Abubakr Suliman and Hanan Al Obaidli
This research aims at investigating, for the first time in the Arab world, the influence of leadership behaviors on organizational citizenship behaviors (OCB) in the Islamic…
Abstract
Purpose
This research aims at investigating, for the first time in the Arab world, the influence of leadership behaviors on organizational citizenship behaviors (OCB) in the Islamic banking sector. Also, it explores the role of OCB in affecting work outcomes.
Design/methodology/approach
The study consists of two core concepts: leadership behaviors and OCB. The sample population for the study was drawn from 150 employees working for several Islamic banks in the United Arab Emirates (UAE). A self‐administered questionnaire was developed by combining two instruments.
Findings
The findings revealed that transformational and transactional leadership styles tend to play a significant role in employees' OCB. Nonetheless, passive/avoidant leadership style plays no role of statically evidence in the relationship.
Practical implications
The theoretical and managerial implications of the findings are discussed in the paper, together with some recommendations for managing leadership and OCB in the service sector.
Originality/value
The paper examines for the first time the links between leadership and OCB in the Islamic banking sector of the UAE and the Arabic context.
Details
Keywords
Abubakr M. Suliman and Hanan Al Obaidli
The purpose of this paper is to examine the nature, strength and significance of the links between organizational climate and employee turnover.
Abstract
Purpose
The purpose of this paper is to examine the nature, strength and significance of the links between organizational climate and employee turnover.
Design/methodology/approach
Using a self‐administered questionnaire, 70 employees from an Islamic bank were surveyed in order to examine the five main hypotheses of the study.
Findings
The study results revealed that employees' perceptions of corporate climate plays a significant role in the rate of staff turnover. Organizational justice, as a component of corporate climate, found to be the most important factor in explaining the variance in employee turnover.
Practical implications
The theoretical and managerial implications of the findings are discussed in the paper, together with some recommendations for managing corporate climate and turnover in today's diverse work teams and environments.
Originality/value
The paper examines the links between organizational climate and employee turnover for the first time, to the authors' knowledge, in the UAE and the Arabic context.