Abstract
The aim of this study is to examine the impact of paternalist leadership behaviors on organizational citizenship behavior. The sample of the study consists of 535 healthcare professionals working in a private hospital in Istanbul. Correlation Analysis and Simple Linear Regression Analysis were used to examine the relationship between the measured variables. As a result of the research, it was found that paternalist leadership has a positive and moderate effect on organizational citizenship behavior (r = 0.427, p <0.01) and 18.3% of the changes in organizational citizenship behavior are explained by paternalist leadership. Our study shows that paternalistic leadership has a significant impact on the organizational citizenship behavior of health workers. By exhibiting paternalistic leadership behavior, health administrators can enable health workers to display more organizational citizenship behavior.
Highlights
Since health services are an important service in human and public health, this service should be provided regularly
In the result of the literature review, it has seen that, researches have done in different sectors in Turkey on this issue unprecedented to no research which conducted on health workers
Sendogdu & Erdiren Celebi (2014) showed that paternalist leadership has a positive effect on organizational citizenship behavior in a study they conducted on industrial sector employees (Sendogdu & Erdiren Celebi, 2014)
Summary
Since health services are an important service in human and public health, this service should be provided regularly. It may be enough for the employees to perform their officially defined tasks in order to carry out the work regularly. One of the basic needs of effective and successful organizations is that the employees have the desire and responsibility to work more than their own duties and responsibilities (Bateman & Organ, 1983). Organizational citizenship behavior is voluntary individual behavior that is not directly or explicitly defined by the official reward system, but when handled as a whole it contributes to the effective functioning of the organization (Organ, 1988). Organizational citizenship behavior has many contributions to the organization (improving job satisfaction, motivation, workplace loyalty and productivity, etc.) (Serinkan & Urkek Erdis, 2014)
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