Alabak, Merve2016-06-082016-06-082016-052016-052016-05-07http://hdl.handle.net/11693/29149Cataloged from PDF version of article.Includes bibliographical references (leaves 40-53).Thesis (M.S.): Bilkent University, Department of Psychology, İhsan Doğramacı Bilkent University, 2016.The present study investigates paternalistic leadership from the dyadic leader-subordinate perspective and explores whether paternalistic leadership is associated with subordinates’ identification with the organization, work-group and supervisor, as well as subordinates’ organizational citizenship behavior (OCB), and organizational citizenship behavior directed toward supervisor (OCB-S). The data was obtained from 81 supervisors and 132 employees. Supervisors evaluated their own paternalistic leadership style and also employees’ OCB and OCB-S. Employees evaluated their supervisors’ paternalistic leadership style, their own organizational identification, work-group identification, supervisor identification, OCB and OCB-S. The findings showed that paternalistic leadership ratings of supervisors and employees was borderline significant. Supervisor-perceived paternalistic leadership was related to both employees and supervisor ratings of OCB and OCB-S. Employee-perceived paternalistic leadership was related to employees’ identification with the organization and supervisor, and employee-rated OCB-S. There was a congruence between supervisor and employee ratings on employees’ OCB and OCB-S. Practical implications, limitations and possible future research of these findings were mentioned.xi, 53 leaves.Englishinfo:eu-repo/semantics/openAccessOrganizational Citizenship BehaviorOrganizational IdentificationPaternalistic LeadershipSupervisor IdentificationWork-group IdentificationThesisB153436