The Impact of Transactional and Transformational Leadership Style on Organizational Citizenship Behaviors

Rodrigues, Alexandra de Oliveira; Ferreira, Maria Cristina

doi:10.1590/1413-82712015200311

Cited by 36 publications

(54 citation statements)

References 34 publications

(71 reference statements)

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“…First, the findings extend the research of TL. This study confirms that the ability of the leaders to articulate a compelling vision, skills at expressing confidence in goal achievement, innovative perspectives on problem solving, spending time on the training and development of the team, and specifically having a strong sense of purpose (Bass and Avolio, 1995) impact OCB (Rodrigues and Ferreira, 2015;Ismaeelzadeh et al, 2016;Saif et al, 2016;Majeed et al, 2017;Cofie, 2018) and ER (Amankwaa and Anku-Tsede, 2015;Khan, 2015;Jiang et al, 2017;Maaitah, 2018). This study illustrates the complexity of the relationship between OCB and ER.…”

Section: Theoretical Implicationssupporting

confidence: 68%

“…During the past decade, there has been extensive research on TL and its relationship to multiple outcomes. TL significantly affects OCB (Rodrigues and Ferreira, 2015;Sarwar et al, 2015;Ismaeelzadeh et al, 2016;Saif et al, 2016;Cofie, 2018;Hassi, 2018). Additionally, employees exceed their assigned duties when a TL style is used (OCB, 2018).…”

Section: Transformational Leadershipmentioning

confidence: 99%

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The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

et al. 2020

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This study investigates the impact of transformational leadership on employee retention in small-and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership-OCB and OCB-employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.

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Section: Theoretical Implicationssupporting

confidence: 68%

Section: Transformational Leadershipmentioning

confidence: 99%

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

et al. 2020

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“…There are studies that argue that transformational leadership has a significant effect on the creation of a sustainable organizational identity [49][50][51]. Transformational leaders pay attention to their direct reports and followers [15,52] and ultimately win their admiration [53]. Transformational leaders are self-confident, and they rely on their capacity and abilities [54].…”

Section: Transformational Leadership Sustainable Organizational Idenmentioning

confidence: 99%

Managerial Perception and Organizational Identity: A Comparative Analysis

2020

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In this study, the effect of transformational leadership and procedural justice on manager trust and sustainable organizational identity is analyzed, also including the role of mediation on manager trust. First, we analyzed what the effect of transformational leadership and procedural justice on trust in the organization and sustainable organizational identity is. Secondly, we examined the mediator effect on organizational trust, in addition to the effects of transformational leadership and procedural justice on sustainable organizational identity. The sample of the study consists of 558 subjects from Turkey, 106 subjects from Azerbaijan, and 95 subjects from Kyrgyzstan-a total of 759 subjects. To analyze the collected data, we used correlation analysis, regression analyses, and ANOVA testing. For these analyses, we used the SPSS statistical software. The results indicate that transformational leadership and procedural justice positively and significantly affect manager trust. Moreover, manager trust has a positive and significant impact on creating a sustainable organizational identity. The results of the regression analyses further show that in the relationship between transformational leadership and procedural justice with sustainable organizational identity, there is a full effect of mediation on the perception of manager trust. Moreover, there is an indirect relationship among transformational leadership and procedural justice with creating a sustainable organizational identity, and this relationship is established through the perception of manager trust. The results of the study suggest that an efficient way to increase the trust of managers by employees is to increase procedural justice and to follow a transformational leadership style in the workplace. Moreover, it is expected that corporations following these strategies can sustain their organizational identity.

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“…The next factor that influences OCB is leadership. (Rodrigues & Ferreira, 2015;Khan, Ghouri, & Marinah Awang, 2013;Malik, et all, 2016;Lian & Tui, 2012;Yasir, 2013) Leadership is related to how to direct subordinates, according to process and behavior. Democratic leaders are preferred.…”

Section: Discussionmentioning

confidence: 99%

Factors Affecting Organizational Citizenship Behavior: A Literature Review

Bismala¹

2019

Proceedings of the Proceedings of the 1st International Conference on Economics, Management, Accounting and Business, ICEMAB 20

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This article aims to examine the factors that influence organizational citizenship behavior (OCB). OCB relates to the effort used by one employee to do extra things in the organization. OCB can influence organization performance and contribute to organizational successfulness. OCB includes organizational compliance, organizational loyalty and organizational participation. The factors that influence OCB are job satisfaction, leadership, and organizational climate. Through job satisfaction that is felt by employees, effective leadership, and a positive organizational climate, employees will be willing to do more than just formal tasks and deliver performance beyond organizational expectations.

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The Impact of Transactional and Transformational Leadership Style on Organizational Citizenship Behaviors

Cited by 36 publications

References 34 publications

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

Managerial Perception and Organizational Identity: A Comparative Analysis

Factors Affecting Organizational Citizenship Behavior: A Literature Review

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