Abstract The purpose of this study is to understand the relationship between Principals¡¦ Leadership Behavior and teachers¡¦ organizational citizenship behavior in Pingtung junior high schools. Teachers¡¦ background variables and school environment variables were also analyzed to interpret the teachers' awareness of their principals¡¦ leadership behavior and their own organizational citizenship behavior. The researcher used ¡§Questionnaire of Junior High School Principals¡¦ Leadership Behavior¡¨ and ¡§Teachers¡¦ Organizational Citizenship Behavior Scales¡¨ to survey 402 teachers within 35 junior high schools in Pingtung County. The study adopted mean, standard deviation, t-test, analysis of variance, Pearson cross-product correlation, and stepwise multiple regression to answer the research questions. The findings of this study are as follows¡G 1. The principals¡¦ leadership behaviors perceived by the junior high school teachers are above average,and initiating behavior is higher than consideration behavior in pingtung county. 2. Junior high school teachers of different ¡§marital status¡¨,¡¨ years of service¡¨,¡¨ positions¡¨, ¡§school size¡¨ and ¡§school location¡¨ shows significant difference in their perception of principals¡¦ leadership behavior in pingtung county. 3. Teachers¡¦ organizational citizenship behavior of junior high school teachers in Pingtung county are above average, and the¡¨ sportsmanship¡¨ get the highest score. 4 .Junior high school teachers of different ¡§marital status¡¨ , ¡§years of service¡¨, ¡§educational degree ¡§,¡§positions¡¨,¡¨ school scale¡¨ and ¡§school location¡¨ have shows significant difference in the performance of organizational citizenship behavior. in Pingtung county. 5. Junior high school Teachers perceived their principals¡¦ different leadership styles shows significant difference in teachers¡¦ organizational citizenship behavior in Pingtung County. 6. Junior high school principals¡¦ leadership behavior is positively related to teachers¡¦ organizational citizenship behavior in Pingtung County. 7. Junior high school principals¡¦ leadership behavior and school location can predict teachers¡¦ organizational citizenship behavior in Pingtung County. Keywords: Principals¡¦ Leadership Behavior, Teachers¡¦ Organizational Citizenship Behavior

The relationship study of the hospital organization culture, leadership,and organizational citizenship behaviors. Abstract This research is aimed at hospital organization culture, leadership, organizational citizenship behaviors of medical organizations. The sample of this research focuses on 10 local teaching medical centers in southern Taiwan, which includes 51 departments and superiors, and the number of polled employees reaches 273.This has resulted in: ¡]1¡^Leadership and organizational citizenship behaviors have positively correlation; contingent reward is most correlated with courtesy.¡]2¡^Organizational culture and organizational citizenship behaviors have positively correlation; social responsibility is most correlated with civic virtue.¡]3¡^Organizational culture and leadership have positively correlation; scientific truth seeking is most correlated with providing an appropriate model.¡]4¡^ Leadership positively associates with organizational citizenship behaviors; identifying and articulating a vision is the most associated with conscientiousness.¡]5¡^ Organizational culture positively associates with organizational citizenship behaviors; in this item, civic virtue is most affected¡]6¡^ Organizational culture positively associates with leadership; scientific truth seeking is the major factor to providing an appropriate model. As to the influence of the interaction of leadership and organizational culture to organizational citizenship behaviors, the result is as the following: ¡]1¡^in the condition of emphasizing on social responsibility culture, providing individualized support positively associates with courtesy base on low social responsibility while the 2 factors are not obviously related to each other base on high social responsibility; providing individualized support positively associates with altruism base on low social responsibility while these two factors are negatively associative to each other base on high social responsibility ¡]2¡^in the condition of emphasizing on strengthening relations culture, providing individualized support positively associates with altruism base on weak relations while the 2 factors are negatively associates to each other base on high strong relations ¡]3¡^in the condition of emphasizing on customer orientation culture, providing individualized support positively associates with civic virtue base on weak customer orientation while the 2 factors are negatively associates to each other base on strong customer orientation ¡]4¡^ in the condition of emphasizing on scientific truth seeking, high performance expectations positively associates with civic virtue, however, high performance expectations influences civic virtue more in strong scientific truth seeking than in weak scientific truth seeking ¡]5¡^ in the condition of emphasizing on integrity and trust culture, high performance expectations positively associates with altruism, however, high performance expectations influences altruism more in strong integrity and trust culture than in weak integrity and trust culture. Furthermore, providing individualized support positively associates with altruism; in comparison with strong integrity and trust culture, the influence between these two factors is more in weak integrity and trust culture.

The main purpose of this research is investigated based on the organizational behavior about the relationship among Supervisor, Trust and Organizational citizenship behavior. The research methods use questionnaires survey. The survey instrument was mail to the student nurses and teacher, and there are 298 effective questionnaires retuened. The main findings of the empirical study are as follow: 1.Trust holds a relation toward the altruism, conscientiousness, courtesy and civic virtue; but no relation toward the sportsmanship. 2.Coordingating supervisory behavior of trachers holds a relation toward the sportsmanship and civic virtue. Accepting supervisory behavior holds a relation toward the altruism, conscientiousness, courtesy; but no relation toward the sportsmanship. Teaching supervisory behavior holds a relation toward the sportsmanship and civic virtue. 3.Only teaching supervisory behavior holds a relation toward the trust; the others no relation toward the trust. 4.Accepting supervisory behavior and teaching supervisory behavior hold relation toward the altruism, conscientiousness, courtesy and civic virtue through the trust. 5.The research supports the link of the supervisory behavior ¡V trust ¡V organizational citizenship behavior.

The Study of Relationship among Transformational Leadership, Organization- al Commitment and Organizational Citizenship Behavior : The Evidence from Southern District Branch Chunghwa Telecommunication, Corporation. . Abstract In the public sector, its expending organization of human resource is restricted by expenditure examination; therefore it cannot be as flexible as the private sector. In the stimulating aspect, the system of the public sector is more rigid than the private sector; therefore, for this phenomenon, how to lead employees of the public sector efficiently to create achievement is one of the factors that the public sector must consider for success Chunghwa Telephone is the leader of telecommunication in the public sector. The mission of telecommunication in gross output value of Taiwan high-tech manufacture is very significant. Telecommunication is the leader of the top ten businesses, and thus we can realize the importance of telecommunication. The human resource management of telecommunication is extremely different from the traditional manufacture. Chunghwa Telephone, the leader of telecommunication, leads employees towards achievement and stimulates them having commitment for the organization. Therefore, this research is relatively for the employees who proceed to change leading, commitment of organization and behavior of organizing citizen in the south branch of Chunghwa Telephone. The result of this research indicate that: 1. Employees of different attribute (sex, age, marriage, family of children, education, seniority, position, people dealt with from work) have part discrepancies on transformational leadership, organizational commitment and organizational citizenship behavior. To get the result from t and One-way ANOVA examine. 2. Transformational leadership, organizational commitment and organizational citizenship behavior have positive relation. 3. Transformational leadership has positive relation with organizational commitment. 4. Transformational leadership has positive relation with organizational citizenship behavior. 5. Organizational commitment has positive relation with organizational citizenship behavior.. 6. The organizational commitment is the important key to enhance the positive relation between transformational leadership and organizational citizenship behavior. According to the above results of the research, the command for the public telecommunication is that the leader should improve his way of changing management, have more commitments of organization to workers, and then make workers show up the behavior of organizing citizen to approach to the achievement of public telecommunication. A command of later researchers is to increase changes of research, have comparison between the private telecommunication and public department, amending measurement and proceed certain researches. Key words: Transformational leadership, Organizational commitment, Organizational citizenship behavior.

<p> Discrimination in employment still exists in Canada despite legislative attempts to minimize the disparity in treatment of minorities in the workplace. This dissertation examines the possibility of whether deep-level characteristics, such as differences in behaviour, are culturally influenced.</p> <p> Organizational citizenship behaviours (OCB) in the workplace have been a popular area of study for nearly twenty years in the industrial/organizational psychology literature. Research has demonstrated that OCBs can explain variance in job performance over and above that of task performance. While much of the OCB research has focused on the antecedents of OCBs (particularly individual attributes), a handful of cross-cultural and intercultural studies have been conducted with respect to OCBs; however, the type of studies and the findings from these studies have varied widely. Cross-cultural studies have evaluated OCBs in a single non-Western culture, collectivism and individualism as within-culture individual differences and their effects on OCBs, demographic dissimilarity in teams and OCBs, the role of perceptions and the exhibition of OCBs, and the presence and structure of OCB in different countries. From these studies, one can draw few conclusions about the status of national culture as an antecedent of OCB.</p> <p> The main objectives of this study were to investigate whether OCBs are culturally determined (using Vygotsky's sociocultural theory as an underlying basis for this hypothesis and using Hofstede's cultural framework), and whether individual acculturation and gender orientation moderate this relationship. Findings reveal overall that these three variables explain little of the variance in OCBs. None of the moderation hypotheses were supported for individual-level OCBs (OCB-I) or for team-oriented OCBs (OCB-T). Power distance was the only one of Hofstede's cultural dimensions that had relationships (both negative) with OCB-I and OCB-T. Gender orientation and acculturation played more prominent roles as independent variables instead of moderators, though the coefficients were weak. The study also revealed that individual levels of acculturation to Canadian culture may be more of an influencing factor on organizational citizenship behaviours than individual scores on national dimensions. The overall findings show that cultural differences do not have much influence on the exhibition of OCBs within work teams; however, further research must be done to assess the underlying mechanisms of discrimination in the workplace.</p> / Thesis / Doctor of Philosophy (PhD)

One issue that has been neglected and is gaining currency in the organizational citizenship behavior (OCB) literature is the extent to which individuals consider OCB to be part of the job (OCB role definition). A recent meta-analytic review reveals that employees are more likely to perform OCB when they define OCB as in-role rather than as extra-role. However, little attention has been paid to the influences of organizational practices on employee OCB role definition. This neglect is of particular relevance because researchers have argued that how employees view their role obligations are likely to be subject to some purposeful organizational practices. Thus, this paper focuses on the effects of high-performance work systems (HPWS) on employee OCB role definition. This paper adopts multiple theoretical perspectives (e.g., social exchange, organizational identification, ability-motivation-opportunity, and trust) to understand how, why, and when HPWS cause employees to expand their job requirements to include OCBs like helping and voice. Using a multisource data collected at 4 waves from 208 supervisor-employee dyads in Taiwan, I examined the following: (a) the direct effect of employee-experienced HPWS on employee helping and voice role definitions, (b) the mediating roles of employee helping and voice role definitions in the employee-experienced HPWS and actual employee helping and voice relationships, (c) the mediating roles of employee social exchange and organizational identification perceptions toward the organization, as well as employee efficacy, instrumentality, and autonomy perceptions toward helping and voice in the relationships between employee-experienced HPWS and OCB role definitions, (d) the direct effect of employee trust in supervisor on employee helping and voice role definitions, and (e) the moderating role of employee trust in supervisor in the relationships between employee-experienced HPWS and employee helping and voice role definitions. The results confirm the direct effects of employee-experienced HPWS and trust in supervisor, the mediating effects of employee helping and voice role definition, and employee efficacy, instrumentality, and autonomy perceptions toward helping and voice, as well as the moderating effects of employee trust in supervisor, such that employee trust in supervisor strengthened the effects of employee-experienced HPWS on employee helping and voice role definitions when trust in supervisor was high than when it was low. Implications for research and practice are discussed. / Dissertation / Doctor of Philosophy (PhD)

Under lång tid har forskningen fokuserat på hur ledarskapet kan utvecklas och bidra till en effektiv organisation. På senare tid har forskningen börjat belysa även medarbetarens roll i verksamheten. Dock sker denna forskning ur ledarens perspektiv och medarbetarnas perspektiv saknas till stor del. Syftet med detta examensarbete var att genom kvalitativa intervjuer kartlägga upplevelsen av psykologiskt empowerment och förstå hur det kan ses som en del i medarbetarskapet bland ledare och medarbetare, ur ett medarbetarperspektiv. Psykologiskt empowerment berör den anställdes upplevelse av att kunna påverka sin arbetsroll, utföra ett meningsfullt arbete och påverka viktiga beslut. Genom att analysera denna upplevelse kan styrkor och utvecklingsmöjligheter identifieras i medarbetarskapet och ligga till grund för ett vidare utvecklingsarbete. Studien genomfördes på utvalda butiker inom Systembolaget i Västerbottens län. Det som framkom i studien är att det saknas en samsyn gällande medarbetarskapets innebörd. Skillnaden som identifierats är att medarbetarna saknar en arbetsgivaraspekt sett till definitionen av medarbetarskap, något som cheferna framhåller som en viktig del. Arbetsgivaraspekten rör det ansvar som medarbetaren har gentemot arbetsgivaren i och med en anställning. Utifrån de fyra faktorerna i psykologiskt empowerment: kompetens, självbestämmande, påverkan och meningsfullhet, framgår att kompetens och meningsfullhet är de faktorer som är väl genomarbetade inom Systembolaget. Gällande självbestämmande och påverkan finns utvecklingspotential. Utifrån studien kunde följande konstateras; viljan att dela med sig av makt finns hos ledarna, dock är viljan till att ta emot denna tudelad hos medarbetarna. Viljan hos båda parter bör finnas för att skapa förutsättningar för psykologiskt empowerment. Vidare konstateras att en gemensam syn på medarbetarskapets innebörd där förväntningar tydliggörs kan komma att skapa en positiv spiraleffekt för psykologiskt empowerment och medarbetarskap.

This thesis is to study the relationship among transformational leadership, organizational commitment and organizational citizenship behavior within team levels and cross-levels. The analysis demonstrated in this thesis is based on 305 questionnaires collected from 63 leaders and 242 questionnaires from team members. The conclusions are listed as following. 1. The relationship between transformational leadership and organizational commitment (1) Transformational leadership positively impacts organizational commitment. (2) If the team members feel the inspiration from leaders, it will positively impact team members¡¦ value commitment; if they feel leaders¡¦ Idealized Influence, they will be positively impacted in retention commitment. (3) Transformational leadership is not the key factor of influencing team members¡¦ organizational commitment. 2. The relationship between transformational leadership and organizational citizenship behavior (1) If the leaders enhance their transformational leadership, it will be helpful of strengthening team members¡¦ OCB in the aspects of identification with the company, interpersonal harmony, civic virtue, conscientiousness and altruism. (2) In cross level, transformational leadership does effect the correlation to interpersonal harmony.

The perceptions of organizational politics and organizational citizenship behavior are neither regulated nor indentified in any organization. But, they are exactly existed in organization. This study is based on the revise model of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We investigate the relationship between the perceptions of organizational politics and the organizational citizenship behavior. Furthermore, we investigate the indirect effect between the perceptions of organizational politics and the subordinates of organizational citizenship behavior. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. The method, path analysis with latent variables of the structural equation modeling (SEM) is used to measure the relationship among the constructs. The major result of this study is as following: 1. The perceptions of organizational politics have negative effect on the organizational citizenship behavior. 2. The perceptions of organizational politics have negative effect on the altruism toward colleagues 3. The perceptions of organizational politics have negative effect on the conscientiousness 4. The perceptions of organizational politics have negative effect on the identification with company 5. The perceptions of organizational politics have negative effect on the interpersonal harmony 6. The perceptions of organizational politics have negative effect on the protecting company resources

With the trend of financial business integration, the life insurance companies face keen market competition. They are forced to develop multiple channels since the agency channel which was the main distribution channel can not stay competitive in the market. In 2009, 63.15% of first-year premium collections on life insurance products come from the bancassurance channel and 33.85% are from the agency channel. However, life insurance products are intangible and agents play significant roles during service delivery in order to meet various customers¡¦ need. This is why most life companies still choose to strengthen the agency channel. Thus, it merits a better attention to probe into the relationships between life companies and their agents. The study is conducted by the questionnaire survey on F Life Insurance Company. Throughout interviewing 509 agents and 200 customers, the datum of the research is made by reliability analysis, descriptive analysis, Pearson correlation analysis, independent sample t-test, ANOVA, and multiple regression analysis to verify the identity degrees of the interviewees on the organizational commitment, the professional commitment, the organizational citizenship behavior, and the service quality. Following are the major findings: 1. Each one of the organizational commitment, the professional commitment, and the organizational citizenship behavior are statistically significant and positive correlated to the service quality. Among them, the organizational citizenship behavior is with the strongest influence on the service quality, then the professional commitment second, and the organizational commitment last. 2. Among the sub-dimensions, the continuance commitment in the organizational commitment explains most the variations of the service quality. Also, the professional involvement in the professional commitment explains most the one. And, the participation in the organizational citizenship behavior explains the most the one and then the service delivery. It means that the professional involvement and the participation of the agents are with significant effects on the service quality. 3. The variations in the identity degrees of the service quality of the agents and the customers are significantly different. 4. The variations in the identity degrees of the organizational commitment of the different agency channel are significantly different. From the findings of the research, the organizational citizenship behavior is proven the most impacts on the service quality and the professional commitment influences the organizational citizenship behavior more than the organizational commitment. Consequently, the life companies should invest more training resources to upgrade agents¡¦ professional capability except for enhancing the organizational identification of agents. Professional agents are more confident of selling and delivering service, and perform organizational citizenship behavior better, so that earn customers¡¦ trust and improve service quality. Ultimately, it creates irreplaceable value of the agency channel.