The Relationships among Servant Leadership , Organizational Citizenship Behavior , Person-Organization Fit , and Organizational Identification
By Michelle Vondey. 2010
115 citations recorded by the source corpus.
View Paper: https://www.semanticscholar.org/paper/b82e5013dd0bf6415c18c2074ba645e00df0d2d0
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
- F. Dansereau
- Francis J. Yammarino
- A. Engelbrecht
- H. Erkutlu
- B. Mahembe
- Taghrid Suifan
- C. Chiu
- J. Chafra
Citations in the corpus
- The relationship between servant leadership, organisational citizenship behaviour and team effectiveness (2014, background): “The small number of studies recorded to date have found a significant positive relationship between servant leadership and employee OCB (Ehrhart, 2004; Güçel & Begeç, 2012; Liden et al., 2008; Neubert, Kacmar, Carlson, Chonko & Roberts, 2008; Vondey, 2010; Walumbwa, Hartnell & Oke, 2010).”
- Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification (2020, background): “expected that ethical leadership has a positive effect on organizational identification (Vondey, 2010).”
- Benevolent leadership and psychological well-being (2016, background): “First, it is a response to the call for more research on organizational and interpersonal factors that may serve as moderators, buffers or even antidotes to PWB and its effects (Vondey, 2010).”
- What makes leadership, leadership? Using self-expansion theory to integrate traditional and contemporary approaches (2013, background): “For example, Vondey (2010) found that person–organization fit and organizational identification act as moderators on the relationship between servant leadership and organizational citizenship behaviors.”
- Developing a model for the influence of perceived organizational climate on organizational citizenship behaviour and organizational performance based on balanced score card (2014, background): “Organizational citizenship behaviour is a set of positive and admirable organizational behaviours that provide multi-dimensional relationships with positive organizational consequences ( Jahangir and Hag, 2004), and protects the core of functional behaviours (Vondey, 2010; Ehrhart, 2004).”