The values guide the human beingâs daily life and his way of living, contributing to the demonstration of organizational citizenship behaviors, workersâ spontaneous actions that produce benefits to the organization. According to the literature, those behaviors are based on the social exchange alliance where workers voluntarily express cooperation attitudes. This research aims at checking the relationship between personal values and organizational citizenship behavior of the Walter CantÃdio University Hospital Pharmacy Serviceâs employees from the Cearà Federal University. The research is described as a case study, using qualitative and quantitative approach for the data analysis. The instruments applied were the Values Inventory, validated in Brazil by Tamayo and Schwartz (1993); Citizenship Scale made by the researchers Porto and Tamayo (2003); and a semi-structured interview. Fortyfive employees took part in the quantitative research and ten in the qualitative. A descriptive analysis was performed to identify the predominance of personal values and the citizenship behaviors in the hospital pharmacy context; the Pearsonâs correlation to check the association degree between personal values and citizenship behavior; and the multiple linear regression analysis to identify the pattern that best explains the organizational citizenship behaviors. Results are discussed from the perspective of the Human Values Theory by Schwartz (2005), organizational citizenship behavior, the work in the modern world, and the workersâ subjectivity. The research highlighted that values as benevolence, harmony, universalism and safety were the subjectsâ axiological priorities. The organizational citizenship behaviors related to the system protection factors and cooperation are frequently revealed by the employees. It was observed, through Pearsonâs correlation, that the organizational citizenship behaviors referring to the system protection factors, cooperation and the creation of a favorable organization atmosphere are positively and meaningfully related to personal values. The systemâs creative suggestions factor is meaningfully and negatively associated to personal values. It was established that the self-training factor is not associated to the employeesâ personal values. The multiple linear regression analysis highlights that based on 5% significance, citizenship behaviors related to system protection factors, creation of favorable organization atmosphere in the outside environment, and cooperation are explained by the subjectsâ axiological priorities; however the system creative suggestion factors and self-training were not explained by personal values. It was observed that those behaviors are related to education, highlighting that knowledge contributes to show innovative ideas and the search for empowerment in the work context. The qualitative analysis shows that the personal values are present in the Pharmacy environment, associated to the citizenship behavior at work. / Os valores norteiam a vida cotidiana do ser humano e seu modo de viver, contribuindo para a manifestaÃÃo de comportamentos de cidadania organizacional, aÃÃes espontÃneas dos trabalhadores que produzem benefÃcios à organizaÃÃo. Conforme a literatura, esses comportamentos se baseiam na relaÃÃo de troca social, na qual os trabalhadores expressam voluntariamente atitudes de colaboraÃÃo. Esta pesquisa objetiva verificar a relaÃÃo entre valores pessoais e comportamento de cidadania organizacional dos funcionÃrios do ServiÃo de FarmÃcia do Hospital UniversitÃrio Walter CantÃdio da UFC. A pesquisa caracteriza-se por ser um estudo de caso, utilizando a abordagem qualitativa e quantitativa para a anÃlise dos dados. Os instrumentos aplicados foram o InventÃrio de Valores, validado no Brasil por Tamayo e Schwartz (1993); a Escala de Civismo Organizacional, elaborado pelos pesquisadores Porto e Tamayo (2003) e uma entrevista semi-estruturada. Participaram da pesquisa quantitativa quarenta e cinco funcionÃrios e da qualitativa dez sujeitos. Realizou-se anÃlise descritiva, objetivando identificar a prevalÃncia dos valores pessoais e dos comportamentos de cidadania no contexto da farmÃcia hospitalar; correlaÃÃo de Pearson, com o intuito de verificar o grau de associaÃÃo entre valores pessoais e comportamento de cidadania e anÃlise de regressÃo linear mÃltipla, visando a identificar o modelo que melhor explica os comportamentos de cidadania organizacional. Os resultados sÃo discutidos sob a Ãptica da teoria dos valores humanos de Schwartz (2005), comportamento de cidadania organizacional, trabalho no mundo contemporÃneo e a subjetividade dos trabalhadores. A pesquisa evidenciou que os valores de benevolÃncia, conformidade, universalismo e seguranÃa foram Ãs prioridades axiolÃgicas dos sujeitos. Os comportamentos de cidadania organizacional relacionados aos fatores proteÃÃo ao sistema e cooperaÃÃo apresentam-se manifestos freqÃentemente pelos funcionÃrios. Observou-se pela correlaÃÃo de Pearson, que os comportamentos de cidadania organizacional referentes aos fatores de proteÃÃo ao sistema, cooperaÃÃo, criaÃÃo de clima favorÃvel à organizaÃÃo relacionam-se significativa e positivamente aos valores pessoais. O fator sugestÃes criativas ao sistema associa-se significativa e negativamente aos valores pessoais. Constatou-se que o fator autotreinamento nÃo se relaciona aos valores pessoais dos funcionÃrios. A anÃlise de regressÃo linear mÃltipla evidencia que, a nÃvel de significÃncia de 5%, os comportamentos de cidadania referentes aos fatores proteÃÃo ao sistema, criaÃÃo de clima favorÃvel à organizaÃÃo no ambiente externo, e cooperaÃÃo sÃo explicados pelas prioridades axiolÃgicas dos sujeitos; no entanto, os fatores sugestÃes criativas ao sistema e autotreinamento nÃo foram explicados pelos valores pessoais. Observou-se que esses comportamentos relacionam-se com a escolaridade, evidenciando que o conhecimento contribui para a manifestaÃÃo de idÃias inovadoras e a busca pela capacitaÃÃo no contexto de trabalho. A anÃlise qualitativa demonstra que os valores pessoais estÃo presentes no ambiente da farmÃcia, relacionando-se ao comportamento de cidadania no trabalho.

Organizations have become increasingly concerned with developing and protecting their information security systems. Despite attempts to secure the information infrastructure, employees inside of organizations remain the largest source of threat to information cyber-security. While previous research has focused on behavioral and situational factors that influence cyber-security behaviors, the measurement of cyber behaviors and their relationship to other performance variables is poorly understood. The purpose of the present study is to 1) determine the underlying factor structure of a cyber-security behavior scale, 2) assess if individual personality traits predict four types of cyber-security behaviors: security assurance, security compliance, security risk, and security damaging behaviors, and 3) explore the relationship between citizenship and counterproductive work behaviors and cyber-security behaviors. Results indicate that cyber-security behavior can be separated into four distinct dimensions and that personality traits such as conscientiousness, agreeableness, and openness to experience are predictive of these behaviors. Additionally, positive cyber behaviors are related organizational citizenship behaviors, and potentially harmful cyber behaviors related to counterproductive work behaviors. This research has implications for using personality to predict cyber-security behaviors and reduce insider threat in the workplace.

The purpose of this study is to advance knowledge and practitioner understanding of human resource dynamics of the U.S. fast food franchise (FFF) industry, one plagued by extraordinary voluntary turnover (VTO), estimated at 75% of total turnover, and its effects on unit productivity. Following the research of Sun, Aryee, and Law (2007), this study looks for the potential of improving the VTO problem through the practice of high-performance human resource management (HPHRM) and the potential benefits of service-oriented organizational citizenship behavior (SOCB) that it offers. This study used primary research, namely the domestic operating units of a nationally franchised sub sandwich chain, with a sample size of 112 units representing 14.8% of the total units and the evaluation of 336 hourly employees. Results showed a strong correlation between HPHRM and VTO, but surprisingly there was no significant relationship between HPHRM and productivity. Despite a modest correlation between HPHRM and SOCB, that relationship did not demonstrate any significant mediating effect on the HPHRM/VTO relationship. The results may indicate a differentiation between the effectiveness of HPHRM and SOCB depending on the performance level of hourly employees, noting that low-performing employees do not respond to HPHRM or demonstrate SOCB as well as others. Numerous opportunities for further research are suggested, especially in light of the size and impact of the domestic FFF industry.

Depuis les années 1980, les investigations des chercheurs sur les comportements des individus en milieu de travail sont de plus en plus tournées vers les comportements plus spontanés et volontaires qui ont pour conséquence, l'amélioration du fonctionnement organisationnel. Connus sous plusieurs vocables tels que les comportements de citoyenneté organisationnelle (Organ, 1988 ; Paillé, 2006), comportements organisationnels prosociaux (Brief & Motowidlo, 1986 ; Desrumaux, Léoni, Bernaud, & Defrancq, 2012…), ces conduites ont été à l'origine définies comme « le comportement individuel qui est discrétionnaire, non directement ou explicitement reconnu par le système formel de récompense et qui, dans l'ensemble, promeut le fonctionnement efficace et effectif de l'organisation » (Organ, 1988, p4). Par ailleurs, les études empiriques en proposent différentes catégorisations. Une première est basée sur des groupes de comportements (Organ, 1988 ; Podsakoff, MacKenzie, Moorman, & Fetter, 1990) et la deuxième sur une division en deux grands dimensions selon qu'ils s'orientent vers une cible particulière (organisation vs individu), regroupant chacune des sous catégories (Williams & Anderson, 1991). En nous basant sur ces différentes catégorisations et en prenant appui sur la théorie de l'échange social, cette thèse de doctorat se propose d'examiner le rôle des variables aussi bien organisationnelles qu'individuelles dans la prosocialité des individus en milieu de travail. Concrètement, il s'agit d'analyser les influences des caractéristiques liées à l’organisation (la justice organisationnelle et le soutien de l'organisation), la satisfaction au travail, l'engagement organisationnel, la personnalité, les affects et l'empathie sur les CPST. Un modèle complet qui inclut toutes ces variables a, de ce fait, été proposé. Ce modèle suggère que les inducteurs organisationnels et individuels affectent les CPST par les médiations de la satisfaction au travail, les affects et l'empathie. Les résultats des analyses des études conduites à cet effet confortent certaines hypothèses relationnelles, et tendent à reproduire une catégorisation en deux dimensions.Ainsi, les études réalisées permettent de constater que la prosocialité des salariés est positivement liée à plusieurs critères tels que le soutien organisationnel perçu, les justices distributive, procédurale et interpersonnelle et l'engagement organisationnel. Les résultats obtenus soutiennent également le rôle médiateur de l'empathie et des affects dans la relation entre les justices distributive et procédurale, l'engagement affectif et les comportements prosociaux.En termes de contributions, cette thèse alimente la réflexion sur une base théorique solide à l'égard de la prosocialité organisationnelle des travailleurs. Ensuite, la recherche pallie certaines limites relatives aux études antérieures inhérentes à l'étude d'un nombre réduit des dimensions de prosocialité et des variables antécédentes. Finalement, cette thèse permet de mieux cerner les antécédents et le rôle des comportements prosociaux au travail. / Since the 1980s, the researchers investigating the behavior of individuals in the workplace have been increasingly facing the most spontaneous and voluntary behaviors which result in the improvement of organizational functioning. Known by several vocables such as organizational citizenship behaviors (Organ, 1988 ; Paille, 2006), organizational prosocial behaviors (Brief & Motowidlo, 1986 ; Desrumaux, Léoni, Bernaud & Defrancq, 2012…), these actions have been originally defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system and that, overall, promotes the efficient and effective functioning of the organization" (Organ, 1988, p. 4). However, empirical studies offer different categorizations. The first is based on groups of behaviors (Organ, 1988 ; Podsakoff, MacKenzie, Moorman, & Fetter, 1990) and the second on a division in two dimensions as they are moving towards a particular target (organization vs. individual), each containing subcategories (Williams & Anderson, 1991). Based on these categorizations and relying on the theory of social exchange, this thesis will examine the role of either organizational or individual variables both in the prosociality of individuals in the workplace. In fact, it is to analyze the influence of work-related characteristics (organizational justice and organizational support), job satisfaction, organizational commitment, personality, emotions and empathy on CPST. A full model that includes all these variables has therefore been proposed. This model suggests that organizational and individual inducers affect CPST by mediation of job satisfaction, affects and empathy. Analytical results of studies conducted for this purpose reinforce some relational hypothesis and tend to reproduce a two-dimensional categorization. Thus, the present study shows that the prosociality of employees is positively related to several criteria such as perceived organizational support, distributive, procedural, interpersonal justices and organizational commitment. The results also support the mediator roles of empathy and affects in the relationship between distributive and procedural justices, affective involvement and prosocial behaviors. In terms of contributions, this study gives rise to the establishment of a strong theorical basis to organizational prosociality of workers. Then, this research overcomes some limitations of the previous studies inherent to the study of a small number of prosociality dimensions and antecedent variables. Finally, this research provides more information about the history and role of prosocial behaviors at work.

This commentary describes the significance of faculty citizenship in the broader context of institutional culture and defines faculty citizenship for use across all aspects of faculty roles in the Academy. The definition includes two key components (engagement and collegiality) that can be used to measure citizenship behaviors. Continued discussion and study of faculty citizenship will further the Academy’s understanding and use of the concept.

Indiana University-Purdue University Indianapolis (IUPUI) / The body of literature regarding occupational callings has well established the positive effects of living one’s calling. Emerging research, however, identifies the double-edged sword nature of callings or in other words, the potential negative effects living one’s calling can have in spite of the positive effects. Nevertheless, there is a lack of consensus regarding the mechanisms explaining the negative effects of callings as well as a lack of direction regarding how those living their calling may avoid or mitigate these negative effects. Drawing upon previous literature coupled with the Job Demands-Resources Model, I tested the degree to which called individuals are more susceptible to negative outcomes in the form of citizenship fatigue. I also tested a theoretical model to examine organizational citizenship behavior as the mechanism that accounts for the relationship between living a calling and citizenship fatigue. I additionally examined two moderators of this relationship: self-compassion and leader compassion. Hypotheses were tested using a two-wave survey design with 288 full-time employees. Results have implications for called individuals’ overall health and wellbeing, as well as for leaders and the company climate they foster.

This commentary describes the significance of faculty citizenship in the broader context of institutional culture and defines faculty citizenship for use across all aspects of faculty roles in the Academy. The definition includes two key components (engagement and collegiality) that can be used to measure citizenship behaviors. Continued discussion and study of faculty citizenship will further the Academy’s understanding and use of the concept.

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