The influence of transformational leadership on organisational citizenship behaviours

Chamberlain, Lourensia (2004-04)

Thesis (MComm)--Stellenbosch University, 2004.

Thesis

ENGLISH ABSTRACT: In order to achieve strategic and economic goals in a post 1994 South African economy, organisations have to apply their human resources to the full, leadership must be developed and companies should aim to benefit from organisational citizenship behaviours (oess). oes refers to voluntary employee behaviour that is not prescribed by formal job description, it is beneficial to the effective functioning of the organisation and employees are not formally rewarded for these behaviours. The aim of this study is to research the relationship between transformational leadership and oess. The main hypothesis is that transformational leadership has a positive relationship with oess. This positive relationship is (a) indirect through employee trust in their direct supervisor, or (b) indirect through firstly perceived fairness within the organisation (on both structural and interactional levels) and secondly trust in the leader. Procedural justice and trust act as mediators in these relationships. An ex post-facto design was used and data (collected from the South African Banking Industry) was analysed using LISREL. The results indicate that transformational leadership has a positive, significant relationship with OeBs. The hypotheses were corroborated that transformational leadership has a positive relationship with procedural justice; justice has a positive relationship with trust in the leader and trust has a positive relationship with OeBs. However, transformational leadership does have a significantly, positive relationship with trust in the leader directly. The conclusion can be drawn that organisations can foster oess by developing transformational leadership, increasing perceived procedural justice and fostering a trust relationship between employees and their direct supervisors. This will greatly benefit organisations, as oess are vital for productivityand organisational performance.

AFRIKAANSE OPSOMMING: Ten einde strategiese en ekonomiese doelwitte te bereik in "n post-1994 Suid- Afrikaanse ekonomie, moet organisasies hul menslike hulpbronne ten volle benut, leierskap ontwikkel en voordeel trek uit die verskynsel van organisatoriese gemeenskapsgedrag (OGG). Laasgenoemde is vrywillige werknemergedrag wat nie deel van formele posbeskrywings is nie; dit is voordelig vir die effektiewe funksionering van die organisasie en werknemers word nie formeel vir hierdie gedrag vergoed nie. Die doel van hierdie studie is om die verband tussen transformasionele leierskap en OGG te ontleed. Die hoofhipotese is gestel dat transformasionele leierskap "n positiewe invloed op OGG het. Hierdie positiewe verband is (a) indirek deur die vertroue wat werknemers in hul direkte toesighouers het, of (b) indirek deur eerstens waargenome billikheid in die organisasie (op strukturele en interaktiewe vlakke) en tweedens vertroue in die leier. Prosedurele geregtigheid en vertroue tree as mediators in hierdie verwantskappe op. "n Ex post facto ontwerp is gebruik en die data (wat uit die Suid-Afrikaanse bank industrie versamel is) is deur middel van LISREL ontleed. Uit die resultate blyk dit dat transformasionele leierskap wel "n beduidend positiewe verband met OGG toon. Die hipoteses is bevestig dat transformasionele leierskap "n positiewe verwantskap het met proseduriële geregtigheid, geregtigheid "n positiewe verwantskap het met vertroue in die direkte toesighouer en vertroue "n positiewe verwantskap het met OGG. Transformasionele leierskap het egter nie "n direkte positiewe verwantskap met vertroue in die toesighouer nie. Die gevolgtrekking is dus dat organisasies die verskynsel van OGG kan bevorder deur te verseker dat transformasionele leiers ontwikkel word, geregtigheid in die organisasie waargeneem word en "n vertrouensverhouding tussen werknemers en hul direkte toesighouers ontwikkel word. Organisasies sal groot voordeel hieruit trek, aangesien oess krities vir produktiwiteit sowel as die algehele funksionering van die organisasie is.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/50165
This item appears in the following collections: