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Santos RS, Lousã EP, Sá MM, Cordeiro JA. First, Be a Good Citizen: Organizational Citizenship Behaviors, Well-Being at Work and the Moderating Role of Leadership Styles. Behav Sci (Basel) 2023; 13:811. [PMID: 37887461 PMCID: PMC10603912 DOI: 10.3390/bs13100811] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2023] [Revised: 07/15/2023] [Accepted: 07/16/2023] [Indexed: 10/28/2023] Open
Abstract
The study investigates the effect of organizational citizenship behavior (OCB) on well-being at work. The study further examines the moderating role of people and task-focused leadership styles between OCB on well-being at work. Individual-directed organizational citizenship behaviors (OCBI) and organizational-directed organizational citizenship behaviors (OCBO) will also be analyzed. A quantitative study was conducted and convenient sampling was adopted in selecting respondent workers (n = 200) in different Portuguese organizations. The results show that OCBs positively and significantly influence well-being at work. The strength of individual-directed organizational citizenship behaviors (OCBI) on well-being at work is stronger than that of organization-directed organizational citizenship behaviors (OCBO). Contrary to expectations, the relationship between leadership styles and well-being was not statistically significant, offering possibilities for discussion regarding the central importance usually attributed to leadership in the organizational context. However, leadership styles have a moderating effect between OCB and well-being at work, except when the employee adopts OCBO and the leadership style is people-oriented. The present study is innovative because it positions OCB as an antecedent in the relationship with well-being at work and investigates the moderating role of leadership styles in the relationship between organizational citizenship behavior and well-being.
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Affiliation(s)
- Reinaldo Sousa Santos
- Research Unit in Business Sciences and Sustainability (UNICES), University of Maia, 4475-690 Maia, Portugal; (E.P.L.); (M.M.S.)
| | - Eva Petiz Lousã
- Research Unit in Business Sciences and Sustainability (UNICES), University of Maia, 4475-690 Maia, Portugal; (E.P.L.); (M.M.S.)
- Centre for Organizational and Social Studies of Polytechnic of Porto (CEOS.PP), Polytechnic of Porto, 4465-004 Porto, Portugal
| | - Maria Manuel Sá
- Research Unit in Business Sciences and Sustainability (UNICES), University of Maia, 4475-690 Maia, Portugal; (E.P.L.); (M.M.S.)
- NECE-UBI, Research Centre for Business Sciences, 6200-209 Covilhã, Portugal
| | - João Alves Cordeiro
- Department of Business Sciences, University of Maia, 4475-690 Maia, Portugal;
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Mrayyan MT, Al-Shaikh Ali MH, Mrayan M. The perceived leaders' authentic leadership, knowledge sharing within the team, and faculty members' creativity: A cross-sectional online survey in nursing academia. J Prof Nurs 2023; 48:163-172. [PMID: 37775231 DOI: 10.1016/j.profnurs.2023.07.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/13/2023] [Revised: 07/25/2023] [Accepted: 07/25/2023] [Indexed: 10/01/2023]
Abstract
BACKGROUND There hasn't been much recent research on leaders' authentic leadership, knowledge sharing within the team, and faculty members' creativity. AIM This study examined the perceived variables and predictors of academic nursing leaders' authentic leadership by their nursing faculty members, knowledge sharing within the team, and nursing faculty members' own creativity. DESIGN A cross-sectional design using a survey instrument was employed to answer the research questions. METHODS A convenience snowball sample of 105 academic nursing faculty members who worked at various universities in Jordan was recruited. RESULTS Academic nursing leaders' authentic leadership, knowledge sharing within the team, and nursing faculty members' creativity were perceived high by nursing faculty members. The highest and lowest means of the three concepts were reported. As evidenced by correlations, knowledge sharing within the team related to nursing faculty members' creativity without affecting academic nursing leaders' authentic leadership. The perceived academic nursing leaders' authentic leadership didn't predict knowledge sharing within the team or faculty members' creativity. CONCLUSIONS The current research fills critical voids in the reviewed literature. The results augment nursing leadership knowledge in academic settings. Academic nursing leaders' authentic leadership didn't predict knowledge sharing within the team or faculty members' creativity. These findings raise the flag; authentic nursing leadership should be synergized in conducive academic environments with other factors that may promote nursing faculty members' creativity, such as psychological safety and team environment.
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Affiliation(s)
- Majd T Mrayyan
- Department of Community and Mental Health Nursing, Faculty of Nursing, The Hashemite University, PO Box 330127, Zarqa 13133, Jordan.
| | | | - Manar Mrayan
- Diploma of Educational Technology, The University of Jordan, Jordan
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Ali H, Yin J, Manzoor F, An M. The impact of corporate social responsibility on firm reputation and organizational citizenship behavior: The mediation of organic organizational cultures. Front Psychol 2023; 13:1100448. [PMID: 36755981 PMCID: PMC9901298 DOI: 10.3389/fpsyg.2022.1100448] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2022] [Accepted: 12/22/2022] [Indexed: 01/24/2023] Open
Abstract
This study investigates the impact of corporate social responsibility (CSR) on firm reputation and organizational citizenship behavior, along with the mediating inclusion of organic organizational cultures (Clan and Adhocracy) in the medium and large enterprises of Pakistan. To do the path analysis and to investigate the mediating role of organic organization culture, Smart PLS was used. For data collection, the convenience sampling technique was used and responses from 360 questionnaires were the main data source. The results displayed that CSR has a significant and optimistic effect on a firm reputation and employees' organizational citizenship behavior (OCB). Secondly, the outcomes showed a positive and full mediation effect of organic organizational cultures between CSR and firm reputation but a partial mediation effect of organic organizational cultures between CSR and employees OCB. Further, the results demonstrated a positive and significant influence of employees' OCB on a firm reputation. The extensive analysis of all factors of the study was autonomously examined to identify the insights that verify how the inclusion of organic organizational cultures can boost the firm reputation and employees' OCB. Theoretical implications and future research direction are discussed.
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Affiliation(s)
- Hussain Ali
- Business School, University of International Business and Economics, Beijing, China
| | - Jianhua Yin
- Business School, University of International Business and Economics, Beijing, China
| | - Faiza Manzoor
- Department of Agricultural Economics and Management, School of Public Affairs, Zhejiang University, Hangzhou, China
| | - Mengmeng An
- School of Government, University of International Business and Economics, Beijing, China,*Correspondence: Mengmeng An, ✉
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Bala Subramanian R, Srikanth PB, Thakur M. Influence of distributive justice on organizational citizenship behaviors: The mediating role of gratitude. Front Psychol 2022; 13:974405. [PMID: 36248460 PMCID: PMC9561891 DOI: 10.3389/fpsyg.2022.974405] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2022] [Accepted: 08/15/2022] [Indexed: 11/13/2022] Open
Abstract
Distributive justice is known to have important emotional and affective outcomes. The present study explores the role of distributive justice as an antecedent to feelings of gratitude toward the organization. Borrowing from social exchange theory, we investigate the mediating role of gratitude in the relationship between “perceived fairness in distributive justice” and “employees’ organization citizenship behaviors (OCB).” Time-lagged, multi-source data was collected from 185 employees and their supervisors employed in a large manufacturing organization based in East India. Two significant findings emerge. First, the results indicate that feelings of gratitude signal fair distribution of benefits such that the employees go beyond the call of the duty to invest in OCB. Second, engagement in such acts seems to nullify their social debts highlighted in the social exchange perspective. Thus, a strong moral emotion, gratitude is a powerful vehicle that drives employees to act in the organization’s interests because doing is desirable and rightful. Implications for theory and practice are discussed.
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Affiliation(s)
- R. Bala Subramanian
- Rajagiri Business School, Rajagiri College of Social Sciences, Kochi, India
- *Correspondence: R. Bala Subramanian,
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Talent Management in the Hospitality Sector: Predicting Discretionary Work Behaviour. ADMINISTRATIVE SCIENCES 2022. [DOI: 10.3390/admsci12040122] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Hospitality organisations have suffered a lot of setbacks, such as low performance caused by the COVID-19 pandemic, during which most management took drastic decisions to retrench talent, and these decisions have engendered low discretionary work behaviour and low emotional labour display amongst its talent. These maladies would have been averted if talent management practices were implemented effectively by hospitality organisations. It is based on this premise that this study investigates the effect of talent management on discretionary work behaviour in hospitality organisations in Nigeria using a survey research design. A sample frame of 820 was drawn from 60 registered hospitality organisations in the south-eastern part of Nigeria. A sample size of 263 was drawn from the sample frame. Linear regression was employed to analyse the formulated hypotheses with the aid of IBM statistical package for the social sciences version 20.0. The findings of the study show that talent management dimensions have significant effects on discretionary work behaviour in hospitality organisations in Nigeria. The study concludes that talent management measured in terms of talent attraction, talent development and talent retention have significant effects on the indicators of discretionary work behaviour. The study recommends that human resource professionals and organisational leaders should utilize talent management as a strategy to enhance discretionary work behaviour in their respective organisations.
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Duan X, Wang X, Li X, Li S, Zhong Y, Bu T. Effect of mass sports activity on prosocial behavior: A sequential mediation model of flow trait and subjective wellbeing. Front Public Health 2022; 10:960870. [PMID: 35979458 PMCID: PMC9376381 DOI: 10.3389/fpubh.2022.960870] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2022] [Accepted: 07/11/2022] [Indexed: 11/24/2022] Open
Abstract
Objectives Participation in mass sports is one of the most efficient strategies for people to attain physical and mental health in China. Prosocial behavior has a positive effect on social development. This study developed a conceptual model with mass sports activity as the independent variable, prosocial behavior as the dependent variable, and flow trait and subjective wellbeing as the mediating variables. Methods Participants (N = 351) completed an online survey. Mass sports activity, flow trait, subjective wellbeing, and prosocial behavior were measured using the physical activity rank scale-3 (PARS-3), short dispositional flow scale (SDFS), index of wellbeing (IWB), and prosocial tendencies measure (PTM), respectively. Descriptive statistics compared differences between sports population (PARS-3, ≥ 36) and non-sports population (PARS-3, <36). Mediation effect was analyzed using the PROCESS (Template, Model 6). Results Sports population scored significantly higher (all P ≤ 0.05) on SDFS, IWB, and PTM than non-sports population. Participation in mass sports stimulated flow trait and thus improved prosocial behavior, with a mediation effect value of 0.061 (95% CI, 0.028–0.104), which accounted for 30.18% of the total effect. Participation in mass sports enhanced subjective wellbeing and thus improved prosocial behavior, with a mediation effect value of 0.044 (95% CI, 0.007–0.090), which accounted for 21.96% of the total effect. Flow trait and subjective wellbeing mediated the relationship between mass sports activity and prosocial behavior in a sequential manner, with a mediation effect value of 0.059 (95% CI, 0.035–0.090), which accounted for 29.23% of the total effect. Conclusion The preliminary results of the mediation model validated the hypothesized sequential links between mass sports activity, flow trait, subjective wellbeing, and prosocial behavior. Greater participation in mass sports increases the likelihood of prosocial behavior.
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Affiliation(s)
- Xiyan Duan
- College of Physical Education, Hunan Normal University, Changsha, China
| | - Xiaohua Wang
- School of Physical Education and Health, Wenzhou University, Wenzhou, China
| | - Xiaogang Li
- Cognition and Human Behavior Key Laboratory of Hunan Province, Department of Psychology, School of Education Science, Hunan Normal University, Changsha, China
| | - Shichen Li
- College of Physical Education, Hunan Normal University, Changsha, China
- *Correspondence: Shichen Li
| | - Yiping Zhong
- Cognition and Human Behavior Key Laboratory of Hunan Province, Department of Psychology, School of Education Science, Hunan Normal University, Changsha, China
- Yiping Zhong
| | - Te Bu
- College of Physical Education, Hunan Normal University, Changsha, China
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Widodo W, Gustari I, Chandrawaty C. Adversity Quotient Promotes Teachers’ Professional Competence More Strongly Than Emotional Intelligence: Evidence from Indonesia. J Intell 2022; 10:jintelligence10030044. [PMID: 35893275 PMCID: PMC9326609 DOI: 10.3390/jintelligence10030044] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/15/2022] [Revised: 07/13/2022] [Accepted: 07/19/2022] [Indexed: 11/17/2022] Open
Abstract
Teachers’ professional competence has become a popular issue since the COVID-19 pandemic. Therefore, this study investigates teachers’ professional competence, in terms of emotional intelligence (EI), adversity quotient (AQ), and organizational citizenship behavior (OCB), when teachers need to deal with abnormal situations, such as the COVID-19 pandemic. Moreover, this study also seeks to explore the relationship of EI and AQ with teachers’ professional competence mediated by OCB. The research data were collected through a questionnaire using a Likert scale from 589 participants: elementary school teachers in Indonesia were chosen through accidental sampling. The data analysis used structural equation modeling (SEM), complemented by common method bias, correlational, and descriptive analysis. The result shows that EI, AQ, and OCB have a significant relationship with teachers’ professional competence. However, AQ more strongly promotes teachers’ OCB and professional competence than EI does. In addition, OCB mediates the relationship between EI and AQ with teachers’ professional competence. Accordingly, a new model regarding the relationship of EI and AQ with teachers’ professional competence mediated by OCB was confirmed. Therefore, it is suggested that teachers’ professional competence can increase through EI, AQ, and OCB. Hence, the new empirical model deserves to be discussed, adapted, and even adopted by practitioners and researchers to develop the professional competence of teachers in the future.
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Affiliation(s)
- Widodo Widodo
- Social Science Education Department, Postgraduate Faculty, Universitas Indraprasta PGRI, Jakarta 12530, Indonesia
- Correspondence:
| | - Irvandi Gustari
- Postgraduate School, Doctoral Program in Economics, Universitas Pancasiula, Jakarta 12640, Indonesia;
| | - Chandrawaty Chandrawaty
- Faculty of Teacher Training and Education, Universitas Muhammadiyah Prof. Dr. HAMKA, Jakarta 12130, Indonesia;
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Employee Involvement and Socialization as an Example of Sustainable Marketing Strategy and Organization’s Citizenship Behavior: Empirical Evidence from Beirut Hotel Sector. SUSTAINABILITY 2022. [DOI: 10.3390/su14148805] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/27/2023]
Abstract
In recent years, environmental consideration and notion of sustainability has gained extensive attention on global scale from political aspect to businesses and social means. It has been the core concept of development for organizations in different industries in an increasing manner. As tourists tend to be more aware regarding environment and impact of human activity on nature, it becomes more important to include sustainable measures so that firms can remain competitive in the market and attract new customers. The current research examines the relationship between sustainable marketing orientation deployed by organizations operating in tourism sector (i.e., hotels) and employees’ extra-role behavior in form of organizational citizenship behavior. Furthermore, indirect effects of employees’ socialization and involvement are examined to provide a better understanding on related factors. Gathering data from hotels of Beirut, 218 employees participated in the research and PLS-SEM yielded significant results, stating that the variables are vital for positive behavioral outcomes within the hotel industry. The results can be beneficial for scholars and practitioners in tourism sector alike.
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Rahman MHA, Karim DN. Organizational justice and organizational citizenship behavior: the mediating role of work engagement. Heliyon 2022; 8:e09450. [PMID: 35620633 PMCID: PMC9126923 DOI: 10.1016/j.heliyon.2022.e09450] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/07/2021] [Revised: 01/07/2022] [Accepted: 01/11/2022] [Indexed: 11/28/2022] Open
Abstract
The intention of this paper is to investigate the mediating role of work engagement between the four dimensions of organizational justice (OJ) and organizational citizenship behavior (OCB) dimensions. The current literature appears to have overlooked the mediating role of work engagement (WE) in the link between justice and organizational citizenship behavior (OCB) in higher education institutions (HEIs). As a result, it appears to be one of the primary studies of its kind to investigate the relationship between OJ dimensions (e.g., procedural, distributive, informational, and interpersonal justice) and OCB dimensions (e.g., OCBI and OCBO). Data were collected from 121 faculty members from ten private universities operating in Bangladesh. The PLS-SEM was employed to investigate hypotheses. The investigation found OJ is positively connected to WE. Besides, WE is significantly related to OCB. Moreover, WE mediated the relationship between OJ dimensions and OCB dimensions, except for the relationship between PJ and OCB dimensions. The study provides necessary guidelines for the organizations regarding how they might improve citizenship behavior by ensuring justice and engagement in the workplace. Therefore, the application of the findings might ensure better employee outcomes and organizational productivity.
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Affiliation(s)
- Md H Asibur Rahman
- Department of Business Administration-General, Faculty of Business Studies, Bangladesh University of Professionals, Bangladesh
| | - Dewan Niamul Karim
- Department of Management Studies, Faculty of Business Studies, Jahangirnagar University, Bangladesh
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Yu JF, Ding YM, Jia RY, Liang DD, Wu Z, Lu GL, Chen CR. Professional Identity and Emotional Labor Affect the Relationship between Perceived Organizational Justice and Job Performance among Chinese Hospital Nurses. J Nurs Manag 2022; 30:1252-1262. [PMID: 35355353 DOI: 10.1111/jonm.13608] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/24/2022] [Revised: 03/02/2022] [Accepted: 03/23/2022] [Indexed: 12/01/2022]
Abstract
AIM To investigate the influence of perceived organizational justice, professional identity, and emotional labor on nurses' job performance. BACKGROUND Previous studies have not explored the impact of professional identity and emotional labor on the relationship between perceived organizational justice and job performance. However, how to mobilize the enthusiasm of nurses and improve their job performance is the key for nursing managers to realize the sustainable development of hospitals. METHODS A cross-sectional survey design was conducted. A total of 951 nurses from public hospitals in China participated in the survey from March-June 2021. The descriptive statistical approach, Pearson's correlation analysis, and the PROCESS Macro Model 4 and 14 in regression analysis were used to analyze the available data. RESULTS The results showed that nurses' perceived organizational justice, professional identity, emotional labor, and job performance were significantly positive correlations between every two variables, with coefficients ranging between 0.24-0.75. Professional identity played a whole mediating role in perceived organizational justice and job performance, accounting for 98.04% of the total effect; meanwhile, this process was moderated by emotional labor. CONCLUSIONS Perceived organizational justice positively predicted nurses' job performance; as a mediating mechanism with moderating, professional identity and emotional labor further explained how perceived organizational justice promoted the job performance of nurses. IMPLICATIONS FOR NURSING MANAGEMENT This study highlighted the moderated mediation role of professional identity and emotional labor between nurses' perceived organizational justice and job performance. Understanding this mechanism has guiding significance for nursing managers to improve nurses' job performance.
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Affiliation(s)
- Jing-Fen Yu
- Institute of Nursing and Health, School of Nursing and Health, Henan University, Kaifeng, Henan, China
| | - Yue-Ming Ding
- Institute of Nursing and Health, School of Nursing and Health, Henan University, Kaifeng, Henan, China
| | - Rui-Ying Jia
- Institute of Nursing and Health, School of Nursing and Health, Henan University, Kaifeng, Henan, China
| | - Dan-Dan Liang
- Institute of Nursing and Health, School of Nursing and Health, Henan University, Kaifeng, Henan, China
| | - Zhen Wu
- Institute of Nursing and Health, School of Nursing and Health, Henan University, Kaifeng, Henan, China
| | - Guang-Li Lu
- Institute of Business Administration, School of Business, Henan University, Kaifeng, Henan, China
| | - Chao-Ran Chen
- Institute of Nursing and Health, School of Nursing and Health, Henan University, Kaifeng, Henan, China
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Wu J, Luan S, Raihani N. Reward, punishment, and prosocial behavior: Recent developments and implications. Curr Opin Psychol 2021; 44:117-123. [PMID: 34619459 DOI: 10.1016/j.copsyc.2021.09.003] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/29/2021] [Revised: 08/31/2021] [Accepted: 09/02/2021] [Indexed: 11/03/2022]
Abstract
Reward and punishment change the payoff structures of social interactions and therefore can potentially play a role in promoting prosocial behavior. Yet, there are boundary conditions for them to be effective. We review recent work that addresses the conditions under which rewards and punishment can enhance prosocial behavior, the proximate and ultimate mechanisms for individuals' rewarding and punishing decisions, and the reputational and behavioral consequences of reward and punishment under noise. The reviewed evidence points to the importance of more field research on how reward and punishment can promote prosocial behavior in real-world settings. We also highlight the need to integrate different methodologies to better examine the effects of reward and punishment on prosocial behavior.
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Affiliation(s)
- Junhui Wu
- CAS Key Laboratory of Behavioral Science, Institute of Psychology, Chinese Academy of Sciences, Beijing, 100101, China; Department of Psychology, University of Chinese Academy of Sciences, Beijing, 100049, China.
| | - Shenghua Luan
- CAS Key Laboratory of Behavioral Science, Institute of Psychology, Chinese Academy of Sciences, Beijing, 100101, China; Department of Psychology, University of Chinese Academy of Sciences, Beijing, 100049, China
| | - Nichola Raihani
- Department of Experimental Psychology, University College London, London, WC1H 0AP, UK
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Casu G, Mariani MG, Chiesa R, Guglielmi D, Gremigni P. The Role of Organizational Citizenship Behavior and Gender between Job Satisfaction and Task Performance. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:9499. [PMID: 34574423 PMCID: PMC8469399 DOI: 10.3390/ijerph18189499] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/15/2021] [Revised: 08/30/2021] [Accepted: 09/06/2021] [Indexed: 11/17/2022]
Abstract
Job satisfaction (JS) is an indicator of individual psychosocial health. Consistent evidence showed that voluntary extra-role behavior in organizations, namely organizational citizenship behavior (OCB), can also contribute to individual psychological health. JS has been found to positively influence employees' OCB, and both JS and OCB have been found to predict employees' task performance (TP). The purpose of this study was to investigate whether employees' OCB mediates the relationship of JS with TP, taking into consideration gender as a potential moderator, and other sociodemographic and work-related characteristics as confounding variables. A total of 518 employees, 54.6% women, aged 19-66 years with a mean age of about 36 years, completed measures of JS, OCB, and TP. Results showed a partial mediation of OCB in the JS-TP relationship, which was invariant across gender. A potential practical implication of findings is that human resource managers and practitioners might ultimately benefit male and female employees' well-being as well as the organizations' productivity by developing targeted individual- and group-level trainings and interventions to enhance JS and OCB.
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Affiliation(s)
- Giulia Casu
- Department of Psychology “Renzo Canestrari”, University of Bologna, 40127 Bologna, Italy; (M.G.M.); (R.C.); (P.G.)
| | - Marco Giovanni Mariani
- Department of Psychology “Renzo Canestrari”, University of Bologna, 40127 Bologna, Italy; (M.G.M.); (R.C.); (P.G.)
| | - Rita Chiesa
- Department of Psychology “Renzo Canestrari”, University of Bologna, 40127 Bologna, Italy; (M.G.M.); (R.C.); (P.G.)
| | - Dina Guglielmi
- Department of Education Studies “Giovanni Maria Bertin”, University of Bologna, 40127 Bologna, Italy;
| | - Paola Gremigni
- Department of Psychology “Renzo Canestrari”, University of Bologna, 40127 Bologna, Italy; (M.G.M.); (R.C.); (P.G.)
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Van der Hoven AG, Mahembe B, Hamman-Fisher D. The influence of servant leadership on psychological empowerment and organisational citizenship on a sample of teachers. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.4102/sajhrm.v19i0.1395] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: The exhibition of organisation citizenship behaviour (OCB) by teachers is of great benefit for human capital development. Teachers’ perceptions of school principals as servant leaders play a critical role in their psychological empowerment and exhibition of OCBs.Research purpose: The goal of the study was to analyse the relationship between servant leadership, psychological empowerment and OCB of teachers in the South African school system.Motivation for the study: Teachers are usually under pressure to attend to the academic needs of the learners, which may be required either during normal working hours or after hours. This has necessitated the need to investigate the role played by a school principal’s servant leadership style in influencing the exhibition of OCBs.Research approach/design and method: A non-probability sample of 203 teachers drawn from selected schools in the Western Cape Province of South Africa was utilised. Item and dimensional analysis as well as structural equation modelling were performed on the data.Main findings: The constructs of servant leadership, psychological empowerment and OCB displayed high levels of internal consistency. Generally, a reasonable model fit was found for the structural and measurement models of the latent variables through confirmatory factor analysis and structural equation modelling. Positive relationships were found between servant leadership, psychological empowerment and OCB.Practical/managerial implications: A principal’s servant leadership approach is likely to promote teacher empowerment and development as it enables the principal to develop teachers to their fullest potential through mentoring and coaching. The teachers are likely to respond with OCB, which benefits the learners and society at large.Contribution/value-add: Schools face the challenge of motivating teachers. One of the ways of achieving this objective is by encouraging servant leadership amongst principals. Servant leadership promotes positive outcomes and extra-role behaviours.
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