LEADERSHIP STYLE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR: REVIEW OF LITERATURE

For an organization to remain successful, having the right leader is crucial. The best employers know how they can participate with their employees in order to achieve the organization's objectives. There are a lot of different leadership styles; among which are the autocratic, administrative, free economy, charismatic, democratic, cooperative, situational, functional, transformational, transactional, and relationship-oriented styles. Organizational Citizenship Behaviour is the criterion variable of the study. In today's world of competitive work environment OCB taking an important phenomenon at workplace, it is that behaviour of employees at work that is related to their extra work related activities for which employees not get any financial reward by the management. Organizational Citizenship Behaviour (OCB) as “discretionary and voluntary Behaviour being followed by formal reward system.” A modest attempt has been made to make survey of past studies related to leadership style and organizational citizenship behaviour

Análise dos Fatores Organizacionais Determinantes da Intenção de Rotatividade / Análises de los Fatores Organizacionales Determinantes de la Intención de Rotatividad / Analysis of Organizational Factors that Determine Turnover Intention

Resumo Este estudo teve por objetivo investigar o papel mediador da confiança organizacional na relação entre percepção de suporte organizacional, percepção das políticas e práticas de gestão de pessoas e intenção de rotatividade. A amostra foi composta por 250 trabalhadores, predominando participantes do gênero feminino (60,8%) com idade média de 28 anos e tempo médio de trabalho de 2,8 anos. A maioria estava empregada em organizações privadas (89,25%) e possuía curso superior incompleto (60,4%). Os dados foram analisados por meio de estatísticas descritivas e análise de caminhos - path analysis (Modelagem por Equações Estruturais), de forma a aferir as relações de mediação e efeitos indiretos entre as variáveis, analisando quais representam preditores diretos ou indiretos da intenção de rotatividade. Os resultados indicaram que o modelo proposto foi parcialmente corroborado, uma vez que as relações de mediação foram apenas parciais e os efeitos indiretos não foram significativos. Sugere-se a realização de estudos com outras amostras assim como a inclusão de outras variáveis nos modelos de investigação.

Resumen Este estudio tuvo por objetivo investigar el papel mediador de la confianza organizacional en la relación entre percepción de soporte organizacional, percepción de las políticas y prácticas de gestión de personas e intención de rotatividad. La muestra fue compuesta por 250 trabajadores, predominando participantes del género femenino (60,8%) con edad promedio de 28 años y tiempo medio de trabajo promedio de 2,8 años. La mayoría estava empleada en organizaciones privadas (89,25%) y poseía curso superior incompleto (60,4%). Los datos fueron analizados por medio de estadísticas descriptivas y análisis de caminos - path analysis (Modelación por Ecuaciones Estructurales), de forma a medir las relaciones de mediación y efectos indirectos entre las variables, analizando cuáles representan predictores directos o indirectos de la intención de rotatividad. Los resultados indicaron que el modelo propuesto fue parcialmente corroborado, ya que las relaciones de mediación sólo eran parciales y los efectos indirectos no fueron significativos. Se sugiere la realización de estudios con otras muestras así como la inclusión de otras variables en los modelos de investigación.

Abstract The present study sought to examine the mediating role of organizational trust in the relationship between perceived organizational support, perception of personnel management policies and practices, and turnover intentions. The sample consisted of 250 employees, predominantly women (60.8%), with a mean age of 28 years and an average length of employment of 2.8 years. Most of them was employed in private companies (89.25%) and presented incomplete higher education (60.4%). The data was analyzed through descriptive statistics and path analysis (Structural Equations Modeling) so as to appraise the mediation relationships and indirect effects between the variables, analyzing which of them represent direct or indirect predictors of turnover intentions. The results indicated that the proposed model was only partially corroborated, given that the mediation relationships were partial and the indirect effects were not significative. We recommend further studies involving both other samples and the inclusion of other variables in the research models.

The effects of the humble leadership on voice behavior of nursing staff / 中国实用护理杂志

Objective@#To explore the effects and mechanism of humble leadership on organizational trust and voice behavior of nursing staff.@*Methods@#A total of 249 questionnaires were collected with a questionnaire survey, the effective response rate was 91.54%. The structural equation model was used to test the relationship between variables.@*Results@#The humble leadership had a significantly positive influence on the organizational trust (β= 0.46, P<0.01) and voice behavior (β= 0.63, P<0.01) of nursing staffs, organizational trust played the partial mediating effect (β= 0.29, P<0.01).@*Conclusion@#A nursing manager who is good at humble behavior can promote organizational trust among the subordinate nursing team, which in turn, directly and indirectly enhances their positive voice behavior.

Cómo predicen las prácticas organizacionales el engagement en el trabajo en equipo: el rol de la confianza organizacional / How organizational practices predict team work engagement: the role of organizacional trust

El presente estudio contribuye a entender la relación entre prácticas organizacionales saludables, confianza organizacional y engagement en el trabajo en equipo basándose en el Modelo de Organizaciones Saludables y Resilientes (HERO, Salanova, Llorens, Cifre, y Martínez, 2010) utilizando datos agregados a nivel de equipo. La muestra está compuesta por 518 empleados anidados en 55 equipos que pertenecen a 13 Pequeñas y Medianas Empresas (PyMEs) españolas. Las variables se agregaron a nivel de equipos utilizando el Coeficiente de Correlación Intraclase (CCI1 y CCI2). De acuerdo a lo esperado, los Modelos de Ecuaciones Estructurales revelaron que la confianza organizacional media de forma total la relación entre prácticas organizacionales saludables y engagement en el trabajo en equipo. Se discuten las implicaciones teóricas y prácticas del estudio.

The current study aims to contribute to our understanding of the relationship between healthy organizational practices, organizational trust and team work engagement. It is based on the Healthy &Resilient Organizations Model (Salanova, Llorens, Cifre, & Martínez, 2010) and examines 518 employees nested in 55 teams from 13 small-and medium-sized enterprises using data aggregated at the work-unit level. Healthy organizational practices, organizational trust and team work engagement were aggregated from team members’ perceptions using the Intraclass Correlation Coefficient (ICC1and ICC2) taking the group as the referent. Structural Equation Modeling by AMOS revealed that, as expected, organizational trust plays a full mediating role among healthy organizational practices and team work engagement at the team. Theoretical and practical contributions based on the Healthy & Resilient Organizations Model are discussed.