The relationship between productive and counterproductive work behaviour across four European countries

Research suggesting a similar but different relationship between Organizational Citizenship Behaviour (OCB) and Counterproductive Work Behaviour (CWB) is dominated by North American samples. Little evidence exists on whether these findings are replicated in other countries. To assess if a similar pattern emerged, we used the Social Axioms model (Bond et al., 2004) as a cultural framework and surveyed employees in the UK (105), The Netherlands (203), Turkey (185), and Greece (70) on the relationship between OCB and CWB, and the relationship between these behaviours and personality, justice, and commitment. Analysis supported a multidimensional structure to OCB and CWB and indicated a nonbipolar relationship between these behaviours. Culturally, somewhat different to OCB research in general, we find support for a convergence perspective across countries. Conceptually, linguistically and structurally the scale assessing OCB/CWB was shown to be equivalent across countries and a nonbipolar pattern of relationships was consistent across countries. Overall, findings imply a universal nature to the relationship between OCB and CWB across societal cultural groups.     

The effect of cultural orientation and leadership style on self‐ versus other‐oriented organizational citizenship behaviour in Turkey and the Netherlands

This paper investigated the effects of a paternalistic and empowering leadership style on organizational citizenship behaviour (OCB) in an experimental design using 100 Turkish and 100 Dutch students who held part‐time jobs. Confirming our expectations, a paternalistic leadership style had a more positive effect on job dedication and organizational support in Turkey than in the Netherlands. Contradicting our expectations, an empowering leadership style did not have a more positive effect on any of the OCB dimensions in the Netherlands than it did in Turkey. However, in the Netherlands an empowering leadership style had a stronger effect on interpersonal facilitation, job dedication, and organizational support than a paternalistic leadership style. Paternalistic and empowering leadership styles both had positive effects on OCB dimensions in Turkey. As expected, collectivism moderated the relationship between paternalistic leadership style and other oriented OCB (i.e., interpersonal facilitation). Specifically, people who had more collectivistic tendencies were more positively influenced by a paternalistic leader than people who had low collectivistic tendencies in both countries. However, individualism did not have any moderating effects on the relationship between empowering leadership style and self‐oriented OCB (i.e., job dedication). Our findings are relevant for understanding the effects of leadership styles and cultural orientations on self‐ versus other‐oriented OCB in Turkey and the Netherlands.     

Home-Based Early Education for Refugee and Local Children via Mothers: A Model of Contextually Sensitive Early Intervention

Journal of Child and Family Studies - Contextually sensitive home-visiting programs can foster positive parenting and enhance child development and learning especially among vulnerable families...     

Values,identities and social constructions of the European Union among Turkish university youth

The present study aimed to investigate Turkish university youth's constructions concerning the European Union (EU) and their reactions to the EU's December 2002 Copenhagen summit decision to delay discussion of Turkey's entry to the EU. Specifically it aimed to show that socio‐political identities among Turkish youth were related to historical developments in Turkey's past and that these identities had associations with values of ethnocentricism, patriotism, and secularism. Furthermore it was predicted that constructions of the EU reactions to the decision would be related. Students (400) from five universities at the three largest cities of Turkey participated in the study. Three identities, Nationalist‐Islam, Kemalist, and Western; three constructions of the EU, Europe as Different, Impermeable Boundaries, and Different but Advantageous, and two perceived causes for the decision, Differences‐Conflict and Justification emerged from factor analyses. Second order factor analysis revealed that Nationalist‐Islam identity and authoritarian, ethnocentric and antisecular values formed a cluster whereas Kemalist and Western identities were grouped with low levels of patriotism. Positive and negative constructions of the EU and reactions to the Copenhagen decision were also grouped under two separate factors. Further analyses revealed that an index of urbanization composed of parental education and rural‐urban origin predicted the Authoritarian‐Nationalistic cluster and that this value‐identity cluster predicted positive and negative views of the EU. Copyright © 2004 John Wiley & Sons, Ltd.     

Effects of work‐related norm violations and general beliefs about the world on feelings of shame and guilt: A comparison between Turkey and the Netherlands

This paper aimed at investigating the effects of work‐related norm violations (i.e., violations of interpersonal and work regulation norms) and individuals' general beliefs about the world (i.e., social axioms: reward for application, social cynicism) on feelings of shame and guilt in Turkey and in the Netherlands. An experimental study involving 103 Turkish and 111 Dutch participants showed that work norm violations elicited feelings of guilt and shame differently in Turkey and the Netherlands. Specifically, interpersonal norm violation in Turkey elicited feelings of shame and guilt more strongly than did violation of a work regulation norm, whereas no differential effects were found in the Netherlands. As expected, violation of a work regulation norm elicited feelings of shame and guilt more strongly in the Netherlands than in Turkey, whereas violation of an interpersonal norm elicited feelings of shame and guilt more strongly in Turkey than in the Netherlands. The findings provide further evidence for the moderating effects of social axioms: in both countries, participants high in social cynicism felt less ashamed when they violated a work regulation norm than did those low in social cynicism. Our findings are relevant for understanding the underlying mechanisms of norm violations at work, thereby offering a new avenue for investigating cultural differences in the workplace. The latter may be of particular relevance in times of globalization and diversity in the workplace.