Akademik Veri Yönetim Sistemi
İşletme Araştırmaları Dergisi, cilt.12, sa.1, ss.111-125, 2020 (Hakemli Dergi)
Purpose – The survival and growth of a business in the 21st century depends on its ability to createand maintain a competitive advantage. In particular, the ability to create a sustainable competitiveadvantage enables an enterprise to maintain and improve its competitive position in the market.This can also be achieved through the management style and employees. Nowadays, it is notpossible to obtain efficiency from the educated workforce that has become qualified. The selfsacrificing,self-fulfilling, self-sacrificing workforce works more efficiently than the labor force,which obeys orders only under the supervision of the tasks assigned to them. Therefore, the researchaimed to determine the effects of the relations between organizational citizenship behavior andemployee involvement with the variable effect of the organizational support tool of transformationalleadership.Design/methodology/approach – SmartPLS 3.2 program was used for factor analysis of surveyscollected for this purpose, Partial Least Square Structural Equation Model (PLS-SEM) Path analysisand Mediation effect analysis. In this research, 398 white collar employees working in the servicesector constitute the sample group.Findings – Transformational leadership and organizational support had positive effects onemployee participation and organizational citizenship behaviors, and mediation effect oforganizational support was revealed as a result of the analyzes.Discussion – Organizational citizenship behavior (OCB) is referred to as optional workplacebehavior that exceeds the basic business needs of employees. These behaviors are often described asbehaviors other than those that need to be done in the act. OCB has been the subject of extensiveresearch since it was first introduced almost thirty years ago. According to the results of the research,rotating leadership and organizational support positively affect organizational citizenship behavior.OCB was also seen as "close and supportive" behavior that reflects the willingness of the employeeswho exhibited the behavior to maintain their relationship with their colleagues or the organizationitself and contribute to the success of the target. Therefore, it is possible for employees inorganizations that feel the support of the organization and whose leadership style is appropriate tofeel belonging to the organization and to consider themselves as one of the organization.