The Effects of Servant Leadership on Organizational Citizenship Behaviour: Moderation of Proactive Personality

Shoukat, Safoora; Khan, Madiha

doi:10.29322/ijsrp.9.04.2019.p8813

Cited by 2 publications

(2 citation statements)

References 5 publications

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“…They interact with more people, and they control relationships. Most studies have shown a positive correlation between extraversion and organizational commitment [76], which is consistent with the results of the present study. Extremely open-minded people are creative, curious, and artistically sensitive, and they are receptive to stimuli.…”

Section: Discussion Of Individual Personality Differencessupporting

confidence: 93%

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

Yang

et al. 2021

Sustainability

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The psychological health and work commitment of miners are prerequisites to ensuring their sustainable safety behavior, and it is also significant to the sustainable development of coal mines in China. In this context, we conducted a questionnaire survey among coal miners of state-owned coal enterprises to explore the relationships between cultural emotion, unemployment risk perception, Big Five personality traits, and work commitment. The results reveal that (1) cultural emotion and its three dimensions played a significant positive role in promoting work commitment. (2) Unemployment risk perception, policy unemployment risk perception, and individual differential unemployment risk perception had a negative moderating effect. (3) Moreover, work commitment was associated with differences in personality characteristics except for agreeableness. This research is of important theoretical value and practical significance, as it can guide Chinese coal miners to increase their work commitment and thereby improve safety in production.

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Section: Discussion Of Individual Personality Differencessupporting

confidence: 93%

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

Yang

et al. 2021

Sustainability

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“…Organizational culture is a metaphorical force [65] and is usually determined by components such as those used in this study. It follows, therefore, that an employee's appreciation of an institution's culture becomes a direct reflection of the level of awareness of their institution's aspirations and visions [66]. They are, therefore, able to deal with external and internal issues in a manner that reflects the position of their institution and, to a large extent, positively influences the commitment of the employee [67].…”

Section: Discussionmentioning

confidence: 99%

The Role of Commitment in the Relationship between Components of Organizational Culture and Intention to Stay

et al. 2021

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For an institution to be classified as one of the best or worst, it largely depends on the people behind it. An institution’s human resource is, therefore, seen as its most important asset. This paper investigates the role of employee commitment in linking some components of organizational culture to employee intention to stay. Components of organizational culture investigated in this paper include work environment, reward system, work environment, and leadership. Data for this study was obtained through a survey of staff of Kumasi Technical University in Ghana with the help of a questionnaire modified and simplified from pre-validated instruments proposed by early researchers. A total of 216 responses were sought from the permanent staff of the university (teaching, non-teaching). Analysis of the study was completed using LISREL software. Parameter estimates of the best-fitting model reveal that commitment mediates the relationship between three components of organizational culture (i.e., reward system, work environment, and leadership) and employee intention to stay. An important conclusion of this study is that a committed employee still requires a well-structured reward system, conducive work environment, and quality leadership from management of institutions to inform their decision to remain in the service of that organization or otherwise.

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The Effects of Servant Leadership on Organizational Citizenship Behaviour: Moderation of Proactive Personality

Cited by 2 publications

References 5 publications

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

A Comprehensive Model of the Relationship between Miners’ Work Commitment, Cultural Emotion and Unemployment Risk Perception

The Role of Commitment in the Relationship between Components of Organizational Culture and Intention to Stay

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