Causal model of job characteristics, transformational leadership, and perceived organizational support effects on organizational commitment and organizational citizenship behavior

Abstract

The purposes of this study were (1) to investigate the effects of job characteristics, transformational leadership, and perceived organizational support on organizational commitment and organizational citizenship behavior, and (2) to explore the difference effects of job characteristics, transformational leadership, perceived organizational support, and organizational commitment on organizational citizenship behavior between generation Y model and generation X model. Data collection was done by using surveys, and the samples consisted of 504 employees who had worked in 48 hotels under Thai Hotels Association. The analysis employed confirmatory factor analysis and the structural equation modeling at the statistical significant level of 0.05. The findings indicated that skill variety, task autonomy, and perceived organizational support had positive effects on organizational commitment. Perceived organizational support and organizational commitment had positive effects on organizational citizenship behavior. The result of multiple-group path analysis showed that the validation of the proposed model was fit to the empirical data since there was similarly effect on variables between generation X model and generation Y model on the organizational citizenship behavior. Indeed, the results signified that task feedback affected the organizational commitment in generation Y model more than generation X model. Perceived organizational support affected the organizational commitment in generation X model more than generation Y model. Task identity had effect on organizational citizenship behavior in generation Y model more than generation X model. Task feedback had positive effect on organizational citizenship behavior in generation Y model, but had negative effect in generation X model. Finally, the study indicated that organizational commitment and organizational citizenship behavior of generation X and generation Y were indifferent which implied that generation X and generation Y employees could adapt themselves to fit with the organizational culture.