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This research investigated the mechanisms and contextual factors influencing the relationship between servant leadership tailored to specific environments and environmental citizenship behavior, considering the Conservation of Resource Theory as a theoretical lens. Data collection was collected from 300 employees and their supervisors, including several organizations within the Pakistani Hospitality and Tourism sector, and the data underwent analysis using PLS-SEM. Empirical findings showed that the relationship between environmental-specific servant leadership and organizational environmental citizenship behavior is mediated by harmonious environmental passion. The green work climate positively moderates the indirect effects of harmonious environmental passion on organizational environmental citizenship behavior, suggesting that this effect is strengthened when employees have a higher green work climate than with a lower green work climate. Guidelines for future research are provided., Competing Interests: Declaration of competing interest The authors declare no conflict of interests., (Copyright © 2024 Elsevier Ltd. All rights reserved.)

U.S. Military services use the Armed Services Vocational Aptitude Battery (ASVAB) and other indicators to select and classify about 150,000 enlisted personnel annually. The effectiveness of these assessments can be difficult to gauge due to differences in criteria across services and occupations. We developed a cross-service job performance model to be used in development of measures of first-term enlisted job performance. We synthesized job performance research, starting with the services' Job Performance Measurement (JPM) projects (1980s-1990s) through recent projects, to form performance dimensions. The dimension structure was evaluated in a retranslation exercise with performance measurement experts. The resulting hierarchical taxonomy has three levels: (a) 33 dimensions, (b) 11 categories, and (c) four broad categories. The broad performance categories are: (a) Technical, (b) Organizational Citizenship and Peer Leadership, (c) Psychosocial Well-Being, and (d) Physical. A sample of military experts judged the importance of the 33 performance dimensions. Results showed that the four broad performance categories were highly relevant to each service and generalizable across services. While all dimensions were judged important, Psychosocial Well-Being dimensions were rated as the most important by each service. The dimension structure provides a framework for criterion development and future joint-service research.

Introduction: Efforts to link ability-related emotional intelligence to organizational behavior have resulted in modest findings., Methods: The present three studies examine whether a work-contextualized form of emotional intelligence (W-EI) may have greater predictive value, particularly in the organizational citizenship domain. Because W-EI should benefit social relationships within the workplace, positive associations between W-EI and organizational citizenship behavior were hypothesized., Results: This hypothesis was supported in three studies (total N = 462) involving samples of part-time student employees (Study 1), postdoctoral researchers (Study 2), and full-time employees (Study 3). All studies also provided evidence for incremental validity, such as with respect to the Big 5 personality traits, and Study 3 highlighted processes related to workplace engagement (in the form of higher levels of interpersonal job satisfaction and lower levels of burnout)., Discussion: The results demonstrate the importance of W-EI in understanding employee variations in organizational citizenship., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Robinson, Irvin and Krishnakumar.)

A job may contribute to overall life satisfaction (LS) when it meets basic psychological needs. This study examined aspects of one's work (organizational commitment, citizenship behavior and autonomy), and individual differences in self-concept (collective versus individual), as predictors of overall LS. 295 employees working at a variety of jobs completed questionnaires online. Results showed that higher collective self-concept predicted greater LS; this was partially mediated by affective job commitment, work autonomy and altruistic citizenship behaviors, all of which also independently predicted greater LS. Higher individual self-concept was also a significant predictor of LS, partially mediated by compliance citizenship behaviors. These results suggest that when work fulfills a need for connectedness (i.e., for people with a collective self-concept), autonomy, and when we feel emotionally committed to our job, and go beyond what it requires, our overall LS is higher. These results clarify some positive ways that our work contributes to overall LS, but important questions remain for future research.

Background: Our aim was to evaluate differences in reported citizenship tasks among women physicians due to personal or demographic factors and time spent performing those tasks for work. Materials and Methods: Attendees of a national women physician's leadership conference (Brave Enough Women Physicians Continuing Medical Education Conference) replied to a survey using Qualtrics © (2019 Qualtrics, Provo, UT), in September 2019. Data collected included age, race, ethnicity, training level, medical practice, specialty, current annual total compensation, educational debt, and number of children. We asked about employment-related citizenship tasks, including time spent on those activities, and perceived obligation to volunteer for citizenship tasks. Descriptive and impact of demographic factors on those opinions were evaluated using IBM SPSS v26.0. Results: Three hundred eighty-nine women physicians replied. When compared with their younger counterparts, women physicians older than 49 years stated they feel obligated to volunteer for these tasks because of their gender ( p  = 0.049), and were less likely able to decide which citizenship tasks they were assigned to ( p  = 0.021). Furthermore, a higher proportion of women of color physicians perceived race as a factor in feeling obligated to volunteer for work-related citizenship tasks, when compared with White women physicians ( p  < 0.001). Additionally, nearly 50% of women physicians reported spending more time on citizenship tasks than their male counterparts. Conclusion: Our findings suggest that gender, race, and age may play a role in the decision of women physicians to participate in work-related citizenship tasks. To our knowledge, this is the first study to report on work-related citizenship tasks as described by women physicians. Still, an in-depth assessment on the role citizenship tasks play in the culture of healthcare is warranted.

Background: Benefactors of nongovernmental organizations (NGOs) are the hidden public health promotion systems. These benefactors are the symbol and intermediary of people participation, which is one of the main arms of health promotion and reduction of poverty and injustice in the societies. The present study is aimed to identify the benefactors' experiences in NGOs in terms of providing and promoting health-oriented services., Materials and Methods: This study was conducted with a qualitative approach. The total number of participants was 32, which consisted of 25 chief executive officers from active and inactive organizations. Active organizations refer to organizations that submitted their 6-month report at the time of the investigation and whose operating license was renewed and in operation and seven officials of the social deputy of governmental organizations related to NGOs. Data collection was performed by using semi-structured interviews and with purposive sampling and then continued until data saturation. Furthermore, the content analysis method was used for data analysis. MAXQDA software version 2007 was used to manage quality data., Results: During the data analysis, the following four subcategories were obtained: "high effort in empathy with fellow human beings," "role of merit in the success of donors," "creating a platform for social attention for the client's spontaneity," and "respect of the client," which were the results of experience and dimensions. The performance of non-governmental organizations is in line with the confrontation and responsibility of non-governmental organizations with a focus on health-oriented services., Conclusion: Having benevolent motives, benefactors attempt to provide conditions, in which help seekers have more chance for living through establishing new, sustainable, and future-reassuring conditions., Competing Interests: There are no conflicts of interest., (Copyright: © 2021 Journal of Education and Health Promotion.)

Objectives: Gather Chief Executive Officer (CEO) deans' perspectives on: distinguishing a "star" faculty versus one that is "productive"; faculty who are "deadweight" to the organization; the role of organizational fit in defining starsand deadweight faculty; current efforts to recruit and retain star faculty; and the actions taken in regard to deadweight faculty., Methods: A focus group panel of CEO deans was convened at the American Association of Colleges of Pharmacy (AACP) 2019 Interim Meeting. A semi-structured interview based on an organizational behavior framework was used to guide discussion in the focus group. Content analysis with axial coding was used to uncover themes from the data., Results: Panelists indicated productivity to be a given, but that star faculty are the ones who exhibit extraordinary citizenship and leverage their talents and networks to make the program and their peers more effective. They identified nascent activities with the need to strengthen those in regard to recognizing star faculty. The panelists explicitly distinguished between deadweight, or unproductive faculty versus those who are more deleterious, even while the former might actually present a more challenging human resources management situation., Conclusions: The research corroborated the growing recognition of the importance of faculty comportment with behaviors that extend beyond performance metrics, alone. The findings can serve as a platform for additional studies that guide decision making for organizational effectiveness in academic pharmacy., Competing Interests: Conflicts of interest: None, (© Individual authors.)

This commentary describes the significance of faculty citizenship in the broader context of institutional culture and defines faculty citizenship for use across all aspects of faculty roles in the Academy. The definition includes two key components (engagement and collegiality) that can be used to measure citizenship behaviors. Continued discussion and study of faculty citizenship will further the Academy's understanding and use of the concept.

Aims: The aim of this study was to investigate the influence of characteristics of nurses' relationship quality with their manager on engagement and trust, onto in-role or discretionary behaviours and intent to quit., Background: Nurses having a good relationship with their manager are seen as important, yet the mechanisms of how such relationships are beneficial, or which aspects of the relationship are important, is less clear. Two possible mechanisms are through the nurse being more engaged in work, or through building their trust in their employer. In turn, engagement and trust may impact in-role and discretionary behaviours as well as staff retention., Design: Cross-sectional., Method: An online survey in 2013 of 459 nurses across Australia., Results: Structural analyses indicated that the affect dimension of relationship quality was negatively related to engagement, whereas contribution and respect were positively related to engagement. The affect and respect aspects were positively related to trust. Engagement positively related to discretionary and in-role behaviours. Engagement and trust were negatively related to quit intention, as was the loyalty dimension of the nurses' relationship with their supervisor. However, perceptions of variability in their team's relationship quality with their leader was negatively related to trust and positively related to intent to quit., Conclusions: Nurse managers with a nuanced understanding of social exchange at work are likely to maintain more engaged, well-performing and stable nursing teams. In particular, a willingness by the supervisor to come to their nurses' defence and having a consistent standard of relationship quality across their nurses is likely to improve nurse retention., (© 2016 John Wiley & Sons Ltd.)

Objective. Identify behaviors that can compose a measure of organizational citizenship by pharmacy faculty. Methods. A four-round, modified Delphi procedure using open-ended questions (Round 1) was conducted with 13 panelists from pharmacy academia. The items generated were evaluated and refined for inclusion in subsequent rounds. A consensus was reached after completing four rounds. Results. The panel produced a set of 26 items indicative of extra-role behaviors by faculty colleagues considered to compose a measure of citizenship, which is an expressed manifestation of collegiality. Conclusions. The items generated require testing for validation and reliability in a large sample to create a measure of organizational citizenship. Even prior to doing so, the list of items can serve as a resource for mentorship of junior and senior faculty alike.

Personal and shared vision have a long history in management and organizational practices yet only recently have we begun to build a systematic body of empirical knowledge about the role of personal and shared vision in organizations. As the introductory paper for this special topic in Frontiers in Psychology, we present a theoretical argument as to the existence and critical role of two states in which a person, dyad, team, or organization may find themselves when engaging in the creation of a personal or shared vision: the positive emotional attractor (PEA) and the negative emotional attractor (NEA). These two primary states are strange attractors, each characterized by three dimensions: (1) positive versus negative emotional arousal; (2) endocrine arousal of the parasympathetic nervous system versus sympathetic nervous system; and (3) neurological activation of the default mode network versus the task positive network. We argue that arousing the PEA is critical when creating or affirming a personal vision (i.e., sense of one's purpose and ideal self). We begin our paper by reviewing the underpinnings of our PEA-NEA theory, briefly review each of the papers in this special issue, and conclude by discussing the practical implications of the theory.