scholarly journals The Relationship between Servant Leadership and Organizational Citizenship Behavior: An Empirical Study on Saudi Insurance Companies

2016 ◽  
Vol 11 (11) ◽  
pp. 264
Author(s):  
Mohammed Saeed Al-Amri
Keyword(s):  
Empirical Study ◽  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Response Rate ◽  
Insurance Companies ◽  
Citizenship Behavior ◽  
Testing Hypotheses ◽  
The Relationship

The aim of this study is to examine the relationship between servant leadership and organizational citizenship behavior. To achieve this aim, the study utilized a questionnaire consists of two validated and well established instruments. This questionnaire has been distributed to a sample consist of (500) employees of insurance companies. A total of (327) complete questionnaires has been received back at a response rate of 65%. After analyzing data and testing hypotheses, the results indicated that the level of servant leadership in insurance companies is at the middle and the most prominent practices of servant leadership are associated with the dimension of empowerment, while those associated with the dimension of courage was the less common practice. The results also pointed out that the level of employees’ organizational citizenship behavior was high. Finally the study revealed that there is a relationship between all the dimensions of servant leadership and organizational citizenship behavior except courage dimension. Based on these results, certain recommendations were suggested.

scholarly journals Empirical Study Of The Relationship Between Leadership and Organizational Citizenship Behavior: A Literature Review

Al-Buhuts ◽  
2018 ◽  
Vol 14 (01) ◽  
pp. 18-32
Author(s):  
Muhdar Muhdar
Keyword(s):  
Literature Review ◽  
Empirical Study ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
The Relationship

Banyak yang telah menulis teori kepemimpinan dan organizational citizenship behavior, bahkan mencoba menghubungkan antara keduanya dalam bentuk penelitian empiris. Hal ini menandakan bahwa pengembangan ilmu pengetahuan di bidang kepemimpinan dan organizational citizenship behavior  terus berkembang hingga saat ini.  Dalam lingkungan yang kompetitif yang tinggi saat ini, di mana organisasi mencari orang-orang yang dapat membantu mereka dalam mencapai keunggulan kompetitif, orang-orang yang berperilaku OCB dapat membantu mereka. OCB penting bagi fungsi efektif dari sebuah organisasi karena tujuan utamanya adalah untuk membuat semua karyawan bekerja untuk mencapai tujuan organisasi dari menyelesaikan tugas-tugas mereka. Hal ini didefinisikan sebagai perilaku individu yang diskresioner. Diskresioner artinya perilaku individu yang  bukan hanya melaksanakan perannya (in-role) tetapi juga diluar perannya (extra-role). Karena itu, perlu penerapan kepemimpinan yang efektif untuk memfungsikan OCB. Tujuan penulisan artikel ini adalah untuk mengkaji dan mendokumentasikan beberapa penelitian empiris hubungan antara kepemimpinan dengan organizational citizenship behavior. Dengan metode penulisan kajian literatur dari beberapa penelitian empirik ditemukan pengaruh positif yang signifikan gaya kepemimpinan terhadap organizational citizenship behavior. Gaya kepemimpinan seperti transformasional, transaksional, kharismatik, otoritas, etis dan melayani secara signifikan berpengaruh terhadap organizational citizenship behavior. Namun kepemimpinan trasformsional dan melayani tidak semua peneliti menemukan hasil yang sama. Hasil ini mengindikasikan semakin efektif kepemimpinan oleh pemimpin maka semakin baik OCB karyawan, akibatnya efektivitas dan produktivitas organisasi juga lebih baik.

Servant Leadership, Volunteer Retention, and Organizational Citizenship Behavior in Nonprofit Organizations: Examining the Mediating Role of Job Satisfaction

2021 ◽  
pp. 089976402110574
Author(s):  
Nor Syamaliah Ngah ◽  
Nor Liza Abdullah ◽  
Norazah Mohd Suki
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Nonprofit Organizations ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Volunteer Retention ◽  
The Relationship

Nonprofit organizations (NPOs) face great challenges in attracting and retaining volunteers due to the short-term nature of most voluntary posts. This study examines the mediating effect of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs among university students in the context of a developing nation. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) approach reveals that job satisfaction is the most important predictor of volunteer retention in NPOs. Moreover, the significantly mediating effects of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs is evinced. Volunteers report being highly satisfied with the NPOs’ communication of their vision and mission and confirm that they are provided with support networks when volunteer-related problems occur and when they are autonomous in fulfilling their volunteer assignments.

Servant leadership and organizational citizenship behavior

2020 ◽  
Vol 32 (6) ◽  
pp. 2035-2053
Author(s):  
Dioni Elche ◽  
Pablo Ruiz-Palomino ◽  
Jorge Linuesa-Langreo
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Service Climate ◽  
Group Level ◽  
Content Type ◽  
Individual Level ◽  
Mediating Role ◽  
The Relationship

Purpose This paper aims to process underlying the relationship between supervisor servant leadership and employee organizational citizenship behavior (OCB) in hotels. Specifically, it analyzes the mediating role of empathy – individual level – and service climate – group level – in the relationship between supervisor servant leadership and employee OCB. Design/methodology/approach The empirical analysis uses original data on hotels located in historic cities in Spain. A survey provided a sample of 343 work-group-level (supervisors) and 835 individual-level (employee) from a sample of 171 hotels. Findings The most interesting finding is the indirect effect of supervisor servant leadership on employee OCB through the mediating role of both employee empathy – individual level – and group service climate – group level. Practical implications The findings suggest that hotel supervisors should adopt servant leadership to enhance OCB in their workgroups. This paper also provides insights into other ways to increase employee OCB, namely, through human resources initiatives that enhance employee empathy and shape a service climate within groups. Originality/value This paper is one of the few that analyzes the relationships between supervisor servant leadership, employee empathy, group service climate and employee OCB in a unifying cross-level model. It is also the first to analyze employee empathy as a positive outcome of supervisor servant leadership, as well as a mechanism to explain the relationship between servant leadership and employee OCB. Finally, it is one of the few studies that analyzes all these relationships in conjunction within the hospitality industry.

scholarly journals RELATIONSHIP OF SERVANT LEADERSHIP TOWARDS ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) AND JOB SATISFACTION AMONG TEACHERS: A REVIEW OF LITERATURE

2020 ◽  
Vol 2 (7) ◽  
pp. 79-92
Author(s):  
Sharifah Hamimah Shamsuddin ◽  
Syed Ismail Syed Mohamad ◽  
Zahari Hashim
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Education System ◽  
Citizenship Behavior ◽  
Review Of Literature ◽  
School Teachers ◽  
Relationship Of ◽  
The Relationship

This paper examines the relationship between servant leadership, organizational citizenship behavior, and job satisfaction among school teachers. The first objective of the study is to explore the history, concept, and development of servant leadership, organizational citizenship behavior, and job satisfaction. The second objective is to determine previous related studies that reveal the relationship between these 3 theories towards teachers throughout the world. The third objective of the study is to focus on the relationship study between these 3 theories in the Malaysian education system. As a conclusion, this study will provide the researcher's views on why this study should be featured in the Malaysian education system.

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