ABSTRACT This study investigates how leader narcissism and follower behaviour interact to shape abusive supervision intentions. Drawing on the narcissistic admiration and rivalry concept (NARC), we differentiated between narcissistic admiration and rivalry hypothesizing that leaders’ narcissistic admiration is unrelated to, and leaders’ narcissistic rivalry is positively related to, abusive supervision intentions. We also assumed that leader’s narcissistic rivalry relates more strongly to abusive supervision intentions when followers engage in unsolicited ways (i.e. counterproductive work behaviour and organizational citizenship behaviour) – compared to solicited ways (i.e. task performance). We conducted two experimental vignette studies with leaders (N = 120 in Study 1; N = 174 in Study 2), manipulating follower behaviour. Analyses were conducted using a Bayesian approach, which allows testing null hypotheses. In both studies, leaders’ narcissistic admiration was unrelated to abusive supervision intentions. In contrast, leaders’ narcissistic rivalry was positively related to abusive supervision intentions, and this effect was stronger when followers behaved in unsolicited compared to solicited ways. Our results support the assumption that narcissistic rivalry is the antagonistic narcissism dimension in the context of leadership and abusive supervision is triggered in social interactions with followers.

This study aims to analyze the influence of Work Family Conflict and Work Life Balance on Organizational Citizenship Behavior (OCB) in nurses at Waled Hospital, Cirebon Regency, both partially and simultaneously. The population in this study is inpatient nurses at Waled Hospital Cirebon Regency who are married and have a minimum working period of five years, with a population of 132 nurses who are married and have worked for more than 5 years. The sample was determined using the Slovin formula so that a sample of 100 respondents was obtained. Data collection was carried out through a questionnaire with a Likert scale, while the data analysis used simple linear regression and multiple linear regression with the help of the IBM SPSS version 26 program. The results showed that Work Family Conflict had a negative and significant effect on Organizational Citizenship Behavior, which was evidenced by a t-value of ?2.298 and a significance level of 0.024 (< 0.05). Work Life Balance also had a significant effect on Organizational Citizenship Behavior, with a calculated t-value of ?4,400 and a significance level of 0.000 (< 0.05). Simultaneously, Work Family Conflict and Work Life Balance had a significant effect on Organizational Citizenship Behavior, which was shown by an F value of 120.666 with a significance level of 0.000 (< 0.05). A determination coefficient value (R²) of 0.713 showed that 71.3% of the variation in Organizational Citizenship Behavior could be explained by Work Family Conflict and Work Life Balance, while the rest were influenced by other factors outside the study. This study emphasizes the importance of managing role conflicts and improving work-life balance in encouraging nurses' voluntary work behavior to support the effectiveness of hospital organizations.

Purpose The present manuscript examines the relationships among emotional intelligence (EI), spiritual intelligence (SI) and intrinsic motivation (IM) as antecedent constructs. It tests the role of organisational citizenship behaviour (OCB) as a possible mediating variable in the transformation of these psychological intelligences into efficacious academic leadership. The research has also examined the effects of these variables on the effectiveness of leadership at the faculty and academic leadership levels in north Indian higher education institutions (HEIs). Grounded in the frameworks of social exchange theory (SET) and self-determination theory (SDT), the authors intend to determine whether OCB is a behavioural conduit that enables the expression of various forms of psychological intelligence to translate into effective academic leadership. Design/methodology/approach To test the proposed hypotheses, an explanatory sequential mixed-methods design is employed. Phase 1 uses a structured survey administered to 493 faculty and academic leaders across 12 institutions in Haryana. The instrument contains five validated scales: WLEIS (EI), SISRI-24 (SI), WEIMS (IM), an adapted OCB scale and an adapted leadership practices inventory (LPI). Partial least squares structural equation modelling (PLS-SEM) based on SmartPLS 4.0 is used to quantify the data, with mediation analysed via bootstrapping (10,000 resamples). Phase 2 is semi-structured and consists of phenomenological interviews with 17 selected academic leaders, selected based on experience and position. NVivo14 enables the reflexive thematic analysis process, following the approach of Braun and Clarke (2021). Integration of qualitative and quantitative findings is achieved through a joint display with a thread strategy. Findings All six hypotheses get empirical support. EI, SI and IM predict OCB independently and significantly (R2 = 0.587). OCB is the most prominent predictor of leadership effectiveness (β(v) = 0.562, f2 = 0.389). Bootstrapped mediation analysis results show that OCB significantly mediates the relationship between EI and leadership effectiveness (indirect effect = 0.192, 95 % confidence interval (CI)**** = [0.133, 0.255]) and IM and leadership effectiveness (indirect effect = 0.154, 95% CI**** = [0.101, 0.209]). These quantitative pathways are corroborated by qualitative themes, namely, emotional attunement as leadership currency, meaning and transcendence, intrinsic drive as behavioural fuel and OCB as leadership visibility. Participants indicated that while OCB is not required, it is an expression of academic leaders' internal intelligence, enhancing credibility and fostering colleague support over time. Practical implications The study informs the design of Emotional Intelligence Development Programs (EIDPs), the development of meaning-making platforms to foster spiritual intelligence, and the development of autonomy-supportive governance structures to maintain intrinsic motivation among academic leaders. Furthermore, accreditation bodies like the National Assessment and Accreditation Council may formalise OCB as a momentum in academic performance metrics. Finally, leadership development programmes should use mixed-methods evaluation to capture both quantifiable outcomes and experiential aspects of leadership development. Originality/value The study makes three new and novel contributions. First, it integrates EI, SI and IM into a single explanatory model of leadership effectiveness. Second, it shifts the role of OCB from a dependent variable to a mediating variable and demonstrates how psychological intelligence manifests in material organisational behaviour. Third, this theoretical framework is situated within the specific cultural and institutional context of HEIs in India, thereby contributing to decolonised, contextualised leadership theories. The inclusion of culturally embedded ideas such as (action) seva (selfless service) and dharmic purpose clarifies previously unanticipated relationships between SI and OCB.

Purpose: The objectives of this study are to analyze research trends in OCB, identify research gaps, and examine author collaboration patterns to understand the intellectual structure of OCB research. Research Method: This study employs a quantitative bibliometric approach to examine the development of research on Organizational Citizenship Behavior (OCB). A total of 300 articles published between 2021 and 2026 were retrieved from the ScienceDirect database and analyzed using VOSviewer to map co-authorship and co-occurrence networks. Results and Discussion: The findings indicate that: (1) Recent OCB research increasingly integrates psychological factors with organizational sustainability concerns; (2) future research should integrating OCB determinants across four key pillars namely leadership style, employee work attitudes, employee occupational health, and organizational policies; and (3) the analysis of author collaboration reveals the dominance of four major author clusters that collectively shape the intellectual structure of OCB research during the analyzed period. Implications: The findings suggest that organizations should integrate strategic policies, such as Green HRM and ethical leadership, to encourage employees' voluntary behaviors effectively. Furthermore, this bibliometric mapping suggests that future research should explore untapped areas such as energy transition and informal learning.

With the incorporation of the shipping industry’s 2050 net-zero emissions target into the global agenda in the International Maritime Organization (IMO) 2023 Strategy, the industry’s low-carbon transition has moved from policy advocacy to a phase of mandatory implementation. Against this backdrop, the achievement of macro-level emission reduction goals urgently requires support from micro-level individual cognition and behavior. From a micro-level perspective, this study explores the mechanism through which shipping practitioners’ low-carbon transition cognition (LCTC) relates to perceived corporate green practices. Grounded in Social Cognitive Theory (SCT) and Social Information Processing Theory (SIPT), the study constructed and validated a moderated serial mediation model. Based on a questionnaire survey of 416 shipping industry professionals, the results indicate that low-carbon transition cognition is positively associated with corporate green practices (CGP) both directly and indirectly through the serial mediation of green behavioral intention (GBI) and green organizational citizenship behavior (GOCB). Furthermore, professional identity and policy cognition positively moderate the relationship between low-carbon transition cognition and green behavioral intention, while perceived organizational support strengthens the positive effect of green organizational citizenship behavior on corporate green practices. This study presents microlevel psychological and behavioral mechanisms associated with the green transformation within industry-mandated emission reduction frameworks and provides evidence for policy makers and corporate managers to activate the “human factor” and advance green practices integrating compliance with innovation.

This study aimed to examine the mediating role of organisational commitment in the relationship between perceived organisational justice and organisational citizenship behaviour (OCB) among 314 teachers in 51 government-aided secondary schools in Greater Bushenyi. The study adopted a cross-sectional research design grounded in the positivist paradigm and utilised a quantitative approach. Teachers were selected using simple random sampling, while a census strategy was adopted for the schools. Data was collected using a self-administered questionnaire, coded, entered into SPSS version 30 and analysed using hierarchical regression analysis. The study findings revealed that organisational commitment significantly mediates the relationship between perceived organisational justice and OCB (β = 0.37, p < 0.001). The study concludes that organisational commitment is a critical psychological pathway through which perceived organisational justice translates into improved citizenship behaviour among teachers. Therefore, schools that foster fairness while simultaneously strengthening teacher commitment are more likely to achieve higher levels of OCB. School governing bodies, administrators, the Ministry of Education and other policymakers should promote fair decision-making processes, inclusive and transparent communication, and equitable treatment, while also implementing strategies that enhance teacher commitment, such as recognition, involvement in decision-making, and supportive leadership. This integrated approach will strengthen positive teacher behaviours and improve overall school effectiveness.

This research aims to examine the influence of Authentic Leadership, Organizational Citizenship Behavior, and Organizational Justice on Job Satisfaction. The population in this study was employees of PT. Sumber Graha Sejahtera Purbalingga. This study used a non-probability sampling technique with a purposive sampling approach. The determination of the number of samples was carried out using the Slovin formula, with a population of 864 employees and a tolerance level of error of 10%, resulting in an initial sample of 90 respondents. The classification of information in this investigation was firsthand information in the form of a questionnaire using a 1–5-point Likert scale. Meanwhile, the data testing procedure applied was SmartPLS 3.2.9. The results of the analysis showed that Authentic Leadership and Organizational Justice had a positive and significant influence on Job Satisfaction. This study also revealed that OCB was not significant for job satisfaction. The implications of this article indicate that the results of the study indicate that the results of the study can be a reference for organizations in improving employee satisfaction and performance through the implementation of appropriate leadership, increasing organizational justice, and strengthening positive behaviors such as OCB.

The benefits of organizational citizenship behavior (OCB) increase citizenship pressure in organizations. However, the relationships between citizenship pressure and organizational citizenship behaviors and compulsory citizenship behavior (CCB) remain controversial. Inspired by regulatory focus theory and "stressor-work regulatory focus-outcomes" framework, the purpose of this study is to examine how citizenship pressure is related to OCB and CCB through promotion and prevention work regulatory focus as well as the moderating role of individual's polychronicity in these relationships. Three waves of time-lagged data were collected from 241 full-time employees in China to test the hypotheses. Citizenship pressure is positively related to both OCB and CCB. In addition, promotion and prevention work regulatory focus play opposing mediating roles in the relationships between citizenship pressure and these two types of citizenship behavior, and the mediating role of promotion work regulatory focus is enhanced when individuals exhibit higher polychronicity; however, the mediating role of prevention work regulatory focus is enhanced when individuals exhibit lower polychronicity. Organizations may help employees develop a promotion rather than prevention work regulatory focus by assigning employees with higher polychronicity to positions characterized by citizenship pressure or by providing training to enhance employees' polychronicity, thereby increasing the likelihood that citizenship pressure will yield beneficial outcomes. Our findings provide new perspectives into the benefits and costs of citizenship pressure via regulatory focus theory and address the controversy over the relationship between citizenship pressure and citizenship behaviors by considering OCB and CCB simultaneously.

Employee performance is a critical factor in the hospitality industry, where service quality and operational efficiency strongly depend on employee behavior. However, various organizational and psychological factors may influence employee performance, including locus of control, organizational citizenship behavior (OCB), rewards, and work stress. This study aims to examine the influence of locus control, organizational citizenship behavior, and rewards on employee performance, with work stress acting as a mediating variable. Data was collected from 187 employees who had worked for at least two years, ranging from staff to managerial level, in one hotel in Tangerang and two hotels in Yogyakarta. The data were analyzed using path analysis to evaluate the direct and indirect relationships among variables. The results show that rewards have a significant positive effect on employee performance when mediated by work stress. Organizational citizenship behavior does not have a direct significant effect on employee performance; however, it shows a significant indirect effect through work stress. These findings indicate that employees’ voluntary work behaviors may influence performance when psychological pressure at work is considered. Furthermore, work stress has a significant negative effect on employee performance, indicating that higher stress levels can reduce employee effectiveness. This study contributes to the organizational behavior literature in the hospitality sector by highlighting the mediating role of work stress in explaining how organizational and psychological factors influence employee performance. The findings also provide practical implications for hotel management in designing reward systems and managing employee stress to improve performance.

This study aims to analyze the influence of personality, servant leadership, cultural values, and interpersonal communication on the Organizational Citizenship Behavior (OCB) of private Madrasah Ibtidaiyah (MI) teachers in Tangerang City. The research used the POP-SDM method with a mixed method approach, which began with a qualitative study through interviews, FGDs, and preliminary surveys to identify the dominant variables, then continued with quantitative research using questionnaires on 150 respondents from 17 MIs in three sub-districts. Data analysis was performed using path analysis with the help of SPSS. The results showed that personality, servant leadership, and cultural values had a positive and significant effect on OCB. Servant leadership also had a significant effect on cultural values and interpersonal communication. Personality had a significant effect on interpersonal communication but did not have a significant effect on cultural values. Several indirect effects indicate that interpersonal communication acts as an intervening variable in the relationship between personality and OCB as well as between servant leadership and OCB. The differences in results from previous studies are influenced by the research context in the madrasah educational environment. This study confirms that teachers' OCB can be improved through personality strengthening, the application of servant leadership, the reinforcement of organizational cultural values, and the optimization of interpersonal communication as intervening variables.

Organizations are required to effectively manage human resources to improve performance and sustainability. One behavior that supports organizational effectiveness is Organizational Citizenship Behavior (OCB). This study aims to analyze the effect of Work-Life Balance on Organizational Citizenship Behavior with Organizational Commitment as a mediating variable among employees of PT Semen Padang. This research uses a quantitative approach with a causal associative design. Data were collected through questionnaires distributed to 127 employees of PT Semen Padang. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The results show that Work-Life Balance has a positive and significant effect on Organizational Citizenship Behavior. Work-Life Balance also positively influences Organizational Commitment, and Organizational Commitment significantly affects Organizational Citizenship Behavior. Furthermore, Organizational Commitment is proven to mediate the relationship between Work-Life Balance and Organizational Citizenship Behavior. These findings indicate that better work-life balance increases employees' organizational commitment and encourages voluntary work behaviors that support organizational effectiveness.

ABSTRACT In their “Provocation Article,” König et al. (2026) argue for well‐being as an explicit criterion in personnel selection and propose selecting for applicants with characteristics predictive of well‐being. We argue that if the goal is safeguarding employee well‐being, selecting for characteristics predictive of others' well‐being is far more critical than those predictive of one's own well‐being. We believe that safeguarding others' well‐being is applicable to all employees, not just leaders, and that there are other types of interpersonal conduct beyond organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs) that can affect others' psychological safety, trust, and sense of belonging and should be examined. We conclude with recommendations for implementing selection for those who will protect and promote the well‐being of others and the long‐term benefits of this emphasis for worker growth and development.

Purpose Work errors cause operational disruptions and predict distinct behavioral responses among workers. Despite the traditional view of work errors as purely detrimental, limited research has explored their potential to relate to helping behavior, which is critical for mitigating error cascades and maintaining team cohesion in construction settings. This study examines the relationship between work errors and helping behavior among construction workers, the mediating role of self-blame and prosocial motivation and the moderating role of growth mindset. Design/methodology/approach 386 construction workers completed a critical-incident recall task. SPSS, Mplus and the PROCESS macro were used to analyze mediation, moderation and moderated mediation effects. Findings Findings reveal that work errors are positively associated with helping behavior among construction workers. This relationship is mediated by self-blame and prosocial motivation. Moreover, the growth mindset significantly moderates the indirect path from work errors to helping behavior via prosocial motivation, whereas it does not significantly moderate the indirect path via self-blame. Originality/value This study extends error management and safety culture research by shifting the theoretical focus from error prevention to the proactive “error-to-helping” transition. While traditional views frame errors as purely detrimental failures, we apply affective events theory to conceptualize them as catalysts for organizational citizenship behavior (OCB), specifically helping behavior. This research clarifies how work errors are related to dual psychological paths: self-blame and prosocial motivation. Furthermore, because these psychological mechanisms are rooted in the high-stakes, safety-centric nature of the work, the model has high transferability to other similar high-risk industries, such as mining and manufacturing, where individual accountability and mutual support are equally critical for maintaining operational safety.

Research background and purpose Pharmaceutical industry has been severely impacted by environmental and economic crisis, and Implementing green innovation within the pharmaceutical sector necessitates the adoption of novel technologies and practices to promote sustainable operations. Innovation allows businesses to stay ahead of the curve by developing new greener market offerings. However, employee involvement in the innovation and creative thinking process is a big challenge. The purpose of this study is to find the impact of green transformational leadership on green innovation and organizational citizenship behavior with the mediating role of green employee involvement. Design/methodology/approach A convenient sampling technique was used to collect the data from 408 respondents in the form of questionnaire, which was distributed online using a 5-point Likert scale. Partial Least Square structural equation modeling (PLS-SEM) was employed for the assessment of path analysis. Findings The results showed that transformational leadership is strongly associated with green innovation and organizational citizenship behavior. The result also confirmed partial mediating effect of green employee involvement. Value added and limitations the research highlights the mediating role of green employee involvement in the relationship between green transformational leadership and desired outcomes; organizational citizenship behavior and green innovation which contributes in the extent literature. This study employed a cross-sectional design, which may limit the ability to capture changes and variations over time. conducting a longitudinal study instead could yield different outcomes and provide a greater comprehension of the variables that are important.

Many assessment scales used to study organizational citizenship behavior (OCB) in Latin American countries are adaptations of instruments developed in other cultural settings. In this regard, the objective of this study was to evaluate the structural validity and reliability of the organizational citizenship behavior scale for coworkers (ECCOCT) in Colombian university teachers. An exploratory factor analysis (EFA) with principal axis extraction and Oblimin rotation was used, followed by a confirmatory factor analysis (CFA) with robust maximum likelihood (MLR). Omega, average variance extracted (AVE), and heterotrait–monotrait ratio (HTMT) were calculated. Participants included 113 university teachers from the city of Manizales, Colombia. The EFA showed that of the five dimensions proposed by the theory, two accurately reflect OCB (OCB directed toward individuals (OCB-I) and OCB directed toward the organization (OCB-O)), explaining 64.2% of the variance. The two-dimensional model showed an excellent fit (χ²/gl=1.24; comparative fit index (CFI)=.977; root mean square error of approximation (RMSEA)=.046). The reliability of the factors was ω=.90 and ω=.84. Convergent validity (AVE>.50) and discriminant validity (HTMT<.85) were corroborated. The ECCOCT in its two dimensions shows solid psychometric properties and constitutes a brief and valid instrument for assessing organizational citizenship in Latin American contexts.

From service to strain:The dual-edged sword of organizational citizenship behavior directed towards customers and its impact on employee outcomes

This study aims to investigate how congruence or incongruence in leader–member exchange (LMX) quality influences employee resilience as an immediate outcome and organizational citizenship behavior (OCB) as a distant outcome. We focus on OCBO rather than OCBI because behaviors that benefit the organization are more directly influenced by role clarity and cognitive evaluations, which are central to leader-member dyadic congruence. This allows us to examine how aligned perceptions of LMX quality shape broader organizational outcomes through employee resilience. Additionally, this study extends LMX research by examining how both the quality of LMX and the congruence between leaders’ and members’ perceptions of this relationship influence employee developable outcomes, particularly resilience. Data were collected from N = 180 matched leader-member dyads in field settings and were analyzed using polynomial regression and response surface methodology. The findings revealed that incongruence in leader-member exchange (LMX) quality was less effective in promoting employee resilience compared to LMX congruence. Both high and low levels of LMX congruence positively influenced employee resilience and organizational citizenship behavior (OCBO), whereas varying degrees of incongruence had negative effects on these outcomes. Additionally, resilience partially mediated the relationship between LMX (in)congruence and OCBO. By integrating and comparing different dyadic relationship configurations, including high–high and low–low congruence, this study highlights the nuanced effects of leader–member perceptual alignment on employee outcomes such as resilience and OCBO. A key practical insight is that congruence in LMX quality, whether at high or low levels, strengthens resilience and OCBO, but the most favorable outcomes occur when both leaders and members perceive high-quality LMX.

The purpose of this policy brief is to offer strategic suggestions for improving the Organisational Citizenship Behaviour (OCB) of nurses at RSUD Embung Fatimah Batam. This study's main goal is to investigate how coworker support affects OCB while taking job satisfaction and culture into account as mediating factors. 146 nurses participated in the study, which used structural equation modeling-partial least squares (SEM-PLS) as a quantitative method. The results show that OCB is greatly impacted by coworker support, both directly and indirectly through job satisfaction. Culture continues to be contextually relevant in creating a supportive work environment even when it does not exhibit a statistically significant effect. These results serve as the basis for hospital policy recommendations that aim to improve worker happiness, encourage extra-role behaviours that promote the quality of nursing services, and strengthen collegial work systems.

Human resources are a strategic asset for an organization because they play a crucial role in increasing the effectiveness and sustainability of the organization, one of which is through Organizational Citizenship Behavior (OCB). OCB is influenced by various factors, both internal and external, including work-life balance, perceived organizational support, and job satisfaction. This study aims to analyze the influence of work-life balance, perceived organizational support, and job satisfaction on OCB among employees of PT Asuransi BRI Life, Jakarta Regional Office 3. This study used a quantitative approach with a causal associative approach. The sample size was 75 employees, selected using a saturated sampling technique. Data were collected using a five-point Likert scale questionnaire and analyzed using multiple linear regression using Microsoft Excel 2021 and IBM SPSS version 22.0. The results showed that partially, work-life balance had a positive and significant effect on OCB, while perceived organizational support and job satisfaction did not significantly influence OCB. However, simultaneously, all three variables significantly influenced OCB.

This study evaluates the predictive impact of Islamic Work Ethics (IWE) on discrete dimensions of employee performance—specifically Task Performance and Organizational Citizenship Behavior (OCB)—within the Indonesian retail Small and Medium Enterprise (SME) sector. Operating within a triadic extension of Social Exchange Theory that incorporates divine accountability, the research addresses the empirical deficit regarding theological motivation in high-friction, low-margin micro-retail environments. A quantitative, cross-sectional design was executed utilizing a simulated dataset of N=250 non-managerial retail employees in Jakarta and Surabaya. Data analysis was conducted via multiple linear regression using IBM SPSS Statistics. The simulated findings demonstrate that IWE is a highly significant positive predictor of both Task Performance (β=0.584,p<0.001) and OCB (β=0.642,p<0.001). The variance explained by IWE is structurally higher for discretionary, extra-role effort (R2=0.412) than for baseline technical compliance (R2=0.341). The results validate that internalized religious ethics neutralize organizational resource scarcity, prompting employees to substitute immediate secular financial reciprocity with anticipated divine reward (Barakah). The study supplies a culturally congruent, mathematically verified human resource framework for Indonesian SME operators to optimize recruitment and stabilize workforce productivity through ethical alignment.