Transformational leadership and organizational citizenship behavior: Modeling emotional intelligence as mediator

Abstract

Leadership and organizational citizenship behavior (OCB)

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

“…Similarly, the impacts of communication as moderator on the relationship of TL and ER (H5), OCB, and ER were found to be positive and significant (β = 0.183, t = 5.035, p = 0.000), and H6 was noted to be negative but statistically significant (β = −0.181, t = 3.373, p = 0.001) ( Table 6 and Figure 2). The results were also supported by previous studies (Jiang et al, 2017;Khokhar and Zia-ur-Rehman, 2017;Majeed et al, 2017;Olendo and Muindi, 2017;Cofie, 2018;Maaitah, 2018;Mittal and Kaur, 2018;Sulamuthu and Yusof, 2018). Figure 3 shows the interaction of communication on the relationship between ER and OCB.…”

“…First, the findings extend the research of TL. This study confirms that the ability of the leaders to articulate a compelling vision, skills at expressing confidence in goal achievement, innovative perspectives on problem solving, spending time on the training and development of the team, and specifically having a strong sense of purpose (Bass and Avolio, 1995) impact OCB (Rodrigues and Ferreira, 2015;Ismaeelzadeh et al, 2016;Saif et al, 2016;Majeed et al, 2017;Cofie, 2018) and ER (Amankwaa and Anku-Tsede, 2015;Khan, 2015;Jiang et al, 2017;Maaitah, 2018). This study illustrates the complexity of the relationship between OCB and ER.…”

“…Within SMEs, all four dimensions of TL play a vital role in cultivating OCB (Jiang et al, 2017). Past research examined the positive effect of TL traits on OCB (Emami et al, 2012;Pickford and Joy, 2016;Majeed et al, 2017;Cofie, 2018). Bass (1985) explained that the qualities of transformational leaders such as individualized consideration, IS, inspirational motivation, and individualized influence enhance OCB in employees; for instance, Jiang et al (2017) examined positive impacts of TL dimension on OCB.…”

“…Furthermore, OCB refers to discretionary behavior, which is not directly or explicitly recognized by the formal reward system. However, such behaviors promote the effective functioning of the organization (Majeed et al, 2017). OCB enhances both individual and team performance (Mehdizadeh et al, 2018;OCB, 2018).…”

“…The four traits of Bass's (1985) theory, including individualized influence, IS, inspirational motivation, and individualized consideration, develop specific leadership skills in leaders. Transformational leaders help to develop OCB in their followers (Emami et al, 2012;Majeed et al, 2017;Cofie, 2018), further leading to ER (Adekanbi, 2016;Sow et al, 2016). However, this relationship with the perspective of Chinese SMEs has not been extensively explored.…”