Transformational Leadership and Organizational Citizenship Behavior in Supply Chain Organizations: The Strategic Roles of Job Satisfaction and Organizational Commitment
Keywords:
Job satisfaction, organizational citizenship behavior, organizational commitment, SmartPLS 4, supply chain managementAbstract
Transformational leadership is critical for fostering organizational citizenship behavior (OCB) in supply chain organizations, yet the psychological mechanisms through which this relationship operates remain insufficiently understood. This quantitative study examines the strategic mediating roles of job satisfaction and organizational commitment in the relationship between transformational leadership and OCB in supply chain organizations, utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Drawing on social exchange theory, transformational leadership theory, and organizational support theory, a mediation model was tested using data from 240 employees in supply chain organizations across Banten Province, Indonesia. Results from SmartPLS 4 analysis confirmed that transformational leadership directly enhances OCB, while both job satisfaction and organizational commitment partially mediate this relationship. Notably, the combined mediation pathway through job satisfaction and organizational commitment was significant. Convergent validity (AVE > 0.70) and discriminant validity (HTMT < 0.85) thresholds were satisfied, with R² values demonstrating substantial predictive relevance. The structural model revealed significant direct effects (β = 0.38, p < 0.001) and substantial mediation effects, with total indirect effects explaining 42% of OCB variance. This research advances organizational behavior theory by integrating psychological mechanisms through which transformational leadership influences OCB in supply chain contexts, offering explicit novelty through: (1) mediation analysis using SmartPLS 4; (2) simultaneous integration of job satisfaction and organizational commitment; (3) empirical focus on supply chain organizational settings; and (4) emerging economy perspective. Practically, supply chain managers should prioritize transformational leadership development to cultivate employee commitment and satisfaction, thereby enhancing discretionary behavioral contributions essential for operational excellence and competitive advantage. This research establishes actionable frameworks for supply chain organizations seeking to optimize employee psychological attachment and extra-role performance.
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