Psychological climate and individual factors as antecedents of work outcomes

Abstract

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How does servant leadership affect employee attitudes, behaviors, and psychological climates in a for-profit organizational context?

“…We contend that reciprocation is a mechanism for followers to respond to the services they receive from their servant leaders and therefore that psychological climate affects OCB through the effect of reciprocation. Based on recent studies supporting a positive and significant effect of psychological climate on OCB (e.g., Carr, Schmidt, Ford, & DeShon, 2003;Parker et al, 2003;Schneider et al, 2005;D'Amato & Zijlstra, 2008;van Dierendonck, 2011), we propose Hypothesis 2 below. In addition, because we consider that servant leadership, job satisfaction, and psychological climate are individual determinants of OCB, we further argue that the three determinants taken together are positive and significant determinants of OCB (Hypothesis 3).…”

Multilevel Analysis of Employee Satisfaction on Commitment to Organizational Culture: Case Study of Chinese State-Owned Enterprises

“…Hechanova et al study to determine the relationship of empowerment with job satisfaction and performance in five different service sectors and pointed out psychological empowerment was positively correlated with both job satisfaction and performance [33]. Amato and Zijlstra specified organizational citizenship behavior as a mediator of the relationships between individual factors (psychological climate and self-efficacy) and work outcomes (quality of performance and emotional exhaustion) [34]. Yao and Wang showed that value internalization predicts higher job satisfaction and weaker turnover intentions via commitment [14].…”

Stres Kerja Dan Kinerja : Meta Analisis

“…budaya organisasi (Singh, et al, 1996), kepribadian (Mount & Barrick, 1998;Motowidlo, Borman, & Schmit, 1997), komitmen (Jaramilloa, Mulki, & Marshall, 2005;Al Ahmadi, 2009), kepuasan kerja (Judge, Bono, Thoresen, & Patton, 2001;Gu & Chi, 2009), pendidikan (Ng & Feldman, 2009), self-efficacy (Karatepea, Uludagb, Menevisc, Hadzimehmedagicc, & Baddarc, 2006;D'Amato & Zijlstra, 2008), pengalaman (Dokko, Wilk, & Rothbard 2008), stres kerja (Beehr & Newman, 1988;Luthans, 1998;Robbins, 2001;Kazmi, Amjad, & Khan 2008), sikap kerja (Riketta, 2008), ambiguitas peran (Knight, Kim, & Crutsinger, 2007), kecerdasan emosi (Chermiss, 1998;Boyatzis, 1999;Goleman, 2001), harga diri (Ferris, Lian, Brown, Pang, & Keeping, 2010).…”