As organizações mudam suas práticas de gestão, muitas vezes realizando fusão, em razão de fatores externos como mudanças ou problemas sociais, políticos, ambientais e econômicos. Também variáveis internas como saúde financeira, estilos de gestão, diferenças culturais, níveis diferentes de conhecimento, envolvimento e comprometimento reduzido, medo, entre outros, podem influenciar o comportamento nas organizações. A empresa foco desta pesquisa, denominada Alfa, com objetivos estratégicos de expandir seus negócios, e ser mais competitiva no mercado, em dezembro de 2008 vendeu parte de sua composição acionária (49%) para uma empresa caracterizada como Beta. Dentro desse contexto, esta pesquisa foi desenvolvida com funcionários da empresa Alfa, localizada na cidade de Caxias do Sul. O objetivo deste trabalho foi medir aspectos de comportamento organizacional em um ambiente de fusão de empresas. A pesquisa foi classificada como exploratória (estudo de caso), do tipo quantitativo, cujos dados foram processados utilizando-se técnicas tais como: análise fatorial, Anova e regressão linear múltipla. Foram utilizadas escalas pré-validadas para o bloco de comportamento organizacional e foi desenvolvida uma escala para medir e identificar as variáveis qualificadoras num ambiente de fusão. Como resultados foram identificados, entre os respondentes, graus moderados de comportamento organizacional com variabilidade significativa em diferentes subgrupos da população. As variáveis comportamentais significativas, extraídas do instrumento de pesquisa foram: comprometimento organizacional, cidadania organizacional (iniciativa, lealdade e fidelidade) e satisfação no trabalho. Em relação às variáveis qualificadoras da fusão apareceram significativas: trabalho e tarefa, motivação e comunicação. Percebeu-se que o conjunto de variáveis comportamentais identificadas podem ser responsáveis pela definição da cultura organizacional, a qual representa a forma de agir, de liderar, de resolver conflitos, de solucionar os problemas, de obter resultados, isto é, a maneira de administrar a empresa. / Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-05T16:07:10Z No. of bitstreams: 1 Dissertacao Charles Rui.pdf: 2448400 bytes, checksum: cdd07738126dd6361aeb34d131e344ba (MD5) / Made available in DSpace on 2014-06-05T16:07:10Z (GMT). No. of bitstreams: 1 Dissertacao Charles Rui.pdf: 2448400 bytes, checksum: cdd07738126dd6361aeb34d131e344ba (MD5) / Organizations change their management practices, sometimes after a process of merging, due to external factors such as changes or social, politics, environmental, and economic problems. It also happens due to internal variables such as financial health, management styles, cultural differences, different levels of knowledge, reduced commitment, fear, and others that may influence behavior of the organizations. The company, focus of this research, named Alpha, with the strategic purpose of expanding their businesses and to be more competitive in the market, sold part of it s shareholding (49%) to a company described as Beta in December, 2008. Within this context, this research was carried out with Alfa employees, in Caxias do Sul. The purpose of this study was to measure aspects of organizational behavior in a company merger environment. The research was classified as quantitative, exploratory (a case study), in which the data were processed using statistical techniques like factor analysis, Anova and multiple regression analysis. Pre-tested scales were used for the organizational behavior set and a new scale was developed to measure and identify the qualifying variables in a merger environment. The results identified moderate degrees of organizational behavior among the respondents, with significant variability in different sample subgroups. The significant behavioral variables extracted from the research instrument were: organizational commitment, organizational citizenship (initiative, loyalty and fidelity), and job satisfaction. The merger qualifying variables extracted were: work and task, motivation, and communication. It was noticed that the set of behavioral variables identified may be responsible for defining organizational culture, which represents the way of acting, leading, resolving conflicts, solving problems, achieving results, i.e., the way of managing the company.

As organizações mudam suas práticas de gestão, muitas vezes realizando fusão, em razão de fatores externos como mudanças ou problemas sociais, políticos, ambientais e econômicos. Também variáveis internas como saúde financeira, estilos de gestão, diferenças culturais, níveis diferentes de conhecimento, envolvimento e comprometimento reduzido, medo, entre outros, podem influenciar o comportamento nas organizações. A empresa foco desta pesquisa, denominada Alfa, com objetivos estratégicos de expandir seus negócios, e ser mais competitiva no mercado, em dezembro de 2008 vendeu parte de sua composição acionária (49%) para uma empresa caracterizada como Beta. Dentro desse contexto, esta pesquisa foi desenvolvida com funcionários da empresa Alfa, localizada na cidade de Caxias do Sul. O objetivo deste trabalho foi medir aspectos de comportamento organizacional em um ambiente de fusão de empresas. A pesquisa foi classificada como exploratória (estudo de caso), do tipo quantitativo, cujos dados foram processados utilizando-se técnicas tais como: análise fatorial, Anova e regressão linear múltipla. Foram utilizadas escalas pré-validadas para o bloco de comportamento organizacional e foi desenvolvida uma escala para medir e identificar as variáveis qualificadoras num ambiente de fusão. Como resultados foram identificados, entre os respondentes, graus moderados de comportamento organizacional com variabilidade significativa em diferentes subgrupos da população. As variáveis comportamentais significativas, extraídas do instrumento de pesquisa foram: comprometimento organizacional, cidadania organizacional (iniciativa, lealdade e fidelidade) e satisfação no trabalho. Em relação às variáveis qualificadoras da fusão apareceram significativas: trabalho e tarefa, motivação e comunicação. Percebeu-se que o conjunto de variáveis comportamentais identificadas podem ser responsáveis pela definição da cultura organizacional, a qual representa a forma de agir, de liderar, de resolver conflitos, de solucionar os problemas, de obter resultados, isto é, a maneira de administrar a empresa. / Organizations change their management practices, sometimes after a process of merging, due to external factors such as changes or social, politics, environmental, and economic problems. It also happens due to internal variables such as financial health, management styles, cultural differences, different levels of knowledge, reduced commitment, fear, and others that may influence behavior of the organizations. The company, focus of this research, named Alpha, with the strategic purpose of expanding their businesses and to be more competitive in the market, sold part of it s shareholding (49%) to a company described as Beta in December, 2008. Within this context, this research was carried out with Alfa employees, in Caxias do Sul. The purpose of this study was to measure aspects of organizational behavior in a company merger environment. The research was classified as quantitative, exploratory (a case study), in which the data were processed using statistical techniques like factor analysis, Anova and multiple regression analysis. Pre-tested scales were used for the organizational behavior set and a new scale was developed to measure and identify the qualifying variables in a merger environment. The results identified moderate degrees of organizational behavior among the respondents, with significant variability in different sample subgroups. The significant behavioral variables extracted from the research instrument were: organizational commitment, organizational citizenship (initiative, loyalty and fidelity), and job satisfaction. The merger qualifying variables extracted were: work and task, motivation, and communication. It was noticed that the set of behavioral variables identified may be responsible for defining organizational culture, which represents the way of acting, leading, resolving conflicts, solving problems, achieving results, i.e., the way of managing the company.

本研究旨在探討不當督導、上下級關係及非志願性公民行為之關係，並探究上下級關係在不當督導與非志願性公民行為之間是否具有中介效果以及權力距離、組織政治知覺在不當督導與非志願性公民行為、上下級關係與非志願性公民行為之間是否具有調節效果。 本研究採用問卷調查法，以全國507所高中職教師為樣本母群體，採分層隨機抽樣，抽出600位受試者邀請填寫網路問卷，回收有效問卷375份，所得資料分別以描述性統計、t考驗、單因子變異數分析及迴歸分析等統計方法進行資料的分析與處理，以瞭解高中職教師知覺校長不當督導與上下級關係、非志願性公民行為之現況、差異情形及上下級關係、權力距離、組織政治知覺的中介、調節效果，研究結論如下： 一、高中職教師對校長不當督導之知覺現況屬低度。 二、高中職教師上下級關係之表現程度屬中低程度。 三、高中職教師非志願性公民行為之表現程度屬中低程度。 四、學校規模等背景變項在不當督導有顯著差異，24班以下高於50班以上。 五、性別、年齡、職務及學校公私立屬性等背景變項在上下級關係上有顯著差異，男性、兼任主任的教師情感型關係顯著較高；男性、35歲以下、私立學校教師的工具型關係顯著較高。 六、本校服務年資、職務在非志願性公民行為有顯著差異，組長高於專任、服務年資6-15年高於5年以下。此外，服務總年資、學歷等二個背景變項在不當督導、上下級關係、非志願性公民行為上皆無顯著差異。 七、上下級關係在不當督導與非志願性公民行為間有部分中介效果。 八、權力距離在「不當督導」、「工具型關係」與非志願性公民行為間具有調節效果。 九、組織政治知覺只在工具型關係與非志願性公民行為間具有調節效果。 最後依據研究結果與結論，提出具體建議，以作為高中職校長以及未來研究的參考。 / The purpose of this study is to investigate the relationship among principal’s Abusive Supervision (AS) and Supervisor-Subordinate GuanXi (SSG) and Compulsory Citizenship Behavior (CCB) of senior high school teachers. Furthermore, the mediating effect of SSG between AS and CCB is analyzed, And the moderating effects of Power Distance (PD) and Organizational Politics (OP) between AS and CCB, between SSG and CCB are explored in the study. A survey research was conducted using a sample of senior high school teachers in Taiwan, excluding the complete schools. 600 teachers from 570 schools were selected by stratified random sampling. 375 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis. Based on 6-point Likert Scale, the major findings of this study are as follows: 1. Teachers’ perception of principal’s abusive supervision is below average. 2. Teachers’ perception of Supervisor-Subordinate GuanXi is below average. 3. Teachers’ Compulsory Citizenship Behavior is below average. 4. One demographic variable, school size, show significant differences in AS. Teachers who work at schools with less than 24 classes show higher perceptions of AS. 5. Four demographic variables, including gender, age, position, school type, show significant differences in SSG. Teachers who are male, younger than 35, work as the director of the department, or work in private schools show higher perceptions of SSG, especially instrumental ties. 6. Two demographic variables, tenure at the present school and position, show significant differences in CCB. Teachers whose tenure at the present school is longer, who work as the chief, show higher perceptions of CCB. Furthermore, two demographic variables, tenure and education, show no significant differences in AS, SSG and CCB. 7. AS is positively related to SSG and CCB. In addition, AS has a positive direct effect on CCB, SSG has a positive direct effect on CCB. AS has a positive direct effect on SSG. SSG does have mediating effects between AS and CCB. 8. Power Distance has moderating effects between AS and CCB, between SSG and CCB. 9. Organizational Politics has moderating effects only between SSG and CCB. Based on the results of the research, suggestions for principals and future related study are proposed.

This study aimed to examine the mediating effect of job satisfaction in the relationship between role ambiguity and organizational citizenship behavior (OCB) according to the “HEalthy and Resilient Organization” model in two local corporations.. A multilevel analysis of mediation was employed to examine the relationship between these variables, controlling for the effect of employee division. The sample consisted of a total of 340 employees. The results indicate that job satisfaction exhibits a total mediation in the relationship between role ambiguity and OCB of public employees. These results indicate the importance of employees’ well-being to decrease negative effects of role ambiguity in publicemployees’ performance. / El objetivo del estudio era examinar el efecto mediador de la satisfacción laboral en la relación entre la ambigüedad de rol y la conducta de ciudadanía organizacional (CCO) en dos corporaciones locales basándonos en el modelo “HEalthy & Resilient Organization” (HERO; Salanova, Llorens, Cifre & Martínez, 2012). Se propuso un modelo de mediación multinivel entre estas variables, controlando el efecto de la pertenencia de los empleados a sus unidades. 340 empleados públicos participaron en la muestra. Los resultados confirman un efecto mediador total de la satisfacción laboral entre la ambigüedad de rol y la CCO. Este resultado tiene importantes implicaciones en el bienestar de los empleados, al reducir los efectos negativos de la ambigüedad de rol en el desempeño de los empleados públicos. / O objetivo do estudo foi examinar o efeito mediador da satisfação no trabalho na relação entre a ambiguidade do papel é o comportamento de cidadania organizacional (CCO) em duas empresas públicas locais, a proposta do estudo esteve baseada no modelo Healthy & Resilient Organization (HERO; Salanova, Llorens, Cifre & Martínez, 2012). Um modelo de mediação multinível entre essas variáveis foi proposto, controlando o efeito de pertencimento dos funcionários nas suas empresas. A amostra foi composta de 340 funcionários públicos. Os resultados confirmam um efeito mediador da satisfação no trabalho entre a ambiguidade de papel e o CCO. Este resultado tem importantes implicações para o bem-estar dos empregados, reduzindo os efeitos negativos da ambiguidade do papel no desempenho dos funcionários públicos.

No description available.

本研究主要目在於針對教師組織公民行為構念的界定作進一步的釐清並結合社會交換理論、人格理論、工作內在動機、印象管理動機、以及組織文化等觀點，提出以校長與教師交換關係、教師自我監控與工作投入為個人層次預測變項，個人/集體主義為團體層次預測變項之教師組織公民行為前置因素之跨層次模式，再透過階層線性模式方法分析以探討這些前置變項對教師組織公民行為之影響以及他們之間的關係。研究採用調查研究法，以台北市37所公立國民中學教師為對象，發出925 份問卷，最後回收736份有效問卷，有效問卷回收率則為79.57％。本研究主要研究發現為: (一)教師組織公民行為應視為一個聚合模式多層面構念；(二)教師工作投入為相對最重要教師組織公民行為前置因素；(三)人格特質對教師組織公民行為的影響主要是間接透過工作投入的中介效果；(四)不同類型組織公民行為的前置因素以及效果互有差異。 / The main purpose of current study was to revisit the construct validity issues of organisational citizenship behavior and to investigate the dynamics of teachers’ organizational citizenship behavior antecedents. Based on theories of social exchange, personality, job intrinsic motivation, impression management and organizational culture, a multi-level model of teahers’ organizational citizenship behavior antecedents was proposed where leader-member exchange, self-monitering and job involvement serve as individual level antecedents, individualistic/collectivism as school level antecedent and teachers’ organizational behavior as outcome variable at individual level. Valid data was collected from 34 public junior higher schools and 736 teachers in Taipei city. The main findings can be summarised as follows: (1) teacher organizational citizenship behavior should be treated as a aggregated model multidimensional construct; (2) Relatively teachers’ job involvement is the strongest antecedent for three dimensions of OCB; (3) the effect of teachers’ conscientiousness on OCB is mediated by teachers’ job involvement; (4) the antecedents included in current study have varied significant or insignificant effects on three dimensions of teachers’ OCB.

企業社會責任(corporate social responsibility，簡稱CSR)的概念與實務發展在近年來已成為一門企業永續經營的顯學。本研究認為，有別於一般組織外部利害關係人的觀點，身為內部觀察者的員工身分具有特殊性，不僅較外部利害關係人更接近公司核心，亦有機會參與公司的企業社會責任政策制定與活動。因此，本研究旨在建構一研究模型，以員工觀點了解企業社會責任認知及企業志工參與對組織公民行為之影響過程與結果，包含探究員工對企業社會責任認知與企業志工參與程度是否與組織認同有正向影響？員工企業社會責任認知與組織認同是否為知覺外部聲望所中介？當員工組織認同提高時，是否增進其工作滿足、組織承諾、顧客導向？ 　　本研究以Kim et al.(2010)所提出的企業社會責任影響員工企業認同模型概念為基礎，並拓展員工可能展現的反應及工作態度構念，以便利抽樣法回收有效紙本問卷201份、有效網路問卷115份，共計獲得316份樣本。經由驗證性因素分析與結構方程模式(Structural Equation Modeling, SEM)分析後得出研究結論如下： 1.知覺外部聲望確實為企業社會責任認知程度與組織認同之中介變數，員工的企業社會責任認知程度對知覺外部聲望有正向的影響，而更進一步影響組織認同。 2.企業志工參與和組織認同具有正向關係，佐證當企業的社會責任相關活動能滿足員工的心理需求時，員工將會傾向認同該企業。 3.組織認同與顧客導向、工作滿足及組織承諾皆存有正向的影響關係。 4.顧客導向、工作滿足和組織承諾皆與組織公民行為有正向的影響關係，其中顧客導向和組織承諾的影響力皆大於工作滿足。 / The increasing development of corporate social responsibility has become a prevalent concern for business sustainability practices. In comparison to the viewpoint of outside stakeholders, employees play unique roles for their company for two reasons: (1) employees are closer to corporate core business (2) employees participate more easily in CSR activities and policy formulation. Therefore, this study aims to establish a model to understand how employees’ perceived CSR and participation in employee volunteer program (EVP) relate to their organizational citizenship behavior. This study also investigates whether perceived CSR and EVP participation has positive effects on organizational identification; whether perceived external prestige mediates the relationship between perceived CSR and organizational identification; and whether organizational identification acts as the antecedent of job satisfaction, organizational commitment and customer orientation. The model concept is based on the model of CSR and employee-company identification established by Kim et al. (2010), and modified by adding some employees’ attitude constructs. The survey, conducted by convenience sampling, consists of a total of 316 participants whose companies have EVP. Utilizing confirmatory factor analysis (CFA) and structural equation modeling (SEM), the results are as follows: 1.Perceived external prestige is a partial mediator between perceived CSR and organizational identification. Meanwhile, perceived CSR positively affects perceived external prestige, and perceived external prestige has positive relationship with organizational identification. 2.The relationship between EVP participation and organizational identification is positive, which means employees tend to identify with their company when they are mentally satisfied by CSR activities. 3.Organizational identification positively affects variables, such as customer orientation, organizational commitment and job satisfaction. 4.The attitude factors that positively affect employees’ organizational citizenship behavior include customer orientation, organizational commitment and job satisfaction. Further, the impact of customer orientation and organizational commitment are greater than job satisfaction.

本研究欲了解企業內部品牌行銷的四個重要因素：公司品牌管理、品牌導向人力資源管理、員工為基礎品牌權益、品牌公民行為之間的關係。希望以品牌服務人員的角度針對此議題進行研究。本研究以問卷調查的量化方式衡量品牌服務人員對於公司品牌管理、品牌導向人力資源管理、員工為基礎品牌權益、品牌公民行為的認知情形。之後以迴歸方法進行分析，探討上述變數之間的關係。本研究獲得下列結論： 一、本研究確認公司品牌管理對品牌導向人力資源管理有顯著且正面的關係。故公司品牌管理必須採用品牌導向人力資源管理來塑造員工對企業品牌的認知。 二、本研究確認品牌導向人力資源管理對員工為基礎品牌權益有顯著且正面的關係。故當企業採用品牌導向人力資源管理時，可以提昇員工為基礎品牌權益。 三、本研究確認員工為基礎品牌權益對品牌公民行為有顯著且正面的關係。故當員工為基礎品牌權益高時，員工會成為企業品牌的擁護者與守護者，而在替顧客服務時，會主動思考品牌的利益，而無條件的展現對於品牌的正面態度與行為，即展現品牌公民行為。 / This study investigates the relationship between four critical factors of internal brand marketing, including corporate branding, brand-centered HRM, employee-based brand equity, and brand citizen behavior. This study is designed to use quantitative method to understand the cognition of four factors from brand service personnel. Then, regression analysis is used to investigate the relationship between four factors. This study finally draws three conclusions. First, there is a positive relationship between corporate branding and brand-centered HRM. Thus, the corporate should consider to adopt brand-centered HRM to educate employees when it decides to use corporate branding strategy. Second, there is a positive relationship between brand-centered HRM and employee-based brand equity. Thus, the corporate could enhance employee-based brand equity when it adopts brand-centered HRM. Third, there is a positive relationship between employee-based brand equity and brand citizen behavior. Thus, if employee-based brand equity is significant, brand service personnel may act positive brand citizen behavior voluntarily.

Submitted by Marcia Bacha (marcia.bacha@fgv.br) on 2012-01-18T12:33:58Z No. of bitstreams: 1 1425452.pdf: 2852830 bytes, checksum: 85cdfb0a495d378dee6536c7ec163253 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2012-01-18T12:34:10Z (GMT) No. of bitstreams: 1 1425452.pdf: 2852830 bytes, checksum: 85cdfb0a495d378dee6536c7ec163253 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2012-01-18T12:34:33Z (GMT) No. of bitstreams: 1 1425452.pdf: 2852830 bytes, checksum: 85cdfb0a495d378dee6536c7ec163253 (MD5) / Made available in DSpace on 2012-01-18T12:34:40Z (GMT). No. of bitstreams: 1 1425452.pdf: 2852830 bytes, checksum: 85cdfb0a495d378dee6536c7ec163253 (MD5) Previous issue date: 2011 / Desde à muito, os temas, capital social e comportamento de cidadania organizacional (CCO) têm sido extensivamente pesquisado e estudados nos EUA, no entanto estes têm recebido pouca relevância a nível de outros contextos internacionais. Se por um lado, a sua importância e inferência na performance dentro do contexto empresarial têm sido crescente, caracterizando a necessidade de um entendimento cada vez maior por parte das empresas, por outro, o investimento das corporações de grande porte, caminham cada vez mais em direção dos países com crescimento exponencial sustentado, como são o BRIC, o que cna uma necessidade fomentada de pesquisa nesta área de pesquisa para estas regiões. Este estudo pretendeu investigar, avaliar e mapear a influência do capital e do CCO na satisfação de vida e desempenho no trabalho do funcionário de nível superior, no contexto empresarial brasileiro e português, com o objetivo de identificar quais as diferenças existentes nestes duas realidade, devido ao investimento crescente do segundo para com o primeiro. Genericamente, encontramos clara influência das dimensões do CCO tanto para o desempenho no trabalho como para a satisfação de vida do trabalhador, assim como presença também marcada das duas dimensões do capital Social. Mais especificamente, foi entendido pelo nosso estudo que a realidade empresarial brasileira necessita que as empresas criem mecanismos que fomentem os laços entre colegas, a conscienciosidade, altruísmo e virtude cívica dos seus funcionários, pois assim aumentará o desempenho. Já para o contexto português, apenas a conscienciosidade e a virtude apresentaram significativa relação. Desta forma, conclui-se que para o investimento das empresas português no Brasil, estas precisam ter atenção à dimensão estrutural - relação com colegas - promovendo-a e à necessidade patente que os brasileiros têm de ajudar os seus colegas - comportamento altruísta - para aumentar o desempenho no trabalho. No que se refere a satisfação de vida, que se mostrou estreitamente relacionada com o desempenho, o brasileiro apenas precisa notar confiança nos colegas, senti-se altruísta e consciencioso, ao passo que o português necessita criar fortes laços com os colegas, mas não fomentar o comportamento altruístico. Desta forma as empresas investidoras apenas precisam ter atenção mais uma vez a necessidade de prestar ajuda especifica que o brasileiro sente, promovendo workshops com os próprios funcionários, por forma a estes passarem o seu conhecimento, monitorias, estágios, entre outros. Estes resultados demonstraram que cada continente, país (possuidor ou não da mesma língua) e/ou cultura comporta diferenças significativas no contexto empresarial, assim tornase difícil implementar técnicas e comportamentos internacionais e esperar que os resultados sejam exatamente iguais. Este estudo espera dar alguns instrumentos de comparação para que as empresas portuguesas entendam, a este nível, a realidade brasileira. / Since long ago, the themes of social capital and organizational citizenship behavior (OCB) have been extensively researched and studied in the V.S., though these have received little attention in terms of other international contexts. On the one hand, its importance and inference performance within the business environment have been increasing, characterizing the need for an increased understanding by firms, on the other hand, investment by large corporations, walk increasingly direction of countries with sustained exponential growth, as BRIC countries, which creates a need for research in this area encouraged the search for these regions. This study intended to investigate, assess and map the influence of capital and of the CCO in life satisfaction and job performance of top-Ievel employee in Brazilian and Portuguese business environment, in order to identify differences between those two realities, because increasing investment from the second to the first. Generally, we find clear influence ofboth dimensions ofthe CCO to perform at work and for the life satisfaction of workers, and also marked presence of the two dimensions of social capital. More specifically, it was understood by our study that the Brazilian business reality requires companies to create mechanisms that foster ties between colleagues, conscientiousness, altruism and civic virtue of its officials, as well as increase performance. As for the Portuguese context, the only virtue and conscientiousness showed a significant relationship. Thus, we conclude that for investment firms Portuguese in Brazil, they need to pay attention to the structural dimension - relationship with colleagues - promoting it and need to clear the Brazilians have to help their colleagues - altruistic behavior - to increase job performance. Regarding life satisfaction, which was closely related to performance, Brazilians need only belive in colleagues trust, I was unselfish and conscientious, whereas the Portuguese need to create strong bonds with colleagues, but not to encourage altruistic behavior. Thus investment firms only need to pay attention once again the need to assist states that the Brazilian feel, providing workshops with the employees themselves, so they pass their knowledge, tutoring, internships, among others. These results demonstrated that each continent, country (with or not possessing the same language) and / or culture involves differences in a business context, so it is difficult to implement technical and intemational behavior and expect that the results are exactly alike. This study hopes to give some means of comparison to understand that Portuguese firms at this leveI, the Brazilian reality.

Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means being engrossed in a role and means the intensity of one’s focus on a role”. Organizational citizenship behavior (OCB) was first introduced by Organ in the 1980s and he defined the concept of organizational citizenship behavior “as discretionary behaviors by individuals (employees) that do not form part of formal requirements of a job, but are necessary and promote effective functioning of the organization (Organ, 1988)”. The objective of study was to explore the relationship between perceived organizational support and job engagement and their effect organizational citizenship behavior. Other relationships that were tested were first, the direct relationship between POS JE. Secondly, the combined effect of POS and JE on OCB. The study was conducted amongst nurses at Victoria hospital, in Alice within the Nkonkobe district municipality. The results showed a significant relationship between JE and OCB, whilst the relationship between POS and OCB was not accepted. The results for the other two hypotheses that were tested; (i) relationship between POS and JE, (ii) combined effect of POS and JE on OCB also showed that they were not accepted. The consistency scores for these variables were of international level (n=106). The Pearson correlation coefficients were used for hypothesis testing.