Transformational leadership and organizational citizenship behavior: The role of person-job fit and person-organization fit in social exchange perspective

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2023-09-28 DOI:10.3233/hsm-230039

Udin Udin

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引用次数: 0

Abstract

BACKGROUND: Transformational leadership is critical in today’s organizations from a social exchange perspective as it helps create a positive work environment, drives innovation and change, and leads to improved organizational effectiveness. OBJECTIVE: The purpose of this study is to test the direct effect of transformational leadership on person-job fit (PJ fit), person-organization fit (POF), and organizational citizenship behavior (OCB). This study also examines the mediating role of PJ fit and POF on the relationship between transformational leadership and OCB. METHODS: This study collects data using a cross-sectional survey from professional lecturers of three selected public universities in Southeast Sulawesi - Indonesia. A total of 221 purposively sampled responses are utilized in the data analysis. A quantitative approach with structural equation modeling (SEM) via Amos 21.0 software is used to test the proposed hypotheses. RESULTS: The findings acknowledge that transformational leadership seems to have a direct positive effect on PJ fit, POF and OCB. Also, this study reveals that PJ fit and POF have significant positive effects on OCB. This study further unveils that PJ fit and POF fully mediate the relation between transformational leadership and OCB. CONCLUSION: The results indicate that the more transformational leadership behaviors are demonstrated by leaders within organization, the more PJ fit and POF of followers will accomplish and experience with their organization, which in turn, increase OCB. It further means that transformational leadership can be crucial for recent organizations from a social exchange perspective by promoting healthy relationships and positive outcomes by encouraging followers to engage in behaviors that benefit the organization.

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变革型领导与组织公民行为:社会交换视角下个人-工作契合、个人-组织契合的作用

背景:从社会交换的角度来看，变革型领导在当今的组织中至关重要，因为它有助于创造积极的工作环境，推动创新和变革，并提高组织效率。目的:本研究旨在检验变革型领导对员工个人-工作契合度(PJ fit)、个人-组织契合度(POF)和组织公民行为(OCB)的直接影响。本研究还考察了PJ契合度和POF在变革型领导与组织公民行为关系中的中介作用。方法:本研究采用横断面调查的方式收集数据，调查对象为印度尼西亚苏拉威西岛东南部三所选定的公立大学的专业讲师。在数据分析中，总共使用了221个有目的的抽样回答。通过Amos 21.0软件，采用结构方程建模(SEM)的定量方法对提出的假设进行检验。结果:研究结果表明，变革型领导对员工的敬业度、敬业度和组织行为有直接的正向影响。此外，本研究还发现，PJ配合度和POF对组织行为有显著的正向影响。本研究进一步揭示了PJ契合度和POF在变革型领导与组织行为之间的关系中起到了充分的中介作用。结论:组织内部领导者表现出越多的变革型领导行为，其追随者对组织的PJ契合度和POF度就越高，从而增加组织公民行为。这进一步意味着，从社会交换的角度来看，变革型领导可以通过鼓励追随者参与有利于组织的行为来促进健康的关系和积极的结果，对最近的组织至关重要。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.