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Sustainable Workplace: Impact of Authentic Leadership on Change-Oriented Organizational Citizenship Behavior and the Moderating Role of Perceived Employees’ Calling
Sustainability ( IF 3.9 ) Pub Date : 2021-07-30 , DOI: 10.3390/su13158542
Eunmi Jang

To be sustainable in the current rapidly changing business environment, organizations must strive to adapt and respond to a new environment. Employees are the key performers of organizational change. Furthermore, change-oriented organizational citizenship behavior (OCB) is essential for them to positively accept and implement organizational change. Additionally, the leader’s role is crucial to promoting such change-oriented OCB. In this regard, this study investigates the effect of authentic leadership on change-oriented OCB, demonstrating that the vocational calling of employees strengthens such positive influences. Based on the self-determination theory (SDT), this study examines that the moderating effect between authentic leadership on change-oriented OCB increases when employees have a higher perception of calling for work than lower. This study uses a two-wave data set gathered from 485 currently working employees in South Korea. The empirical analysis is revealed below. First, authentic leadership has a positive effect on direct OCB. Second, employees’ perception of calling has a positive effect on direct change-oriented OCB. Third, the higher the level of employees’ perception of calling, the greater the effect of authentic leadership on change-oriented OCB. The most significant theoretical contribution of the study is that it is the first to determine that calling acts as a moderating factor between authentic leadership and change-oriented OCB. The fact that the positive effect of authentic leadership on change-oriented OCB increases when there is a high calling implies that employees are more likely to conduct change-oriented OCB when they perceive a high level of calling. Based on this result, this study explains the method and reason for maximizing change-oriented OCB through authentic leadership.

中文翻译:

可持续工作场所:真实领导对变革导向的组织公民行为的影响和感知员工呼唤的调节作用

为了在当前快速变化的商业环境中保持可持续发展,组织必须努力适应和响应新环境。员工是组织变革的关键执行者。此外,面向变革的组织公民行为(OCB)对于他们积极接受和实施组织变革至关重要。此外,领导者的角色对于促进这种以变革为导向的 OCB 至关重要。在这方面,本研究调查了真实领导对变革导向的 OCB 的影响,表明员工的职业召唤加强了这种积极影响。基于自我决定理论 (SDT),本研究检验了当员工对工作要求的看法较高时,真实领导对变革导向的 OCB 的调节作用会增加。本研究使用了从 485 名目前在韩国工作的员工收集的两波数据集。实证分析揭示如下。首先,真实领导对直接OCB有积极影响。其次,员工的呼唤感知对直接变革导向的OCB有正向影响。第三,员工的呼唤感知水平越高,真实领导对变革导向的OCB的影响就越大。该研究最重要的理论贡献是,它首次确定了呼召是真实领导和变革导向的 OCB 之间的调节因素。当有高呼唤时,真实领导对变革导向的 OCB 的积极影响会增加这一事实意味着员工在感知到高呼唤时更有可能进行变革导向的 OCB。
更新日期:2021-07-30
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