Linking Organization-based Self-esteem and Organizational Identification with Organizational Citizenship Behavior: Moderating Role of Narcissistic Leadership

Abstract Book of the 7th International Conference on Research in Human Resource Management

Year: 2025

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Linking Organization-based Self-esteem and Organizational Identification with Organizational Citizenship Behavior: Moderating Role of Narcissistic Leadership

Sumit Ghosh

ABSTRACT:

Organization based self-esteem “reflects the self-perceived value that individual have of themselves as an organization member acting within an organizational context” (Pierce L. J et al.,1989 p625). It is contented to be an independent variable of organizational citizenship behavior (Ghosh,R.,et al. 2012). Organizational citizenship behavior is often mentioned as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization” (Organ, 1988, p. 4). Organizational identification referred to as “perception of oneness with or belongingness to the organization” (Ashforth & Mael, 1989, p. 34, Riketta, M.,2005 p.360) is also a strong predictor of organizational citizenship behavior (Van Dick et al.,2006). Narcissist leadership, which has occupied a significant space in literature, may hamper organizational citizenship behavior (Lartey, J.K.S et al.,2025). Hence, it is argued that the positive correlation of organizational based self-esteem with organizational citizenship behavior will be negatively moderated by perceived narcissistic leadership. As narcissistic leadership is negatively related to organizational identification (Xiaoxuan, et al.,2025) it is argued that positive correlation of organizational identification with organizational citizenship behavior will be negatively moderated by narcissistic leadership.

Keywords: Correlations, Antecedents, Questionnaire, Perception, Subordinates