Abstract: Perceived insider status (PIS) is defined as the extent to which an employee perceives him/herself as an insider in a particular organization which has exhibited positive correlation with organizational commitment, task performance and organizational citizenship behavior in previous studies. Underpinned by the organizational investment model, the objective of the research is to develop a process model linking empowering leadership behavior to organizational citizenship behavior (OCB) with the mediating role of perceived insider status (PIS). The moderating effects of organization-based self-esteem (OBSE) on the relationship between PIS and OCB, as well as on the mediating role of PIS are also investigated. We tested this model with a dataset from a sample of 150 subordinate-supervisor dyads from the People’s Republic of China. Two versions of questionnaires were mailed to the supervisors and subordinates respectively. We asked all the participants to complete the questionnaires and return them directly to the researchers in postage-paid envelopes that we provided to them. Participation in the study was voluntary, and confidentiality was ensured. After deleting unmatched dyads, we obtained 146 dyads of subordinate and supervisor in the final data set. Mediated and moderated regression was performed. Results showed that empowering leadership behavior had significantly positive effect on PIS. OBSE moderated the relation between PIS and OCB, and also moderated the mediating role of PIS. Furthermore, PIS fully mediated the relation between empowering leadership behavior and OCB. Our results demonstrated the importance of investing in employees to enhance the feeling of social inclusion. Research implications and future research directions are also discussed.

Key words: Empowering leadership behavior, Perceived insider status, Organizational citizenship behavior, Organization-based self-esteem