Organizational Citizenship Behavior in Performance Evaluations: Distributive Justice or Injustice?

Purpose  

The purpose of this study was to examine employees’ reactions to the use of organizational citizenship behavior (OCB) in performance evaluations. In addition, gender differences in such reactions were examined.     

Work Status Congruence’s Relation to Employee Attitudes and Behaviors: The Moderating Role of Procedural Justice

Purpose  

The purpose of this study is to explore procedural justice as a boundary condition of work status congruence’s (WSC) relationships with organizational commitment and organizational citizenship behavior (OCB). WSC is defined as the degree to which an employee’s schedule, shift, full-time or part-time status, and number of working hours, match his or her preferences (Holtom et al. in J Appl Psychol 86:80–93, 2002). This exploration is grounded in the outcome favorability–procedural justice interaction literature (e.g., Brockner in Acad Manag Rev 27:58–76, 2002).     

Leadership and Organizational Citizenship Behavior: OCB-Specific Meanings as Mediators

Purpose  

This study seeks to examine how perceived organizational instrumentality (the extent to which employees believe that OCB contributes to the functionality and effectiveness of their work unit or organization) and perceived individual instrumentality (the extent to which employees believe that OCB is important to their own interests) relate to employee engagement in OCB and how these perceptions mediate the effects of leadership on OCB.     

Leadership = Communication? The Relations of Leaders’ Communication Styles with Leadership Styles,Knowledge Sharing and Leadership Outcomes

Purpose  

The purpose of this study was to investigate the relations between leaders’ communication styles and charismatic leadership, human-oriented leadership (leader’s consideration), task-oriented leadership (leader’s initiating structure), and leadership outcomes.     

Role Definition as a Moderator of the Relationship Between Safety Climate and Organizational Citizenship Behavior Among Hospital Nurses

Purpose

This field study investigated the moderating influence of role definitions on the association between safety climate and employees’ organizational citizenship behavior (OCB).

Design/Methodology

Data were obtained from 94 hospital nurse dyads. Focal nurses and their peers completed paper surveys. All predictor measures were self-reported; whereas the OCB ratings were provided by nurses’ peers.

Findings

Nurses’ perceptions of job requirements regarding OCB (i.e., OCB-specific role definitions) moderated the relationship between psychological safety climate and peer-rated OCB. The correlation between psychological safety climate and OCB was significant when nurses’ role definitions were narrow but non-existent when role definitions were broad.

Implications

This study links managerial commitment to safety to nurses’ pro-social behavior and identifies an important boundary condition.

Originality-Value

The link between safety climate and safety compliance has been firmly established. We investigated a less well-researched association between safety and OCB and proposed a theoretical foundation for this positive association.     

Employees’ mood, perceptions of fairness, and organizational citizenship behavior

Previous research findings concerning employees’ perceptions of fairness and positive mood as predictors of organizational citizenship behavior (OCB) have been equivocal. Explanations for this inconsistency may be related to the varying types of manipulation techniques adopted and samples tested. To address these issues, the present study adopted the mood and fairness manipulation techniques of Bachrach and Jex (2000, Journal of Applied Psychology, 30(3), 641–663) to investigate their effect on OCB amongst a sample of 138 employees from five large service organizations. The findings revealed that employees’ perceptions of fairness affected their likelihood to perform organizational citizenship behaviors. One implication of this finding is that employees’ perceptions of fairness may have a more enduring effect, in comparison to their mood, on increasing their extra role work behaviors. However, a close evaluation of the mood manipulation technique suggests that further research is needed before any firm conclusions can be made on the relative effect of empolyees’ perceived fairness and positive mood on OCB.     

Moderating Effects of Self-Regulatory Focus on Source–Content Incongruity

Purpose  

The purpose of this study was to examine the moderating impacts of consumers’ self-regulatory focus on evaluations of a brand when an endorser’s image is incongruent with the characteristics of his or her recommendation messages, which is termed “source–content incongruity.”     

Is Relational Demography Relative? How Employment Status Influences Effects of Supervisor–Subordinate Demographic Similarity

Purpose  

Because diversity is vital to many businesses, it is important to understand how demographic differences between individuals in the workplace influence employee behavior. In this study, we focused on demographic similarity (i.e., sex, racioethnicity) with one’s supervisor as a predictor of employee withdrawal. Further, we examined employees’ employment status (i.e., part-time vs. full-time) as a moderator of the similarity–withdrawal relationships.     

Self-Judgments of Accuracy as Indicators of Performance Evaluation Quality: Should We Believe Them?

Purpose  

This paper explores how well raters’ self-judgments of their rating and behavioral accuracy reflect reality. We also explore the role of motivation in determining the quality of raters’ self-judgments and their rating and behavioral accuracy.     

Testing Differential Mediation Effects of Sub-dimensions of Political Skills in Linking Proactive Personality to Employee Performance

Purpose  

The purpose of this research was to examine the mediating roles of political skill dimensions (i.e., networking ability, interpersonal influence, social astuteness, and apparent sincerity) in linking employees’ proactive personality and supervisor-rated in-role performance and altruism.     

A Longitudinal Examination of the Effects of LMX,Ability, and Differentiation on Team Performance

Purpose  

Leader–Member Exchange (LMX) theory posits that effective leaders form dyadic relationships with followers that differ in quality, and that differentiation positively affects team performance. The purpose of this study was to test the notion that leader differentiation positively impacts team performance, and to investigate whether such effects differ at different points in the team’s lifecycle.     

Examining the Mechanisms Linking Transformational Leadership,Employee Customer Orientation,and Service Performance: The Mediating Roles of Perceived Supervisor and Coworker Support

Purpose  

The aim of this study is to test whether store-level transformational leadership influences service employees’ customer orientation via two different mechanisms—supervisor support and coworker support—and whether customer orientation leads to favorable customer-perceived employee service performance.     

The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants

Purpose  

This research examined how job pursuit and application decisions of male and female job applicants are impacted by beliefs about the organization’s culture.     

Millennials’ (Lack of) Attitude Problem: An Empirical Examination of Generational Effects on Work Attitudes

Purpose  

The purpose of this study is to contribute to the sparse empirical literature on generational differences at work by examining (1) the effect of generation on work attitudes (e.g., job satisfaction, job security, and turnover intentions) and (2) how Millennials’ work attitudes differ from prior generations.     

Millennials’ Career Perspective and Psychological Contract Expectations: Does the Recession Lead to Lowered Expectations?

Purpose  

The purpose of this study was to investigate the effect of generational, contextual, and individual influences on Millennials’ career expectations.     

Resistance to Socialization into Organizational Corruption: A Model of Deontic Justice

Purpose  

The purpose of this article is to develop a deontic model of corruption in organizations. This model intends to explain newcomers’ resistance to socialization into corrupt practices.     

The Moderating Effect of Personality on Employees’ Reactions to Procedural Fairness and Outcome Favorability

Purpose  

The purpose of this study was to examine how personality moderates the interactive effect of procedural fairness perceptions and outcome favorability on employees’ job attitudes.     

Individual Values,Organizational Commitment,and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform

Purpose  

The purpose of this study was to examine how individual values and organizational commitment are related to teachers’ participation in an optional change program in the Israeli educational system.     

Who Earns More and Why? A Multiple Mediation Model from Personality to Salary

Purpose  

The purpose of this study was to investigate multiple indirect Big Five personality influences on professionals’ annual salary while considering relevant mediators. These are the motivational variables of occupational self-efficacy and career-advancement goals, and the work status variable of contractual work hours. The motivational and work status variables were conceptualized as serial mediators (Big Five → occupational self-efficacy/career-advancement goals → contractual work hours → annual salary).     

Use of Integrity Tests May Reduce Workers’ Compensation Losses

Purpose  

The purpose of this study was to examine whether the use of integrity tests in personnel selection would reduce the cost of worker’s compensation claims in organizations representing four different industries.