Prior research has explored how employees' perceptions of their leaders impact their work attitudes and behaviors. Studies have shown that charismatic leaders motivate individuals to be more engaged and to exhibit more organizational citizenship behaviors. This study considers how a moderator, citizenship pressure, affects how charismatic leaders might inspire their followers to go above and beyond and be more engaged in their work. Using a sample of 243 workers, this study's findings show that charismatic leadership has a stronger positive effect on job engagement when employees perceive less citizenship pressure. Citizenship pressure did not moderate the relationship between charismatic leadership and organizational citizenship behavior. Implications of this study include an examination of the moderating influence of citizenship pressure, a relatively new construct. Practically, the implications may shed some light on leadership factors that encourage increased effort from employees and greater employee engagement. More specifically, findings suggest that persons are motivated to exhibit more OCBs to meet high expectations of charismatic leaders. However, when seeking engagement, feeling pressure to perform these OCBs has a reverse effect as more job engagement results with less citizenship pressure. Future research suggestions and limitations are discussed.
The global pandemic caused by Coronavirus disease of 2019 (COVID-19) severely disrupted people’s professional and personal lives making many employees required to work from home. Our study examines family-supportive supervisory behaviors (FSSB) impact on in-role behaviors through satisfaction with work–life balance and psychological availability at work to gain insight into the effects of the pandemic on work and home domains. Based on three waves of data and a sample of 179 full-time employees (32+ hours per week) forced to work 100% at home because of the pandemic, the findings suggest satisfaction with work–life balance and psychological availability at work serially mediated the relationship between FSSBs and in-role behaviors. Also, satisfaction with work–life balance mediated the relationship between FSSB and psychological availability at work, and psychological availability at work mediated the relationship between satisfaction with work–life balance and in-role behaviors. Practical and theoretical implications, along with future research, are discussed.
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