Problem Statement: Scientists support that success cannot be achieved through schools with a bureaucratic structure in which top-down relation is emphasized but rather with a decentralized structure of authority. Scientists also posit that participative management is the best approach. Participation or participative leadership is defined as deciding jointly or as the shared influence for deciding between superiors and subordinates. From this standpoint, participative management has focused on allocating decision-making authority and sharing power. It is vital for schools to apply innovations to be effective. Leadership is one of the most important factors affecting organizational innovation. Participative leaders encourage teachers to find new opportunities, generate new information, and perform. Thus, it can be asserted that participative leadership behavior effects change-oriented organizational citizenship behavior. The motivational model used to explain the effect of participative leadership behaviors of superiors on the work performance of subordinates asserts that participation in decision making provides intrinsic rewards for subordinates. It has been indicated within research results that participative leadership affects subordinates‘ behavior by means of intrinsic motivation. Purpose of the study: This study aimed to explore the mediating role of intrinsic motivation on the relationship between participative leadership and change-oriented organizational behavior.
Method: The survey model was used in this study. The participants included 850 teachers randomly selected from 68 elementary schools in the center of Niðde and its districts in Turkey. Three different instruments were used in this study. The scales were translated using the translation and back translation method. In order to examine the construct validity of the scales, exploratory factor analysis and confirmatory factor analysis were used. Structural equation modeling was conducted using the LISREL 8.7 computer program for the mediating test.
Findings: Participative leadership was a significant predictor of change-oriented organizational citizenship behavior (?=0.26, p<.01) and intrinsic motivation (?=0.27, p<.01). A significant relationship between change-oriented organizational citizenship behavior and intrinsic motivation (?=0.75, p<.01) was present. Intrinsic motivation fully mediated the relationship between participative leadership and change-oriented organizational behavior (?=0.06, t= 1.87).
Conclusion and Recommendations: Results indicated that participative leadership significantly affected change-oriented organizational citizenship and intrinsic motivation. A significant relationship was found between change-oriented organizational citizenship and intrinsic motivation. It was determined that intrinsic motivation fully mediated the relationship between participative leadership and change-oriented organizational citizenship behavior.
Key Words: Participative management, participative leadership, change-oriented organizational citizenship, intrinsic motivation.