Impact of Participative Leadership on Organizational Citizenship Behavior: Mediating Role of Trust and Moderating Role of Continuance Commitment: Evidence from the Pakistan Hotel Industry

Abstract

The present study examines the mediating role of affective and cognitive trust, and the moderating role of continuous commitment on participative leadership and organizational citizenship behavior (OCB) relationships. Four hundred employees were recruited from the hotel industry in Pakistan. The bootstrapping method was used for an estimation of the mediation effect by the process macro. This study employs confirmatory factor analysis and structural equation modeling. Results revealed that affective trust significantly mediates the relationship between participative leadership and OCB. Moreover, continuous commitment significantly plays a moderating role in the relationship between participative leadership and OCB. This study provides unique insight into the OCB in the hotel industry. Affective and cognitive trust as a mediator and moderator of continuance commitment are examined, which is the novel characteristic of this study. Managerial implications, limitations, and future directions are discussed.

The Relationship between Organizational Commitment and Organizational Citizenship Behaviors in the Public and Private Sectors

“…At the same time, OCB does not mean working long hours and taking on extra assignments with no thought of reward. Rather, it means that, through this type of behavior, employees provide the organization with many creative solutions to problems and provide suggestions to facilitate the implementation of strategies [28].…”

Uncovering the Indirect Impact of Work Ethic on Engineering Students’ Productivity through Positive and Negative Organizational Behaviors and Workaholism

“…The findings of the present study support the conclusions of previous researchers, i.e., Choi et al [6], Alshihabat and Atan [7], and Aleksic' et al [3], that members of organizations should be groomed on ethics and positive organizational behaviors and diminishing deviant behaviors for implementing sustainable human resource management strategies, maintaining a sustainable work environment, and for building a sustainable world. For enhancing these ethics and behaviors, experts have highlighted the importance of social capital [74], authentic [56], and participative leadership [55], co-created values [75], and organizational culture [3]. The present study concludes that by grooming individuals on WE will result in enhancing positive behaviors and diminishing destructive deviant behaviors which will result in increased productivity.…”

“…Work ethic, cultured and followed by the members of any society or organization, has significant effects on the behaviors and attitudes of the individuals themselves and affect their behaviors towards others (colleagues and the organization as a whole) [6,55,56]. In Islamic countries like Pakistan, where approximately 97% of the population is Muslim, the WE followed is IWE, which is a part of the individuals' education/grooming [53].…”

Employee Commitment: Through Training Opportunities and Organization Compensation System

“…In continuance commitment, reference is made to the relationship between individuals and their organization as a result of understanding the implications (costs) of non-commitment (Galanaki, 2019). Continuance commitment demonstrates employee's intention to retain membership in the organization following an evaluation of the cost of leaving the organization (Hayat Bhatti et al, 2019). To put another way, employees make investments at work that connect them to the employing organization.…”