The goals of the present study were to 1.) develop a model of career related factors that could be related to organizational citizenship behaviors (OCB); and 2.) determine if the proposed relationships between the career focused variables and OCB differed across rating source. A total of 262 volunteers from a Corporation and University completed a survey in either online or by paper and pencil that included demographics and measures of: job involvement, career motivation, occupational commitment, perceptions of career plateau, career stage, and OCB. Ratings of OCB were obtained from approximately 195 participant supervisors and/or coworkers. Correlational and multiple regression analyses showed that, as hypothesized, career motivation and job content plateau were related to self-ratings of OCB, explaining unique variance beyond that accounted for by the organization and select demographics. Coworker ratings of OCB were explained only by the organization, levels of education and, gender. A series of regression analyses showed that the majority of the relationships between the career variables and ratings of OCB were not moderated by perceptions of career plateau or career stage. The relationship between job involvement and coworker ratings of OCB, however, was moderated by the participants career stage. Participants in the primary career stages received higher ratings than those in the boundary stages on all three forms of OCB. Simple slope analyses showed that, in general, those in the primary and boundary stages who were more job involved received higher ratings of OCB. Coworkers may have attributed extra-role behaviors to participants job involvement, the most visible career factor. Finally, the relationship between career identity and participant ratings of OCBO was stronger than between identity and coworker ratings of OCBO. These findings provide practical and theoretical implications. Practically, the results suggest that organizations may influence the performance of OCB by recognizing and working with those who are career motivated and by ensuring that all employees are challenged by their jobs. Theoretically, this research provides evidence that OCB may be an alternative and viable career strategy employed by career motivated employees.

The current study examined the effects of citizenship performance, task performance, and rating format on overall and task performance ratings. Levels of citizenship performance (high, medium, low), task performance (high, medium, low), and rating format (inclusion or exclusion of citizenship performance) were experimentally manipulated in a 3x3x2 between-subjects full factorial design. Ratings were provided by 360 undergraduate psychology students evaluating experimentally developed supervisory logs of first line financial managers. Targets' levels of citizenship and task performance were positively related to raters' judgments of overall and task performance. The prediction that this relationship would be moderated by task performance level was not supported. Furthermore, replicating the findings of J. M. Werner (1994), task performance ratings, assigned to targets with high levels of citizenship performance, displayed significantly more halo than ratings assigned to targets with low or medium levels of citizenship performance. Rating format did not influence raters' judgments of the targets' overall or task performance. Our findings indicate that including OCBs in job performance assessment fails to increase the accuracy of performance ratings. Study implications and limitations are discussed.

The present study proposes a significant role for host country nationals (HCNs) in the expatriate adjustment process. Based on self-categorizaton theory, newcomer socialization research, organizational citizenship behavior (OCB) research, and models of expatriate adjustment, I present a model proposing how social categorization processes influence HCNs' willingness to engage in adjustment-facilitating organizational citizenship behaviors (AOCBs). I further propose that these behaviors have a significant impact on expatriates' adjustment and in turn, other important job-related outcomes of the expatriate. Hypotheses were tested on 115 expatriates and 53 HCNs. Expatriates were contacted directly or via an organizational contact. HCNs were either contacted directly or nominated by their expatriate counterpart to participate in the study. Results reveal support for the main tenets of the model. The willingness to engage in AOCBs was related to outgroup categorization, collectivism, and perceptions of justice. Social support provided by HCNs was found to significantly relate to HCNs' perceptions of their expatriate co-worker's adjustment. Expatriates, however, indicated that spousal adjustment and language ability were more important for their own adjustment. Adjustment was related to other key expatriate outcomes. The research and managerial implications of these results are discussed.

Title from PDF of title page. / Document formatted into pages; contains 47 pages. / Thesis (M.A.)--University of South Florida, 2003. / Includes bibliographical references. / Text (Electronic thesis) in PDF format. / ABSTRACT: The current study examined the effects of citizenship performance, task performance, and rating format on overall and task performance ratings. Levels of citizenship performance (high, medium, low), task performance (high, medium, low), and rating format (inclusion or exclusion of citizenship performance) were experimentally manipulated in a 3x3x2 between-subjects full factorial design. Ratings were provided by 360 undergraduate psychology students evaluating experimentally developed supervisory logs of first line financial managers. Targets' levels of citizenship and task performance were positively related to raters' judgments of overall and task performance. The prediction that this relationship would be moderated by task performance level was not supported. Furthermore, replicating the findings of J. M. / ABSTRACT: Werner (1994), task performance ratings, assigned to targets with high levels of citizenship performance, displayed significantly more halo than ratings assigned to targets with low or medium levels of citizenship performance. Rating format did not influence raters' judgments of the targets' overall or task performance. Our findings indicate that including OCBs in job performance assessment fails to increase the accuracy of performance ratings. Study implications and limitations are discussed. / System requirements: World Wide Web browser and PDF reader. / Mode of access: World Wide Web.

The present study proposes a significant role for host country nationals (HCNs) in the expatriate adjustment process. Based on self-categorizaton theory, newcomer socialization research, organizational citizenship behavior (OCB) research, and models of expatriate adjustment, I present a model proposing how social categorization processes influence HCNs' willingness to engage in adjustment-facilitating organizational citizenship behaviors (AOCBs). I further propose that these behaviors have a significant impact on expatriates' adjustment and in turn, other important job-related outcomes of the expatriate. Hypotheses were tested on 115 expatriates and 53 HCNs. Expatriates were contacted directly or via an organizational contact. HCNs were either contacted directly or nominated by their expatriate counterpart to participate in the study. Results reveal support for the main tenets of the model. The willingness to engage in AOCBs was related to outgroup categorization, collectivism, and perceptions of justice. Social support provided by HCNs was found to significantly relate to HCNs' perceptions of their expatriate co-worker's adjustment. Expatriates, however, indicated that spousal adjustment and language ability were more important for their own adjustment. Adjustment was related to other key expatriate outcomes. The research and managerial implications of these results are discussed.

The purpose of this experimental study was to examine the role of a Transformational, Transactional, and Laissez-faire leader in the perceived likelihood of employees exhibiting Organizational Citizenship Behaviors (OCBs) at work. The extent to which employees identify with their leaders was also examined as a mediator on the relationship between leadership style and OCB performance. OCBs are behaviors that are not directly required of an employee, but that benefit the overall organization by promoting excellence while allowing employees to go beyond the job requirements. Previous research suggests that Transformational Leaders inspire and instill values in employees through empowerment and positive relationships (Bass, 2007; Bass & Riggio, 2006; Carter, Mossholder, Feild, & Armenakis, 2014; Eagly, Johannesen-Schmidt, & van Engen, 2003), and that employees that perform OCBs greatly benefit organizations (Akinbode, 2011; Finkelstein & Penner, 2004; Organ & Ryan, 1995; N. P. Podsakoff, Whiting, Podsakoff, & Blume, 2009; Shaffer, Li, & Bagger, 2015). One of three vignettes describing one of the three leadership styles (e.g., Transformational, Transactional, Laissez-faire) was shown to 200 employed participants working at least part time (i.e., 20 hours per week) under a supervisor via an online survey using MTurk. After rating their respective leader (as described in the vignette) on the Global Transformational Leadership (GTL) scale, participants completed an identification with leader inventory and an OCB-checklist, indicating likelihood of OCB performance under their particular leader. Multivariate analysis of variance was utilized to examine the effect of leadership style on OCB performance. Further, correlational analyses were used to examine the relationship between GTL scores and OCB-Checklist scores. Finally, a mediation analysis with identification with the leader mediating the relationship between leadership style and OCB performance was conducted. Results showed individuals in the Transformational Leader Condition reported the highest likelihood of performing OCBs, followed by Transactional Leader and finally Laissez-faire Leader. Identification with the leader significantly mediated the relationship between Transformational leadership and OCB performance. Finally, individuals that perceived their leader as more Transformational were also more likely to report performing OCBs. Implications of these findings for OCBs in the workplace are discussed.

I present the results of two studies designed to explore how Expectation Violation Theory may explain biases in performance ratings. Study 1 examines how pre-hire information biases on-the-job ratings of task performance. Study 2 replicates the findings of Study 1 for on-the-job ratings of OCB performance. Results of these studies suggest that expectations violations do occur when on-the-job performance is either higher or lower than suggested by pre-hire information. However, first impressions of the employee appear to bias performance ratings of both task and OCB performance rather than expectation violations. Findings suggest applicants that make positive first impressions are rated higher on both OCB and task performance than equivalently performing co-workers who make less favorable first impressions.

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Submitted by Jorge Silva (jorgelmsilva@ufrrj.br) on 2017-05-26T19:30:47Z No. of bitstreams: 1 2014 - Sabrina da Costa de Oliveira.pdf: 7923454 bytes, checksum: 7e0abeab415ea68ffa06cabc394dceeb (MD5) / Made available in DSpace on 2017-05-26T19:30:47Z (GMT). No. of bitstreams: 1 2014 - Sabrina da Costa de Oliveira.pdf: 7923454 bytes, checksum: 7e0abeab415ea68ffa06cabc394dceeb (MD5) Previous issue date: 2014-12-22 / Given the importance of the Rio dairy farming and aimed at ensuring the sustainability of the activity in the state of Rio de Janeiro, as well as the satisfaction and well-being of the producer, it is essential to develop policies and incentive programs created by state government in partnership with the Rio de Janeiro dairy cooperatives. These partnerships can promote effective actions and boosters, to develop the technical assistance activities and placement of information directed to the adoption of a set of conservation practices that ensure environmental sustainability of the activity. This study aimed to identify and characterize the fluminense dairy cooperatives registered in the system OCB / SESCOOP-RJ, diagnosing the availability of technical assistance from these, the average volume of milk picked up monthly, the adoption of soil conservation practices and feelings and ideas of producers regarding the use of conservation techniques in environmental terms. The work was carried out in the North /Northwest; Mountain and South Central regions of Rio de Janeiro estate, through semi-structured interviews with 14 administrative managers from 14 different cooperatives located in 12 municipalities in the state, as well as a total of 21 producers of 3 selected cooperatives. For these same cooperative focus group meetings were held by the 109 cooperative of three municipalities on different dates. It was identified by the diagnosis that dairy cooperatives registered until the month of December 2011 represent 10% of all registered cooperatives in the OCB / SESCOOP-RJ System, but this total only 4% is in full operation. It was found that the highest average monthly volumes of milk received by cooperating, in the considered period of study, are related to cooperatives who reported participating in rational use of natural resources programs, developed in partnership with the State Technical Assistance Company (EMATER - RJ). In both Regions were identified that cooperative farmers using soil conservation techniques, but require instruction on the importance of adopting a set of practices for the system sustainability production. Due to a deficient information system by the cooperatives, producers demonstrate the need for information tools availability for sharing the experiences and ideas that encourage the adoption of these environmental practices. / Diante da relev?ncia da pecu?ria leiteira fluminense e visando a garantia da sustentabilidade da atividade no estado do Rio de Janeiro, assim como a satisfa??o e o bem estar do produtor, torna-se indispens?vel o desenvolvimento de pol?ticas e programas de incentivos criados pelo governo do estado em parcerias com as cooperativas leiteiras fluminenses, para que atrav?s destas parcerias possam ser promovidas a??es efetivas e incentivadoras, que desenvolvam as atividades de assist?ncia t?cnica e veicula??o de informa??es direcionadas ? ado??o de um conjunto de pr?ticas ambientais conservacionistas que garantam a sustentabilidade da atividade. Este trabalho teve como objetivo identificar e caracterizar as cooperativas leiteiras fluminenses registradas no Sistema OCB/SESCOOP-RJ, diagnosticando a disponibilidade de assist?ncia t?cnica por parte destas, o volume m?dio de leite captado mensalmente, a ado??o de pr?ticas de conserva??o do solo e os sentimentos e ideias dos produtores quanto ao uso de t?cnicas conservacionistas em termos ambientais. O trabalho foi realizado nas regi?es Norte /Noroeste; Serrana e Centro Sul fluminense, por meio de entrevistas semiestruturadas ? 14 gestores administrativos de 14 cooperativas distintas localizadas em 12 munic?pios do estado, bem como ? um total de 21 produtores de 3 cooperativas selecionadas. Para estas mesmas cooperativas foram realizadas reuni?es de grupo focal junto ? 109 cooperados de 3 munic?pios em datas distintas. Identificou-se por meio do diagn?stico que as cooperativas leiteiras registradas at? o m?s de dezembro de 2011 representam 10% do total de cooperativas registradas no Sistema OCB/SESCOOP-RJ, por?m deste total apenas 4 % encontra-se em pleno funcionamento. Foi detectado que os maiores volumes m?dios mensais de leite captado por cooperado, no per?odo de estudo considerado, est?o relacionados ?s cooperativas que declararam participar de programas de uso racional dos recursos naturais, desenvolvidos em parceria com a Empresa de Assist?ncia T?cnica do Estado (EMATER ? RJ). Em ambas as regi?es foram constatadas que os produtores cooperados utilizam t?cnicas de conserva??o do solo isoladamente ou a associa??o de duas ou mais destas, por?m demandam de instru??es sobre a import?ncia da ado??o de um conjunto das pr?ticas visando ? sustentabilidade do sistema de produ??o. Em decorr?ncia do resultado de um sistema de informa??es deficientes por parte das cooperativas, os produtores demonstram a necessidade da disponibilidade de ferramentas de divulga??o, compartilhamento de experi?ncias e ideias que estimulem a ado??o destas pr?ticas.