First, Be a Good Citizen: Organizational Citizenship Behaviors, Well-Being at Work and the Moderating Role of Leadership Styles

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.

Mediasi Job Satisfaction Pada Pengaruh Leader- Member Exchange Dan Perceived Organizational Support Terhadap Organizational Citizenship Behavior PDAM Sleman

“…Adanya dukungan organisasi membuat pekerja bekerja secara efektif dan Tangguh dalam menghadapi lingkungan kerja dengan tekanan tinggi (Rhoades & Eisenberger, 2002). dengan hasil organisasi yang positif seperti kualitas layanan, produktivitas, rasa memiliki terhadap organisasi (Santos et al, 2023) serta keefektivitasan dan kinerja organisasi (Aprilda et al, 2019). Perilaku ini dikatakan menjadi kunci keberhasilan suatu organisasi (Arijanto, 2022).…”