The present study intends to examine the influence of workplace bullying incidents on the organizational justice perceptions of targets and by-standers with respect to organizational procedures, supervisory treatment and distribution of pay/reward schemes together with the performance of organizational citizenship behavior. For this purpose, six different public institutions in Ankara and Izmir are selected. A total of 288 white-collar public employees filled out the questionnaire where one third of the participants label themselves as being exposed to workplace bullying behavior in the last six months. As hypothesized, findings support the view that workplace bullying experience plays a significant negative role in organizational justice and citizenship behavior perceptions after controlling the significant effect of demographic variables. Besides, within this context, the ultimate effect of bullying on employees is bifurcated in terms of whether an individual has either target or bystander status.

Organizational citizenship behaviors are extra-role behaviors that are neither enforced on the basis of formal role obligations nor guarantee compensation such as promotion or salary. Previous researches focused on organizational commitment as an antecedent and a predictor and organizational culture as a predictor of organizational citizenship behavior. However, there has not been any detailed research exploring the relationship between organizational citizenship behavior, organizational commitment, and organizational culture / which is the main purpose of this study. Moreover, this study searched the mediating effect of organizational commitment on the relationship between organizational culture and organizational commitment, organizational commitment as being one of the most prominent and potential mediators of the relationship between job characteristics and organizational citizenship behavior. A sample of 125 academicians from Middle East Technical University (METU), Ankara, was selected and conducted a survey. In accordance with the hypotheses, the results indicated, organizational culture with its several dimensions predicted organizational citizenship behavior and its dimension of civic virtue and sportsmanship. Organizational commitment predicted organizational citizenship behavior, whereas, only affective commitment dimension of organizational commitment predicted organizational citizenship behavior and the dimensions of OCB / altruism, civic virtue, conscientiousness, sportsmanship but not courtesy. The effect of organizational culture on organizational commitment was partially supported. It is supported that organizational culture and only its dimension of mission predicted organizational commitment, and its dimensions of affective and normative commitment. Finally, for the mediating role of organizational commitment, only affective commitment has a mediating role between organizational culture and organizational citizenship behavior.

The research on person-organization fit has attracted the attention of both scholars and managers in recent years. During organizational transformation, it is very important to have employees who can identify with the administration of the company and struggle for the company's future. This will enable the company to keep competitiveness and flexibility to confront environmental challenges. In this paper, Taiwan Salt Industrial Corporation (TSIC) is chosen as the subject for case study and several methods were used; including stratified sampling method and interviews with top manager. The value construct technique modified by Cable & Judge combined with template-matching technique by Bem & Allen were adopted to study person-organization fit in the company. Then, by statistical methods, the influences of person-organization fit on organization commitment and organization citizenship behavior were predicted. The major empirical findings of this study are as follows: 1. There are differences between the ideal culture values that employees wish for and those they really perceive. 2. Person-organization fit is related to employee's demography. 3. It is significantly positive trend to predict intent to remain, organization commitment and its factor, organization recognition, of employees by their person-organization fit 4. Organization citizenship behavior of employees is less significant related to their person-organization fit. 5. The age and tenure of employees has a significantly positive relationship with organization commitment and its factor, organization recognition; however, education level of employees has a negative one with organization recognition.

In the process which organization creates value, because of blurred target, limited resources, environmental change, non-procedure decision making, members¡¦ personality, values, difference of perception, and selfish nature of mankind, individuals hunt for benefits and pile up resources to create more power and effect, and then political behavior of organization was born. But on the other side, some people think that political behavior is effective management. So when organization members have perception on political behavior, the behavior and attitude will make influence on organization. This research tries to compare and analyze the relationship and effect of perceptions of organizational politics on organizational commitment, job performance, and organizational citizenship behavior between public and private enterprises members. The research objects include government organization, armed forces, national business, teaching and administrative staff, service trade, manufacturing industry, finance business, science and technology business. The number of questionnaires we mailed to research objects was 1,459. The number of valid questionnaires was 1,187, including to the publicly-owned business (384) and the private enterprise (803). The results of research are as follows¡G (1) The political perceptions of public and private enterprises members and organizational commitment have significant negative correlation. The related degree in publicly-owned business is higher than private enterprise. The supervisor behavior (independent variable) influences political perceptions most. And the affective commitment (dependent variable) explains most. (2) The perceptions of organizational politics and job performance for publicly-owned business members have non-significant negative correlation. The perceptions of organizational politics and job performance for private enterprise members have significant negative correlation. The pay and promotion policies influence most. The contextual performance explains most. (3) The perceptions of organizational politics and organizational citizenship behavior for public and private enterprises members have significant negative correlation. The related degree in private enterprise is higher than publicly-owned business. The independent variable in publicly-owned business, go along to get ahead influences political perceptions most. The independent variable in private enterprise, pay and promotion policies influence political perceptions most. Both about the dependent variables can explain organizational public-profit behavior most.

Take front-line ground staff of airline companies for example, the main topic of the study is to discuss the relationship among employment status(full-time & part-time),organization commitment, citizenship role identity and organizational citizenship behavior and the confounding effect of job security on the relationships among the above variables. We hope that airline companies can understand the relationship between job attitude and job behavior of employees of different employment status so that it can be the references for them to adopt flexible human resources strategies. The questionnaire survey was adopted for the study. The samples are the front-line ground staff of airline companies in Taoyuan international airport, including passenger agents and cargo agents and so on. There were total 360 questionnaires released, and 242 of them are valid samples, including 167 full-time employees and 75 part-time employees. Through statistics analysis, the main results of the study are¡G 1. Employment status has no positively correlations with organizational citizenship behavior and citizenship role identity but had positively correlations with continuance organization commitment. We think the main reason is that the benefit package of full time and part-time ground staff in airline companies is not different very much and part time ground employees have the chances to become full time. On the other hand, the flexible work schedule can satisfy part time employees¡¦ other needs. So considering the job attitude and job behavior, full time and part time ground staff will not be very different. 2.Organization commitment has positively correlations with organizational citizenship behavior and will affect it in a positive way. The affective commitment has significant prediction on organizational citizenship behavior while continuance commitment has least prediction on it. 3. Citizenship role identity has positively correlations with organizational citizenship behavior and will affect it in a positive way. Employees with more organizationally-benefit citizenship role identity will be more likely to do organizationally-benefit citizenship behavior while employees with more individually-benefit citizenship role identity will be more likely to do individually-benefit citizenship behavior. 4. Job security has negative confounding effect on the relationship between employment status and citizenship role identity. We think that in a low job security situation, part-time ground staff will be with more citizenship role identity and do more organizational citizenship behavior in order to keep the job. Based on the above conclusions, this study offers some suggestions as the references for the airline companies. Key Words¡GEmployment Status, Part-time, Organization Commitment, Citizenship Role identity, Organizational Citizenship Behavior, Job Security

This research relies on Ferris et al. (2002) proposed the organization politics perceptions revision model, the discussion organization politics behavior, between the organization citizen behavior, the political skill and the organization politics perceptions 's relations, and further confirm the political skill in the political behavior, the organization citizen behavior to organize the political perceptions the disturbance effect. This research take the Taiwan area 40 institutions as an object, altogether recycles 1,940 questionnaire, the effective questionnaire is 1,890, respectively by methods and so on item analysis, factor analysis, reliability analysis, correlation analysis, multiple linear regression and hierarchical regression analyzes. The findings discovered: (¤@) the political behavior, the political skill and political perceptions are not remarkable are related, the citizen behavior and political perceptions present negative remarkable related, the political behavior, the citizen behavior and the political skill present postive remarkable related; (¤G) the political skill assumes the remarkable disturbance between the political behavior and political perceptions, the political skill does not have disturbance of effect the whole to the citizen behavior and organization politics perceptions, the political skill ¡§pay and promotion policies¡¨ to the citizen behavior and organization politics perceptions it to assume the remarkable disturbance effect.

Organization members¡¦ working attitude and reaction will regarding on organization's management way, system¡¦s policy, organization's goal and values, and member's interaction behavior. The business competition degree of retail market and the higher perception of consumer ¡¥s right, make the enterprises run the market not only on simply supply and selling way. The enterprises recognize that not only creat a comfortable shopping environment and provide diversely merchandise, but also have to enhance service provide to building up customer¡¦s loyalty. The first-line service employee will influence the satisfication of customer. The purpose of the research is to explore the relationship among organizational climate, organizational commitment, service-oriented organizational citizenship behavior and job involvement. The research focus on retail employee.The research use SEM method and the results indicate that¡G 1.Among organizational climate, organizational commitment, service-oriented organizational citizenship behavior, and job involvement have the high positive correlation. 2.It is positive and significant effect between the organizational commitment and service-oriented organizational citizenship behavior. 3.The service-oriented organizational citizenship behavior insignificantly influences on job involvement. 4. Organizational commitment have a significant mediation effect on the influences between organizational climate and job involvement . As result it is suggested that the manager should build up the circumstances of attach importance of service quality climate, encourage employee participate in discussion, therefore, to improve the service-oriented organizational citizenship behavior and job involvement.

Research on organizational citizenship behaviors (OCB) has focused on the positive aspects of the construct, neglecting the possibility that individuals who engage in OCB may suffer negative consequences. Thus, the present study expands the literature by examining the possibility that OCB is also related to negative individual-level factors, such as work-to-family conflict (WIF). In a replication and extension of Bolino and Turnley's (2005) research, the present study offers an in-depth analysis of the relationship between OCB and WIF, examining two potential mediators (work time and role overload) and two potential moderators (gender and perceptions of OCB as discretionary). Two hundred and ninety-six participants, recruited from the alumni database of a large southeastern university, Craig's List, and a snowball approach, completed surveys. Additionally, supervisor-ratings of OCB were obtained for a sub-sample of 35 participants. Study hypotheses were tested using zero-order correlations and multiple regression analyses. No support was found for a relationship between OCB and WIF, nor was there support for the moderating role of gender and perceptions of OCB as discretionary. Theoretical and practical implications, as well as future directions, are discussed.

The present study has two primary contributions to the existing literature linking stressors to employee reactions. First, job satisfaction and emotional exhaustion are proposed to mediate the relationship between stressors and both forms of voluntary workplace behaviors, specifically OCB and CWB. A comprehensive framework, which includes both streams of voluntary workplace behaviors (OCB and CWB) will expand the common practice of investigating them separately and helps us better understand the parallel mechanisms linked to OCB and CWB. Secondly, the role of proactive personality will be investigated to gain insights into how it relates to job attitudes and voluntary work behaviors. We will have new look at the dispositional antecedents of OCB and CWB by investigating how proactive people react, feel, and behave in the organizational context.

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