Leadership And Staff Organizational Citizenship Behaviour In Higher Education Institutions: A Quantitative Analysis

Adewale, Adebayo Saheed; Ghavifekr, Simin; Daud, Megat Ahmad Kamaluddin Megat

doi:10.22452/mojem.vol6no1.3

Cited by 8 publications

(13 citation statements)

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“…As a result, it will improve the team work in the academic setting. This corresponds with the study of Adewale et al (2018) who found that leader's self-efficacy can increase organizational citizenship behavior of staff in higher education institutions. Moreover, university administrators and government must strive to improve the efficacy of academic leaders as measures towards revitalizing the system and increasing performance of faculty members.…”

Section: Discussionsupporting

confidence: 89%

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Leadership Self-Efficacy and Organizational Commitment of Faculty Members: Higher Education

Almutairi

2020

Administrative Sciences

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Education is one of the means of achieving sustainable development. Universities are responsible for training and generating skilled personnel needed in attaining holistic development; to accomplish the goals for which universities were established, effective leadership is required. The beliefs upheld by leaders about their ability to accomplish targets and deliver as expected is an indispensable constituent of university administration. Therefore, this research study examined connections between leaders’ self-efficacy and faculty members’ organizational commitment in Saudi Arabian universities. Therefore, 400 faculty members were randomly selected from three different public universities in the central, south-western and northern part of the country. Using the Pearson product correlation coefficient, it was found that positive connection occurs amongst leaders’ self-efficacy and affective commitment. Additionally, there is a positive association among leaders’ self-efficacy and continuance commitment. Leadership self-efficacy has a positive connection with normative commitment. In order to improve organizational commitment of faculty members, leaders must step up their self-efficacy and provide an enabling environment for team work and innovation.

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Section: Discussionsupporting

confidence: 89%

“…A careful compression of these two concepts leads to emergence of leadership self-efficacy. Adewale et al (2018) conceived the term leadership self-efficacy as the confidence maintained by leaders about their ability to accomplish certain task.…”

Section: Concept Of Leadership Self-efficacymentioning

confidence: 99%

Leadership Self-Efficacy and Organizational Commitment of Faculty Members: Higher Education

Almutairi

2020

Administrative Sciences

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“…These findings also reinforce research by Kaihatu, et.al (2007) who found that leadership types have a strong influence in shaping OCB behaviors in employees. It is also in line with Adewale et al (2018) that self-efficacy leadership has a significant impact on OCB.…”

Section: Resultssupporting

confidence: 86%

Untitled

2018

RJOAS

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This research concentrates on analyzing the structure and economic patterns are formed from the division of Bulungan and compare the performance of regional development of the division. The analytical tool used is the analysis of the typology of the area, the relative potency region, shift-share, and analysis of the performance of construction index. The data used is secondary data holding area and the area of the division in the period 2012-2016. The results based on the analysis of existing conclude that no one region is classifiable in a rapidly advancing area and quickly grew. District parent (Bulungan) classified in relatively remote areas while hasi area division (City of Tarakan, Nunukan, Mainau district, Tana Tidung) belong to the fast developing areas and developed areas depressed. Tarakan city has the highest economic potential with LQ> 1 in 14 sectors of the base. Parent regional economic growth is lower when compared with the area of the division and the parent local development performance is lower when compared to the area of the division.

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“…Here are the results of the PLS test: Based on model measurement (outermodel) that is test of discriminant validity and composite reliability show all variable is valid (value √ AVE> 0,5) and reliable (value of CR> 0,7). To assess the significance of the prediction model in testing the structural model, it can be show from the t-statistic value between the independent variables to the dependent variable in the Path Coefficient table in the SmartPLS output below: (1,96), meaning that leadership has significant effect to work climate. Thus hypothesis 1 is accepted.…”

Section: Resultsmentioning

confidence: 99%

The Effect of Leadership on Organizational Citizenship Behaviour Through Work Climate and Job Satisfaction

Setiyono¹,

Suparman²,

Alamsyah³

2018

RJOAS

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The success and failure of the system in educational institutions depend on leaders. Leaders who are able to nurture the teachers, who become subordinates, will certainly improve the work atmosphere. The purpose of this study is to examine and analyze the effect of leadership on job satisfaction and work climate oriented on the organizational citizenship behavior. This study adopted quantitative research, with sampling technique used is probability cluster sampling with 78 respondents selected at some Madrasah Aliyah Negeri (Senior High School) in Lombok. Data were collected by questionnaire and analyzed using SmartPLS analysis. The findings show that leadership has a significant effect on work climate, job satisfaction and organizational citizenship behavior.

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Leadership And Staff Organizational Citizenship Behaviour In Higher Education Institutions: A Quantitative Analysis

Cited by 8 publications

References 0 publications

Leadership Self-Efficacy and Organizational Commitment of Faculty Members: Higher Education

Leadership Self-Efficacy and Organizational Commitment of Faculty Members: Higher Education

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The Effect of Leadership on Organizational Citizenship Behaviour Through Work Climate and Job Satisfaction

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