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Aim/purpose: The aim of this study is to investigate the nexus between organizational citizenship behavior and psychological wellbeing and assess the moderating and mediating effects of emotional intelligence (EI) on the relationship betwem psychological wellbeing of IT-enabled Sector employees in Hyderabad. Design/methodology/approach: To measure the study variables of organizational citizenship behavior (OCB) and emotional intelligence (EI) on psychological wellbeing (PWB) data were gathered using a questionnaire. The mediating and moderating effects of emotional intelligence on the relationship between organizational citizenship behavior and psychological wellbeing was also assessed. The was reliable as indicated by the Cronbach's alpha coefficient statistic that between 0.79 to 0.91. Findings: Three hundred valid responses were considered for SEM analysis using AMOS, version 28. The model fit indices indicate excellent fit: CMIN/DF 2.788 CFI 0.935, IFI 0.937, TLI 0.921, NFI 0.923, RMSEA 0.054, SRMR 0.077 and PClose 0.092. The SEM analysis revealed that the impact of exogenous variables OCB and EI were statistically significant (p<0.001) on endogenous variable psychological wellbeing of IT-enabled industry employees. Furthermore, EI partially mediates psychological wellbeing through the OCB of information technology employees. This empirical study also examined the moderating effects of EI on the psychological wellbeing of information technology-enabled employees through OCB. The slope analysis reveals that emotional intelligence strengthens the positive association between OCB and the PWB of IT-enabled sector employees. EI and OCB enhance PWB and employee performance. Research implications/limitations: The findings of this study have several important implications for organizations in the IT sector and can be used to develop strategies for promoting OCB and EI among employees. The structural relationships between PWB and OCB in the context of hotel employees and reported positive effects of OCB on hotel employees are well documented. The limitations are the data were collected from the Information Technology employees of Hyderabad Metro. There are some subjectivity and cultural issues which were elaborated at the end Contribution/Originality: This empirical study helps to clarify the relationship between organizational citizenship behavior, psychological wellbeing, and the mediator and moderator variable emotional intelligence. The study also comprehends the available literature and adds value to the existing theoretical knowledge and behavioral studies. [ABSTRACT FROM AUTHOR]

Background: Typically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a "dark side" of work engagement showing negative effects such as more work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees' resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement. Methods: We tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses. Results and discussion: Results from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e., OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the "dark side" of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict. [ABSTRACT FROM AUTHOR]

Introduction: This study examines the dynamics of public service motivation (PSM), organizational commitment, and perceived innovative culture and their collective influence on innovative behavior in public organizations. It uniquely focuses on intrinsic motivational factors, extends the scope of motivational studies to the public sector, and highlights the crucial role of organizational culture in fostering innovation. Methods: A web-based survey was administered to 1,021 public servants in the central government of the Republic of Korea. Structured questionnaires were used to collect data, and structural equation modeling (SEM) was employed to analyze the relationships between the variables. Results: The SEM results confirmed positive correlations between PSM and both organizational commitment and innovative behavior. However, contrary to expectations, organizational commitment did not significantly predict innovative behavior. Additionally, no mediating effect of organizational commitment was observed. Notably, perceived innovative culture was found to moderate the relationship between PSM and organizational commitment, and between organizational commitment and innovative behavior, particularly in environments with a strong innovation focus. Discussion: These findings underscore the significance of PSM in spurring innovative behavior in the public sector, broadening our understanding of intrinsic motivation. This study also accentuates the influence of organizational culture on these dynamics. In practical terms, this suggests the importance of nurturing individuals with high PSM and fostering an environment that balances perceived innovative culture. While contributing to the fields of organizational psychology and public administration, this study has certain limitations and indicates the need for further research in various contexts. [ABSTRACT FROM AUTHOR]

Why do people have positive or indifferent reactions to norm violations? The present research hypothesized that individuals who focus on the avoidance of negative outcomes, for example punishments for rule violations, (i.e., a prevention focus) are hypothesized to also have a desire for rigid and clear norms (i.e., desired cultural tightness) as well as punishments for norm violations. Such norms and punishments narrow accepted behavior and, if clearly communicated, can limit rule violations. Consequently, individuals who desire higher levels of cultural tightness should be less likely to justify poor citizenship behavior (i.e., civic moral disengagement) as this behavior is antithetical to desired cultural tightness. Finally, such individuals should also be more likely to react negatively to norm violations. Data for the present study was conducted in Italy. A total of 1,181 participants were included in the analysis; participation requirements were that they be adults who were residents of Italy. Participants completed self-report measures of the prevention focus, desired cultural tightness, civic moral disengagement, and reactions to general norm violations (e.g., exceeding the speed limit, vandalism). The hypothesized serial mediation model was supported. This model can help explain why individuals can fail to react to "everyday" norm violations, as well societal-level violations (e.g., failing to respect hygienic standards during the COVID pandemic). It also calls on the need to develop mass communication approaches that can influence individuals' prevention focus on a large scale, as this can have downstream effects of reactions to such violations. [ABSTRACT FROM AUTHOR]

Introduction: Burnout has been typically addressed as an outcome and indicator of employee malfunctioning due to its profound effects on the organization, its members, and its profitability. Our study assesses its potential as a predictor, delving into how different sources of motivation--autonomous and controlled--act as mediational mechanisms in the association between burnout and behavioral dimensions of functioning (namely, organizational citizenship behaviors and work misbehaviors). Furthermore, the buffering effects of emotional intelligence across three different managerial levels were also examined. Methods: To this end, a total non-targeted sample of 840 Romanian managers (513 first-, 220 mid-, and 107 top-level managers) was obtained. Results: Burnout predicted motivation, which predicted work behaviors in a moderated-mediation framework. Contrary to our initial prediction, emotional intelligence augmented the negative association between burnout and motivation, exhibiting a dark side to this intelligence type. These findings are nuanced by the three managerial positions and shed light on the subtle differences across supervisory levels. Discussion: The current article suggests a relationship between multiple dimensions of optimal (mal)functioning and discusses valuable theoretical and practical insights, supporting future researchers and practitioners in designing burnout, motivation, and emotional intelligence interventions. [ABSTRACT FROM AUTHOR]

Introduction: This study investigates the antecedents and consequences of strategic career management behaviours in a sample. Methods: A total of 739 employees (Male = 442, 59.8%) with a mean age of 27.64 years (SD = 8.48; Range = [18, 70]), working mostly full-time (n  =  398, 53.9%) and with 46.35% of their work being done hybrid-like participated in this study. The study tested perceived self-efficacy, desire for career control and perceived organizational support as predictors of strategic career behaviours. And tested strategic career behaviours as predictors of perceived career control, objective and subjective career success, and career satisfaction. Results: Results indicate objective career success was not related to the antecedent variables of strategic career behaviours and hence was removed from the model. Regression and mediation analyses demonstrated that perceived self-efficacy and desire for career control are good predictors of the use of strategic career behaviours, but perceived organizational support is not; strategic career behaviours are reasonable predictors of perceived control, and very strong predictors of subjective career success and career satisfaction. Discussion: Strategic Career Behaviours were found to play only a partial mediating role in the present model suggesting that further analysis is required to determine whether they play a central role in the relationships between the antecedents and consequences in the present model, or whether they should be considered a contributing but merely parallel factor. These results will support career management programs, accounting for idiosyncrasies of hybrid work. [ABSTRACT FROM AUTHOR]

Introduction: Information literacy has become indispensable in navigating today's fast-paced media environment, with teachers playing a pivotal role in fostering reflective and critical digital citizenship. Positioned as future gatekeepers, preservice teachers are the key to teaching media skills and especially information literacy to future generations of pupils. Given the particular challenges facing educators today compared to previous generations, it is important to determine whether the next generation of teachers feel adequately prepared and perceive themselves as competent to pass on these skills to their future pupils. However, previous research has highlighted deficiencies in formal learning opportunities at universities, underscoring the need for further investigation into pre-service teachers' information acquisition, evaluation practices as well as their perceived relevance to teaching, and person-related factors associated with their perceived competence in teaching information literacy. Method: An online questionnaire was presented to participants, employing a mixed-method approach. We qualitatively examined the sources of information used by pre-service teachers and the evaluation strategies they employ, while quantitatively analyzing relationships between pre-service teachers' personrelated factors and their perceived teaching competence. Participants assessed their perceived teaching competence, perceived learning opportunities, self-efficacy (general and related to information assessment), perceived informedness, selective exposure, need for cognition, need for cognitive closure, and mistrust in media coverage. Results: Data from 371 participants revealed digital media dominance in information acquisition over traditional sources, albeit with a prevalence of surface-level evaluation strategies over reflective approaches. Two distinct dimensions of perceived competence in teaching information literacy emerged: one focusing on information assessment while the other centers on the understanding of news creation processes. Perceived competence in teaching information literacy was significantly associated with self-efficacy in information assessment, perceived informedness, selective exposure to information as well as perceived learning opportunities focusing on information evaluation. Moreover, pre-service teachers employing diverse information evaluation strategies demonstrated a heightened sense of perceived competence in teaching information assessment. Discussion: Our results provide valuable insights into the multifaceted nature of pre-service teachers' perceived competence in teaching information literacy. Theoretical implications for future research as well as practical implications for teacher education and the structure of future curricula are discussed. [ABSTRACT FROM AUTHOR]

BackgroundTypically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a “dark side” of work engagement showing negative effects such as more work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees’ resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement.MethodsWe tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses.Results and discussionResults from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e.,OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the “dark side” of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict.

So far, most studies have focused on exploring the negative effects of narcissistic leadership. However, little attention has been paid to whether narcissistic leadership also has a positive effect. This study is based on Conservation of Resources Theory and reveals that narcissistic leadership has a double-edged sword effect. By using Mplus7.4 software the analysis of 450 employees and their direct leaders’ pairing data collected in three stages, it is found that: narcissistic leadership has a positive effect on employee’ hostility toward supervisor and psychological availability; hostility toward supervisor mediates the relationship between narcissistic leadership and counterproductive work behavior; psychological availability mediates the relationship between narcissistic leadership and organizational citizenship behavior; in addition, environmental uncertainty enhances the positive effect of narcissistic leadership on employee’ hostility toward supervisor and psychological availability, which in turn moderates the indirect effect of narcissistic leadership on counterproductive work behavior through employee’ hostility toward supervisor and on organizational citizenship behavior through psychological availability. [ABSTRACT FROM AUTHOR]

Counterproductive work behavior wastes organizational resources and significantly damages organizational development. The importance of employees' counterproductive work behaviors in organizations is becoming increasingly obvious. This is directly related to the sustainable development and survival of organizations. This study believes that employee's behavior is closely related to leadership style. In particular, employees' in small- and medium-sized enterprises are often manipulated and deceived by leaders, resulting in dissatisfaction and counterproductive work behavior. In order to address this behavior, this study collected survey data from 289 employees from Chinese SMEs to explore the relationship between perceived abusive supervision and organizational political behavior in Machiavellian leadership and counterproductive work behavior. The results suggest that Machiavellian positive influence counterproductive work behavior through a mediating role of perceived abusive supervision. Furthermore, leader organizational political behavior moderates the indirect effect of perceived abusive supervision such that the effect is stronger when leader organizational political behavior is high. This study aimed to identify the variables that increase employees counterproductive work behavior, propose recommendations for reducing employees' counterproductive work behavior, expanded the scope of counterproductive work behavior research, and provided a theoretical basis for related studies. [ABSTRACT FROM AUTHOR]

The importance of organizational citizenship behavior for the environment (OCBE) has received increasing attention in recent years because organizations face increasing pressure from environmental deterioration. The purpose of this study is to use social identity theory to construct a cross-level theoretical model of ethical leadership on OCBE, and to explore the cross-level influential mechanisms of ethical leadership on OCBE. Data collection was conducted via a two-wave distribution of leader-employee paired questionnaires in 20 manufacturing companies in China. In the first wave, data about OCBE and team environmental atmosphere were collected from leaders. Subsequently, 2 months later, we conducted the second wave of data collection when data about ethical leadership and leader identity were obtained from their employees. The results showed that at the individual level, ethical leadership has a significant positive impact on employees' OCBE, and such relationship is partially mediated by employees' leader identity and positively moderated by team environmental atmosphere across levels. At the team level, ethical leadership has a significant positive impact on employees' OCBE, and such relationship is completely mediated by team environmental atmosphere. This study investigates the cross-level influential mechanism of ethical leadership on OCBE in China and provides theoretical guidance for enterprises to promote OCBE effectively. [ABSTRACT FROM AUTHOR]

Emotional labor is typically conceptualized as a process in which individuals regulate their emotions in response to display rules. Most research on emotional labor has focused on the influence of display rules at individual-level perceptions but is rarely examined at the team level. We examine the influence of the shared display rules in teams as emotional display norms. This study considers emotional dissonance as the difference between the positive emotional display norm at the team level and positive emotion at the individual level. To examine the purpose of this study, data were collected from leader-follower pairs within teams and based on a three-wave design. Thus, this study conducted a multilevel polynomial regression analysis and used the response surface methodology to interpret the incongruence effect. The results show that the incongruence effect of emotional dissonance is positively related to surface acting. In addition, the moderating effect of regulatory focus significantly strengthens the positive relationship between emotional dissonance and emotion regulation strategies. The results also show that surface acting strategy is negatively related to selfless Organizational citizenship behaviors (OCB). These findings highlight that emotional display norms play an important role as the standard for emotional experience in teams, and especially with the moderating effect of self-regulatory focus, emotion regulation strategies affect the selfless OCB rating of observers. [ABSTRACT FROM AUTHOR]

The dual qualities of an effective leader-ethicality and competency-have long been identified but seldom empirically examined. Using survey data from 329 Chinese customs officers collected in December 2022, this study investigates whether ethical leadership influences customs officers' organizational citizenship behaviors indirectly through work engagement and trust in leader. Following the interactive approach, we further postulate that leader competency can accentuate these indirect relationships. Mplus 8.3, SPSS 26.0 and Hayes' PROCESS macro for SPSS were used to conduct statistical analyses including descriptive statistical analysis, correlation analysis, common method deviation analysis, confirmatory factor analysis, and regression analysis. The results reveal that work engagement and trust in leader act as mediators in the ethical leadership and organizational citizenship behaviors relationship. Moreover, these indirect relationships are stronger when customs officers perceive their leaders are more competent. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

The article titled "Appl. Psychol. 53, 371– 399" is an editorial that explores the concept of emotional intelligence (EI) and its applications in various settings. It emphasizes the importance of EI in organizations and education, highlighting its predictive power for job performance and academic success. The article also discusses the role of EI in teachers' emotional competencies and its impact on students' emotions and academic performance. Additionally, it mentions studies on the social life and mental health of children and adolescents, as well as the relevance of digital competence to EI in the digital context. Overall, the article promotes further research in this area and provides a comprehensive overview of psychology and its applications in different fields. [Extracted from the article]

Introduction: This study investigates the moderating role of supervisor emotional support at the group level on the relationship between emotional exhaustion and work engagement with organizational citizenship behavior-civic virtue (OCB-civic virtue) at the individual level among nurses. Method: A cross-sectional study was carried out on 558 nurses nested in 36 working units fromtwo hospitals in Algiers. Amultilevel analysis using Hierarchical Linear Modeling was performed. Results: Results show that the positive effect of work engagement on OCB-civic virtue was moderated by supervisor emotional support at group level. The nurses emotional exhaustion and OCB-civic virtue negative relationship at the individual level is buffered by supervisor emotional support at group level. Discussion: In consequence, supervisor emotional support experienced by the team has an influence on the emotional exhaustion and work engagement OCB-civic virtue relationship. [ABSTRACT FROM AUTHOR]

This paper presents a literature review on the topic of organizational performance. The study conceptualizes the overall performance of the organization as comprising of organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB). While there are numerous research studies on OCB, not many have focused on how OCB and CWB affect organizational performance simultaneously. The paper provides an explanation of the OCB and CWB concepts, followed by the primary research and focus of the study. The article presents a comprehensive framework for understanding the meanings of OCB and CWB, along with an internal hierarchy. This framework will serve as a beneficial resource for working managers, academics, and researchers, who seek to optimize economic productivity through improved understanding and management of OCB and CWB. [ABSTRACT FROM AUTHOR]

Motivation for the study: Workplaces are changing with employees increasingly working remotely and flexibly, which has created larger physical distance between team members. This shift has consequences for trust research and implications for how trust is built and maintained between employees and leaders. Research design: Three studies collectively aimed to demonstrate how employee trust in leaders has adapted to a hybrid work environment. A validation of a seminal multidimensional employee trust in leaders measure was conducted. Also, an alternative multidimensional measure was developed, piloted, and then validated using exploratory and confirmatory factor analyses. Main findings: Findings showed the Affective and Cognitive Trust scale not to be sufficiently reliable or valid after testing with a sample working in a hybrid model of virtual and face to face work environments. However, the new measure demonstrated good reliability and validity. Implication: Findings reinforced that there are behavioural and relational elements to organisational trust, and there are two discreet dimensions to trustworthy behaviour: communication and authenticity. [ABSTRACT FROM AUTHOR]

The current study is rooted in the theory of conservation of resources, exploring the associations between mental health factors namely stress, anxiety and depression with organizational citizenship behavior and counterproductive wok behavior. Data gathered from an Indian automobile sector revealed interconnections between the variables. It was found that stress, anxiety and depression have a positive relationship with OCB and stress and anxiety have negative relationship with CWB. The manuscript further evaluates the results drawing upon conservation of resources theory as we find striking differences between our hypotheses and results, and that opens up new avenues for future research. [ABSTRACT FROM AUTHOR]

The current study proposes a multidimensional student athlete well-being framework (SAWBF). The authors used 12 items to capture SAWBF comprised of four well-being dimensions (i.e., physical, hedonic, psychological, and social well-being). To empirically assess the reliability and validity of the framework, data from elite collegiate student athletes in Japan (N=546) were procured. The results indicated sufficient convergent and discriminant validities of SAWBF. The authors also assessed predictive validity correlations of the framework by focusing on the oft-supported well-being outcome-organizational citizenship behavior, which were also found to be associated with SAWBF. The findings indicated the usefulness of SAWBF; and coaches and staff members can utilize the framework to multi-dimensionally understand well-being status of their student athletes, potentially boosting adaptive behaviors. [ABSTRACT FROM AUTHOR]

Flexible work arrangements (FWA) are becoming increasingly widespread as an efficient means of coping with a dynamic and competitive business environment. Existing studies have primarily examined the impact of FWA as a management system; however, its impact on employee innovation behavior has not been fully explored. Based on the self-determination theory, this study constructed a moderated mediation model that empirically examined the influence of FWA on the innovation behavior of knowledge employees. Our findings are as follows: (1) FWA can activate innovation behavior among knowledge employees; (2) thriving at work plays a partial mediating role; (3) human resource policies that facilitate opportunities have a positive moderating effect. The findings fill a theoretical research gap and provide insights for managers on implementing FWA to promote the innovative behavior of knowledge employees. [ABSTRACT FROM AUTHOR]

High staff turnover in certain public sector organizations in Pakistan is a challenging problem, and organizations strive to reduce this issue using different mechanisms. Therefore, this research investigates the parallel mediation impact of perceived organizational support (POS) and organizational citizenship behavior (OCB) on the relationships among perceived supervisor support (PSS), leadermember exchange (LMX), and employee's intention to leave (IL). Data were collected from 482 employees working in public sector museums in Pakistan in three waves. Structural equation modeling (SEM) with a two-step approach was used to evaluate the data. The research found that both POS and OCB mediate the negative relationship between PSS and IL and between LMX and IL in a parallel mediation mechanism. Public sector museums should focus on providing visible supervisory support and develop a healthy work environment where the exchange relationship between supervisors and subordinates strengthens to reduce the possibility of the employee's leave intentions. [ABSTRACT FROM AUTHOR]

The current study is rooted in the theory of conservation of resources, exploring the associations between mental health factors namely stress, anxiety and depression with organizational citizenship behavior and counterproductive wok behavior. Data gathered from an Indian automobile sector revealed interconnections between the variables. It was found that stress, anxiety and depression have a positive relationship with OCB and stress and anxiety have negative relationship with CWB. The manuscript further evaluates the results drawing upon conservation of resources theory as we find striking differences between our hypotheses and results, and that opens up new avenues for future research.

High staff turnover in certain public sector organizations in Pakistan is a challenging problem, and organizations strive to reduce this issue using different mechanisms. Therefore, this research investigates the parallel mediation impact of perceived organizational support (POS) and organizational citizenship behavior (OCB) on the relationships among perceived supervisor support (PSS), leader-member exchange (LMX), and employee’s intention to leave (IL). Data were collected from 482 employees working in public sector museums in Pakistan in three waves. Structural equation modeling (SEM) with a two-step approach was used to evaluate the data. The research found that both POS and OCB mediate the negative relationship between PSS and IL and between LMX and IL in a parallel mediation mechanism. Public sector museums should focus on providing visible supervisory support and develop a healthy work environment where the exchange relationship between supervisors and subordinates strengthens to reduce the possibility of the employee’s leave intentions.

As an attempt to solve the mixed results between leader feedback quality and employee job performance, this study proposes that employees' expected feedback quality plays a key role in how employees react to leader feedback. Specifically, drawing on needs-supplies fit and social exchange theory, we posit that congruence between expected feedback quality and delivered feedback quality positively relates to employee task performance and organizational citizenship behavior (OCB) through leader-member exchange (LMX). Further, we posit that learning goal orientation may strengthen the positive effect of congruence between expected feedback quality and delivered feedback quality on LMX. Multi-wave data collected from 226 employees from China showed that congruence between expected feedback quality and delivered feedback quality improves LMX and in turn benefits task performance and OCB. Moreover, learning goal orientation intensifies the indirect effect of congruence between expected feedback quality and delivered feedback quality on task performance and OCB through LMX. The theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Introduction: Efforts to link ability-related emotional intelligence to organizational behavior have resulted in modest findings. Methods: The present three studies examine whether a work-contextualized form of emotional intelligence (W-EI) may have greater predictive value, particularly in the organizational citizenship domain. Because W-EI should benefit social relationships within the workplace, positive associations between W-EI and organizational citizenship behavior were hypothesized. Results: This hypothesis was supported in three studies (total N = 462) involving samples of part-time student employees (Study 1), postdoctoral researchers (Study 2), and full-time employees (Study 3). All studies also provided evidence for incremental validity, such as with respect to the Big 5 personality traits, and Study 3 highlighted processes related to workplace engagement (in the form of higher levels of interpersonal job satisfaction and lower levels of burnout). Discussion: The results demonstrate the importance of W-EI in understanding employee variations in organizational citizenship. [ABSTRACT FROM AUTHOR]

Although it has been long recognized that leader-member exchange social comparison (LMXSC) has critical implications for employee productivity, little attention has been given to systematically exploring the effects of LMXSC on employee performance in a specific cultural context. Integrating social exchange theory with social comparison theory, we examine a dual process model to explain how and when LMXSC affects employee performance outcomes in the Chinese context. Results based on multiphase, multisource data from China revealed that the mediating roles of employees' perceived obligation toward the leader and self-esteem are examined simultaneously in the relationship between LMXSC and job performance and organizational citizenship behavior (OCB). Additionally, guanxi strengthens the connection between LMXSC and perceived obligation, while Zhongyong thinking erodes the connection between LMXSC and self-esteem. Taken together, these findings enhance our understanding of LMXSC in China. [ABSTRACT FROM AUTHOR]

The employee organizational citizenship behavior for the environment (OCBE) contributes to the improvement of the organization's environment, its study is increasing in number. However, the psychological mechanism of promoting employee OCBE is still a missing link. Drawing on the theory of social information processing, this study seeks to establish the impact of green transformational leadership on employee OCBE and the mediating role of green organizational climate in this nexus. In addition, we have integrated environmental concerns to better explain the impact of this differentiation. The results show that: green transformational leadership has a significant positive impact on employee OCBE, and green organizational climate has a mediating effect on the impact of green transformational leadership on employee OCBE. Furthermore, environmental concern not only has a positive moderating effect on the influence of green transformational leadership on green organizational climate, but also positively moderates the impact of the influence of green transformational leadership on employee OCBE. This paper reveals the internal psychological mechanism of improving employee OCBE and provides ideas for promoting the sustainable development of enterprises. [ABSTRACT FROM AUTHOR]

All countries in the world are currently trying to implement educational reform, which increases the additional workload of teachers. It is more important to discuss how to inspire teachers' enthusiasm for educational reform from the perspective of organizational support (OS). Previous research on OS was limited to perceived organizational support (POS), but in recent years group-level OS has been considered the most promising. There is no study comparing POS and group-level OS in education, and therefore this study explored the relationships between OS, job engagement (JE) and organizational citizenship behavior (OCB) in an educational context. In particular, OS was examined at the individual-level (POS) and the aggregated group-level (school organizational support, SOS). Analysis was performed using structural equation modeling (SEM) at both single and multiple levels. SEM results showed direct and positive relationships of individual-level POS with both JE and OCB. Moreover, JE is directly and positively related to OCB and plays the partial mediating role of the indirect and positive impact of POS on OCB. Multilevel structural equation modeling (MSEM) analysis revealed direct and positive relationships of SOS with teachers' JE, which was directly and positively related to their OCB. While SOS had no significant positive relationship with OCB, it did have a positive impact on OCB through the mediation of JE. Comparison between SEM and MSEM results revealed the change in effect of OS on OCB from significant to insignificant, thus implying full mediation effect of JE when SOS is considered. [ABSTRACT FROM AUTHOR]

The termination of employment is not the end of an organization-employee relationship. As ex-employees can provide various benefits to their former organizations, and a large number of ex-employees have accumulated in enterprises because of increased employee mobility, research on ex-employees' contribution behavior, and how it is generated are significant to organizations in making use of their ex-employees effectively and consequently improving organizational efficiency. Based on the research into organizational citizenship behavior, Study 1 extended the focus of organizational citizenship behavior research to include exemployees, introducing the concept of ex-employee citizenship behavior. The measurement of ex-employee citizenship behavior was developed based on Hinkin's tutorial. Using social identity theory, Study 2 discussed how ex-employee citizenship behavior is generated. A two-wave survey of 291 former employees was conducted. Hierarchical regression analysis and the bootstrap method were then applied to test the hypotheses. The results showed that legacy identification was positively related to ex-employee citizenship behavior. Furthermore, the interaction between perceived organizational prestige and perceived insider status was positively related to legacy identification. Perceived organizational prestige and perceived insider status were also indirectly and interactively related to exemployee citizenship behavior through legacy identification. The positive relationship between legacy identification and ex-employee citizenship behavior was moderated by the cooperative relationship between the current and former organizations. Additionally, the indirect positive effect of the interaction between perceived organizational prestige and perceived insider status on ex-employee citizenship behavior through legacy identification is moderated by the cooperative relationship between the current and former organizations. The theoretical and practical implications of this study were discussed. Finally, the limitations of this study were presented alongside suggestions for future research. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the relationship between perceived organizational support and organizational citizenship behavior, and to explore the moderating effect of volunteer participation motivation on the relationship between the variables, as well as the cross-level effect of transformational leadership and organizational climate. In this study, the front-liners of Taiwan’s National Immigration Agency were the study subjects. A total of 289 employee questionnaires were filled out and returned. It was found that employees’ POS had a positive effect on OCB, while volunteer participation motivation had a moderating effect on the relationships between the variables. Furthermore, transformational leadership and organizational climate were found to have a cross-level effect on enhancing employees’ POS, boosting their motivation to volunteer, and triggering more OCB in employees. The results of this study provide the organization with development measures to encourage its employees to convey more OCB, and improve their service performance. Moreover, based on research evidence that an organization encourages employees to actively participate in voluntary work, and should promote cooperation between the employees and the public by enhancing their sense of public responsibility, improving their services to the public, creating a harmonious work climate for the employees, and offering more opportunities for the public to engage with the employees.

Building on attribution theory, this study applied regression analysis and explored the double-edged sword effect of leader self-sacrifice behavior on employee work outcomes, thus revealing the potential negative impacts of such behavior. Specifically, when leadership self-sacrifice was met with low employee authenticity attribution, we found that employees tended to perceive leadership as hypocritical, thus reducing their organizational citizenship behavior. By contrast, when leaders’ self-sacrifice behavior was met with high employee authenticity attribution, employees tended to trust the leader and improve their task performance. Given these findings, we challenge the general scholarly consensus on leadership self-sacrifice behavior, enrich the current literature on leadership self-sacrifice, and emphasize the important role of employee attribution in the relevant leadership process.

Employee performance during health crises is currently one of the most alarming global concerns. Owing to its significance, scholars assessed factors that improve such performance. However, such improvements in performance require public health employees’ discretionary behavior. We investigate the impact of organizational citizenship behavior and patriotism on employee performance, shifting the focus of the healthcare industry’s employee performance conversation to how it can be sustained. We used cross-section data from 541 Chinese public health employees who made up the final sample in this study, which has been shown to be appropriate for investigations utilizing a quantitative method. The results of our empirical analysis demonstrate that organizational citizenship behavior positively contributes to sustaining employee performance. We found the same to be true about the positive mediating effect of patriotism on the aforementioned relationship. The findings offer insights into how a country’s performance at both local and international levels propels and sustains the job performance of its citizenry. Thus, governments should be more efficient and ensure they maintain a robust institutional environment. This study provides theoretical and empirical evidence based on a research survey of the roles of organizational citizenship behavior and patriotism that sustain employee performance in China’s public health sector, in particular during health crises.

Research on the influence of organizational trust (OT) on organizational citizenship behavior (OCB) of employees has been conducted for years, but the influence of internal mechanism for OT on OCB is not well studied. Based on social exchange theory and organizational identity theory, this paper explored the OT on the OCB and revealed the chain-mediating role of organizational identification (OI) and employee loyalty (EL) from both employees’ cognitive and psychological perspectives. The research employed a two-wave and multi-source strategy to conduct hypothesis validation with 305 validated questionnaires of Chinese enterprises. The results of the empirical analysis show that: (1) OT has a significant effect on OCB; (2) OI plays a mediating role between OT and OCB; (3) EL plays a mediating role between OT and OCB; and (4) OI and EL have a significant chain-mediating role between OT and OCB. The results of this study have deepened the understanding of organizational trust and have important practical implications for improving organizational citizenship behavior, organizational identification, and employee loyalty. [ABSTRACT FROM AUTHOR]

Abusive leadership has been shown to have adverse consequences for both the employees and the organization. In the current paper, the impacts of such a leadership style on workers' turnover intentions (TIs), counterproductive work behaviors (CWBs) and organizational citizenship behaviors (OCBs) are investigated through a dyadic lens--the mediation of leader-member exchange (LMX). Furthermore, when the workplace atmosphere is also tainted by high level of perceived organizational politics (POP) (as a moderator), these relationships deepen and and/or change (for the worse). To test the moderated-mediation research model, an online sample of 619 participants was obtained. The results support an interesting moderated-mediation of LMX by POP. Theoretical and practical implications, limitations and future research suggestions are discussed. [ABSTRACT FROM AUTHOR]

Although CSR research in China has received increasing scholarly attention, employee-centered CSR is still an understudied topic. To fill the void, the purpose of this study is to demonstrate the effects of employees' CSR perceptions on the quality of employee-organization relationships and workplace performance, as well as the underlying mechanisms explaining such effects, in the Chinese context. Guided by both managerial and relational approaches of corporate social responsibility (CSR) research, we conducted a survey (N = 248) with employees from a large private company in the electric and energy industry in China. Data were analyzed via path analysis using R packages (e.g., lavaan) and results revealed that CSR perceptions can lead to positive employee-organization relationship quality and increase employees' extra-role performance. We also found that these effects can be further explained by increased employee-organization identification or perceived corporate ability. In addition, a qualitative analysis of employees' responses showed that the influence of government and Confucianism was reflected in employees' expectations for their employer's CSR initiatives. This study contributes to the scant research on employee outcomes and the underlying mechanisms of employee-centered CSR in China. Practically, we add empirical evidence addressing the value of internal CSR for professionals and educators. [ABSTRACT FROM AUTHOR]

Background: Value-driven career attitude (VDCA) is considered a dimension of a protean career attitude (PCA). Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between valuedriven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance. Methods: A self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran's formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance. Results: By analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory. Conclusion: This study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs. [ABSTRACT FROM AUTHOR]

Millennial employees are increasingly paying more attention to well-being in the workplace and it has become an important issue for managers. Given that millennial employees are more sensitive to ethical issues, this study began by analyzing an ethical element in the organization--the ethical climate--and explored whether millennial employees have higher affective well-being in organizations with a good ethical climate. We verified our hypotheses based on 288 valid questionnaires collected from 40 teams. The results showed that: (1) ethical climate was a positive predictor of millennial employees' organizational citizenship behavior (OCB) and affective well-being, (2) employees' OCB partially mediated the relationship between ethical climate and affective well-being, and (3) an employee's moral identity effectively moderated the relationship between ethical climate and affective well-being, although it did not play a significant moderating role between ethical climate and OCB. These findings provide empirical support for applying situational strength and social information processing theories and emphasize the importance of cultivating an ethical climate in organizations. [ABSTRACT FROM AUTHOR]

This study aims to reveal the impact of proactive personality on career success (i.e., subjective career success, salary, and promotion) and the sequential mediation effect of organizational citizenship behavior (OCB) and task performance on the relationship. Utilizing meta-analytic structural equation modeling (MASEM) technology sampling 101,131 employees from multiple organizations and industries, which deeply decreased sampling error, the results indicated slightly different findings of proactive personality and three types of career success. Specifically, in relation to salary, OCB and task performance independently transmit the effects of proactive personality to subjective career success, but they sequentially mediate this link as well. In regard to subjective career success and promotion, OCB (but not task performance) mediates the relationship between proactive personality and promotion. OCB and task performance sequentially mediate these links. We discussed findings cautiously and purpose future research directions. [ABSTRACT FROM AUTHOR]

Distributive justice is known to have important emotional and affective outcomes. The present study explores the role of distributive justice as an antecedent to feelings of gratitude toward the organization. Borrowing from social exchange theory, we investigate the mediating role of gratitude in the relationship between “perceived fairness in distributive justice” and “employees’ organization citizenship behaviors (OCB).” Time-lagged, multisource data was collected from 185 employees and their supervisors employed in a large manufacturing organization based in East India. Two significant findings emerge. First, the results indicate that feelings of gratitude signal fair distribution of benefits such that the employees go beyond the call of the duty to invest in OCB. Second, engagement in such acts seems to nullify their social debts highlighted in the social exchange perspective. Thus, a strong moral emotion, gratitude is a powerful vehicle that drives employees to act in the organization’s interests because doing is desirable and rightful. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

A project manager’s emotional intelligence (EI) is essential to project success. However, the mechanism in this cause and effect remains a black box in extant literature. China is now the world’s largest construction market, and figuring out the mechanism of construction project manager’s (CPM’s) EI on project success is meaningful for developing the global construction market. This study conducted an in-depth interview with 24 CPMs with more than 5-year experience in construction project management. The grounded theory was employed to profile the application of CPM’s EI and to build the multilevel mechanism that explains the influence of CPM’s EI on project success. The mechanism framework conforms to the existed input–process–output (IPO) theory. It consists of a team-level mechanism (including the positive team atmosphere, shared vision, and team cohesion) and an individuallevel mechanism (i.e., organizational citizenship behavior directed at the organization, perceived supervisor support, trust in leader, and subordinate’s psychological and emotional health). This study further proposed that the effect of this mechanism does not work immediately but develops with time passing. Implications for further research and project management practice are discussed in the end. [ABSTRACT FROM AUTHOR]

The study aims to examine the moderating effect of self-efficacy on supervisory support and organizational citizenship behavior (OCB). An individual’s self-efficacy is defined as their belief in their own ability to successfully complete a goal or task, which influences their motivation, persistence, and decision-making. This study is based on the Conservation of Resource Theory, which holds that personal resources such as selfefficacy can influence employees’ perceived support and extra-role behavior (OCB). The data were collected from 618 employees in four public sector organizations in Putrajaya, Malaysia through a questionnaire survey and analyzed using the partial least squares structural equation modeling (PLSSEM) technique. Resultantly, supervisory support demonstrated a significant positive relationship with OCB. The results suggested that personal resources, such as self-efficacy increase the level of OCB with lower or higher perceived supervisory support. The results highlighted that self-efficacy strengthens supervisory support relations with OCB when supported by employees’ selfbelief and confidence. It is critical to investigate the role of self-efficacy because industries must constantly change, and employees must have selfefficacy resources to continuously improve and sustain their performance level. The findings can contribute to the literature and open new avenues for future research. [ABSTRACT FROM AUTHOR]

Very little attention has been given to understanding the commitment to service quality and desirable outcomes in the hotel industry. This study investigates the impact of directive and participative leadership on the frontline commitment to service quality through the mediation of knowledge sharing. This will eventually help us to generate the employees' commitment to service quality (CSQ) desirable behavior. The survey was distributed to 37 hotels. A total of 235 frontline employees participated in the survey. The study findings show that directive leadership has a negative relationship with CSQ. On the other hand, participative leadership positively influences CSQ. Notably, knowledge sharingmediates between directive leadership, participative leadership, and commitment to service quality. There were positive linkages between commitment to service quality and desirable outcomes, job performance, and organizational citizenship behavior (OCB) and negative relation to turnover intention. [ABSTRACT FROM AUTHOR]

BackgroundValue-driven career attitude (VDCA) is considered a dimension of a protean career attitude (PCA). Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance.MethodsA self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran’s formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance.ResultsBy analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory.ConclusionThis study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs.

The study aims to examine the moderating effect of self-efficacy on supervisory support and organizational citizenship behavior (OCB). An individual’s self-efficacy is defined as their belief in their own ability to successfully complete a goal or task, which influences their motivation, persistence, and decision-making. This study is based on the Conservation of Resource Theory, which holds that personal resources such as self-efficacy can influence employees’ perceived support and extra-role behavior (OCB). The data were collected from 618 employees in four public sector organizations in Putrajaya, Malaysia through a questionnaire survey and analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. Resultantly, supervisory support demonstrated a significant positive relationship with OCB. The results suggested that personal resources, such as self-efficacy increase the level of OCB with lower or higher perceived supervisory support. The results highlighted that self-efficacy strengthens supervisory support relations with OCB when supported by employees’ self-belief and confidence. It is critical to investigate the role of self-efficacy because industries must constantly change, and employees must have self-efficacy resources to continuously improve and sustain their performance level. The findings can contribute to the literature and open new avenues for future research.

This document is an editorial published in Frontiers in Psychology titled "Corporate entrepreneurs and psychological implications." The editorial discusses the psychological and mental issues faced by corporate entrepreneurs/intrapreneurs within a typical organizational setting. It highlights four studies that shed light on different aspects of this issue, including the impact of the COVID-19 pandemic on entrepreneur anxiety, the effect of corporate social responsibility on firm reputation and organizational citizenship behavior, the relationship between entrepreneurial wellbeing and business performance, and the use of experiential learning techniques to develop students' entrepreneurial mindset and competencies. These studies contribute to the field of corporate entrepreneurship by providing insights into the psychological implications of entrepreneurial journeys within firms. [Extracted from the article]

Although the effects of pro-organizational motives on pro-organizational behaviors [i.e., unethical pro-organizational behavior (UPB) and organizational citizenship behavior (OCB)] and their boundaries have been explored to some extent, extant studies are rather piecemeal and in need of synthesis and extension. Based on prior motivational research on pro-organizational behaviors, we developed a comprehensive contingent model in which moral identity and impression management motives would moderate the links between pro-organizational motives, UPB, and OCB. Adopting a time-lagged design, we collected data from 218 salespeople in an internet technology service company in China. Results showed that pro-organizational motives were positively related to UPB and OCB. Moral identity weakened the impact of pro-organizational motives on UPB but strengthened the influence of pro-organizational motives on OCB. Furthermore, we found that impression management motives strengthened the effects of pro-organizational motives on UPB and OCB, and the interaction of impression management motives and pro-organizational motives was stronger on UPB than on OCB. Theoretical and practical implications, limitations, and future directions are discussed. [ABSTRACT FROM AUTHOR]