MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION AMONG GOVERNMENT PERSONNEL IN THE IMPACT OF STRENGTHS-BASED LEADERSHIP ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR
DOI:
https://doi.org/10.35446/dayasaing.v12i2.2956Keywords:
Strengths-Based Leadership, Organizational Identification, Organizational Citizenship BehaviorAbstract
This study seeks to investigate the influence of Strengths-Based Leadership on Organizational Citizenship Behavior among government employees, with Organizational Identification serving as a mediating factor. A causal research design and a quantitative methodology were utilized. Civil servants in Indragiri Hilir Regency received the structured questionnaire, which used a seven-point Likert scale to gather data. Purposeful sampling was used to ascertain the sample, and 155 participants were found. Using SmartPLS, a PLS-SEM approach was applied to conduct data analysis. It has been demonstrated that Strengths-Based Leadership significantly influences both organizational identity and Organizational Citizenship Behavior. Additionally, Organizational Identification has a statistically significant and good impact on Organizational Citizenship Behavior. The results also show that Organizational Identification serves as a mediator between Organizational Citizenship Behavior and Strengths-Based Leadership. This research makes a theoretical contribution by strengthening the part played by strengths-based leadership in boosting extra-role conduct through psychological processes. In practice, the results imply that public sector organizations should use strength-oriented leadership methods to boost employee performance and total organizational efficacy.
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