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Determining how to stimulate public employees' change-oriented organizational citizenship behavior (OCB) has become a critical issue in both theory and practice. This article draws on the theories of job demands-resources (JD-R), leadership, and public service motivation (PSM) to propose a moderated mediation model to explore how empowering leaders...
Context in source publication
Citations
... This action shows commitment and responsibility to the organization beyond the minimum role performance of members of the organization. It is greatly influenced by individual efforts and the organizational environment [53]. Organizational citizenship behavior can be a practical aspect of behavior that can improve an organization's effectiveness without incurring additional costs [54]. ...
... In recent decades, organized citizenship behavior has become one of the most popular topics in the public administration field [55][56][57]. However, some scholars have argued that organized citizenship behavior is insufficient to ensure an organization's sustainable viability [14,53,58]. Organizations have suggested that change-oriented organized citizenship behaviors of members of organizations that tend to challenge the current state and bring about changes in organizational function are necessary [53,59]. ...
... However, some scholars have argued that organized citizenship behavior is insufficient to ensure an organization's sustainable viability [14,53,58]. Organizations have suggested that change-oriented organized citizenship behaviors of members of organizations that tend to challenge the current state and bring about changes in organizational function are necessary [53,59]. It is explained that if an individual shows a high level of change-oriented organizational citizenship behavior, they are likely to be in a dangerous situation, mainly because it challenges the tradition and function of the organization in the organizational and political environment [53,59]. ...
This study investigates the impact of inclusive leadership on diversity, climate, and change-oriented organizational citizenship behavior in hotel work. It also examines whether the diversity climate mediates the relationship between inclusive leadership and change-oriented organizational citizenship behavior. An online survey was conducted among hotel employees. It was found that inclusive leadership had a significant positive effect on the diversity climate. The diversity climate was found to have a significant positive effect on change-oriented organizational citizenship behavior, and inclusive leadership had a significant positive effect on change-oriented organizational citizenship behavior. Finally, inclusive leadership had a significant positive effect on change-oriented organizational citizenship behavior through a diversity climate. The results of this study have academic and practical implications for human resource management with respect to inclusive leadership in hotel workers’ work environment according to changes in hotels’ environmental factors for a new generation of employees flowing into the organizational mainstream.
... Although the common approach to understanding OCB in schools is to identify it as an individual phenomenon (e.g. Chen et al., 2023;DiPaola and Tschannen-Moran, 2001;Podsakoff et al., 2014), scholars have begun to treat OCB as a team or organizational phenomenon in recent years (Somech and Khotaba, 2017). OCBs are social in nature and the organizational context most probably serves to encourage or discourage those behaviors (Podsakoff et al., 2018). ...
Purpose
Previous studies have examined the empowerment of individual teachers, while neglecting the fact that such a phenomenon might grow within a team. Building on the crossover model and social exchange theory, the aim of this study is to explore whether team empowerment among school management teams (SMTs), is transmitted to the school level and affects schoolteachers' job satisfaction and thereby schoolteachers' organizational citizenship behavior (OCB). Furthermore, we explored whether those relationships are moderated by team-member exchange (TMX) relationships.
Design/methodology/approach
Data were collected from 86 principals, 357 SMT members and 683 schoolteachers from 86 schools.
Findings
Results confirmed the mediating role of schoolteachers' job satisfaction, showing a positive relationship between SMT empowerment and schoolteachers' job satisfaction, and between job satisfaction and OCB. The moderation of TMX and the overall moderated mediation hypotheses were not supported.
Research limitations/implications
The nature of data collected in the current study precludes any inference concerning the direction of casual links among the study constructs. Therefore, longitudinal studies could be designed, aimed at confirming the direction of links among the variables.
Practical implications
The findings reinforce the impact of schoolteachers' job satisfaction on achieving OCBs. Hence, SMT members carry the responsibility to cultivate satisfied schoolteachers through schools' support mechanisms and guidance in order to achieve schoolteachers' OCB.
Originality/value
The study identifies SMT empowerment as a key factor that may indirectly encourage schoolteachers to invest in OCBs through positive attitudes of schoolteachers' job satisfaction.
... Therefore, researchers have tried to locate the antecedents of Frontiers in Psychology 03 frontiersin.org OCB within public organizations (Campbell and Im, 2016), especially from a leadership perspective (Ritz et al., 2014;Chen et al., 2023). We conjecture that ethical leadership leads to public employee's OCB for two reasons. ...
The dual qualities of an effective leader—ethicality and competency—have long been identified but seldom empirically examined. Using survey data from 329 Chinese customs officers collected in December 2022, this study investigates whether ethical leadership influences customs officers’ organizational citizenship behaviors indirectly through work engagement and trust in leader. Following the interactive approach, we further postulate that leader competency can accentuate these indirect relationships. Mplus 8.3, SPSS 26.0 and Hayes’ PROCESS macro for SPSS were used to conduct statistical analyses including descriptive statistical analysis, correlation analysis, common method deviation analysis, confirmatory factor analysis, and regression analysis. The results reveal that work engagement and trust in leader act as mediators in the ethical leadership and organizational citizenship behaviors relationship. Moreover, these indirect relationships are stronger when customs officers perceive their leaders are more competent. Theoretical and practical implications are discussed.
... Previous research has shown that empowering leadership can encourage organizational citizenship behavior [15]. In this context, commanders empower officers by encouraging officer participation in decision-making thereby reducing [26,44]. Empowering Leadership is able to have a positive effect on Organizational Citizenship Behavior on individuals in teams [34]. ...
Police reform in the Mobile Brigade Corps unit in Indonesia, which seeks to break away from militaristic elements, has not been fully implemented optimally. This is reflected in the lack of implementation of human values in serving the community. The extra effort of officers in encouraging community service based on human values can be realized through Organizational Citizenship Behavior which is not only directed at fellow officers, but also towards organizations in the context of community service. Based on Social Exchange Theory, this study aims to investigate the mechanism of strengthening Organizational Citizenship Behavior in the context of the Police Mobile Brigade Corps with the support of Empowering Leadership, Psychological Empowerment, and Job Satisfaction. Using a quantitative approach, this study distributed online questionnaires to 395 Mobile Brigade Corps officers. Furthermore, this study analyzes the data using Partial Least Squares–Structural Equation Modeling. The test results show that Empowering Leadership can strengthen Organizational Citizenship Behavior. In addition, this study reveals the mediating role of Psychological Empowerment and Job Satisfaction in the influence of Empowering Leadership on Organizational Citizenship Behavior. With these findings, the Police Mobile Brigade Corps needs to improve the competence of officers through training and development efforts so that officers feel psychologically empowered and have job satisfaction. On the other hand, Mobile Brigade Corps needs to encourage leaders to provide opportunities for officers to participate in decision making and recognize their contributions to work.
... Since introduced by Perry and Wise (1990), public service motivation (PSM) has attracted growing attention from scholars and practitioners, which is considered an important antecedent of work attitudes and behaviors, such as job satisfaction (e.g., Liu et al., 2008;Homberg et al., 2015), organizational commitment (Crewson, 1997;Sun, 2021), performance (Bellé, 2013;Andersen et al., 2014), change-supportive behavior (Hassan et al., 2021), and organizational citizenship behavior (Liu and Perry, 2016;Chen et al., 2021). This study focuses on the relationship between PSM and job satisfaction. ...
... PSM is characterized as motives and actions rooted in the public sector to do good for others and the whole society , which consists of four dimensions: attraction to policy making, commitment to the public interest, compassion, and self-sacrifice (Perry, 1996). Research on PSM has been widespread and has reached a consensus on the positive effects of PSM on work attitudes and behaviors (e.g., Liu and Perry, 2016;Ritz et al., 2016;Chen et al., 2021). Many studies have shown that employees with high PSM tend to be more satisfied with their jobs (Naff and Crum, 1999;Bright, 2008Bright, , 2021Andersen and Kjeldsen, 2013). ...
... As a low-cost driver of job satisfaction (Homberg et al., 2015), PSM could be cultivated in various ways. For example, the public organization can implement standard tests to select individuals with high PSM and facilitate workplace trust to enhance public employees' PSM (Paarlberg et al., 2008;Chen et al., 2021). Public organizations should also provide opportunities to serve the public, which was considered to enhance the positive effect of PSM on job satisfaction (Homberg et al., 2015). ...
Introduction
Despite the relationship between public service motivation and job satisfaction is widely discussed, rare studies explore the theoretical mechanism of this relationship.
Methods
Through integrating public service motivation, role overload, job satisfaction, and marital status, this study explores psychological mechanisms and boundary conditions of the relationship between public service motivation and job satisfaction. Data was collected from 349 public employees in eastern China.
Results
Empirical results reveal that public service motivation is positively related to job satisfaction by decreasing role overload. Moreover, marital status moderates the relationship between role overload and job satisfaction, as well as moderates the indirect effect of public service motivation on job satisfaction through role overload.
Discussion
These findings advance our understanding of the psychological mechanism and conditional effect of PSM in relation to job satisfaction and provide valuable insights into how to improve public employees’ well-being.
... Diante de ambientes externos cada vez mais mutáveis, as organizações públicas devem identificar problemas internos e tomar rapidamente as medidas necessárias para resolvê-los. A eficiência das organizações públicas depende do comportamento dos funcionários, pois eles podem identificar rapidamente e resolver efetivamente esses desafios, alinhando-se ao ambiente (Vigoda-Gadot & Cohen, 2004;Chen et al., 2021). ...
Tendo em vista a incipiência de pesquisas sobre o Comportamento de Cidadania Organizacional (CCO) no setor público, este estudo teve por objetivo avaliar uma escala de mensuração, bem como a incidência do construto junto a servidores públicos brasileiros lotados em instituições federais de ensino, incluindo docentes e técnico-administrativos. Para tanto, realizou-se uma survey com itens relativos à mensuração do CCO, os quais foram adaptados de uma escala internacional. Após o processo de análise fatorial confirmatória, obteve-se o ajuste do modelo de mensuração e a validade de construto, confirmando a dimensionalidade proposta na versão original. Quanto à incidência do CCO, foi possível sinalizar que os servidores das instituições federais de ensino, em geral, tendem a manifestá-lo em relação aos colegas de trabalho e à organização em que atuam.
This review study investigated two main questions on organizational citizenship behavior: first, how is OCB conceptualized in management studies? And the second question is, what are the antecedents of OCB in management studies? The study used a systematic review strategy to address the above questions. In this respect, clear inclusion and exclusion criteria were employed to select 53 relevant articles from the total of 2367 OCB articles obtained from various databases for analysis purpose. Other research methods were also used in the study, such as the collected data, which was analyzed via content analysis and finally presented descriptively using a descriptive research design. The finding shows that these days, OCB and OCBI/OCBO are still understood from 1988 Organ’s OCB constructs. There are limited studies on individuals’ dispositions, task characteristics, leadership behaviors, and group characteristics as types of antecedents of OCB in the existing literature. It is recommended to develop advanced OCB constructs that can be applicable to all types of organizations. As shown by the shortage of OCB studies in some types of antecedents, future researchers are advised to conduct their studies on individuals’ dispositions, task characteristics, leadership behaviors, and group characteristics using the conceptual framework suggested by this study.
This study investigates the relationship between performance appraisal (PA) and organizational citizenship behavior (OCB) among Korean government employees, integrating social exchange theory, prosocial values, and impression management perspectives. It analyzes how employees respond to PA’s perceived effectiveness, focusing on both direct and indirect effects of PA components alongside traditional OCB antecedents. Surveying 3,336 employees, the findings indicate positive correlations between performance feedback adequacy, PA fairness, and OCB, but a negative link with PA leniency. Organizational commitment emerged as a key mediator, especially between PA leniency, performance feedback frequency, and OCB. The study emphasizes the importance of a well-structured PA system to foster employee engagement in OCB.
Public service motivation is crucial in the public sector and nonprofit organizations because it ensures that individuals working in these sectors are dedicated to the public good, ethical in their actions, and committed to improving society. This paper aims to show integrative literature links between public service motivation and intention to stay through the mediation of job satisfaction and commitment. Based on the literature, this paper provides considerable evidence that public service motivation (PSM) predicts job satisfaction and intention to stay. This paper specifically focuses on the factors behind the motivation of public service employees and the determinants of the intention to stay. Finally, this paper suggests a research direction for further investigation on PSM and how intention to stay can be predicted based on other variables such as organizational commitment and perceived opportunities for career advancement. Additionally, it highlights the importance of understanding the role of PSM in fostering a sense of purpose and fulfilment among public service employees, which in turn can contribute to their intention to stay in the organization.
