<p>I en föränderlig värld är det viktigt att snabbt möta skiftande krav och</p><p>att medarbetare är initiativrika, menar både företagare och forskare.</p><p>Medarbetare som gör mer än plikten kräver och tar egna initiativ,</p><p>uppvisar Innovative Work Behaviour (IWB). Syftet med studien var</p><p>att undersöka om organisationsfaktorerna autonomi, öppet klimat och</p><p>rolltvetydighet kan förklara variationer i IWB, med hänsyn taget till</p><p>en individuell faktor. Samtliga variabler mättes genom ett</p><p>frågeformulär online i ett stickprov om 119 personer.</p><p>Korrelationsberäkningar visar att samtliga organisationsfaktorer har</p><p>signifikanta samband med IWB. En regressionsanalys visar att det är</p><p>individfaktorn som har störst prediktionskraft, följt av öppet klimat,</p><p>autonomi och bakgrundsvariabeln personalansvar. Studien visar att</p><p>både personlighet och villkor i arbetet har betydelse för IWB.</p>

I en föränderlig värld är det viktigt att snabbt möta skiftande krav och att medarbetare är initiativrika, menar både företagare och forskare. Medarbetare som gör mer än plikten kräver och tar egna initiativ, uppvisar Innovative Work Behaviour (IWB). Syftet med studien var att undersöka om organisationsfaktorerna autonomi, öppet klimat och rolltvetydighet kan förklara variationer i IWB, med hänsyn taget till en individuell faktor. Samtliga variabler mättes genom ett frågeformulär online i ett stickprov om 119 personer. Korrelationsberäkningar visar att samtliga organisationsfaktorer har signifikanta samband med IWB. En regressionsanalys visar att det är individfaktorn som har störst prediktionskraft, följt av öppet klimat, autonomi och bakgrundsvariabeln personalansvar. Studien visar att både personlighet och villkor i arbetet har betydelse för IWB.

An understanding of how objective situational features are construed by individuals is essential to uncovering the dynamic process through which the “situation” (e.g., specific work events) interacts with personality in shaping behavior in the workplace. The current study aims to illuminate 1) how personality influences the way employees typically perceive work contexts (i.e., being at work), in general; 2) the role of personality in shaping employee’s unique construal of specific work situations; and 3) the effect of personality-driven situation perception on extra-role behaviors. I used the recently developed CAPTION framework of psychological situational characteristics that define 7 dimensions of situation perception to examine how personality traits influence the perception of being at work, in general. Then, to address Research Question 2, I mapped frequently occurring types of work situations (coded for objective descriptors; e.g., “who,” “when,” “what,” “where”) onto the CAPTION dimensions to investigate whether and how personality traits explain systematic differences in the psychological situational characteristics ascribed to specific types of commonly occurring situations. Finally, to address Research Question 3, I examined how personality-driven situation perception predicted individual differences in work behaviors, specifically personality-relevant behaviors, organizational citizenship behavior, and counterproductive behavior. I then discuss implications for theoretical perspectives that discuss the person-situation effect, as well as insights for how organizations may improve work outcomes through organizational context.

Purpose: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Design/Methodology/Approach: Data were collected from employed individuals in MBA and undergraduate management courses and their work supervisors (N = 233). Participants represented diverse occupations with respect to job levels and industries. Participants completed the work ethic inventory, and participants’ managers completed ratings of OCB and CWB. Findings: The work ethic dimension of centrality of work was positively related to both dimensions of OCB (i.e., OCB-I and OCB-O), and the work ethic dimension of morality/ethics was negatively related to one of the dimensions of CWB (i.e., CWB-I). Implications: Modern perspectives on job performance recognize the multidimensional nature of the domain (i.e., the expanded criterion domain). In addition, noncognitive predictors such as work ethic have value as individual differences that are associated with performance outcomes. The assessment of such constructs can help inform selection and placement activities where a focus on OCB and CWB is important to managers. Originality/Value: This study provides additional evidence on the relationship between work ethic and performance outcomes. Previous research has provided limited information on the relationship between dimensions of work ethic and dimensions of OCB, and no information existed on the relationship between work ethic dimensions and CWB.

No description available.

Excerpt: The current study explores these variables simultaneously to illustrate how both leader and follower characteristics influence organizational citizenship behavior (OCB) and counterproductive work behavior (CWB).

With millions of people telecommuting each day, business leaders need to understand the factors contributing to job satisfaction among telecommuters. Drawing from the theory of purposeful work behavior, the purpose of this correlational study was to provide decision makers with information about the factors associated with job satisfaction among telecommuters. The research question addressed the relationship between gender, age, and level of telecommuting and job satisfaction. Using multiple linear regression analysis of 65 telecommuter survey respondents, the results (F(3,61) = 2.4, p > .05) indicated that no statistical significant relationships were found between job satisfaction and the predictor variables; however, the results indicated that job satisfaction among telecommuters was high, regardless of demographic variables. Additionally, a correlational analysis determined that a correlation exists between age and job satisfaction as well as age and level of telecommuting. Knowing that job satisfaction is ubiquitous among telecommuters and that correlations exist around age contributes to the knowledge base on the impacts of telecommuting. Business leaders could benefit from these findings when implementing telecommuting policies or procedures. Implications for social change are that satisfaction may increase when employees have the option to telecommute, which can affect business profitability. In addition, fewer people commuting to work decreases emissions and improves the environment.

ABSTRACT This qualitative research study was conducted to examine whether investing in innovation and gifted intelligence would improve America's economic well-being. The investment issue became a problem because educational researchers researched innovation as creativity rather than as productive behavior. Moreover, in the literature, adult giftedness was perceived as negative development rather than as alternate normative behavior. The purpose of this research study was to generate new knowledge about innovation and adult giftedness. WICS (wisdom, intelligence, creativity, synthesized) theory of intelligence provided the theoretical framework because intelligence is a measure of human productivity potential. The neuropsychological conceptual framework facilitated a cognitive map of the innovation process. The multicase historic research design provided the answers to the research questions. Four real life historic events embedded with innovation activities and behavior utilized comparative methodology to mark patterns in behavior and cognition. Raw data gleaned from archival/historic research was analyzed utilizing content analysis of primary resources. The key results were: (a) the innovation process is a psychological tool that transcends creative activities; (b) empathy, intellectual complexity and moral intelligence is linked to wisdom and continuous learning; and (c) transcendent experiences are intrinsic motivations to reach beyond expected productive behavior. Outcomes from this study are useful for I-O psychologists because high intelligence can increase organizational productivity levels and sustain business. The positive social change implications are business administration will have to redirect business strategies to focus on employees and relationships, and training and development.

Counterproductive work behaviors have been studied extensively, but much less work has been done on cyberloafing - the personal use of the internet at work. The purpose of this investigation was threefold: a) replicate a previous finding and test the Theory of Planned Behavior as a model of the antecedents of cyberloafing, b) investigate the influence of cyberloafing on task performance in actual organizations, and c) examine the relationship between cyberloafing and job satisfaction in actual organizations. Four hundred forty seven subordinates and 147 supervisors from various organizations participated in the current investigation. Results suggest that a) the Theory of Planned Behavior is an appropriate model of the antecedents of cyberloafing, b) cyberloafing might not have a strong influence on task performance, except when done frequently and in long durations, and c) job satisfaction is unrelated to cyberloafing on a desktop but is related to cyberloafing on a cellphone. Implications and future directions are discussed.

A representational predicament for an employee is a negative experience in which that employee believes that a key authority, such as his/her supervisor, has unfavorable perceptions about himself/herself caused by misconception, bias, or ignorance. That implies he/she is experiencing injustice at the workplace. Drawing for underlying explanations on the theories of interactional justice and equity, this study examines, through quantitative and qualitative methods, how autocratic leadership influences subordinates’ representational predicaments and in turn adversely affects subordinates’ behaviors in the workplace. The model developed in this thesis proposes that a subordinate is likely to have a stronger experience of representational predicaments if his/her supervisor adopts an autocratic leadership approach. It also predicts that a subordinate’s workplace behaviors are more likely to be influenced if he/she perceives that he/she has a representational predicament vis-a-vis his/her supervisor. To test the hypotheses, a total of 222 employees from 7 business enterprises in mainland China were surveyed through multi-wave questionnaires. Among this sample, 14 subordinates who scored high and 7 subordinates who scored low on a scale for representational predicaments were interviewed one to one and face to face. Results of structural equation modeling supported the mediating role of representational predicaments between autocratic leadership and subordinates’ workplace behaviors. In other words, the whole hypothesized model was well supported by both quantitative and qualitative data. Findings of this research bear both theoretical and practical implications, for the research not only examines representational predicaments in a new geographical context, but also advances the understanding of the underlying mechanisms that explain the mediating effect of representational predicaments. Furthermore, by having deeper insights into the adverse impacts of both autocratic leadership and representational predicaments, managers may be encouraged to seek to understand their subordinates better and thus avoid the adverse impacts that this research identifies.