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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A plethora of extant research focuses on the positive outcomes of organizational citizenship behaviors (OCB). However, there has been a relatively recent shift of focus that sheds light on the changing parameters and workplace perceptions of what such behaviors entail, as well as their adverse outcomes. As organizations and their employees endure changes, work expectations have consequently changed through differing perceptions of job tasks that individuals feel required or obligated to do, even when it is not included in their formal job description. Such feelings point to the concept of citizenship pressure (CP), which this thesis further explores and adds to the relatively little, but growing, research on the construct. Specifically, this thesis explores the relationship between OCB and job-related affective well-being (JAW), and the impact of CP on that relationship. A survey study was conducted to test the hypothesized moderation of CP on the relationship between OCB and JAW. The participants included 59 individuals over the age of 18 who were employed part-time or full-time, either at the time of their participation or within the preceding six months. While the hypothesized model was not significant, supplemental analyses were run on variations of this model. The additional models provided some significant findings that may lead to viable paths for further research. Future research directions, limitations, and practical implications are included.

Global Alliance of Marketing and Management Associations (GAMMA). The purpose of this study was to examine the effects of employees’ extra-role behaviors on desired organizational outcomes in sport. An assessment of innovative work behaviors and organizational citizenship behaviors of Minor League Baseball team front office employees was conducted as organizations planned for an upcoming season. An empirical model controlling for extraneous factors was developed and tested. Results revealed organizational citizenship behaviors of front office employees positively affected attendance during the season for Triple-A and Double-A level franchises. No significant effects between employees’ organizational citizenship and team attendance was seen in lower level teams. Employees’ innovative work behaviors were not significantly related to team attendance. The current study indicates that these sport organizations may not be benefitting from the behaviors it celebrates in its employees, namely the extra role behaviors. This study has demonstrated that context specific factors can substantially alter expected employee and organizational behaviors.

There is a void that exists within the discretionary behavior literature as it pertains to the counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) relationship, respectively. The present study examined the moderating effects of moral identity on the relationship between CWB and OCB. In addition, exploratory analyses using moral identity sub-dimensions, organizational fairness, and job satisfaction were conducted. The study recruited 254 participants using MTurk. Using moderated multiple regression, a moderating effect for internalization (a moral identity sub-dimension) was revealed for the relationship between the organizational sub-dimensions of CWB and OCB. Other moderation analyses proved to be non-significant. Theoretical and practical implications of results are discussed. Future research should implement a longitudinal design to help determine causality for the moderation finding, as the current study used cross-sectional data. Findings from this study could be used to help fill the CWB to OCB literature void previously mentioned.

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No description available.

This study employed an experimental design intended to be an analog to the workplace to examine a person by situation interactive effect on OCBs, which were evaluated as prosocial behaviors. This study also sought to provide initial empirical support for the two-stage social cognitive model of OCBs proposed by Hauenstein and Kalanick (2008). Participants were 194 undergraduates. The study was a 2 (Helpfulness) by 2 (Fairness) design. After completing distracter tasks 1 and 2, participants received either a helpfulness prime or a control prime (task 3). Participants then either experienced either a fair manipulation or an unfair manipulation. Results indicated a distinction between the decision to help and helping effort, which has not been thoroughly examined in literature on OCBs. Results revealed main effects for the helpfulness prime and fairness manipulation on the decision to engage in helping. The nature of these effects was that participants helped more when they were primed with helpfulness and when they experienced fairness. However, once helping commenced, there was an interactive effect between helpfulness and fairness such that the helpfulness prime had a stronger effect on participants treated unfairly. Implications for future research on OCBs are discussed. / Ph. D.

本研究旨在探討大學組織公平與行政人員組織公民行為之關係，並依據研究結果提出建議。首先，進行文獻探討，建立研究架構與工具。之後，以公立大學行政人員為研究對象，透過隨機抽樣進行問卷調查，總計有效樣本為 250 份，分別以描述統計、獨立樣本t檢定、Pearson積差相關分析、單因子變異數分析及多元迴歸分析等統計方法加以分析。依據研究結果分析，本研究主要發現如下： 一、目前大學行政人員對組織公平與組織公民行為之現況良好，在組織公平三個構面中，以「互動公平」平均數最高，「程序公平」最低。在組織公民行為三個構面中，以「利他人行為」平均數最高，「利組織行為」最低。 二、不同的現職服務學校年資、身分、職務、職等、學校規模及學校類別之行政人員對大學組織公平知覺有顯著差異。 三、不同年齡、現職學校服務年資、身分、職務及學校規模的行政人員之組織公民行為程度有顯著差異。 四、大學組織公平與行政人員組織公民行為具有高度相關，其中程序公平與整體組織公民行為、利組織行為呈現高度相關。 五、大學組織公平對行政人員組織公民行為具有預測力，其中以程序公平預測力最高，分配公平預測力最低。 最後，根據研究結果提出相關建議，提供大學組織與未來研究之參考。 / The purpose of this research is to investigate the relationship between the public university’s organizational justice and administrative staff’s organizational citizenship behavior . The research methods are literature review and questionnaire survey. The data was collected from 250 administrative staffs serving in public universities and was analyzed by descriptive statistics, t-test, one-way-ANOVA, correlation and multiple regressions. The conclusions are as follows: 1.The administrative staff’s perception toward university’s organizational justice and organizational citizenship behavior is positive. Among the three aspects of university’s organizational justice, the highest score appears in “interactional justice“ and the lowest in “procedure justice“. Among the three aspects of administrative staff’s organizational citizenship behavior, the highest score appears in “organizational citizenship behavior - individual” and the lowest in “organizational citizenship behavior - organization”. 2.Administrative staffs with different years of service, identity, position, grade, university size and university category show significant differences on university’s organizational justice. 3.Administrative staffs with different age, years of service, identity, position and university size show significant differences on administrative staff’s organizational citizenship behavior. 4.There are positive correlations between the university’s organizational justice and administrative staff’s organizational citizenship behavior. Wherein the procedure justice, overall organizational citizenship behavior and organizational citizenship behavior – organization presented highly correlated. 5.The university’s organizational justice is able to predict administrative staff’s organizational citizenship behavior. Wherein the procedure justice is highly coorelated to prediction and distributive justice has lower correlation. The findings and conclusions as above can be references provided to universities for strategic management. In addition, the major results of this research can be also provided as references for future research in this area.

本研究旨在探討國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究，並探究組織承諾在個人與組織適配與組織公民行為之間是否具有中介變項的效果。本研究採用問卷調查法，以苗栗縣共29 所國民中學教師為樣本母群體，採分層隨機抽樣，抽出364位受試者，回收有效問卷286份，所得資料分別以描述性統計、t 考驗、單因子變異數分析、皮爾遜積差關係、迴歸分析等統計方法進行資料的分析與處理，以瞭解國民中學教師個人與組織適配、組織承諾對組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、苗栗縣國民中學教師個人與組織適配屬中上程度，以「個人與同事適配度」最高。 二、苗栗縣國民中學教師組織承諾屬中上程度，以「情感性承諾」最高。 三、苗栗縣國民中學教師組織公民行為屬中上程度，以「對學生之公民行為」最高。 四、本校服務年資及學校規模在教師個人與組織適配上有顯著差異。 五、學校規模在組織承諾上有顯著差異。 六、學校規模在組織公民行為上有顯著差異。 七、教師個人與組織適配、組織承諾對組織公民行為具顯著相關與預測。 八、教師組織承諾在個人與組織適配與組織公民行為間具有部份中介效果。 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、國民中學校長、教師以及未來研究的參考。 關鍵詞：個人與組織適配、組織承諾、組織公民行為