The mediating effects of green organizational citizenship on the relationship between green transformational leadership and green creativity: evidence from hotels

PurposeAwareness of environmental and environmental ethical behaviours are increasing day by day in the hospitality sector. Concepts are examined more and more from the “green” point of view. This study aims to reveal the impact of green transformational leadership on green creativity and the mediating effects of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity in the context of hospitality.Design/methodology/approachThis study was designed according to the quantitative approach. Hotel employees in Istanbul, Turkey (N = 201) provided data later analysed in three stages. First, JAMOVI software outputs provided descriptive statistics. Second, confirmatory factor analyses ensured the validity of the research. Third, SmartPLS was used to test the hypotheses of the study.FindingsThe results revealed that green transformational leadership positively affects employees' green creativity and green organizational citizenship behaviours. Moreover, green organizational citizenship behaviours partially mediate the relationship between green transformational leadership and green creativity.Originality/valueTo the best of our knowledge, no research examines the mediating effect of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity. This research will contribute to the relevant literature by filling this gap. This study is original in its attempt to reveal the nature of green organizational behaviours of hospitality employees. It contributes to the literature on green transformational leadership, green creativity and green organizational citizenship behaviours.

Bureaucratic and humanistic management styles and organizational citizenship behavior

This study aimed to determine the effect of bureaucratic and humanistic management styles of administrators on the organizational citizenship behaviours of employees. To deepen the study, literature was reviewed and theories were established. The study used a descriptive correlational research design and used questionnaires to gather the data. The study found that the bureaucratic management style is higher than the humanistic management style. The higher the bureaucratic management style, the lower the humanistic management style becomes. Based on the correlational analysis, it found that management styles of administrators correlate to the organizational citizenship behaviours of employees. Therefore, the hypothesis of the study is accepted.

Perceived HRM practices and organizational citizenship behaviours: a case study of a Chinese high-tech organization

PurposeThe purpose of this case study is to test a moderated mediation model linking employees' perceived HRM practices to organizational citizenship behaviours (OCB) with perceived insider status as the mediator and emotional exhaustion as the moderator in a Chinese high-tech organization.Design/methodology/approachA sample of 417 Chinese employees were recruited from a large Chinese high-tech company to participate in a paper-and-pencil survey, and mediation and moderation were analysed using PROCESS macro for SPSS.FindingsPerceived insider status partially mediates the relationship between perceived HRM practices and OCB, and emotional exhaustion moderates the relationship between perceived insider status and OCB such that the strength of the relationship is stronger in employees with low emotional exhaustion levels than in employees with high emotional exhaustion levels.Practical implicationsThere is a need for organizations to promote the physical and psychological well-being of its employees in order to maximize the effectiveness of HRM practices.Originality/valueThis case study provides novel insights into how employees' perceived HRM practices elicit OCB and its boundary conditions in collectivistic cultures.

Lecturers’ Organizational Citizenship Behaviours During COVID-19 Pandemic

A limited number of studies indicate that organizational citizenship behaviour (OCB) have the potential to contribute to organizational and individual performance. Educators who have positive behaviours such as helping behaviour can help facilitate the learning process. With the spread of COVID-19 pandemic which has led to the growth of online learning, OCBs among educators is needed in facilitating students’ learning process. This study was conducted to examine the practice of OCB among lecturers from an institution of higher learning who are currently using online learning as the platform of teaching. Based on the input obtained from 136 students, the results found that lecturers are indeed showing high levels of OCB. These students have reported a total of forty behaviours classified as OCB among lecturers. In terms of implications, lecturers’ OCB are seen to be able to support the online learning process which is a new method for most students. Keywords: Academic performance, COVID-19, e-learning, Organizational citizenship behaviours, pandemic.

Moderation Effect Of Counter Work Productive Behaviour On The Relationship Between Job Satisfaction And Organizational Citizenship Behaviour

OCB ordinarily alludes to practices that decidedly affect the association or its individuals (Poncheri, 2006). OCB can be influenced by imparting in workers an impression of skill in their activity undertakings (Todd, 2003). Bateman and Organ (1983) proposed a noteworthy and solid connection between organizational citizenship conduct and job satisfaction. Bateman and Organ (1983) proposed a critical and strong association between organizational citizenship and occupation fulfillment. Employment fulfillment has been found to have a positive association with work execution and organizational citizenship. The purpose of the present examination was to research if CWB could be gone with moderately high work fulfillment. The present study is undertaken to study if there is a significant moderating effect of CWB on the relationship between Job Satisfaction and Organizational Citizenship Behaviour. CWB is prejudicious to the organization or to co-workers. The Organizations ought to enhance the spontaneous organizational citizenship behaviors of workers to extend satisfaction and, hence, to extend the competitiveness within the organization. The survey results disclosed that job satisfaction encompasses an important positive impact on organizational citizenship behaviour which counterwork productive behaviour encompasses a important negative dampening impact on the link between job satisfaction and organizational citizenship behaviours. The organizations will improve the work satisfaction of their workers by rising perceived operating satisfaction, social satisfaction, and remunerative satisfaction, which might then improve the organizational citizenship behaviours and reduce the negative impact of counterwork productive behaviour.

Quantitative Demands, Burnout, and Allied Outcomes for Indian Police Officers

Policing job is quantitatively demanding and may draw upon officer’s resources. This study aimed to examine quantitative demands’ effects for officers’ burnout and allied outcomes. Specifically, the study examined a mediation model that incorporated burnout as a mediator of quantitative demands’ relationship with job satisfaction, commitment to the workplace, organizational citizenship behaviours, health, work–family conflict, and feeling to quit. Using a cross-sectional (paper–pencil version) design, the study examined the model in a non-random sample of 1,223 officers of an Indian state, Haryana. The results showed that quantitative demands were associated positively with burnout, and burnout partially transmitted quantitative demands’ effect on job satisfaction, work–family conflict, and feeling to quit. The results vis-à-vis other outcomes revealed inconsistent mediation of burnout (i.e., suppression situations). As expected, quantitative demands, via burnout, had a negative effect on commitment to the workplace, organizational citizenship behaviours, and health; however, the concerned direct effect was against expectation. Apart from contribution to knowledge, the study’s findings are potentially of value for the government and police administrators. Practical implications of the findings, limitations of the study, and directions for future research are discussed.

Job Satisfaction as a Mediator between Transformational Leadership and Organizational Citizenship Behaviours

Organizational Citizenship Behaviors (OCBs) involves voluntary activities which do not form part of the organizational roles of workers and do not explicitly take into account the formal organizational compensation structure even though they improve the organization's general efficiency. To create a safer working environment and enhance job efficiency, education institutions must embrace and promote the OCBs. When workforce demonstrates OCBs actions, and they will increase their level of engagement and improve the performance of institutions. Such organizations would now be able to fulfil their objectives and better serve society. The purpose of the study to examine the impact of Transformational Leadership (TL) on organizational citizenship behaviours (OCBs), as well as the mediating role of job satisfaction (JS) in the Iraqi primary schools. Data collected from 172 teachers in some selected schools in Al Anbar Governorate through questioners and the data analysed by Smart PLS 3.2.9. The results indicated that Transformational leadership impacted teachers OCBs positively. Furthermore, Job satisfaction positively impacted OCBs and mediated between TL and OCBs. Implications the study emphasizes the importance of teachers OCBs and recommends that schools should encourage their mangers and administrative to exhibit more TL (Motivational, stimulating and creative actions). This study demonstrates the degree to which the internal motives of Teachers, particularly their Job satisfaction, lead to extra roles and affect OCBs-leaders from developing country prospects.