When Self-Sacrificial Leaders Induce Employees’ Citizenship Behaviors? Uncovering the Nexus of Psychological Empowerment and Psychological Well-Being

Abstract

The main objective of this study is to examine the effect of self-sacrificial leadership on organizational citizenship behavior within the health sector through a moderated mediation approach. The study has been conducted on nurses working in public hospitals in Sargodha, Pakistan, and data have been collected through a questionnaire survey method. In this study, psychological empowerment is used as a moderator, and psychological wellbeing is used as a mediator between self-sacrificial leadership on organizational citizenship behavior based on the fundamental premise of Conservation of Resource (COR) theory. The data have been analyzed through Partial Least Square Structural Equation Model (PLS-SEM) to examine the hypotheses. Empirical results demonstrated that psychological well-being plays a significant and positive mediating role in the relationship between self-sacrificial leadership and organizational citizenship behavior. The results further explain that nurses’ psychological empowerment moderates the mediating effect of psychological well-being between self-sacrificial leadership and organizational citizenship behavior. This study adds to a better understanding of the role of self-sacrificial leadership in encouraging organizational citizenship behavior.

Self-sacrificial leadership, thriving at work, workplace well-being, and work–family conflict during the COVID-19 crisis: The moderating role of self-leadership

“…In this study, the COVID-19 pandemic was used as a backdrop to examine SSL in dealing with nurses’ WWB and WFC caused by this pandemic. The findings suggest that SSL significantly increased nurses’ WWB and mitigated their WFCs during the COVID-19 crisis (Hypothesis 1), which is consistent with the findings that SSL significantly determines nurses’ well-being (Iqbal et al, 2022) and such leadership may be effective in responding adequately to crises. Also, our research advances the literature on SSL in external crises.…”

“…When faced with demanding work tasks, they were less sensitive to external factors; instead, more personal internal resources preferentially stimulated their internal motivation and thus drove their behavior (Kotzé, 2021). In contrast, SSL represents an environmental factor, an external resource more closely associated with employees’ external motivation (Iqbal et al, 2022). In addition, two dimensions of TAW—learning and vitality—are temporary internal attributes that manifest a positive emotional state within the individual (Spreitzer et al, 2005; Spreitzer & Porath, 2014; Walumbwa et al, 2018), making them more sensitive to intrinsic motivation.…”

Transformational Leadership, Psychological Empowerment, and Organizational Citizenship Behaviors among Nursing Workforce: A Single Mediation Analysis

“…In conclusion, organizations that implement psychological empowerment programs are well-positioned to enhance OCBs and reduce intentions of employee turnover and retention [31]. Empowerment serves as a catalyst for motivating employees to exert their optimal eforts and signifes a heightened organizational commitment to goal achievement [32].…”

The Influence of Mindfulness and Social Connectedness in Strengthening Job Embeddedness through Sustainable Well-Being as a Mediator Variable at Industrial Estate Area - Bekasi Regency

“…Studies have indirectly shown that well-being can increase positive behaviour in the workplace (Iqbal et al, 2022). Also included in this positive condition is the absence of work stress or burnout (see also Iqbal et al, 2022)…”