Improving Organizational Citizenship Behavior through Transformational Leadership: Mediating role of Trust in Leader

Abstract

This study assesses to what extent Organizational Citizenship Behavior (OCB) is influenced by Transformational Leadership (TL) in Pakistani banking sector with the sample of 180 leaders and their respective followers working in that organization. This is purely quantitative research and data is collected in dyads. Furthermore, this study also investigated the mediating role of Trust in leader between transformational leadership and organizational citizenship behavior relationship. The results of this study demonstrate that transformational leadership and organizational citizenship behavior are positively related to each other in the presence of intervening variable Trust in leader. Taken together, the findings suggest that in order to attain desired outcome, the leaders should be aware of their responsibilities and its potential effect.

Does Organizational Commitment Matter? Linking Transformational Leadership With Organizational Citizenship Behavior (Ocb)

“…Leaders can provide real examples in completing tasks assigned to employees based on applicable operational standards, rather than only issuing directives orders that must be followed. The result of this study supported previous research conducted by Sarwar et al (2015) in the Pakistani banking sector, Saif et al (2016), Randy-cofie (2018 in Ghana multinational employee. This research also in line with Hassi (2018) research in seven different industries in Morroco, Mi et al (2019) Hypotheses 2, 3, and 4 explained the effect of transformational leadership on three antecedents of organizational commitment (affective, continuance, and normative commitment).…”

“…Bass (1985) described that transformational leadership consists of four indicators: individual consideration, intellectual stimulation, idealized influence, and leader inspiration. Researchers have shown that transformational leadership has a relationship with OCB (Sarwar et al, 2015;Rodrigues and Ferreira, 2015;Saif et al, 2016;Randy-Cofie, 2018;Hassi, 2018;Mi et al, 2019;Tian et al, 2020). Thus, the proposed hypothesis is: H1: transformational leadership has a positive effect on OCB…”

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

“…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).…”

Antecedent Of Organizational Commitment In A Small-Medium Industry Context

“…Leadership effectiveness reflects how leaders and members view the importance of their experiences with each other for organizational well-being and individual welfare (Sarwar et al, 2015;Alabi, 2012). It is also defined as the ability to inspire commitment to the organization's mission and goals, navigate challenges, solve problems, and mobilize resources to inspire change (Alabi, 2012).…”

“…It is also defined as the ability to inspire commitment to the organization's mission and goals, navigate challenges, solve problems, and mobilize resources to inspire change (Alabi, 2012). Thus, managers and leaders must adopt positive and good behavior to have an excellent performance from their employees (Sarwar et al, 2015;Gonzaga et al, 2015).…”