Search

Copyright of ABHATH is the property of ABHATH and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of the study is to explain the effect of ethical leadership on organizational justice, organizational citizenship, and job satisfaction. The study group includes 488 teachers and the study was chosen by using a simple random sampling method. Teachers' participation is convenience sampling. Data were collected with the ethical leadership scale, organizational justice scale, and organizational citizenship scale. As a result of the analysis, it was concluded that the scales were reliable. The research hypotheses were tested using structural equation modeling as well as variables. According to the hypothesis, ethical leadership has an effect on organizational justice, organizational citizenship, and job satisfaction, organizational justice with ethical leadership has an effect on job satisfaction, and, organizational citizenship with ethical leadership affects job satisfaction. In light of these results, it shows that all hypotheses are supported. In summary, it can be said that ethical leadership has an effect on organizational outputs. This situation reveals the importance of ethical leadership.

The aim of the study is to explain the effect of ethical leadership on organizational justice, organizational citizenship, and job satisfaction. The study group includes 488 teachers and the study was chosen by using a simple random sampling method. Teachers' participation is convenience sampling. Data were collected with the ethical leadership scale, organizational justice scale, and organizational citizenship scale. As a result of the analysis, it was concluded that the scales were reliable. The research hypotheses were tested using structural equation modeling as well as variables. According to the hypothesis, ethical leadership has an effect on organizational justice, organizational citizenship, and job satisfaction, organizational justice with ethical leadership has an effect on job satisfaction, and, organizational citizenship with ethical leadership affects job satisfaction. In light of these results, it shows that all hypotheses are supported. In summary, it can be said that ethical leadership has an effect on organizational outputs. This situation reveals the importance of ethical leadership. [ABSTRACT FROM AUTHOR]

Copyright of Gazi Journal of Economics & Business is the property of Gazi Journal of Economics & Business and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Given the high employee turnover rates among information technology (IT) professionals, firms are on the lookout for ways to retain them. With this end in view, to keep their professionals committed and satisfied, many IT firms are making proactive efforts to induce a favourable organisational environment by encouraging employees towards extra‐role organizational citizenship behaviors (OCBs). However, there is scant evidence as to whether orchestrating proactively induced OCB results in positive work attitudes. Our study contributes by theorising the mechanisms through which OCB fosters positive work attitudes among IT professionals, which is expected to lower their turnover rates. Grounding our research in self‐perception and self‐determination theories, we hypothesize the relationships between IT professionals' OCB and their affective attitudes towards their organisation and job, as being mediated by their cognitive evaluations of the 'meaning of their IT work'. We test the theorised model with data collected through a large‐scale two‐wave survey design from a multinational IT‐services company. The results offer a nuanced understanding of the relationship between OCB and positive work attitudes for IT professionals, which have significant implications for research and practice. [ABSTRACT FROM AUTHOR]

Copyright of Social Sciences Studies is the property of Social Sciences Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study was an attempt to investigate the dynamics of a phenomenon that happened in a self-service laundry shop. In the beginning, very few customers would patronize it. But little by little more customers began to frequent the shop and most of these were from the locality. The preference shift of customers was interesting. This situation was believed to reveal some findings that could be used in similar businesses. Qualitative was the method and specifically a case study. It made use of observations and informal interviews of two laundry attendants who have been in at least two years in the laundry shop, one maintenance personnel who has been present since the start of the establishment, and over five hundred regular customers. The observations and interviews revolve around the areas of concern at the start of the laundry shop, key characteristics of regular customers, reasons why customers made the preference shift from going with what they used to do towards availing the new service package, and the challenges encountered in the process of service delivery. Conclusions on the four areas of inquiry were; service value realization was slow and this influenced the initiatives that were made; customer satisfaction was dependent on price, service quality, and rapport and subsequently led to referrals; customers realized that it is more convenient to avail of the new service package, and competition served as a reason to improve service delivery; and sustained customer loyalty and organizational citizenship provide an environment for growth. [ABSTRACT FROM AUTHOR]

Copyright of Çankırı Karatekin University Journal of the Faculty of Economics & Administrative Sciences is the property of Cankiri Karatekin University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Hacettepe University Journal of Economics & Administrative Sciences / Hacettepe Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Hacettepe University, Faculty of Economic & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study aims to analyze the effects of transformational leadership and the perception of Corporate Social Responsibility (CSR) on the commitment and organizational citizenship of managers in one of the largest banking institutions in Latin America. Based on the literature review, six hypotheses were developed and tested using structural equation modeling (PLS-SEM), gathering evidence from 163 managers. The main findings reveal that for the sample investigated, transformational leadership and CSR directly influence organizational commitment, and indirectly influence organizational citizenship. It was also found that transformational leadership encourages the development of CSR awareness. The findings indicate that the effort to maintain a socially responsible company brings benefits in organizational commitment and leads to a positive benefit in organizational citizenship. Thus, the expectation is that there will be more and more socially responsible companies, encouraging CSR practices through programs, courses and training and delivering CSR values, which has repercussions for society, since with these traits and stimuli, people tend to work in a more committed way and with positive behavior coming from employees, there is greater employability, personal development and motivation for these professionals, in addition to eventually being able to generate benefits for the region. [ABSTRACT FROM AUTHOR]

This article explores the relationship between organizational commitment, leadership behavior, organizational citizenship behavior (OCB), and performance in education personnel staff. The research found that organizational commitment positively and significantly influences OCB and performance. Leadership behavior directly impacts OCB and performance, while OCB has a positive and significant effect on performance. OCB also mediates the relationship between organizational commitment and performance, as well as between leadership behavior and performance. The article suggests that organizations should focus on increasing loyalty, career development, and a sense of togetherness among education staff to improve performance. The text discusses the importance of organizational citizenship behavior (OCB) in achieving organizational effectiveness. It highlights the voluntary actions of employees, such as sharing information, maintaining organizational property, and adhering to organizational rules, as contributing to cost efficiency and goal achievement. The text also emphasizes the role of organizational commitment and leadership behavior in improving employee performance. While some studies support the positive effects of organizational commitment and leadership behavior on OCB and performance, others find contradictory results. The text suggests further research on leadership behavior and the use of mediating variables, such as OCB, to understand their impact on performance. The study focuses on educational staff in higher education organizations and aims to explore the relationship between leadership behavior, organizational commitment, OCB, and performance. The study examines the implementation of organizational commitment and leadership behavior on the performance of education personnel staff, with the mediating role of organizational citizenship behavior (OCB). The research findings suggest that leadership [Extracted from the article]

Copyright of R&S: Research Studies Anatolia Journal is the property of Dr. Arif Yildiz and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Sportive is the property of Journal of Sportive and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Although voice is communication that is intended to benefit the performance of collectives, little is known about the benefits or costs to individual task performance and what mechanisms drive these effects. Our research offers new theory to articulate and illustrate the conditions under which voice has positive versus negative effects on individual task performance by directly acknowledging that employees have many options for where to direct their ideas. We introduce an agency perspective on voice by theorizing that one fundamental reason why employees speak up is to generate the implementation of corrective action for issues affecting themselves and to the extent targets of voice have agency to facilitate action through implementation of voice, voicing employees should be more likely to realize performance benefits from speaking up. In a first field study, we present evidence that two characteristics—the hierarchical position of the voice target (boss versus peer) and the competence of the voice target—alter the relationship between voice and the voicing employee's task performance. In a second field study, using an event-contingent design, we provide evidence of the unique mechanisms underlying how competent managers (via their resources) and competent peers (via their efficacy to act) affect how upward and sideways voices lead to idea implementation. We discuss the theoretical implications of these ideas and findings by highlighting how voice target characteristics influence not just the incidence of voice but also, its outcomes. Funding: This research benefited from financial support through the McCombs Research Excellence Grant. [ABSTRACT FROM AUTHOR]

Copyright of INES Journal: The Journal of International Education Science / Uluslararası Eğitim Bilimleri Dergisi is the property of INES Journal: The Journal of International Education Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Social Sciences Studies is the property of Social Sciences Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Academic Social Resources is the property of Journal of Academic Social Resources and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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. [ABSTRACT FROM AUTHOR]

This study tests the mediating effect of teachers' trust in their schools on the effect of power types used by school principals on teachers' organizational citizenship behaviors. The study was designed as a cross-sectional survey model. Since exploring mediating role of organizational trust was our focus, the mediation model was also tested. The sample of the study consisted of 439 teachers who responded to the online scales and were evaluated from 19.758 teachers working in public schools in Van in 2020-2021. In addition to personal information, Power Type Scale, Organizational Trust Scale in Schools, and Organizational Citizenship Behavior Scale were used to gather data. In the study, mean and standard deviation values were calculated. To determine the relationship between variables, correlational analysis was performed. Path analysis was also used to test the structural equation model. Results revealed that teachers who work with school principals using personal or reward power have high trust in their schools, whereas legitimate power is not a significant predictor of school trust and coercive power is a low predictor of school trust. Results also mirror that teachers who have a high sense of trust in their schools report more organizational citizenship behaviors. The direct relationship between the use of power and organizational citizenship behavior was not found significant. As a result of the indirect effect of teachers' trust in their schools in case of school principals' use of personal, reward, legitimate or coercive power, the total effect size between these two variables was found to be significant. This study adds nuance to the literature by suggesting that the behaviors of school principals influence the perception of trust in school and that this perception is reflected in teachers' behaviors. [ABSTRACT FROM AUTHOR]

Copyright of Sakarya University Graduate School of Business Journal (SAUGSB-J)Sakarya Üniversitesi İşletme Enstitüsü Dergisi is the property of Sakarya University Journal of Business Administration Institute (SAUIED) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Bayburt Education Faculty / Bayburt Eğitim Fakültesi Dergisi is the property of Bayburt University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study is to investigate the effect of organizational justice comprehension in schools on teachers' perceptions of organizational commitment and organizational citizenship. Meta - analysis method was used in the current research. During the review process of the research, 27 different studies contained in the scope of organizational commitment were analyzed. In the study, 6875 people related to the organizational commitment and 6316 people related to the organizational citizenship were included in the study. In relation to the findings of the research, it was seen that the perception of organizational justice had a positive and moderate effect on their organizational commitment of teachers and a positive and low effect on the perception of organizational citizenship. Suggestions, such as informing managers about organizational justice and conducting different studies on new samples with different scales, were added for the practitioners and researchers. [ABSTRACT FROM AUTHOR]

Copyright of Social Sciences Studies is the property of Social Sciences Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study investigated the relationships among principals’ paternalistic leadership, teachers’ trust in principal, work engagement, and organizational citizenship behaviors. Specifically, the study tested a moderated mediation model of paternalistic leadership’s effect on teachers’ organizational citizenship behaviors, with work engagement as mediator and trust in principal as moderator. In this cross-sectional research, data was gathered from 346 teachers working in primary and secondary schools in three different provinces in Turkiye. Paternalistic Leadership Scale-short form, Trust in Principal Scale, UWES-ultra short, and Organizational Citizenship Scale-short form were used to collect the research data. The results revealed that trust in principal was a significant moderator in paternalistic leadership’s direct effect on teachers’ organizational citizenship behaviors. It was also found that trust in principal moderated paternalistic leadership’s indirect effect on teachers’ organizational citizenship behaviors through work engagement. This study showed the critical role of trust in principal in the relationship between leadership and organizational citizenship behaviors. Moreover, it contributed significantly to the existing literature regarding teachers’ work engagement. Some limitations of the study were reported, and theoretical and practical implications were noted within the framework of the findings.

The research, which aims to determine the relationship between the supportive leadership behaviors of school administrators and organizational citizenship according to teacher perceptions, was designed in the relational survey model, which is one of the quantitative research methods. The study population of the research consisted of 465 teachers working in primary schools in the city center of Bolu in the 2021-2022 academic year, and valid data were obtained from 306 teachers. Supportive leadership scale and organizational citizenship scales were used to collect data in the research. Parametric tests were used because the research data showed normal distribution. According to the results of the research, teachers' perceptions of school administrators' supportive leadership behaviors and organizational citizenship perceptions are high. According to another result of the study, there is a moderately positive and significant relationship between the supportive leadership behaviors of school administrators and organizational citizenship. Supportive leadership is a significant predictor of organizational citizenship. School administrators, as supportive leaders, can help teachers with their problems related to their lessons, make an effort to create a quality and peaceful working environment for teachers, make constructive criticism and create a fair working environment at school, be open to teachers' opinions and suggestions, appreciate their success, and enable their organizational citizenship behaviors to emerge. In order to ensure continuity in the supportive leadership behaviors of school administrators, it will be good to ensure continuity in their professional development. In this regard, they can participate in inservice trainings, workshops, panels and symposiums and congresses related to their fields. [ABSTRACT FROM AUTHOR]

Purpose: This research aims to determine the impact of the CEO's risk-taking tendencies and the transformational leadership style on the use of the management accounting system information, as well as the mediating impact of product creativeness and organizational citizenship behavior in this context. It also provides empirical evidence from Vietnamese enterprises. Design/methodology/approach: The current research was conducted using quantitative methods. It was conducted during the ongoing Covid-19 pandemic in Vietnam. The study population is represented by all of the Vietnamese enterprises listed on stock exchanges. Therefore, an online email questionnaire was used for data collection. Specifically, 670 emails were sent to CEOs and 146 complete responses were collected (21.79% rate). Findings: By using the partial least squares structural equation modeling (PLS-SEM), the study results show that the CEO's risk-taking tendencies and transformational leadership style have a significant positive effect on the use of the management accounting system information. Additionally, product creativeness mediates the relationship between the CEO's risk-taking tendency, and the use of the management accounting system information. Also, organizational citizenship behavior mediates the relationship between transformational leadership style and the use of the management accounting system information. Research limitations/implications: Despite attempts to overcome by GDP contribution ratio, convenience sampling tends to cause common method bias. Furthermore, small sample sizes can lead to heterogeneity and unstable estimates of the parameter. Causality issues may also arise because the model has no control variables. Therefore, later studies should take the necessary additional steps when sampling to stay consistent with the study population, possibly conducting surveys in several batches to determine the correlation between changes in variables, and allowing the ability to discover and add any necessary control variables. Originality/value: This research acts as a bridge between management and management accounting, confirming the importance of this combination when efficiently using the management accounting system. [ABSTRACT FROM AUTHOR]

The aim of this research is to shed light on the phenomenon of citizenship pressure as a team-level construct. Building on the conservation of resources theory, the study used a moderated-mediation model to explore whether team organizational citizenship behavior (OCB) mediates the relationship between team citizenship pressure and team citizenship fatigue and whether this mediation is moderated by perceived supervisor support. Results from a study of 91 professional teams in the educational system indicate that team citizenship pressure had a significant and positive relationship with team OCB, as well as with team citizenship fatigue. The results also support the overall moderated-mediation model, but contrary to the hypothesized pattern of interaction, we found that team citizenship pressure was significantly and positively correlated with OCB when perceived supervisor support was low, but not when it was high. Limitations and implications for future research are discussed. [ABSTRACT FROM AUTHOR]

This study explores the relationship between organizational commitment and specific aspects of green human resources management to organizational citizenship behaviour. In its implementation, it explores green human resources management at the Ministry of Environment and Forestry as an institution directly related to macro and micro environmental conservation. This study uses quantitative methods, using SEM-PLS. The results of this study: (1) There is no significant effect of the Green Organizational Culture construct on Organizational Commitment. (2) The Green Organizational Culture construct has no significant effect on Organizational Citizenship Behavior. (3) Green Transformational Leadership construct has no significant effect on Organizational Commitment. (4) Green Transformational Leadership constructs have no significant effect on Organizational Commitment. (5) There is a significant effect of the Job Satisfaction construct on Organizational Commitment. (6) There is no significant effect of the Job Satisfaction construct on Organizational Citizenship Behavior. (7) The Organizational commitment construct has no significant effect on Organizational Citizenship Behavior. (8) The Green Transformational Leadership construct has no significant effect on Organizational Citizenship Behavior. (9) There is no significant effect of Job Satisfaction constructs on Organizational Citizenship Behavior through Organizational Commitment. (10) Green Organization Culture constructs have no significant effect on Organizational Citizenship Behavior through Organizational Commitment. [ABSTRACT FROM AUTHOR]

The purpose of this study is to analyze and explain the variables that affect Nurse Organizational Citizenship Behavior in Non-Government Hospital in Manado City. This research is explanatory research by applying survey method. This research was conducted in four non-government hospitals in Manado. the sample is 227 respondents using probability random sampling method and questionnaire measurement using a Likert scale. The Likert scale in this case uses five (5) levels: strongly disagree (STS), disagree (TS), neutral (N), agree (S), and strongly agree (SS). To obtain a score indicator, it is done through scoring by making five classes. Data analysis method used GeSCA. This study conclude transformational leadership has a significant positive influence on organizational citizenship behavior. Tujuan dari studi ini menganalisis dan memberi penjelasan variabel yang mempengaruhi organizational citizenship behavior perawat di rumah sakit non pemerintah di Kota Manado. Penelitian ini adalah penelitian penjelasan dengan menerapkan metode survei. Penelitian ini dilaksanakan di empat rumah sakit non pemerintah di Manado. Sampelnya berjumlah 227 responden dengan memakai metode probability sampling dan pengukuran kuesioner gunakan skala Likert. Skala Likert dalam hal ini menggunakan lima (5) level: sangat tidak setuju (STS), tidak setuju (TS), netral (N), setuju (S), dan sangat setuju (SS). Untuk memperoleh indikator skor dilakukan melalui reskoring dengan membuat lima kelas. Analisis data menggunakan GeSCA. Penelitian ini menyimpulkan kepemimpinan transformasional berpengaruh signifikan positif terhadap organizational citizenship behaviour.

The aim of this study is to examine the effects of organizational arrogance and favoritism perception levels of employees on organizational citizenship behaviors and to determine whether organizational climate has a mediating role on both perception levels. The research was planned with a quantitative research design. As a data collection tool in the research, the Manager's Arrogance Scale, Nepotic Attitude Scale, The Organizational Citizenship Behavior Scale, and the Organizational Climate Scale were used. According to the findings obtained from the research; There is a negative and significant relationship between organizational arrogance and favoritism perception levels of employees and organizational citizenship behaviors. In this relationship, the regulatory role of the organizational climate has been determined. It has been concluded that in organizations where a strict and hierarchical climate is dominant, employees' perceptions of managerial arrogance and favoritism are high. [ABSTRACT FROM AUTHOR]

The study investigated the relationships among principals' paternalistic leadership, teachers' trust in principal, work engagement, and organizational citizenship behaviors. Specifically, the study tested a moderated mediation model of paternalistic leadership's effect on teachers' organizational citizenship behaviors, with work engagement as mediator and trust in principal as moderator. In this cross-sectional research, data was gathered from 346 teachers working in primary and secondary schools in three different provinces in Turkiye. Paternalistic Leadership Scale-short form, Trust in Principal Scale, UWESultra short, and Organizational Citizenship Scale-short form were used to collect the research data. The results revealed that trust in principal was a significant moderator in paternalistic leadership's direct effect on teachers' organizational citizenship behaviors. It was also found that trust in principal moderated paternalistic leadership's indirect effect on teachers' organizational citizenship behaviors through work engagement. This study showed the critical role of trust in principal in the relationship between leadership and organizational citizenship behaviors. Moreover, it contributed significantly to the existing literature regarding teachers' work engagement. Some limitations of the study were reported, and theoretical and practical implications were noted within the framework of the findings. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

This study investigated the influence of organizational democracy on organizational citizenship behaviors in digital transformation, by considering the mediating effects of job satisfaction and organizational commitment for smart services. Exploratory factor analysis (EFA) was conducted to investigate the factors, which was followed by confirmatory factor analysis (CFA) and path analysis to test the hypotheses. The sample consisted of 144 full-time employees of the largest bank in North Cyprus. The findings suggest that organizational democracy had a significant positive direct effect on the job satisfaction and organizational commitment, whereas the direct effect on the organizational citizenship behaviors was not significant. The mediating effect of organizational commitment was found to be significantly positive. Job satisfaction was found not to be a significant mediator. The indirect effect of organizational democracy on the organizational citizenship behaviors was significant. [ABSTRACT FROM AUTHOR]

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. • We explored how servant leadership boosts eco-friendly behavior in the T&H sector. • The role of leadership in driving sustainable employee actions is understudied. • Harmonious environmental passion mediates the leadership-behavior relationship. • Green work climate enhances a positive impact on employees' environmental passion. • Extends knowledge by applying Conservation of Resource Theory to green management. [ABSTRACT FROM AUTHOR]

The study aims to analyze the influence of gender on the relationship between Work-Family Enrichment (ETF and EFT), Organizational Citizenship Behaviors (OCC) and the possible moderating effects that EFT may have on the ETF's relations with the dimensions of the CCO scale among Brazilian Air Force military personnel. Through a quantitative study, the analyzes were performed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) and multigroup analysis (MGA) method. The results demonstrate that the relationship between the dimensions of the ETF and the dimensions of the CCO are equal between genders. However, the research makes it possible to know the characteristics that contribute to the Work-Family Enrichment process and to the manifestation of Organizational Citizenship Behavior.

IntroductionEfforts to link ability-related emotional intelligence to organizational behavior have resulted in modest findings.MethodsThe 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.ResultsThis 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).DiscussionThe results demonstrate the importance of W-EI in understanding employee variations in organizational citizenship.

Copyright of Econder International Academic Journal is the property of Econder International Academic Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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. [ABSTRACT FROM AUTHOR]

Research on the 'new career' has explored some individual correlates of protean and boundaryless career orientations while largely neglecting their consequences for organizations. Our paper addresses this omission by exploring the link between 'new career' orientations and both positive and negative extra-role behaviours based on the argument that these dimensions of performance are potentially more variable given their volitional nature. In addition, it explores the role of organizational commitment and perceived organizational support in shaping this relationship. We present the results of a study with 641 employee-supervisor dyads in nineteen organizations showing that a protean career orientation results in more positive extra-role behaviours, whereas a boundaryless career orientation is associated with less citizenship behaviour and higher deviant behaviour due to its negative impact on commitment. In addition, our findings suggest that organizations can positively influence the behaviour of individuals with high boundaryless career orientations by offering high levels of support. [ABSTRACT FROM AUTHOR]

The purpose of this study is to determine the prediction level of teachers' psychological empowerment perceptions on their job satisfaction and organizational citizenship behaviors. The research is designed in the relational survey model. 400 teachers working in primary schools in Bolu, Turkey participated in the study and out of 356 teachers participating in the study voluntarily, 314 scales were delivered back and evaluated. Psychological Empowerment Scale, Job Satisfaction Scale and Organizational Citizenship Scale were used as data collection instruments. The findings indicated that teachers' perceptions of psychological empowerment were moderate in self-determination, and high in other dimensions and the whole scale. The moderate level of teachers' perceptions of job satisfaction and organizational citizenship is a striking and concerning result. When teachers do not have high level of job satisfaction, their performance will decrease, and it will be difficult for these teachers to exhibit organizational citizenship behavior. In the study, that the teachers' perceptions of psychological empowerment affect both job satisfaction and organizational citizenship behaviors necessitates the importance of psychological empowerment in increasing teachers' job satisfaction and organizational citizenship behaviors. In this sense, it is an important finding that teachers' job satisfaction and organizational citizenship behaviors will be increased by means of them having selfdetermination over their work, increasing their competence, making them influential by allowing to think, talk about and intervene the incidents that occur in the school, and ensuring their participation in work-related decisions. The finding indicating that teachers' perceptions of psychological empowerment play an important role in increasing their job satisfaction and organizational citizenship behavior reveals the authenticity of the research. [ABSTRACT FROM AUTHOR]

Copyright of Global Journal of Economics & Business is the property of Refaad for Studies, Research & Development and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Organizations are under pressure to explore innovative sustainability practices that will enable organizations to handle the deteriorating issues of biodiversity and social inequality. Stern and Dietz' model offered a set of values with which organizations can create sustainability. This study's main purpose was to explore how Stern and Dietz' model underpin the various dimensions of workplace spirituality and organizational citizenship behavior to accomplish corporate sustainability. To achieve the objective of the study, the previous literature was reviewed to construct a conceptual framework. This conceptual model is comprised of three phases egoistic, social altruistic, and biospheric. Based on prior literature, various dimensions of workplace spirituality and organizational citizenship behavior were underpinned to accomplish corporate sustainability. Even though this concept sets out basic guidelines. However relevant knowledge should be regarded in order to reconcile these steps in different instances. This article provides a systematic review of the Stern and Dietz value model to achieve various aspects of organizational sustainability. A constructive framework was developed to create corporate sustainability by incorporating workplace spirituality and organizational citizenship behavior into the context of the Stern Dietz' value model. Theoretical and practical implications are also discussed in this study. [ABSTRACT FROM AUTHOR]

Although the concept of organizational citizenship could frequently be seen in the scientific literature, there is a lack of research that would reveal the link between organizational citizenship, employees’ engagement and motivation. Therefore, the aim of the article is to assess the impact of organizational citizenship on the productive engagement of employees in the activities of the organization. To achieve the goal, an analysis of the scientific literature was performed, hypotheses about the links between organizational citizenship, motivation and employee engagement were raised. To verify them, a questionnaire survey methodology was developed, which was approved by empirical research. The results of the study confirmed 6 out of 8 hypotheses. The highest relationship of dependence was found between organizational citizenship and employee engagement and organizational citizenship and employee behavior directed at the organization. Article in Lithuanian. Organizacinio pilietiškumo įtaka produktyviam darbuotojų įsitraukimui į organizacijos veiklas Santrauka Nors organizacinio pilietiškumo sąvoką galime dažnai pastebėti mokslinėje literatūroje, tačiau pasigendama tyrimų, kurie atskleistų ryšį tarp organizacinio pilietiškumo, įsitraukimo bei motyvacijos. Dėl to straipsnyje keliamas tikslas – įvertinti organizacinio pilietiškumo įtaką produktyviam darbuotojų įsitraukimui į organizacijos veiklas. Tikslui pasiekti atlikta mokslinės literatūros analizė, iškeltos hipotezės dėl organizacinio pilietiškumo, motyvacijos ir darbuotojo įsitraukimo sąsajų. Joms patikrinti sudaryta anketinės apklausos metodika, kuri aprobuota empiriniu tyrimu. Tyrimo rezultatais patvirtintos 6 iš 8 hipotezių. Didžiausias priklausomybės ryšys buvo nustatytas tarp organizacinio pilietiškumo ir darbuotojų įsitraukimo bei organizacinio pilietiškumo ir darbuotojo elgesio, nukreipto į organizaciją. Reikšminiai žodžiai: motyvacija, darbuotojų įsitraukimas, pilietiškumas, organizacinis pilietiškumas, nauda organizacijai.

The present study examined the effect of school administrators’ social justice leadership behaviours on teachers’ organizational citizenship behaviours based on teachers’ perceptions. The predictive correlational research design, one of the correlational research methods, was used in the study. It was carried out with the participation of 1025 teachers working at public secondary schools in Gaziantep city centre. Research data were collected using the Social Justice Leadership Scale and the Organizational Citizenship Behaviour Scale. SPSS 22.0 and AMOS 21 software packages were used to analyze the data.The obtained data were analysed through descriptive statistics (mean, standard deviation, and others.), Pearson’s correlation, and structural equation modeling. It was determined that social justice leadership and organizational citizenship behaviours were exhibited at higher levels by school administrators and teachers consecutively. There was a moderate, positive, and significant relationship between organizational citizenship behaviours and social justice leadership and its sub-dimensions of critical awareness, stakeholder support, participation, and distributive justice. Structural equation modeling yielded that social justice leadership behaviours positively predicted the organizational citizenship behaviours of teachers and social justice leadership explained 37% of the variance in organizational citizenship behaviours. It can be claimed that teacher performance would increase upon adopting and enhancing social justicebased practices in school settings. [ABSTRACT FROM AUTHOR]

This research aims to determine the effect of school administrators' empowering leadership behaviors on teachers' organizational citizenship behaviors. The research population designed in the scanning model consisted of 465 teachers working in primary schools in the city centre of Bolu, and feedback was obtained from 336 teachers. Data were collected using the Empowering Leadership Scale and Organizational Citizenship Behaviour scales. Since the data showed normal distribution, parametric analyses were performed. According to the research results, teachers' perceptions of school administrators' empowering leadership behaviors were high in the scale total and the dimensions of responsibility and support. In contrast, it was medium in terms of empowerment. Teachers' perceptions of organizational citizenship are high in all dimensions, including the total scale of cooperation, sportsmanship, conscientiousness, and civic virtue. There is a positive and highly significant relationship between the total score of the empowering leadership scale and the dimensions of empowerment, responsibility, support, and the total score of the organizational citizenship scale and the dimensions of cooperation, sportsmanship, conscientiousness, and civic virtue. The empowering leadership scale total score and its subdimensions significantly predict the total score of the organizational citizenship scale. According to teacher perceptions, it is noteworthy that school administrators' empowering leadership behaviors are at a moderate level in the dimension of empowerment. Teachers should be empowered within the framework of their responsibilities and participation in the decision process regarding getting things done to increase the empowering leadership behaviors of school administrators to a high level in the empowerment dimension. Schools can delegate important tasks to teachers. In addition, this situation shows that school administrators trust teachers. It can create an environment where teachers can make their own decisions about the job and how it should be done without explaining the job they will do. It would be beneficial for school administrators to exhibit empowering leadership behaviors for teachers to show more effort by exhibiting organizational citizenship behavior. [ABSTRACT FROM AUTHOR]

The aim of this study is to evaluate the influence of gender on the relationship between the dimensions of Work-Family Enrichment (WFE and FWE) and the dimensions of Organizational Citizenship Behavior (OCB) in the Brazilian Air Force's military personnel (FAB). Through a quantitative study, the analyses were performed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) and Multigroup Analysis (MGA) method. The results demonstrate that the relationship between the dimensions of WFE and the dimensions of OCB is equal between genders. However, the research identifies the characteristics that contribute to the Work-Family Enrichment process and to the manifestation of Organizational Citizenship Behavior [ABSTRACT FROM AUTHOR]

Although the concept of organizational citizenship could frequently be seen in the scientific literature, there is a lack of research that would reveal the link between organizational citizenship, employees’ engagement and motivation. Therefore, the aim of the article is to assess the impact of organizational citizenship on the productive engagement of employees in the activities of the organization. To achieve the goal, an analysis of the scientific literature was performed, hypotheses about the links between organizational citizenship, motivation and employee engagement were raised. To verify them, a questionnaire survey methodology was developed, which was approved by empirical research. The results of the study confirmed 6 out of 8 hypotheses. The highest relationship of dependence was found between organizational citizenship and employee engagement and organizational citizenship and employee behavior directed at the organization. [ABSTRACT FROM AUTHOR]