Abstract
The present study examines the mediating role of affective and cognitive trust, and the moderating role of continuous commitment on participative leadership and organizational citizenship behavior (OCB) relationships. Four hundred employees were recruited from the hotel industry in Pakistan. The bootstrapping method was used for an estimation of the mediation effect by the process macro. This study employs confirmatory factor analysis and structural equation modeling. Results revealed that affective trust significantly mediates the relationship between participative leadership and OCB. Moreover, continuous commitment significantly plays a moderating role in the relationship between participative leadership and OCB. This study provides unique insight into the OCB in the hotel industry. Affective and cognitive trust as a mediator and moderator of continuance commitment are examined, which is the novel characteristic of this study. Managerial implications, limitations, and future directions are discussed.
Highlights
In today’s turbulent environment, where everything is changing swiftly, this change requires a modification of the relationship between leaders and followers, and espouses such a leadership style that is based on collaboration, involvement, and participation of employees in decision making and the problem-solving process.According to Lamb [1], a participative leadership style gives opportunities to employees to share their creative ideas to improve a critical situation
Very few studies have used a participative leadership style to identify its connection with organizational citizenship behavior
To remain competitive, the hotel industry must adopt participative leadership and effectively arouse trust among employees to encourage their engagement in organizational citizenship behavior
Summary
In today’s turbulent environment, where everything is changing swiftly, this change requires a modification of the relationship between leaders and followers, and espouses such a leadership style that is based on collaboration, involvement, and participation of employees in decision making and the problem-solving process.According to Lamb [1], a participative leadership style gives opportunities to employees to share their creative ideas to improve a critical situation. In today’s turbulent environment, where everything is changing swiftly, this change requires a modification of the relationship between leaders and followers, and espouses such a leadership style that is based on collaboration, involvement, and participation of employees in decision making and the problem-solving process. One of the enormous benefits of participative leadership is that it motivates employees to perform organizational citizenship behavior because of empowerment and infatuation. Organizational citizenship behavior is exhibited by employees based on social exchange with the expectation of “pay me forward”. A participative leader stimulates followers to perform organizational citizenship behavior to get future benefits. Research affirms that participative leadership has a positive impact on employee organizational citizenship behavior [4]
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