This study analyses the implications of organizational management variables in the enhancement of organizational citizenship behaviors. It departs from the assumption that management, motivation, commitment, leadership styles, innovation, and other relevant ideas have effects on the organizational citizenship behaviors. The method employed links the analysis, description, and reflection base on the theoretical and empirical literature review. It is concluded that organizational management variables enhance the self-efficacy of organizational members and the effectiveness of the organization involved in organizational citizenship behaviors.
TopIntroduction
Some variables enhance organizational citizenship behaviors in organizations. Organizations in the scope of globalization face a lot of challenges in areas such as transformational leadership, organizational citizenship behaviors, motivation and working environment (Cichorzewska & Rakowska, 2017). Organizational citizenship behaviors increase the average level of organizational effectiveness by the enhancement and evaluation of their inducements for the organizational members.
Generalizability of research findings is a concern in that gender, males, and females, might have a significant difference in cognition about leadership (Hyde, 1981). Research focus on behaviors as sequentially mediating mechanisms, roles, strengths, and job crafting that link humble leadership to organizational citizenship behavior. These underlying mechanisms of humility leadership that represent social interpersonal characteristics (Owens & Hekman, 2012). Humble leadership is positively related to organizational citizenship behavior. Leadership is relevant in the models of organizational citizenship behaviors with the relationships between leadership and subordinates that provide valuable sources of organizational citizenship behaviors leading to competitive advantage to the organization and to the people. This situation is crucial in organizational environments.
Social exchange theory is limited to explain the affective, cognitive, and unconscious processes underlying the dynamic nature of organizational citizenship behavior. The leader-member exchange theory addresses the social relationship between leaders and their followers. When the power distance is low having a positive effect on organizational citizenship behavior (Dansereau et al. 1975; Anand et al. 2018; Zhang et al. 2020). Leader-followers exchange relationships and organizational citizenship has a mutual sense of respect, treatment, and obligation to reciprocate discretionary behaviors (Wayne and Green 1993).
Relationships among the variables of ethical leadership, leader-member exchange, prosocial motivation are relevant to organizational citizenship behavior. Prosocial motivation is positively associated to organizational citizenship behavior (Miao, 2011; Kaplan, Ö ˘güt, Karayel, & Ilhan, 2013). Motivation at the work environment takes consideration of concerns and problems of communication aimed to improve organizational citizenship behavior (Luu, 2017). Work environment and personal predisposition are crucial elements for influencing organizational citizenship behaviors (Paillé et al. 2013). Organizational support on organization citizenship behavior for environment, health and safety is mediated by perceived self-efficacy. Attitudes influence the adoption of organizational citizenship behavior environment health and safety Fugas et al. (2013).
Organizational management support is a predictor to organizational citizenship behavior. Supportive management theoretically improves the organizational commitment and organizational citizenship behavior of workers. The permanent interaction between workers and management is related to supportive behaviors that fosters organizational citizenship. Fatigue from organizational citizenship behavior depends on the perceived organizational support and team-members exchanges (Bolino et al. 2015). When an organizational member perceives and experiences a positive influence, he or she returns the favor.
The analysis departs from the hypothesis that management, motivation, commitment, leadership styles, innovation and other relevant have effects on the organizational citizenship behaviors. This study has the purpose to analyze the implications of organizational management variables in the enhancement of organizational citizenship behaviors.