Existing literature indicates that job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior are very important for effective organizational functioning. Previous research on citizenship behaviors made limited contribution to the literature, since it ignored the relationships between job characteristics and citizenship behaviors together with the influences of job satisfaction and organizational commitment. The present study attempted to test a new integrative model of the relationships among job characteristics, job satisfaction, organizational commitment, and organizational citizenship behaviors. The main purpose of the present study was to examine the effects of job characteristics on organizational citizenship behaviors. While examining the role of job characteristics, the mediating roles of job satisfaction and organizational commitment were taken into account in order to better understand how job characteristics affect the exhibition of citizenship behaviors. The secondary purpose was to investigate the effects of job characteristics on job satisfaction and organizational commitment, and the effects of job satisfaction and organizational commitment on citizenship behaviors. A sample of 300 employees from 60 companies was selected. The data was collected at the location of the firms by using a survey instrument. The employees rated the items that measured task characteristics, job satisfaction, and organizational commitment. Later, the information on organizational citizenship behavior of employees was collected from the employees&rsquo / supervisors. Hierarchical regression analyses were performed on the data. In general, the findings showed that some job characteristics might be the antecedents of job satisfaction and the aggregate variable job scope was positively associated with organizational commitment, and these work attiudes predicted organizational citizenship behaviors positively. Specifically, in line with the expectations, the job characteristics of task identity, autonomy, and aggregate job scope were positively associated with the work attitude of job satisfaction. The aggregate job scope was positively associated with the work attitude of organizational commitment although no single job characteristic was significantly associated with organizational commitment. In turn, job satisfaction and organizational commitment were positively associated with the citizenship dimensions of courtesy and sportsmanship. In addition to these, organizational commitment was positively associated with the citizenship dimension of conscientiousness and aggregate citizenship behavior. However, no significant direct association was found between job characteristics and citizenship behaviors. Therefore it was not possible to test the intervening effects of work attitudes on the relationships between job characteristics and citizenship behaviors. The study&rsquo / s results are discussed together with the implications, strengths and limitations. Some suggestions for future research are made.

This thesis examines the influence of job satisfaction, organizational commitment, and perceptions of organizational justice on organizational citizenship behaviors (OCBs) of private primary school teachers in Ankara. Previous research has shown that these three variables are significantly correlated with OCB. The effect of these three variables on OCB are studied collectively in the education sector. The study of the effects of the three variables on OCB are rare in Turkey, especially in the education sector which experienced dramatic changes in 2005-2006 education year due to the initiation of a new curriculum at the primary education. The new curriculum is student centered and has changed the methods of teaching drastically. Therefore the role of the teacher has to be changed. OCB is especially important in the times of change and may help to adapt to a changing environment especially facing tough competition. Among the three antecedent variables, organizational commitment and perceived procedural justice are found to account for a significant amount of variance in OCBs of private primary school teachers in our sample. The findings are discussed and future research needs are reviewed especially from the perspective of impression management.

Organizational citizenship behavior (OCB) has been an important and growing area of research for past two decades. Numerous empirical research have identified consequences and antecedents of this extra

Many free enterprises in the world, regardless the size of these businesses, have encountering the globally affected financial crises in the twenty-first century. Especially the enterprises in Taiwan, they are affected not only by international incidents but also by natural plagues such as 921 earthquake and SARS. Therefore, some members in these enterprises, for pursuing their own personal goals, acquiring self-advantages or authorities, meditate the ¡§political action¡¨ that may interfere other member¡¦s working attitude as well as their job performance. The purpose of this project was to assemble the documents about ¡§perceptions of organizational politics¡¨ from several scholars and professors. To accomplish the purpose, a review of collected information from the thirty selected organizations such as both public and private hospitals, government offices, banks, high-tech industry, manufactures was conducted. Additionally, Kacmar¡¦s (1992) 31 Assessment Sheet and Carlson (1997) 15 Assessment Sheet were applied to understand and study the connection among the employee¡¦s ¡§organizational politics perceptions¡¨, job satisfaction, job involvement, the pressure from work, the intention of demission, organizational commitment, and organization citizenship behavior in the enterprises. The result of the research are as followings: Three subscales were obtained from the ¡§Organizational Politics perceptions Sheet¡¨: 1.Political behavior between supervisors and co-workers 2.Go along to get ahead 3.The interval between policy and practice The affect of the outcomes of organizational politics perceptions. 1.Partially existence: dimensionality of organizational politics perceptions influences job satisfaction. 2.Partially existence: dimensionality of organizational politics perceptions influences job involvement. 3.Existence: dimensionality of organizational politics perceptions influences work pressure. 4.Partially existence: dimensionality of organizational politics perceptions influences demission intention. 5.Partially existence: dimensionality of organizational politics perceptions influences organizational commitment. 6.Partially existence: dimensionality of organizational politics perceptions influences organization citizenship behavior. Key words: perceptions of organizational politics, job satisfaction, job involvement, pressure from work, intention of demission, organizational commitment, organization citizenship behavior

Take service employees of financial industries for example, the purpose of this study is to discuss the effects of human resource systems on service employees¡¦ organizational commitment and role performance. Moreover, the result of this study will be the reference for service industries to make their human resource management policies. The questionnaire survey was adopted for the study. The samples are the front-line service employees of financial industries of Taiwan. There were totally 480 questionnaires were released, and 401 of them are valid samples. Through statistics analysis, the main results of the study are: 1. Except profit sharing, other practices of high performance work system have positively influential effect on value and effort commitment, effort commitment or both of value and effort commitment and effort commitment. Moreover, except profit sharing, other practices of high performance work system have positively influential effect on commitment of service employees. 2. Job descriptions have positively influential effect on in-role behavior. Therefore, Job descriptions could make service employees easy to follow the code of conduct and operation processes. One of this research result is one practice of high performance work system has positively influential effect on in-role behavior. 3. Job descriptions have positively influential effect on OCBI-behaviors that immediately benefit specific individuals and indirectly through this means contribute to the organization. On the other hand, job descriptions could make service employees easy to achieve the requests of organization. Moreover, it could make service employees get positive attitude and free-will to help colleagues. One of this research result is one practice of high performance work system has positively influential effect on organizational citizenship behavior. Based on the above conclusions, this study offers some suggestions as the references for the service industry.

Occupational stressors have been extensively studied as predictors of safety performance and employee well-being in previous research. However, many newly introduced organizational constructs that have the characteristics of an occupational stressor have rarely been studied as such, especially from a within-person perspective. The current study focused on three occupational stressors in relation to safety performance. Based on previous literature, I proposed that within individuals, compulsory citizenship behavior, illegitimate tasks, and interpersonal conflict at work as occupational stressors would have negative effects on employees well-being and safety performance through negative emotions (anger), job attitudes (job satisfaction and organizational commitment) and role stressors (role conflict and role ambiguity). In addition, reception of organizational citizenship behavior (ROCB) and perceived safety climate were hypothesized to moderate the relationships of the three occupational stressors with safety performance and employee well-being. Seventy-one nurses were recruited, and data were collected from their survey responses about their daily experiences on the focal variables for 9 shifts over three consecutive working weeks. Results showed that within individuals, the three occupational stressors were positively associated with employee burnout and physical symptoms, and evidence was found that those associations might be mediated by anger, job satisfaction and role conflict. Further, ROCB was found to moderate some of the associations of occupational stressors with safety performance and employee well-being. However, the current study failed to find support for any of the hypotheses regarding perceived safety performance as a moderator in this sample. Findings, limitations and future directions were discussed.

本研究旨在調查宜蘭縣國民中學校長正向領導與教師組織公民行為之現況並探究背景因素差異以及二者間之關係。 本研究採問卷調查法，以宜蘭縣公立國民中學教師為調查研究對象，以自編之「宜蘭縣國民中學校長正向領導與教師組織公民行為調查問卷」為工具進行問卷調查研究，正式問卷總計發出452份，回收有效樣本共410份，回收及有效率90.10%。 問卷回收後，以敘述統計、獨立樣本t考驗、單因子變異數分析、典型相關及多元迴歸等統計方法進行分析。研究結果與歸納結論如下： 一、宜蘭縣國民中學校長正向領導呈現中高度知覺，以正向溝通得分最高，正向意義得分最低。 二、宜蘭縣國民中學教師組織公民行為呈現中高度知覺，以組織公民表現得分最高；人際公民表現得分最低。 三、男性；年齡較長；最高學歷為專科及大學畢業；兼任主任；學校規模37班以上；學校位於一般地區之背景變項教師對校長正向領導的知覺程度較高。 四、男性；年齡較長；最高學歷為專科及大學畢業；服務年資較長；兼任主任及擔任專任教師；學校規模37班以上；學校位於一般地區之背景變項教師在教師組織公民行為方面的知覺程度較高。 五、宜蘭縣國民中學校長正向領導與教師組織公民行為之間具有顯著的高度正相關，依序以正向關係、正向溝通及正向氣氛對人際公民表現最具有影響力。 六、宜蘭縣國民中學校長正向領導以正向溝通對教師組織公民行為之預測力最高；正向關係及正向意義次之。 根據以上結論提出相關建議，作為教育行政機關、國民中學校長與教師及未來研究之參考。 / The study aimed to investigate the status of public junior high school principals’ positive leadership (PL) and teachers’ organizational citizenship behavior (OCB) in Yilan County, furthermore, to analyze the differences of perceptions from different background teachers about PL, and OCB, and to explore the relationship among the two variables. Questionnaire survey method was adopted, the populations are teachers of public junior high schools in Yilan County, the samples include 24 schools and 452 questionnaires were distributed. There were 410 valid questionnaires used finally in the statistic analysis, and effective response rate is 91.10%. The data were analyzed by descriptive statistics, t-test, one-way ANOVA, canonical correlation, and multiple regression. The conclusions are as follows: 1.The perception about PL from public junior high school teachers in Yilan County is mid-high level. The perception about positive communication was the highest and the lowest was positive meaning. 2.The perception about OCB from public junior high school teachers in Yilan County is mid-high level. The perception about OCBO was the highest and the lowest was OCBI. 3.The male, elder, university graduate, serving longer, department directors, from 37 or more classes schools and from schools in general areas teachers had higher perceptions about PL. 4.The male, elder, university graduate, department directors, full-time teachers, from 37 or more classes schools and from schools in general areas teachers had higher perceptions about OCB. 5.There were significantly high positive correlations between PL and OBC in Yilan County. Positive relationship, positive communication and positive climate were the most influential in OCBI. 6.Positive communication of junior high school principals’ positive leadership in Yilan County had the highest predictive effect on teachers’ organizational citizenship behavior, and both positive relationship and meaning second. Relative suggestions were provided as a reference to educational administration authorities, junior high school principals, teachers and researchers engaged in future related research.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This study was developed in order to analyze the influence of organizational values and job satisfaction in organizational citizenship behaviors (OCB), considering the perception of employees and managers. To do so, we performed a descriptive, quantitative and qualitative nature, achieved through a case study of a manufacturer of home appliances. Initially, the quantitative stage involved 302 employees belonging to different hierarchical positions researched Company, who answered a questionnaire from models Scale of Civility in Organizations from Porto and Tamayo (2003), Inventory of Organizational Values Profile from Oliveira and Tamayo (2004) and Job Satisfaction Scale from Siqueira (1995). In a second step, the qualitative stage, 10 managers of Company investigated participated, with whom semi-structured interviews were conducted, the protocol being drawn up in the light of the models used. The main results state that, with respect to the OCB, the behaviors of the Protection system and Cooperation with colleagues were nominated by employees and managers as the most gifts in the organizational context investigated. However, in view of employees, the Self-training and Suggestions organizational management are less practiced in the workplace, however, the vision of managers presented some dissension, as indicated in these behaviors as recurring in members of the organization. In the analysis related to organizational values, identified that, according to the perceptions of employees and managers, are in the Company‟s priority the Dominion and compliance and Prestige and achievement, while values Well-being and Autonomy occupied seats lower in the hierarchy. In relation to job satisfaction, the evaluation of employees and managers showed greater contentment with the dimensions Satisfaction with leadership and Satisfaction with colleagues, and on the other hand, dissatisfaction mustered with Satisfaction with pay and promotions. Still, multiple regression analyzes revealed that the model with greater explanatory power was represented by the variable Creating favorable climate to the organization in the external environment, whose variance explained was 40.4 % by values Prestige and achievement and by the factor Satisfaction with pay and promotions, followed by the Protection system model in which the variance was explained for 31.1% by the values Prestige and achievement and Dominion and compliance and by the factor Satisfaction with colleagues. Thus, it was demonstrated that the organizational values and job satisfaction influence on organizational citizenship behavior. / Este estudo foi desenvolvido com o propósito de analisar a influência dos valores organizacionais e da satisfação no trabalho nos comportamentos de cidadania organizacional (CCO), considerando a percepção dos colaboradores e gestores. Para tanto, realizou-se uma pesquisa descritiva, de natureza quantitativa e qualitativa, concretizada por meio de um estudo de caso em uma empresa fabricante de eletrodomésticos. Inicialmente, na etapa quantitativa, participaram 302 colaboradores pertencentes a diversas posições hierárquicas da Empresa pesquisada, os quais responderam um questionário elaborado a partir dos modelos Escala de Civismo nas Organizações (ECO) de Porto e Tamayo (2003), Inventário de Perfis de Valores Organizacionais (IPVO) de Oliveira e Tamayo (2004) e Escala de Satisfação no Trabalho (EST) de Siqueira (1995). Em um segundo momento, na etapa qualitativa, participaram do estudo 10 gestores da Empresa investigada, com os quais efetivaram-se entrevistas semiestruturadas, sendo o protocolo elaborado à luz dos modelos utilizados. Os principais resultados encontrados expõem que, no que tange aos CCO, os comportamentos de Proteção ao sistema e de Cooperação com os colegas foram os indicados pelos colaboradores e gestores como os mais presentes no contexto organizacional investigado. Em contrapartida, na visão dos colaboradores, o Autotreinamento e o comportamento de Sugestão à gestão organizacional são os menos praticados no ambiente de trabalho, contudo, a visão dos gestores apresentou algumas dissensões, visto que apontaram esses comportamentos como recorrentes nos membros da organização. Nas análises relacionadas aos valores organizacionais, identificou-se que, segundo a percepção dos colaboradores e gestores, são prioritários na Empresa o Domínio e conformidade e o Prestígio e realização, enquanto os valores Bem-estar e Autonomia ocuparam lugares inferiores na hierarquia. Em relação à satisfação no trabalho, à avaliação dos colaboradores e gestores demonstrou maior contentamento com as dimensões Satisfação com a chefia e Satisfação com os colegas, e, por outro lado, certa insatisfação arrolada a Satisfação com o salário e as promoções. Ainda, as análises de regressão múltiplas revelaram que o modelo com maior poder de explicação foi representado pela variável Criação de clima favorável à organização no ambiente externo, cuja variância foi explicada em 40,4% pelos valores Prestígio e realização e pelo fator Satisfação com o salário e as promoções, seguido do modelo Proteção ao sistema, no qual a variância foi explicada em 31,1% pelos valores Prestígio e realização e Domínio e conformidade e pelo fator Satisfação com os colegas. Assim, demonstrou-se que os valores organizacionais e a satisfação no trabalho exercem influência nos comportamentos de cidadania organizacional.

The purpose of this study is to analyze the relationships between stress and outcomes including organizational citizenship behavior (OCB), job satisfaction, and burnout in high-risk occupations. Moreover, how personality, emotions, coping, and leadership influence this relationship is investigated. Data were collected from 379 officers in 9 police organizations located in the Southern and Southwest United States. The primary research question addressed within this dissertation is: What is the relationship between stress and behavioral and affective outcomes in high-risk occupations as governed by coping, leadership, and crisis? The majority of the hypothesized relationships were supported, and inconsistencies center on methodological and theoretical factors. Findings indicate that occupational stressors negatively influence individuals in high-risk occupations. Moreover, crisis events exacerbate these influences. The use of adaptive coping strategies is most effective under conditions of low stress, but less so under highly stressful circumstances. Similarly, transformational leader behaviors most effectively influence how individuals in high-risk occupations are affected by lower, but not higher levels of stress. Profiles of personality characteristics and levels of emotional dissonance also influence the chosen coping strategies of those working in high-risk occupations. Prescriptively, it is important to understand the influences among the variables assessed in this study, because negative outcomes in high-risk occupations are potentially more harmful to workers and more costly to organizations. Thus, this dissertation answers the research question, but much work in this area remains to be done.

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