Organizational Citizenship Behavior Role in Mediating the Effect of Transformational Leadership on Organizational Performance in Gold Industry of Saudi Arabia

Abstract

This paper mainly aims at investigating the mediating effect of organizational citizenship behaviour in the relationship between transformational leadership behaviour and organizational performance as well as the mediating effect of organizational citizenship behaviour in the relationship between psychological ownership, working environment, employee involvement, incentives, and employee motivation, and organizational performance. To achieve the objectives of the study, quantitative research approach was applied through a questionnaire specifically designed to collect primary information from the samples of the study, which consisted of (250) managers in gold shops in Jaddah. The collected data was analysed using SPSS 20.0 and Smart-PLS 3. The results showed that organization citizenship behaviour mediates the relationship between transformational leadership behaviour, psychological ownership and incentives, and organizational performance in the Saudi Arabian gold industry. Also, organization citizenship behaviour has no mediating effect on the relationship between working environment, employee involvement, employee motivation, and organizational performance in the Saudi Arabian gold industry. At the end of this study, the researcher recommended the need to encouraging the practice of organizational citizenship behaviours by developing a set of special regulations and instructions, and consider organizational citizenship behaviours as one of the important criteria in the annual performance appraisal models for employees, in addition to that, the quantitative method was adopted in this research to test research hypotheses, thus, future studies can rely on other methods qualitative or case study to verify the results of this research.

Market Orientation, Transformational Leadership, Partnership Effects on Organizational Performance: Competitive Advantage as a Mediator

“…The intervening variables are organizational commitment, management control system, leader-member exchange, and organizational citizenship behavior. The researchers have confirmed that the variables mediate the transformational leadership-organizational performance relationship (Patiar & Wang, 2016;Nguyen et al, 2017;Alhashedi, Bardai, Al-Dubai, & Alaghbari, 2021). Moreover, the intervening variables between partnership strategy and organizational performance are partnership commitment and competitive advantage.…”

The Effect of Organizational Citizenship Behavior on Counterproductive Work Behavior: A Moderated Mediation Model

“…In recent years, the OCB concept has received scholarly interest due to its substantial influence on achieving and protecting the organizational competitive advantage (Ali Alhashedi et al, 2021). OCB can be defined as employees' voluntary behavior and actions that are not formally or directly recognized by the organizational total reward system but contribute to overall organizational functioning effectiveness (Organ, 1988) in the extent to which an employee goes beyond the minimum requirement of their legitimate job (Smith et al, 1983).…”

What motivates the most? Money or Empowerment: Mediating Role of Employee Commitment to Organizational Performance

“…The HRM practices that contribute to employee commitment in one organization and management style may not be valid in another country's organization with a different decisionmaking style (Hyun & Oh, 2011). The research studies infer that HRM practices lead to firms' financial and non-financial performance (Ahakwa, Yang, Agba Tackie, & Asamany, 2021;Katou & Budhwar, 2006), employee commitment, and service recovery performance (Mihardjo et al, 2020), transformational leadership behavior, and employee motivation (Alhashedi, Bardai, Al-Dubai, & Alaghbari, 2021). A broad group of writing exists investigating the effect of these HR practices (compensation and empowerment) on HR outcomes (organizational commitment) and examining any interceding role of these HR outcomes on organizational performance in developed nations.…”

“…This appropriate interference in HRM practices and procedures is expected to generate an extensive body of research and implications. However, the author found very few studies in the Saudi context investigating aspects related to organizational performance, organizational citizenship, working environment, and employee involvement (Alhashedi et al, 2021). Further, Alhashedi et al (2021) discussed the impact of HRM practices (i.e., employee incentives and motivation) on organizational knowledge management, learning, and culture.…”

“…However, the author found very few studies in the Saudi context investigating aspects related to organizational performance, organizational citizenship, working environment, and employee involvement (Alhashedi et al, 2021). Further, Alhashedi et al (2021) discussed the impact of HRM practices (i.e., employee incentives and motivation) on organizational knowledge management, learning, and culture. Therefore, assessing the effect of compensation or empowerment on the best predictor of organization performance in Saudi is missing in the literature.…”