Abstract
Purpose – This study investigates how organizational climate (OC) shapes organizational citizenship behavior
(OCB) among university faculty. It focuses on the mediating roles of idiosyncratic deals (i-deals) and leader–
member exchange (LMX) and introduces symbolic moderators, i.e. transparency and initiator identity, within a
relational signaling framework.
Design/methodology/approach – Survey data from 651 full-time faculty members at Slovak public
universities were analyzed using partial least squares structural equation modeling (PLS-SEM). The framework
integrates social exchange theory, equity theory, psychological contract theory and self-enhancement theory to
examine direct, mediated and moderated effects across demographic groups.
Findings – OC significantly predicts OCB, primarily via i-deals and, to a lesser extent, LMX. When mediators
are included, the direct path becomes non-significant. Transparent, leader-initiated i-deals strengthen the
positive effect on OCB, particularly among senior academics, by enhancing fairness and symbolic recognition.
Originality/value – This study offers a context-sensitive model of discretionary behavior in academia,
conceptualizing i-deals as relational and symbolic signals. It contributes to theory by combining multiple
frameworks and highlighting how meaning is co-constructed in academic institutions. The findings provide
actionable insights for academic leaders seeking to promote engagement through customized, transparent and
fair practices