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<p>Using a social exchange perspective I develop a relationship typology based upon an organizational member’s psychological investments, or “side bets,” in his or her organization. This study thus examines, for the first time in the employee-organization exchange relationship (EOR) literature, the combined impact of perceptions that organizational members have with respect to their perceived social and economic investments in their organization. Specifically, outcomes of four unique EOR profiles are examined: “loyalist” (high social, high economic); “altruist” (high social, low economic); “captive” (low social, high economic); “mercenary” (low social, low economic). In a matched sample of 334 working professionals (167 employees matched with their corresponding supervisors), the hypotheses of this study are largely supported. Altruists are highest in their perceptions of organizational support, followed in descending order by the loyalists, mercenaries, and captives. Also as predicted, altruists are highest in affective commitment, followed in descending order by the loyalists, captives, and mercenaries. In terms of continuance commitment, contrary to prediction, loyalists have the highest levels of continuance commitment; however, as predicted, captives have higher levels than altruists and mercenaries. Altruists, as predicted, have the highest level of OCB, followed in descending order by loyalists, mercenaries, and captives. Finally, as predicted, mercenaries have the highest level of task performance followed in descending order by altruists, loyalists, and captives. Theoretical and practical considerations of these findings are discussed.</p> / Doctor of Philosophy (PhD)

本研究指在探討校長分布式領導、教師知覺組織支持與教師組織公民行為的關係。研究方法採問卷調查法，以越南胡志明市公立高級中學教師為研究對象。在預試階段，寄發300份問卷，回收有效問卷共有275份，據以檢視研究工具之信效度。在正式調查階段，寄發960份問卷，回收有效問卷共908份。在資料處理方面，本研究分別以描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關分析及結構方程模式取向之路徑分析等統計方法進行分析。本研究獲得以下結論： 一、越南胡志明市公立高級中學校長分布式領導、教師知覺組織支持與教師組織公民行為的現況大致良好。 二、教師對校長分布式領導的知覺，會因教師之年齡、服務年資、學歷、學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 三、教師對組織支持的知覺，會因教師之年齡、學校所在地與學校規模之不同而有顯著差異。 四、教師對教師組織公民行為的知覺，會因學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 五、校長分布式領導、教師知覺組織支持與教師組織公民行為之間兩兩具有正向相關。 六、校長分布式領導、教師知覺組織支持與教師組織公民行為三者之間具有顯著影響關係。 七、校長分布式領導可透過教師知覺組織支持的部分中介效果，間接影響教師組織公民行為。 八、校長分布式領導、教師知覺組織支持與教師組織公民行為的結構方程模式適配度良好。 基於上述之研究結果，本研究提出一些建議，作為主管教育行政機關、學校校長、教師及未來研究之參考。 / The study aims to investigate the relationships among distributed leadership, perceived organizational support, and organizational citizenship behavior. The study population is all in-service teachers at public high schools in Ho Chi Minh city. The questionnaires are used to collect data. In the pretest stage, data collected from a sample of 275 teachers at 20 public high schools, and was used to test the validity and reliability of the research instruments by using the exploratory factor analysis. In the formal survey, data collected from a sample of 908 teachers at 64 public high schools. Then the descriptive analysis, t-test and one-way ANOVA, correlation analysis and SEM approach’s path analysis were used to analyze the data. The findings indicated that: 1. The teachers’ perception of distributed leadership, perceived organizational support, and organizational citizenship behavior is good. 2. Six demographic variables, including teachers’ age, year of experience, level of education, school location, school size, and years as principal at current school, showed significant differences in distributed leadership. 3. Three demographic variables, including teachers’ age, school location, school size, showed significant differences in perceived organizational support. 4. Three demographic variables, including school location, school size, and years as principal at current school, showed significant differences in organizational citizenship behavior. 5. There is a significant positive correlation between the variables of distributed leadership, perceived organizational support, and organizational citizenship behavior. 6. Both distributed leadership and perceived organizational support showed a positive direct effect on organizational citizenship behavior. 7. Perceived organizational support partially mediated the effect of distributed leadership on organizational citizenship behavior. 8. The SEM constructed for the distributed leadership, perceived organizational support, and organizational citizenship behavior showed a goodness of fit. Based on these results, there are many applications proposed to education authority, school principals, and teachers and some recommendations provided for further research.

Approved for public release; distribution is unlimited / Organizational cynicism is an attitude, characterized by frustration and negatively valenced beliefs, resulting primarily from unmet expectations, which is capable of being directed towards an organization in general and/or more specific facets of the organizational environment (Brockway, Carlson, Jones, & Bryant, 2002). This thesis presents an exploratory study into the causes of organizational cynicism at the United States Naval Academy. The study is based on focus groups involving 30 first class midshipmen (i.e., seniors). Gaps in expectations versus students' reality emerged as a cause of organizational cynicism. Themes such as (1) constraints on decision-making discretion, (2) disappointment in peers' actions, (3) organizational inconsistencies, and (4) emphasis on outside interests versus midshipmen's interests emerged as the strongest precursors to the development of cynicism. The effects of organizational cynicism were reported as (1) lack of organizational commitment and citizenship and (2) deficiencies in decision-making and risk taking skills. / Lieutenant, United States Navy

本研究旨在瞭解目前新北市國民中學教師會運作成效、教師組織公民行為與學校效能的現況，分析不同背景變項下之教師，知覺教師會運作成效、教師組織公民行為與學校效能之差異情形，並探討三者間之關係，最後建構並驗證新北市國民中學教師會運作成效、教師組織公民行為與學校效能之結構方程模式。 本研究採問卷調查法，共計抽樣34所學校，發出738份問卷，回收558份有效問卷；有效問卷回收率達75.67％。問卷調查結果以描述性統計、t檢定、單因子變異數分析、相關分析、多元逐步迴歸及結構方程模式分析等統計方法加以分析與探討。 本研究獲致結論如下： 壹、新北市國民中學教師知覺教師會運作成效為中高程度，其中以「增進組織運作」表現最佳，「提升教師專業」則可再加強。 貳、新北市國民中學教師知覺教師組織公民行為為中高程度，其中「利他人行為」表現最佳，「工作投入與奉獻」則可再提升。 參、新北市國民中學教師知覺學校效能為中高程度 ，其中「教師教學效果」表現最佳，「社區家長支持」則有加強空間。 肆、新北市國民中學教師在不同背景變項中，「教師會幹部」、「教師會與學校行政互動關係非常良好」者，在知覺教師會運作成效上顯著較高。 伍、新北市國民中學教師在不同背景變項中，「擔任導師」、「教師會幹部」、「教師會與學校行政互動關係非常良好」者，在知覺教師組織公民行為上顯著較高。 陸、新北市國民中學教師在不同背景變項中，「兼任行政」、「教師會與學校行政互動關係非常良好」者，在知覺學校效能上顯著較高。 柒、新北市國民中學教師會運作成效、教師組織公民行為與學校效能之間具有正向關聯。 捌、新北市國民中學教師會運作成效與教師組織公民行為對學校效能有正向預測關係。 玖、教師組織公民行為在新北市國民中學教師會運作成效與學校效能之間有顯著完全中介效果。 最後，根據本研究結果，提出具體建議，供教育行政機關、學校教育人員與未來研究之參考。 / The purposes of this study are to learn the relationships among the Operational Effectiveness of Teachers' Associations, Teachers' Organizational Citizenship Behavior and School Effectiveness of Junior High Schools in New Taipei City. Comparing and analyzing the differences, relationships, and stepwise regression among Operational Effectiveness of Teachers' Associations, Teachers' Organizational Citizenship Behavior and School Effectiveness of Junior High Schools, the researcher tries to build and verify a model for these three elements. Through the use of questionnaires survey method, data are collected from 34 junior high schools, 738 questionnaires in total. Valid questionnaires of 558 are collected, with a usable rate of 75.6%. All data are analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, correlation, multiple regressions and structural equation modeling. The conclusions are as follows: 1. The level of the operational effectiveness of teachers' associations is medium, the performance in "strengthen organization operation" is outstanding, and "enhance teacher professional" can be further strengthened. 2. The level of the teachers' organizational citizenship behavior is medium, the performance in "altruistic behavior" is outstanding, and "work input and dedication" can be improved. 3. The level of the school effectiveness is medium, the performance in "teacher teaching effect" is outstanding, and "community parent support" can be further strengthened. 4 .The junior high school teachers as "teachers' cadres" and "in a school where the teachers' association has better interaction with the school administration" show significant perception of the operational effectiveness of teachers' associations . 5. The junior high school teachers as "mentors", "teachers' cadres" and "in a school where the teachers' association has better interaction with the school administration" show significant perception of the teachers' organizational citizenship behavior. 6. The junior high school teachers as "the ones who are concurrently in administrative work" and "in a school where the teachers' association has better interaction with the school administration" show significant perception of the school effectiveness. 7. There are positive correlations among the operational effectiveness of teachers' associations, teachers' organizational citizenship behavior and school effectiveness of junior high schools in New Taipei City. 8. The operational effectiveness of teachers' associations and the teachers' organizational citizenship behavior can apparently predict the school effectiveness. 9.The proper fit of structural equation model among the operational effectiveness of teachers' associations, teachers' organizational citizenship behavior and school effectiveness of junior high schools in New Taipei City is assessed as positive and can explain the relationships among main variables. Teachers' organizational citizenship behavior fully mediates the relationship between the operational effectiveness of teachers' associations and school effectiveness.

Cette recherche aborde le thème des jeux en ligne et plus précisément celui des MMORPGs. L'objet de notre étude consiste à mieux comprendre en quoi « la guilde », une forme d'organisation sociale propre à ce type de jeu, constitue un facteur favorable aux comportements de citoyenneté organisationnelle (CCO). Ces comportements sont définis au travers de la littérature comme des comportements discrétionnaires qui ne sont pas exigés par la tâche et qui contribuent au succès de l'organisation. Cette étude s'intéresse aux comportements de citoyenneté organisationnelle chez les membres d'une guilde. L'échantillon interrogé témoigne d'une perception différente en termes de citoyenneté organisationnelle. L'analyse des réponses révèle que les membres d'une guilde se considèrent davantage comme de bons citoyens organisationnels que les joueurs indépendants. Ainsi, ces divers entretiens ont fait ressortir des liens entre l'appartenance à une guilde et les comportements de citoyenneté organisationnelle en soulignant notamment l'influence de l'engagement affectif et du soutien organisationnel perçu dans ce processus de mobilisation. / This research approaches the topic of the online games and more preciselyMMORPGs. The purpose of our study is to better understand how «the guild», a particular form of social organization to this kind of play, constitutes a favourable factor for the organizational citizenship behaviors (OCB’s). These behaviors are defined, through the literature, as discretionary behaviors, that go beyond prescribed formal role requirements and duties and which contribute to the overall success of the organization. Our study focuses on the organizational citizenship behaviors of guild members. The sample of survey respondentsaccurate knowledge of a different perception in terms of organizational citizenship behaviors. The analysis of the answers also shows that the guild members consider themselves more as organizational citizens than the independent players. These semi-structured interviews emphasized the bond between the guild membership and organizational citizenship behaviors by underlining the influence of two factors such as the affective commitment and the perceived organizational support in this process of mobilization.

The research objective was to develop, through two phases involving development and validation, a measure of the psychological work contract for managerial level employees. The psychological contract is the unwritten implicit contract that forms in the minds of employees and contains the obligations and expectations that they believe exists between themselves and the organization. In the first and qualitative phase of the study, a structured interview procedure resulted in the collection of 651 responses from a convenience sample of 35 managers from seven New Zealand organizations. Responses related to what these managers believed they were obligated to provide the organization (perceived organizational expectations), and what they believed the organization was obligated to provide them (their expectations). Content analysis of these 651 statements resulted in the development of two initial measures of the psychological contract (employee obligations, organization obligations). The employee obligations measure (perceived organizational expectations of the employee) contained 16 items, and the organization obligations measure (employee expectations of the organization) contained 23 items. In the second and quantitative phase of the study, and using the same criteria for participation as for phase one, a convenience sample of 124 managers from 13 New Zealand organizations completed questionnaires. The questionnaires included the measures of psychological contract content developed in phase one of the study, and 8 organizational psychology variables to be included in a nomological network. The nomological network included intention to quit, perceived organizational support, work and job involvement, job satisfaction, career plateau, organizational commitment, person-organization fit, and 2 performance measures. A separate questionnaire covering job performance and organizational citizenship behaviour was completed by 94 of the participants' managers. Of the 54 relationships predicted in the nomological network, 41 were significant. Of the 13 non-significant relationships, 10 involved relationships with the two performance measures. The measures of the psychological contract were subjected to a construct validation process involving two steps. The first step involved item and factor analysis. Factor analysis of the two measures of the psychological contract revealed two factors in each. One factor, termed relational obligations and reflecting a collective interest between the employee and the organization, included the items that were believed to influence more directly the relationship between managers and the organization. This factor included items such as be committed to the job (an employee obligation) and provide a physically and socially safe environment (an organizational obligation). The other factor, termed transactional obligations and reflecting a self/other interest on the part of the employee, included the items that were believed to be of a more direct employment transactions nature. This factor included items such as stay true to your own values and beliefs (an employee obligation) and provide professional and personal support (an organizational obligation). In the second step of the validation process, the measures of the psychological contract were embedded into the nomological network and their relationships with the ten variables in that network were tested. Of the ten hypothesised relationships, only one emerged as significant, that being the relationship between the organization obligations component of the psychological contract and person-organization fit. Minimal support for construct validity of the measures of the psychological contract was provided confirming that further effort will be required before complete construct validity may be claimed for the measured. Although the contribution the research makes to the field of knowledge may be limited, it does provide some validation of existing measures of the psychological contract, developed in other studies using different samples. The present findings increase our knowledge of the content of the psychological contract for managers. Additionally, a methodological framework has been established for continuing research into the content of psychological contracts, including an exploration of the relationship between content and fulfilment, along with a structure for comparing the psychological contract of disparate occupational groups. The most likely explanation for the hypotheses not being fully supported is that it is fulfilment (or conversely breach or violation) of the psychological contract, rather than the content of the contract per se, that is related to the variables in the nomological network. Whilst the hypotheses were based on research that considered fulfilment of the contract, this study focussed on the content of psychological contracts. The reasons for basing the hypotheses on research that considered fulfilment, the influence of this decision on hypothesis testing, and other possible explanations for the hypotheses not finding greater support, are explored. The limitations of the study, and possible directions for future research, are discussed.