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.

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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).

本研究旨在探討新竹縣、市國民中學校長僕人領導與教師組織公民 行為相關之研究。研究目的包括：瞭解國民中學校長僕人領導層面及學 校教師組織公民行為之現況及關係；不同背景變項的國民中學教師，對 校長僕人領導層面知覺之差異以及對學校教師組織公民行為知覺之差 異；根據研究結果提出建議。 為達成上述目的，本研究採用「問卷調查法」來進行研究，以新竹 縣、市公立和私立國民中學教師為研究對象。本研究正式問卷調查，為 求具代表性，依不同學校規模分別抽取「12 班（含）以下」學校22 所、 「13-24 班」學校12 所、「24-48 班」學校13 所及「49 班（含）以上」 學校5 所，共49 所學校。發出問卷456 份，回收442 份，回收率97.0 ％，無效問卷32 份，有效問卷412 份，有效回收率為93.0％。本研究 使用工具「國民中學校長僕人領導與教師組織公民行為關係之研究」問 卷，除了受試者基本資料外，包含兩份量表，分別是「校長僕人領導行 為量表」與「教師組織公民行為量表」問卷。在資料的統計分析方面採 用描述性統計、t 考驗、單因子變異數分析與薛費法事後比較、多元逐 步迴歸分析等方法。根據研究發現，歸納本研究主要結論如下： 一、新竹縣、市國民中學教師對校長僕人領導行為之「願景激發」 感受最高，「尊重建立社群」感受最低。 二、新竹縣、市國民中學教師對教師組織公民行為之「工作恪守本 份」」感受較佳，「人際公民行為」感受較差。 三、新竹縣、市國民中學教師對「性別」在校長僕人領導行為及教 師組織公民行為上認同度相同。 四、新竹縣、市國民中學教師感受到「61 歲以上的校長」在校長僕 人領導和及「51 歲以上教師」在教師組織公民行為上表現較佳。 五、新竹縣、市國民中學教師感受到「不同學歷」背景之校長在校 長僕人領導和教師在組織公民行為上的表現上，沒有顯著差異。 六、新竹縣、市國民中學教師對於不同服務年資的校長的感受，具 「年資7 年以上」校長在各向度上表現最高，勝過年資「3-4 年」及「2 年以下」；但是不同服務年資的教師在教師組織公民 行為上表現，沒有顯著差異。 七、新竹縣、市國民中學教師因為擔任職務之不同，在教師組織公 民行為上表現上，在「人際公民行為」向度上，專任教師高於 導師。 八、新竹縣、市國民中學教師對不同學校規模校長僕人領導的感 受，「49 班以上」明顯高於其他的規模班級數，但在教師組織 公民行為上表現上，卻無明顯差異。 九、新竹縣、市國民中學教師對於不同的學校屬性，在校長僕人領 導的感受或教師組織公民行為上表現上，都是私立大於公立。 十、校長僕人領導各層面對教師組織公民行為具有預測力，因此校 長僕人領導行為對學校教師組織公民行為產生顯著的正向直接 影響。 關鍵詞：僕人領導、教師組織公民行為 / This study aims to discuss principals’ servant leadership and teachers’ organizational citizenship behavior related studies at junior high schools in Hsinchu city/county, with research purposes to cover : understand current situation and relationship between principals’ servant leadership and teachers’ organizational citizenship behavior at junior high school; understand the differences in the perception of principals’ servant leadership and teachers’ organizational citizenship behavior of junior high school teachers from diverse background variables, and propose suggestions upon the research outcomes. In order to achieve the purposes mentioned above, the study introduces “questionnaire survey” to conduct a study, with public and private junior high school teachers in Hsinchu city/county as research objects. In order to be significant, the official questionnaire survey of this study is proceeded upon different school size, with 22 schools with “12 classes (included)”, 12 schools with “13-24 classes”, 13 schools with “24-48 classes”, 5 schools with “49 classes (included)” selected; totaling up 49 schools with 456 questionnaires distributed and 442 questionnaires returned, reporting a 97.00% return rate including 32 invalid questionnaires and 412 valid questionnaires, reporting a 93.00% valid return rate. The study uses “A Study of Principals’ Servant Leadership and Teachers' Organizational Citizenship Behavior at Junior High Schools” questionnaire as a tool, covering two tables besides basic information of interviewees, which are “Principals’ Servant Leadership Behavior” and “Teachers’ Organizational Citizenship Behavior” questionnaire. Introducing descriptive statistics, t test, one-way ANOVA, Scheffe′s method, multiple stepwise regression analysis for data statistic analysis, the study is mainly concluded as below upon the research outcomes. I. Junior high school teachers in Hsinchu city/county reported a feeling on “vision inspired” by principals’ servant leadership behavior the most, and a feeling on “respect on community establishment” the least. II. Junior high school teachers in Hsinchu city/county reported better feeling on “scrupulous abidance of duty” of teachers’ organizational citizenship behavior, and reported poorer feeling on “interpersonal citizenship behavior”. III. Junior high school teachers in Hsinchu city/county reported the same level of identity in terms of “gender” for principal leadership behavior and teachers’ organizational citizenship behavior. IV. Junior high school teachers in Hsinchu city/county reported better feeling on the performance of “principals who aged above 61” in terms of principals’ servant leadership and “teachers who aged above 51” in terms of teachers’ organizational citizenship behavior. V. Junior high school teachers in Hsinchu city/county feel no significant difference on the performance of principals from “different academic backgrounds” in terms of principals’ servant leadership and teachers’ organizational citizenship behavior. VI. In terms of various dimensions of principals upon diverse years of service, junior high school teachers in Hsinchu city/county reported better feeling on principals who have “over 7 years of service” than those who have a service of 3-4 years and under two years; however, teachers upon various years of service showed no significant difference in terms of the performance of teachers’ organizational citizenship behavior. VII. Due to the diverse positions that junior high school teachers in Hsinchu city/county are responsible for, full-time teachers performed better than tutors in terms of “interpersonal citizenship behavior” aspect of teachers’ organizational citizenship behavior. VIII. Junior high school teachers in Hsinchu city/county reported better feeling on schools with “over 49 classes” which is significantly higher than schools in other class size; however, they reported no significant difference in terms of the performance of teachers’ organizational citizenship behavior. IX. Due to different types of schools, junior high school teachers in Hsinchu city/county have positive comments on the performance of private schools than public schools in no matter a feeling on principals’ servant leadership or the performance of teachers’ organization citizenship behavior. X. The principals’ servant leadership has a power of prediction while facing teachers’ organizational citizenship behavior from various aspects, therefore, the principals’ leadership behavior will have positive and direct impact on teachers’ organizational citizenship behavior. Keyword: servant leadership, teachers’ organizational citizenship behavior

The purpose of this study was to explore whether the employee perceived need-supply fit (N-S fit), demand-ability fit (D-A fit), person-organization fit (P-O fit), and person-supervisor fit (P-S fit) mediate the relationship between transformational leadership (TFL) and follower's task performance, and organizational citizenship behavior toward organization (OCB-O)and supervisor (OCB-S). In addition, we also examined the moderating effects of follower's cultural and learning adaptabilities on the relationship between TFL and the above employee's fit perceptions. The data was collected from 36 companies of different industries in Taiwan, consisted of 85 leaders and 179 followers. The result of structural equation modeling and hierarchical regression analysis showed that perceived N-S fit mediated the relationship of TFL and task performance. The effect of TFL on OCB-O and OCB-S was also mediated by perceived P-O fit, and P-S fit respectively. Furthermore, follower's cultural adaptability moderated the positive relationship between TFL and N-S fit. Besides, follower's low learning adaptability strengthened the effect of TFL on follower perceived D-A fit. Finally, follower's learning adaptability strengthened the positive relationship between TFL and perceived P-S fit. Theoretical and practical implications of our findings are discussed.

Existing literature indicates that job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior are very important for effective organizational functioning. Previous research on citizenship behaviors made limited contribution to the literature, since it ignored the relationships between job characteristics and citizenship behaviors together with the influences of job satisfaction and organizational commitment. The present study attempted to test a new integrative model of the relationships among job characteristics, job satisfaction, organizational commitment, and organizational citizenship behaviors. The main purpose of the present study was to examine the effects of job characteristics on organizational citizenship behaviors. While examining the role of job characteristics, the mediating roles of job satisfaction and organizational commitment were taken into account in order to better understand how job characteristics affect the exhibition of citizenship behaviors. The secondary purpose was to investigate the effects of job characteristics on job satisfaction and organizational commitment, and the effects of job satisfaction and organizational commitment on citizenship behaviors. A sample of 300 employees from 60 companies was selected. The data was collected at the location of the firms by using a survey instrument. The employees rated the items that measured task characteristics, job satisfaction, and organizational commitment. Later, the information on organizational citizenship behavior of employees was collected from the employees&rsquo / supervisors. Hierarchical regression analyses were performed on the data. In general, the findings showed that some job characteristics might be the antecedents of job satisfaction and the aggregate variable job scope was positively associated with organizational commitment, and these work attiudes predicted organizational citizenship behaviors positively. Specifically, in line with the expectations, the job characteristics of task identity, autonomy, and aggregate job scope were positively associated with the work attitude of job satisfaction. The aggregate job scope was positively associated with the work attitude of organizational commitment although no single job characteristic was significantly associated with organizational commitment. In turn, job satisfaction and organizational commitment were positively associated with the citizenship dimensions of courtesy and sportsmanship. In addition to these, organizational commitment was positively associated with the citizenship dimension of conscientiousness and aggregate citizenship behavior. However, no significant direct association was found between job characteristics and citizenship behaviors. Therefore it was not possible to test the intervening effects of work attitudes on the relationships between job characteristics and citizenship behaviors. The study&rsquo / s results are discussed together with the implications, strengths and limitations. Some suggestions for future research are made.

This thesis examines the influence of job satisfaction, organizational commitment, and perceptions of organizational justice on organizational citizenship behaviors (OCBs) of private primary school teachers in Ankara. Previous research has shown that these three variables are significantly correlated with OCB. The effect of these three variables on OCB are studied collectively in the education sector. The study of the effects of the three variables on OCB are rare in Turkey, especially in the education sector which experienced dramatic changes in 2005-2006 education year due to the initiation of a new curriculum at the primary education. The new curriculum is student centered and has changed the methods of teaching drastically. Therefore the role of the teacher has to be changed. OCB is especially important in the times of change and may help to adapt to a changing environment especially facing tough competition. Among the three antecedent variables, organizational commitment and perceived procedural justice are found to account for a significant amount of variance in OCBs of private primary school teachers in our sample. The findings are discussed and future research needs are reviewed especially from the perspective of impression management.

Organizational citizenship behavior (OCB) has been an important and growing area of research for past two decades. Numerous empirical research have identified consequences and antecedents of this extra

Take service employees of financial industries for example, the purpose of this study is to discuss the effects of human resource systems on service employees¡¦ organizational commitment and role performance. Moreover, the result of this study will be the reference for service industries to make their human resource management policies. The questionnaire survey was adopted for the study. The samples are the front-line service employees of financial industries of Taiwan. There were totally 480 questionnaires were released, and 401 of them are valid samples. Through statistics analysis, the main results of the study are: 1. Except profit sharing, other practices of high performance work system have positively influential effect on value and effort commitment, effort commitment or both of value and effort commitment and effort commitment. Moreover, except profit sharing, other practices of high performance work system have positively influential effect on commitment of service employees. 2. Job descriptions have positively influential effect on in-role behavior. Therefore, Job descriptions could make service employees easy to follow the code of conduct and operation processes. One of this research result is one practice of high performance work system has positively influential effect on in-role behavior. 3. Job descriptions have positively influential effect on OCBI-behaviors that immediately benefit specific individuals and indirectly through this means contribute to the organization. On the other hand, job descriptions could make service employees easy to achieve the requests of organization. Moreover, it could make service employees get positive attitude and free-will to help colleagues. One of this research result is one practice of high performance work system has positively influential effect on organizational citizenship behavior. Based on the above conclusions, this study offers some suggestions as the references for the service industry.