Leader Integrity and Organizational Citizenship Behaviour in China. 中国领导者的正直品格对组织公民行为之影响

Gang, Zhang; Bai, Yuntao; Caza, Arran; Wang, Lu

doi:10.1111/more.12023

Cited by 12 publications

(5 citation statements)

References 54 publications

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“…Humble leaders also provide value to their employees' contributions and ideas, thus improving employees' confidence (Jeung and Yoon, 2018). Zhang et al (2014) indicate that followers tend to imitate their leaders' behaviours when they believe their leaders are effective. Humble leaders are additionally known to dedicate themselves to the betterment of society, typically possessing poor self-focus and preferring to hold low profiles and have little visibility (Owens and Hekman, 2012;Ou et al, 2014).…”

Section: 31mentioning

confidence: 99%

Investigating the moderating effect of humble leadership behaviour on motivational factors and knowledge-sharing intentions: evidence from Jordanian public organisations

Hawamdeh

Al-edenat

2022

VJIKMS

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Purpose The purpose of this paper is to empirically investigate the moderating effect of humble leadership on the relationship between different intrinsic and extrinsic motivational factors and employee’s knowledge-sharing intention. Design/methodology/approach Responses of 236 employees in public organisations in the country of Jordan were collected via the completion of an online survey. The study data was analysed using structural equation modelling. Findings This study found that humble leadership support positively moderated the effect of intrinsic motivational factors (i.e. self-efficacy and enjoyment) on KS intention, while such leadership does not moderate the relationship between extrinsic motivational factors (i.e. rewards and reciprocity) and KS intention. Originality/value This study increases the understating of the conditions under which employees’ knowledge-share by exploring the moderating effect of humble leadership behaviour on motivational factors and KS intention in public organisations, particularly in the context of a developing country.

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Section: 31mentioning

confidence: 99%

Investigating the moderating effect of humble leadership behaviour on motivational factors and knowledge-sharing intentions: evidence from Jordanian public organisations

Hawamdeh

Al-edenat

2022

VJIKMS

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“…According to Chin (2015), OCB has been widely discussed because they believed that OCB could boost up harmonious working environment, where China culture emphasizes on harmonious relationship. Besides, due to the inherited complexity and uncertainty in China economy, voluntary positive behaviour (OCB) is highly needed in an organization to help each other when problems happened (Zhang, Bai, Wang, 2014). Hence, it could be justified that 'China' has the most occurrences among the author keywords.…”

Section: Topic Of Interestmentioning

confidence: 99%

A Global Research Trend on Organizational Citizenship Behaviour: A Bibliometric Analysis

Gan

Yusof

2020

sbsee

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There are limited literatures that discussed on the trend of OCB. Hence, this bibliometric analysis is aimed to evaluate the global research growth to retrieve and analyse the publication on OCB. The bibliometric analysis is used to search the database of Scopus from the oldest publication in 1988 to the recent publication in 2019. The objectives were to evaluate the output of publications, co-authorship, leading countries and institutions, top authors, and co-occurrences of author keywords. This study used VOS Viewer 1.6.11 to analyse and visualise the global research trend on OCB in analysing the bibliographic data. Bibliometric maps were retrieved from VOS Viewer 1.6.11. This study retrieved 2, 356 journal articles from Scopus database from 1988 to 2019. The publication’s trend revealed that the number of publications has been increasing steadily since 2002. The leading countries in OCB research are the United States and China. Among the fifteen leading universities, five of them were from the world’s top 150 universities. Among the keywords, ‘commitment’ has the most link with OCB, which indicated that OCB is active in the management field compared to other fields such as nursing and psychology. This paper can be beneficial for academicians, organisations, and business policymakers in understanding the global trend of OCB besides discovering the future directions and opportunities for future studies.

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“…Morality is always emphasized and valued in traditional Chinese culture. For instance, Confucian philosophy suggests individuals with superior morality could serve as a role model for others and attract others without rewards (德不孤，必有邻) (Yang, 1993; Zhang, Bai, Caza, & Wang, 2014). However, most previous research focuses on moral leaders while neglecting the role played by special moral employees.…”

Section: Discussionmentioning

confidence: 99%

The Double-Edged Sword Effect of the Presence of a Moral Star: Promotion Versus Inhibition of Nonstars' Prosocial Behavior

Ju,

Liu,

Schminke

et al. 2023

Manag. Organ. Rev.

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Although a growing body of literature on star employees has focused on top performers, the influence of moral stars has been neglected, an unfortunate situation given that employees’ moral behavior has prolonged impacts on organizations and society as a whole. In this case, we propose the concept of the moral star, defined as the employee (not the team leader) who exhibits disproportionately high and prolonged morality relative to others and has a reputation of being moral on his or her team. We further draw upon self-categorization theory and investigate the double-edged sword effect of the presence of a moral star on the prosocial behavior of other team members. Specifically, we propose that for nonstar employees who have high levels of moral identity, the presence of a moral star is positively related to their felt moral responsibility and prosocial behavior. In contrast, for nonstar employees with low levels of moral identity, the presence of a moral star is negatively related to their felt moral responsibility and prosocial behavior. We found support for our hypotheses across an experiment and a multi-wave and multi-source field study. Taken together, our findings call for closer attention to the recognition of moral stars, as well as their potential unintended negative impact on teams and organizations.

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Leader Integrity and Organizational Citizenship Behaviour in China. 中国领导者的正直品格对组织公民行为之影响

Cited by 12 publications

References 54 publications

Investigating the moderating effect of humble leadership behaviour on motivational factors and knowledge-sharing intentions: evidence from Jordanian public organisations

Investigating the moderating effect of humble leadership behaviour on motivational factors and knowledge-sharing intentions: evidence from Jordanian public organisations

A Global Research Trend on Organizational Citizenship Behaviour: A Bibliometric Analysis

The Double-Edged Sword Effect of the Presence of a Moral Star: Promotion Versus Inhibition of Nonstars' Prosocial Behavior

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