what differentiates the three contradicted terms is an important aspect to deeply understand leadership concepts. The definition of each of the three contradicted terms will expand the understanding of junior leadership researchers and university students. The study's originality: This study will reveal the ambiguity and misinterpretation in the literature regarding the three contradicted terms of leadership. Moreover, it will present the definition of each of the three terms; leadership style, leadership behaviour, and leadership traits. Furthermore, the proposed conceptual framework will contribute to the expansion of theoretical knowledge in the leadership domain.

Sign in / Sign up

Export Citation Format

Share Document