Yes / The aim of this paper is to examine and clarify the nomological network of change and innovation (CI)-related constructs. A literature review in this field revealed a number of interrelated constructs that have emerged over the last decades. We examine several such constructs—innovation, creativity, proactive behaviours, job crafting, voice, taking charge, personal initiative, submitting suggestions, and extra-role behaviours. Our conceptual analysis suggests each one of these constructs represents a specific component of CI-related behaviours. However, we also found that on occasion these concepts have been dysfunctionally operationalized with evidence of three dysfunctional effects: (a) construct confusion, (b) construct drift, and (c) construct contamination. Challenges for future research to enhance conceptual and operational clarity are discussed. / The British Academy: [Grant number SG110409] awarded to the first author and by UK Leverhulme Trust: [Grant number IN-2012-095] awarded to the second author.

Extra-role helping, defined as assisting co-workers with their work tasks, and extra-role voice, defined as arguing for constructive change, are believed to be functional for work groups. However, the mechanisms by which helping and voice might contribute to group effectiveness have not been described in detail, and relatively little empirical research has addressed the effects that helping and voice actually have within groups, or their relationships with outcomes relevant to group effectiveness. I argue that helping and voice will have their most direct and immediate effects on fellow group members, and that these effects may influence the subsequent performance of the group as a whole. I present a cross-level model of task facilitation, which describes the impact that group level helping may have on the task performance of individual group members. I present a cross-level model of climate building, which describes the impact that group level helping and voice may have on the climate perceptions of individual group members. I test hypotheses drawn from these models in three studies. Study one was conducted with 1086 Australian air traffic controllers in 45 groups. The results provided support for the task facilitation mechanism, and showed that group level helping was positively associated with the task performance and effectiveness of individual air traffic controllers. Study two was conducted in an Australian public sector organisation employing over 4000 individuals in 177 groups. The results of this study provided support for the climate building mechanism. Group level helping was positively associated with individual perceptions of affective climate. The effects of group level voice depended on the level of goal clarity within the group. I argued that group members would perceive a greater need for voice when group goal clarity was low, and that under these circumstances, group members would attribute voice behaviour to a genuine desire to benefit the group. Under conditions of high goal clarity, however, group members would not perceive a need for voice, and so the voice behaviours would be attributed to self-serving motives to gain power, influence or resources. Results supported these arguments, with group voice having a negative effect on climate perceptions when goal clarity was high, and a positive effect on climate perceptions when goal clarity was low. In study three I examined the impact of attributions for voice behaviour directly. I conducted an experiment with 69 second year management students. Students were placed in a simulated organisational context by way of a written vignette. The level of co-worker voice and the motives for voice were manipulated within this vignette to form a two by two factorial design in which the level of voice (no voice vs. some voice) was crossed with co-worker motives (self-serving vs. altruistic). Manipulation checks showed that participants attributed the co-worker's behaviour to self serving motives in the self-serving condition, and to altruistic motives in the altruistic condition. The results showed that voice behaviour had a negative impact on climate perceptions when self-serving attributions were made. When altruistic attributions were made, the presence or absence of voice did not influence climate perceptions. The results of the three studies suggest that extra-role helping and voice form important parts of the technical, social and psychological environment in which group members work. Furthermore, this environment can have important effects on the task performance and climate perceptions of group members. To the extent that group effectiveness depends on high levels of individual task performance and positive climate perceptions, these outcomes will influence subsequent group effectiveness. I close by discussing the contribution of the task facilitation and climate building models, and the practical implications of the results obtained within this thesis.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Education is one of the top three issues on the national agenda. Any means for improving the system is in the best interest of the nation, and "improved leadership and management are critical to the conditions of work that are required for effective teaching and learning to occur" (National Education Association, 1986, Foreword). Several recent studies have drawn attention to the relationship between job satisfaction and Organisational Citizenship Behaviour (OCB).

Community-pharmacy is in a state of flux with a series of significant recent changes including the Community-pharmacy Contract, the reconstitution of the RPSGB and the General Pharmaceutical Council. There are also socio-cultural changes such as greater numbers of women in the profession, and an increase in pharmacists reducing their hours of work. The latter comes at a time when workload/roles are expanding and diversifying, leading to potential scenarios in which there are shortfalls between the hours worked and workload demands. This will have an impact on community pharmacists, but its magnitude may be dependent on how they are professionally and organisationally committed. Whilst there has been some promising commitment research in the USA, little research has been published in GB. However, multidimensional models of commitment have been researched extensively in other professions.A programme of research was developed and conducted to characterise and understand the role of professional and organisational commitment in community-pharmacy in GB using the Three-Component Model of commitment (TCM). Various methods were used to answer the research questions including focus-groups to assess qualitatively the contextual appropriateness of the constructs (stage 1.1), and cognitive-interviews to assess construct validity (stage 1.2). Stage 2 consisted of a large survey study, which examined the psychometric validity of the measurement scales as well as salient a-priori theoretical relationships found in both community pharmacy in GB and other professional contexts. A total of 32 participants were recruited for stage one and 713 community-pharmacists participated in stage two. Ethical approval was attained from the University of Manchester Ethics Committee for both stages one and two.The research found that beyond the affective facets of professional and organisational commitment both normative and continuance facets made significant, unique and yet varied contributions to the influence of both withdrawal-behaviours and work-performance behaviours in the community pharmacy population in GB. However, the levels and strengths of the different facets of professional and organisational commitment also appeared to differ amongst the different subgroups in community pharmacists in GB. For example, independent/small-chain pharmacists exhibited significantly higher levels of affective and normative organisational commitment and significantly lower levels of organisational withdrawal behaviours compared to large-multiple pharmacists. The implications of these and other differences were highlighted and recommendations made salient to the profession and community pharmacy organisations about how the levels of the different facets of commitment may be managed to foster greater work-performance behaviours and mitigate the different withdrawal behaviours.