Justice and organizational citizenship behavior intentions: fair rewards versus fair treatment

In a sample of 114 employees from various industries, organizations, and positions, the likelihood of organizational citizenship behaviors (OCB) increased when employee perceptions of fair treatment by supervisors became more positive. Perceptions of fair rewards and fair formal procedures were not predictors of OCB intentions. After the authors controlled for established patterns of OCB and demographic characteristics, interactional justice perceptions were significantly related to the intention of performing specific organizationally beneficial activities.     

Organizational citizenship behavior and social loafing: the role of personality, motives, and contextual factors

The present study integrates the literature on social loafing and organizational citizenship behavior (OCB). The authors examined the roles of personality, motives, and contextual factors in influencing the work behaviors of OCB and social loafing. In a sample of 341 individuals working in project groups, with data collected over 3 time periods, the authors found that conscientiousness was negatively related to social loafing. They also found the known positive relation of OCB with conscientiousness. Felt responsibility was negatively related to social loafing. The authors found no significant relations between social loafing and OCB motives.     

Mood and organizational citizenship behavior: the effects of positive affect on employee organizational citizenship behavior intentions

This study, involving 139 employees from a variety of industries, organizations, and positions in Singapore, measured the effects of mood on the intentions of employees to contribute actions that are organizationally desirable but are not part of their formal job requirements (organizational citizenship behavior). After effects of established patterns of historical organizational citizenship behavior, demographic characteristics, and employee positive and negative affectivity had been controlled, stepwise regression analysis revealed that the amount of positive affect currently experienced by an employee significantly influenced the employee's intention to perform specific acts of organizational citizenship.     

Habermas,lifelong learning and citizenship education

Citizenship and its education is again gaining importance in many countries. This paper uses England as its primary example to develop a Habermasian perspective on this issue. The statutory requirements for citizenship education in England imply that significant attention be given to the moral and social development of the learner over time, to the active engagement of the learner in community and to the knowledge skills and understanding necessary for political action. This paper sets out a theoretical framework that offers a perspective on learning suitable for these far-reaching aims. We argue that schools need to shift from the currently dominant discourse of accountability to incorporate a discourse of care in order to make room for an effective and appropriate pedagogy for citizenship. Habermas’s social theory gives us a theoretical framework that properly locates schools within the lifeworld as part of civil society. Schools should therefore attend to hermeneutical and emancipatory concerns, not only to strategic interests. We put these in the context of Habermas’s social theory to paint an alternative vision learning for citizenship education which is based in developing the dispositions, values and attitudes necessary for lifelong learning with a view to developing ongoing communicative action.

Organizational citizenship behavior and workplace deviance: the role of affect and cognitions

To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research.     

Relationships of role stressors with organizational citizenship behavior: a meta-analysis

Several quantitative reviews have documented the negative relationships that role stressors have with task performance. Surprisingly, much less attention has been directed at the impact of role stressors on other aspects of job performance, such as organizational citizenship behavior (OCB). The goal of this study was to therefore estimate the overall relationships of role stressors (i.e., role ambiguity, conflict, and overload) with OCB. A meta-analysis of 42 existing studies indicated that role ambiguity and role conflict were negatively related to OCB and that these relationships were moderated by the target of OCB, type of organization, OCB rating source, and publication status. As expected, role conflict had a stronger negative relationship with OCB than it did with task performance. Finally, we found support for a path model in which job satisfaction mediated relationships of role stressors with OCB and for a positive direct relationship between role overload and OCB.     

Essence,necessity, and definition

Philosophical Studies - What is it for something to be essential to an item? For some time, it was standard to think that the concept of necessity alone can provide an answer: for something to be...     

Justice,Health, and Healthcare

Healthcare (including public health) is special because it protects normal functioning, which in turn protects the range of opportunities open to individuals. I extend this account in two ways. First, since the distribution of goods other than healthcare affect population health and its distribution, I claim that Rawls's principles of justice describe a fair distribution of the social determinants of health, giving a partial account of when health inequalities are unjust. Second, I supplement a principled account of justice for health and healthcare with an account of fair process for setting limits or rationing care. This account is provided by three conditions that comprise "accountability for reasonableness."     

Freedom,Love, and Justice

This article starts from love as being a fundamental value, guiding modes of behaviour that establish a reliable framework and basis for the recognition of the rights and dignity of everyone in the community. The affirmation of justice and freedom based on love leads to corrective and transformative action in cases where life is threatened and rights are being violated. Drawing on the experience and witness of Martin Luther King Jr, the article underlines that love empowers the oppressed to stand up and becomes a moral imperative for change, against the background of the many forces promoting conflict and violence, division, and polarization. The power of love is a message to the world, to the powerful, and to the powerless – to all who long for a different reality from what we see in today’s world. This needs to be expressed in the quest for the unity of the church and the unity of humankind, serving the sustainability and unity of God’s creation.     

The personal costs of citizenship behavior: the relationship between individual initiative and role overload, job stress, and work-family conflict

By and large, prior research has focused on the positive aspects of organizational citizenship behavior (OCB). D. W. Organ and K. Ryan (1995), though, suggest that individuals who engage in high levels of OCB may become overloaded. This research explores the relationship between a specific type of OCB--namely, individual initiative--and role overload, job stress, and work-family conflict. Results from a sample of 98 couples indicate that higher levels of individual initiative (as assessed by the spouse or significant other) are associated with higher levels of employee role overload, job stress, and work-family conflict. The findings also suggest that the relationship between individual initiative and work-family conflict is moderated by gender, such that the relationship is stronger among women than among men. Some implications of this work and directions for future research are discussed as well.     

Justice, health, and healthcare

Healthcare (including public health) is special because it protects normal functioning, which in turn protects the range of opportunities open to individuals. I extend this account in two ways. First, since the distribution of goods other than healthcare affect population health and its distribution, I claim that Rawls's principles of justice describe a fair distribution of the social determinants of health, giving a partial account of when health inequalities are unjust. Second, I supplement a principled account of justice for health and healthcare with an account of fair process for setting limits of rationing care. This account is provided by three conditions that comprise "accountability for reasonableness."     

The big five,emotional exhaustion and citizenship behaviors in service settings: The mediating role of emotional labor

Emotional labor has been widely studied because of its association with emotional exhaustion. Individual differences in emotional labor however, have attracted less research attention. This study examined the mediating role of emotional labor in the relationship between the big five, emotional exhaustion and organizational citizenship behaviors. Using structural equation modeling it was found that emotionally unstable individuals tended to surface act and this was associated with increased emotional exhaustion. In contrast, agreeable and extraverted individuals engaged in more deep acting and this had a positive association with self-reported citizenship behaviors. The implications of the results for future research and practice are discussed.     

Direct and contextual effects of individual values on organizational citizenship behavior in teams

The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, the authors find positive, direct effects for achievement on citizenship behaviors directed toward individuals (OCB-I), for benevolence on citizenship behaviors directed toward the group (OCB-O), and for self-direction on both OCB-I and OCB-O. Applying relational demography techniques to test for contextual effects, the authors find that group mean power scores negatively moderate the relationship between individual power and OCB-I, whereas group mean self-direction scores positively moderate the relationship between self-direction and both OCB-I and OCB-O.     

Justice, Holism and Principles

Some moral theorists defend a holistic account of practical reasons and deny that the possibility of moral thought depends upon the existence of moral principles. This article explores the implications of this position for theorising about justice, which has often aspired to provide us with an ordered list of principles to govern our institutions and practices.

Relationships among burnout, job involvement, and organizational citizenship behavior

R. Cropanzano, D. E. Rupp, and Z. S. Byrne (2003) found that emotional exhaustion (i.e., 1 dimension of burnout) negatively affects organizational citizenship behavior (OCB). The authors extended this research by investigating relationships among 3 dimensions of burnout (emotional exhaustion, depersonalization, and diminished personal accomplishment) and OCB. They also affirmed the mediating effect of job involvement on these relationships. Data were collected from 296 paired samples of service employees and their supervisors from 12 hotels and restaurants in Taiwan. Findings demonstrated that emotional exhaustion and diminished personal accomplishment were related negatively to OCB, whereas depersonalization had no independent effect on OCB. Job involvement mediated the relationships among emotional exhaustion, diminished personal accomplishment, and OCB.     

Altruistic organizational citizenship behavior: context, disposition, and age

The authors proposed employee age as moderating the structural stability of altruistic organizational citizenship behavior (OCB) with regard to the influence of context-relevant attitudes and dispositional variables. Analyses of peer ratings of altruistic OCB in a sample of 96 U.S. nurses showed that the contextual variables of job satisfaction, organizational commitment, and trust in management were germane for the younger participants. The dispositional variable of moral judgment was a unique predictor of altruistic OCB among the older participants.