In a field study of a small manufacturing plant, relationships between five dimensions of organizational citizenship and two sets of predictors, "traditional" leadership (initiating structure and consideration) and "super" leadership (self-goal-setting, self-observation, and self-expectation) were examined. Results suggest that traditional leadership contributes incremental explained variance beyond super leadership on all five dimensions of organizational citizenship. Both consideration and initiating structure contributed approximately equally to four citizenship dimensions, whereas consideration contributed most predictive power to the sportsmanship dimension. Super leadership explained no incremental variance in organizational citizenship behavior beyond traditional leadership.
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