A Study Of The Mechanism Within Leadership Style, Organizational Citizenship Behavior And Team Performance

Based on literature review, this study empirically investigated the relationship among leadership styles, organizational citizenship behaviors and team performance. We explored mainly the impact of leadership styles on organizational citizenship behaviors, the impact of organizational citizenship behaviors on team performance, and the interaction effect of interfering variables, LMX and organizational support, on organizational citizenship behaviors and team performance. The conclusions of the study are as follows.First, positive leadership behavior is positively related to interpersonal altruism and extra-effort, which are two dimensions of organizational citizenship behaviors. Negative leadership behavior has no significant correlation to interpersonal altruism and extra-effort of OCB. However, it relates negatively to in-role behaviors.Second, positive leadership behavior is positively related to LMX, and negative leadership behavior has no significant correlation to LMX. Every factor of organizational citizenship behaviors relates positively to total team performance, goal achievement, member satisfaction, and team learning.Third, LMX interferes the relationship between positive leadership behaviors and extra-effort or in-role behaviors, and also interferes the relationship between negative leadership behaviors and extra-effort or in-role behaviors. There is significant interaction between organizational citizenship behaviors and organizational support over team performance.Forth, positive leadership behaviors lead to much more extra-efforts under the condition of low LMX than it do under high LMX. No matter under high LMX or low LMX, negative leadership behaviors are not helpful to improve in-role behaviors, moreover, they damage in-role behaviors more severely under high LMX.Fifth, team performance with high organizational support is better than that with low organizational support. Organizational citizenship behaviors improve team performance when the organizational with low organizational support than they do with high organizational support.