The Relationship Between Servant Leadership And Organizational Citizenship Behavior: Effects And Moderating Effects

The traditional leadership theories believe that leadership is a top-downrelationship. But as the employees’ general qualities become higher, the traditionalleadership theories seem like not working well. Since the rise of knowledge economyand information society, the servant leadership has become a hot research in theacademic circles. Foreign studies about the servant leadership are going to perfect.They develop the empirical studies about the relationship between the servantleadership and the employees’ attitudes, behavior and performances. On the contrary,domestic studies about the servant leadership are mostly about the theories. Inaddition, our employees’ general qualities become more and more higher, thetraditional leadership can’t satisfy employees’ expectations, leading efficiency isfaced with threats. Based on these, this study is trying to find the relationship betweenthe servant leadership and the organizational citizenship behavior. In order to furtherexplain the effects of servant leadership on subordinates’ organizational citizenshipbehavior, we add the psychological characteristic variable of organizationalidentification and the job characteristic variable of job autonomy.The researching methods included archival research, questionnaire survey andstatistic analysis. At first, we consulted relative literatures and summarized theadvantages and disadvantages of previous researches. Based on these, we putforward hypothesis and research model. Then we designed questionnaires anddistributed them, we surveyed some employees in Zhejiang province byquestionnaires. At last, we got239avaliable questionnaires, and processed the datafrom these avaliable questionnaires in SPSS17.0software, utilized descriptivestatistical analysis, factor analysis, analysis of variance, correlation analysis,regression analysis and so on. By which we draw the main conclusions of the paper.First, the servant leadership has a positive effect on the organizational citizenshipbehavior. Second, organizational identification partial mediates the relationshipbetween servant leadership and organizational citizenship behavior. Third,organizational identification total mediates the relationship between servant leadership and voice behavior. Forth, organizational identification partial mediatesthe relationship between servant leadership and help behavior. Fifth, work autonomyhas moderating effect on the relationship between servant leadership andorganization citizenship behavior, and this moderating effect is transmitted byorganizational identification. Sixth, work autonomy has moderating effect on therelationship between servant leadership and help behavior, and this moderating effectis transmitted by organizational identification.Based on our conclusions and the research achievements by others, weproposed some practical management advices based on the side of enhancingemployees’ organizational citizenship behavior, they are helpful to promote servantleadership, strengthen employees’ organizational identification and enhanceemployee’s work autonomy. At the end of the dissertation, the limitations and futureresearch orientation were illustrated.