The Impact of Employees' Growth Mindset on Organizational Citizenship Behavior in Small and Medium-sized Enterprises (SMEs): Focusing on the Mediating Effect of Authentic Leadership
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More ethical management and authentic leadership have gained its importance recently. The behaviors and attitudes of leaders are more powerful in Korea’s Small and Medium-sized Enterprises(SMEs) as the influence of leaders can be significant for other employees. To survive from the competitive market, employees would need to act voluntarily to take extra roles which are beyond their daily roles. Therefore, employees’ growth mindset and organizational citizenship behavior are critical for SMEs which have fewer employees but should face diverse challenges. Reflecting the situation that SMEs confront, this study intends to address the relationship among growth mindset, organizational citizenship behavior and authentic leadership for employees in SMEs in Korea. In particular, this study focused on the role of authentic leadership as a mediator. The research questions of this study are composed of 1) What is the relationship among growth mindset, authentic leadership and organization citizenship behavior?, 2) How is the mediating role of authentic leadership for the relationship between growth mindset and organizational citizenship behavior?. To address the research questions of this study, a survey was conducted in SMEs. In total, 203 employees were targeted and the mediation analysis of Baron and Kenny (1986) and Sobel test were implemented to address two research questions. It is found that employees’ growth mindset is correlated to organizational citizenship behavior in Korea's SMEs. Also, authentic leadership serves as a mediator for the relationship between growth mindset and organizational citizenship behavior. Growth mindset and authentic leadership are main factors to boost organizational citizenship behavior in SMEs. It is suggested that human resources (HR) departments in SMEs should focus on coaching programs for growth mindset and authentic leadership to enhance employees' organizational citizenship behavior.
Abstract
More ethical management and authentic leadership have gained its importance recently. The behaviors and attitudes of leaders are more powerful in Korea’s Small and Medium-sized Enterprises(SMEs) as the influence of leaders can be significant for other employees. To survive from the competitive market, employees would need to act voluntarily to take extra roles which are beyond their daily roles. Therefore, employees’ growth mindset and organizational citizenship behavior are critical for SMEs which have fewer employees but should face diverse challenges. Reflecting the situation that SMEs confront, this study intends to address the relationship among growth mindset, organizational citizenship behavior and authentic leadership for employees in SMEs in Korea. In particular, this study focused on the role of authentic leadership as a mediator. The research questions of this study are composed of 1) What is the relationship among growth mindset, authentic leadership and organization citizenship behavior?, 2) How is the mediating role of authentic leadership for the relationship between growth mindset and organizational citizenship behavior?. To address the research questions of this study, a survey was conducted in SMEs. In total, 203 employees were targeted and the mediation analysis of Baron and Kenny (1986) and Sobel test were implemented to address two research questions. It is found that employees’ growth mindset is correlated to organizational citizenship behavior in Korea's SMEs. Also, authentic leadership serves as a mediator for the relationship between growth mindset and organizational citizenship behavior. Growth mindset and authentic leadership are main factors to boost organizational citizenship behavior in SMEs. It is suggested that human resources (HR) departments in SMEs should focus on coaching programs for growth mindset and authentic leadership to enhance employees' organizational citizenship behavior.
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