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Woinshet Mengistu, Pazstor Szabolch, Marsai Viktor, Tariku Jebena: Responsible Leadership
and Organizational Citizenship Behavior: The Mediation Role of Employees CSR Perception

In other words, by being a good role model, responsible leaders can impact and
improve the ethical behaviour of their teams by actively engaging in social responsible
activities, such as, creating comfortable working place for staff, producing healthy
and safe foods for customers, cooperating with partners fairly and honestly (Shi & Ye,
2016).

Employees Perception of CSR
Perception is the process through which individuals interpret and make sense of their
surroundings by comprehending and organizing their sensory experiences (Odunayo.
T & Oladipupo., 2016). According to (Lee et al., 2013), employee perception of CSR
refers to how much employees believe their employer supports social cause-related
initiatives. Employee perception of CSR activities was defined by (Nazir et al., 2014)
as the extent to which employees believe their employer advocates for and carries out
social welfare initiatives. Studies additionally indicate that employees’ attitudes and
behaviors are significantly impacted by their views of how fair an organization's
activities are (Cropanzano et al., 2001). When determining whether management is
dependable and impartial, employees frequently rely on their own judgement. Their
behavior toward management reflects these perceptions. Employees’ perception CSR
have been shown to elicit emotional, behavioral, and attitude reactions.

Organization Citizenship Behavior (OCB)
(1988) defined OCB as individual actions that are not openly or acknowledged by the
formal system but collectively enhance the efficient operation of the organization" (p.
4) Moreover, it is recognized that an individual's actions can jointly and successfully
enhance an organization's business performance (Alshihabat & Atan, 2020).
Discretionary behavior refers to actions that go beyond a formal job description, but
they nonetheless involve the individual playing an extra role through their voluntary
participation (Ahmed & Khan, 2019; Ozyilmaz et al., 2018). The term "discretionary"
refers to a behavior that is not required by the job description or the role in question.
This concept placed more focus on the contribution of OCB to overall organizational
success than it did on the specific outcomes (Podsakoff et al., 2014). Thus, with OCB,
the emphasis is on workers' voluntary and extra-effort attitudes and actions (ibid).

Theories to be applied
To discover the association between responsible leadership and OCB, with employees'
CSR perception as the mediator, various theories can be applied to understand the
dynamics of leadership influence, employee perceptions, and behavioral outcomes.

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