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Šio tyrimo tikslas buvo įvertinti darbuotojų suvokiamą organizacinį teisingumą, pasitenkinimą darbu ir organizacinį pilietiškumą atsižvelgiant į sociodemografines charakteristikas ir nustatyti darbuotojų suvokiamo organizacinio teisingumo, pasitenkinimo darbu ir organizacinio pilietiškumo ryšį. Tyrime dalyvavo 195 Lietuvoje dirbantys darbuotojai. 64,1% tiriamųjų - moterys, 35,9% tiriamųjų – vyrai. Darbuotojų amžius pasiskirstęs nuo 17 m. iki 63 m. Amžiaus vidurkis – 37 metai. 152 tiriamieji dirba nevadovaujančio pobūdžio darbą, o 45 - vadovaujančio pobūdžio darbą. Daugiau nei pusės tiriamųjų išsilavinimas – aukštasis (61 %). Suvokiamam organizaciniam teisingumui matuoti naudota Niehoff ir Moorman (1993) teisingumo skalė (Justice scale). Pasitenkinimas darbu matuotas Minesotos pasitenkinimo darbu klausimyno sutrumpinta versija (Minnesota Satisfaction Questionnaire, short-form; Weiss, Davis, England, Lofquist, 1967). Organizacinis pilietiškumas matuotas Podsakoff ir MacKenzie (1989) organizacinio pilietiškumo elgesio skale (Organizational citizenship behavior scale). Tyrimo rezultatai parodė, kad organizacinio teisingumo, pasitenkinimo darbu ir organizacinio pilietiškumo rodikliai skiriasi sociodemografinių kintamųjų grupėse. Moterų didesnis pasitenkinimas darbu ir organizacinis pilietiškumas. Įgijusių aukštąjį išsilavinimą darbuotojų organizacinis teisingumas, pasitenkinimas darbu ir organizacinis pilietiškumas didesni nei įgijusių kitokį nei aukštasis išsilavinimą... [toliau žr. visą tekstą] / The aim of this study was to assess perceived organizational justice of employees, job satisfaction and organizational citizenship behavior considering sociodemographic characterizations and determine links among them. 195 employees participated in the study. 64,1 percent of them were women, 35,9 percent were men. Age of employees varied between 17 and 63 (mean age was 37 years). 152 respondents held a supervisor position. More than a half of respondents have high education (61%). Justice scale by Niehoff and Moorman (1993) was used to measure perceived organizational justice. Job satisfaction was measured using a short form of Minnesota Satisfaction Questionnaire (Weiss, Davis, England, Lofquist, 1967). Organizational citizenship behavior was measured using Podsakoff and MacKenzie (1989) Organizational citizenship behavior scale. The results of the study showed, that scores of organizational justice, job satisfaction and organizational citizenship behavior differs in various sociodemographic groups. Women's job satisfaction scores and organizational citizenship scores are higher than men’s. Employee’s with higher education perceived organizational justice, job satisfaction and organizational citizenship scores are higher. Respondents with supervisor position show higher organizational justice, job satisfaction and organizational citizenship scores. It was determined that increased job satisfaction and organizational citizenship behavior were related to increase of... [to full text]

According to organizational support theory (OST), the relationship between perceived organizational support (POS) and organizational citizenship behavior (OCB) is driven by social exchange mechanisms and mediated by felt obligation (Eisenberger, Armeli, Rexwinkel, Lynch, & Rhoades, 2001). This explanation may be incomplete or limited as well-established motivational concepts are omitted. A new conceptual model is described that extends OST by incorporating the several cognitive motivational concepts (e.g., behavioral intentions, self-efficacy) with the felt obligation concept. The proposed model is tested in two separate studies an experimental study of undergraduate students (N = 191) and a field study of nurses (N = 171). In the experiment, induced organizational support was found to significantly affect all the dependent variables, including POS, felt obligation, self-efficacy, and intentions. Results of structural equation modeling were generally supportive of the proposed model. POS was found to be positively and indirectly related to both self-efficacy and intentions, through felt obligation. Consistent with expectations, felt obligation was positively related to both self-efficacy and intentions, while self-efficacy was positively related to intentions. The felt obligation-OCB relation was fully mediated by self-efficacy and intentions. As predicted, a positive relationship between intention and OCB was observed. Contrary to expectations, POS was not directly related to self-efficacy. POS-felt obligation was significantly moderated by exchange ideology significantly in the experimental study only. These findings suggest that employees who feel obligated to the organization as a result of high perceived organizational support consider both their ability and form intentions to engage in OCBs before reciprocating. The results suggest that variance in felt obligation is associated with efficacy and goal states. The experimental study presented here successfully pioneers the use of vignettes to experimentally induce variance in POS. This research offers two contributions to theory. First, the present findings extend goal theory by demonstrating that felt obligation influences goal choice. Second, this research extends OST by integrating well-established motivational concepts with social exchange mechanisms to provide more detailed understanding of how POS is translated into OCB, and by demonstrating that reciprocation for POS is more conscious and deliberate than previously recognized. / Human Resource Management and Industrial Relations

Work-life balance is a dominant discourse in contemporary Western society. It has been built on a language of large organizations, hence has not been widely considered in relation to the small-medium enterprise sector. As a consequence, scant research has been conducted on the experiences of immigrant entrepreneurs and work-life balance within the small-medium enterprise sector in New Zealand, a country largely populated with migrants and small businesses which account for 96 per cent of the total enterprises. This study aims to fill this gap by firstly exploring the interpretations of the concept of work-life balance by Chinese immigrant entrepreneurs and, secondly, the main challenges they face in achieving work-life balance. This is done by drawing on literatures including those on work-life balance, small-medium enterprises, and immigrant entrepreneurship theories. Primary research was conducted using a critical interpretive approach where the researcher is an insider to the study. This philosophical and methodological approach makes it possible to give a minority group a voice to effect social change and gain further research attention. Fifteen Chinese business owners, chosen from a variety of industries within the Auckland region, participated in this study. A qualitative methodological technique and semi-structured interviews were used to collect the data for the case study on these entrepreneurs. The results indicate that the majority do not enjoy a sense of work-life balance because they take on filial obligations important for their own culture. They need to work hard to generate financial profit for the benefit of family. About half of them work more than 60 hours per week and three works longer than 70 hours weekly. The motivation for them to work in this way is to provide their family with desirable housing and to enable their children to meet higher education goals. This study challenges the applicability of the work-life balance discourse among the immigrant entrepreneurs who perceive the concept differently based on their cultural values. The results emphasise the need for business case studies from Chinese immigrant entrepreneurs and research attention on contemporary human resource topics to be given to minority groups.

The purpose of this research is to identify the forces that impact the intention of employees to misuse the Internet at the workplace, called cyberloafing. Although cyberloafing literature has suggested several antecedents that predict cyberloafing such as job attitudes, organizational characteristics, work stressors, locus of control (Blanchard & Henle, 2008; Henle & Blanchard, 2008; Liberman, Seidman, McKenna, & Buffardi, 2011), this research adopted attitude, subjective norm, perceived behavioral control, and organizational citizenship behavior to predict the intention to cyberloaf. Additionally, this research adopted organizational justice and the mechanisms of general deterrence theory as moderating variables to better understand the relationship between attitude, subjective norm, perceived behavioral control, organizational citizenship behavior, and the intention to cyberloaf. We believe it is essential to investigate the antecedents of cyberloafing to help predict its existence and occurrence. The existing research, which examined employees' abuse of the Internet, remains greatly atheoretical; thus, it supplies limited insights to researchers as to why cyberloafing continues to take place (Lim, 2002). It is important to recognize what motivates employees to engage in cyberloafing for organizations to implement specific polices and intervention programs to limit or deter its occurrence. This is necessary, as employees' abuse of the Internet can negatively affect an organization through decreased profitability, reduced productivity levels, and exposure to a diverse range of legal liabilities (Liberman et al., 2011). The results of the study showed that an employee's attitude and subjective norm can significantly predict his or her intention to engage in cyberloafing. Both of the dimensions of general deterrence theory (punishment severity and certainty) significantly moderated the relationship between attitude, subjective norm, and the intention to cyberloaf. Additionally, punishment severity significantly moderated the relationship between perceived behavioral control and the intention to cyberloaf. From this study, we concluded that cyberloafing is a social phenomenon that needs to be studied further to fully comprehend the organizational contexts, motivational factors, and consequences. Our study should be analyzed as a positive step toward learning the key components that can influence employees' intentions to abuse the Internet in the workplace.

This study was an investigation of the relationship between subordinates' perceptions of the quality of the leader-member exchange (LMX) relationship and their willingness to engage in organizational citizenship behavior (OCB) and organizational commitment (OC). Differences in subordinates' perceptions of the quality of the LMX with their supervisor according to the gender of the supervisor compared to the employee (same sex vs. different sex) and dyadic duration of the LMX were also investigated. The possible moderation of dyadic duration on the relationship between subordinates' perception of the quality of the LMX and their willingness to engage in OCB and OC were also investigated. Lastly, the possible moderation of gender on the relationship between subordinates' perception of the quality of the LMX and their willingness to engage in OCB and OC were also investigated. This study surveyed direct service subordinate staff currently employed at a large rehabilitation organization in the Midwest. Results of research questions (RQ) one through eight are as follows: No significant correlation, r = .15, p = .35 for RQ1, significant correlation for RQ2, r = .38, p =.01, no significant correlation, r = .14, p = .38, for RQ3, no significant correlation, r = .30, p = .05 for RQ4, RQ5 model one was not significant, R2 = .10, F (2,38) = 2.21, p = .12, model two was significant, R2 = .19, F (3, 37) = 2.86, p = .05, RQ6 model one was significant, R2 = .26, F (2, 38) = 7.59, p = .002, model two was significant, R2 = .34, F (3, 37) = 6.34, p = .001, RQ7 model one was not significant, R2 = .10, F (2, 38) = 2.21, p = .12, model two was not significant, R2= .16, F (3, 37) = 2.31, p = .09, and RQ8 model one was significant, R2 = .26, F (2, 38) = 7.59, p = .002, model two was significant, R2 = .32, F (3, 37) = 5.98, p = .002. A summary of results and limitations and delimitations of the study are discussed, as well as implications and directions for future research.

Despite numerous research studies on the antecedents of customer citizenship behavior (CCB; activities that customers voluntarily perform to help the firm and other customers, customers' role identity transitions remain unexplored as a possible antecedent in services marketing research. Previous research in customer co-production has shown that CCB increases service quality, customer satisfaction, and customer loyalty. Therefore, understanding why some customers may perform higher levels of CCB than others is important. Using role salience theory, this dissertation contributes to the CCB literature by investigating the influence of customers' role identity transitions (i.e., gaining role identities vs. losing role identities) on CCB. Furthermore, it attempts to explain these effects by examining two mediating processes. First, increased life stress is proposed as a consequence of customers’ role identity transitions. Second, drawing from psychological stress and coping theory, it is proposed that customers employ distinct coping functions (i.e., problem-focused vs. emotion-focused coping) to reduce the effect of life stress they experienced. Lastly, this dissertation predicts that CCB is a way for customers to cope with their life stress. Using structural equation modeling, this dissertation provides support for the proposition that customers who experience role identity transitions are more likely to perform CCB than customers who do not. The results also support the proposition that customers who experience role identity transitions tend to have increased life stress and that customers who lose their role identities tend to have more life stress than those who gain role identities. Contrary to the proposition, customers were found to use emotion-focused coping rather than problem-focused coping when faced with both types of role identity transitions. As predicted, CCB is shown as a way for customers to cope with life stress resulting from role identity transitions.

This study explores the gendered nature of OCB effects by examining communal and agentic forms of OCB (altruism and civic virtue, respectively), as well as the possible effects of not performing gendered OCBs on performance appraisals and related job outcomes. Using employee evaluation based scenarios which included task performance and OCBs (altruism/civic virtue; engage/disengage/no OCB), participants (N= 306) rated the job performance of a female or male employee. Employees engaged in OCBs experienced higher performance evaluations than did employees in scenarios which did not contain OCB information or scenarios in which employees disengaged in OCB. Employees who engaged in OCB, despite gender, were rated similarly. Gender differences were found in the disengaging of OCB but directions were contrary to the past research and theories. In this study, employees incurred lower evaluations when disengaging in gender incongruent OCB in comparison to disengaging in gender congruent OCB. The findings of this study are two-fold. First, in comparison to past research, the results of this study present positive possibilities for women and men who engage in the OCBs of altruism and civic virtue. Second, the results on disengagement suggest more research needs to be conducted to explore evaluations of employees disengaging in gender incongruent OCBs.

Doctor of Philosophy / Department of Hospitality Management / Junehee Kwon / Festivals draw large numbers of visitors to tourist destinations and provide stakeholders with monetary and non-monetary benefits. Considering festivals’ positive influence on the host destinations and increasing competition, making festivals continuously successful is critical. However, little empirical work has been conducted that helps destination marketers and festival organizers increase festivals’ competitiveness. Thus, the purpose of this dissertation was to assess the nature of festival attendees’ experiences, and the way in which the experiences contribute to developing attendees’ voluntary behaviors that enable festivals to achieve a competitive advantage. Study 1 examined multiple dimensions of constructive authenticity and relationships among constructive authenticity, existential authenticity, and festival satisfaction. The link to the online survey was distributed by a survey research firm (Qualtrics) to potential participants who had attended at least one Renaissance Festival in the U.S. within the past 12 months. A total of 411 usable responses was collected and included in the final data analyses. The results of an exploratory factor analysis identified three underlying dimensions of constructive authenticity: performance, human, and physical environment. The proposed relationships were tested using structural equation modeling. The results indicated that existential authenticity was positively related to the human (β = .47, t = 5.20, p < .001) and physical environment (β = .43, t = 4.88, p < .001) factors but not to the performance factor. Further, existential authenticity was positively associated with festival satisfaction. Study 2 tested relationships among existential authenticity, festival satisfaction, affective commitment, and three dimensions of attendees’ customer citizenship behavior (CCB): helping others, making recommendations, and providing constructive suggestions to organizers. Responses to a self-administered questionnaire distributed by Qualtrics were collected, and 408 usable responses were used to test the research model proposed. The results showed that existential authenticity was positively related to festival satisfaction (β = .83, t = 15.65, p < .001). However, existential authenticity did not influence CCB. Festival satisfaction was not related directly to helping others, but was related positively to making recommendations (β = .36, t = 3.16, p < .01). Contrary to the prediction, festival satisfaction was associated negatively with providing constructive suggestions. Festival satisfaction was also linked positively with affective commitment (β = .66, t = 13.59, p < .001). The results underscored the positive effect of affective commitment on three dimensions of CCB: helping others (β = .67, t = 10.30, p < .001), making recommendations (β = .15, t = 2.39, p < .05), and providing constructive suggestions (β = .63, t = 9.60, p < .001). In addition, the significance of the indirect effects of existential authenticity on making recommendations via festival satisfaction, as well as festival satisfaction on helping others through affective commitment, was confirmed. The findings advance our understanding of perceived authenticity and CCB in the festival context. In addition to its contributions to the literature, destination marketers and festival organizers can benefit from the suggestions for practical applications. The study concludes with a discussion of its limitations and recommendations for future research.

Both mindfulness and authentic leadership base themselves on self-awareness. Authentic leadership has positively predicted organizational citizenship behavior (OCB), and mindfulness has been positively correlated to work engagement, which has shared positive relationships with OCB. Job demands (JD) have been shown to compromise work engagement. Using a sample of 134 MBA and undergraduate students, a longitudinal design evaluated the meditational role of authentic functioning (AF) between mindfulness and OCB and the moderating role of JD. Over the course of three months, three questionnaires were administered to measure mindfulness, AF, OCB, and JD. Despite the positive predictive relationship between mindfulness and AF, there was not a significant predictive relationship between AF and OCB or the predictor (i.e. mindfulness) and criterion (i.e. OCB) variables, so structural equation modeling could not reveal if AF mediates the relationship between mindfulness and OCB. These findings suggest that AF could be a characteristic mechanism of mindfulness that helps facilitate certain behaviors. Future practical implications could suggest the prosocial value of cultivating mindfulness and authentic leadership to promote overall organizational functioning.