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In the field of organizational behavior, the influence of leadership in organizations and the organizational citizenship behavior (OCB) of employees have always been two hot topics studied by scholars. However, previous studies have mainly examined the OCB of baby boomers and Generation Xers. With millennials now entering the workforce, they will highly likely not take the initiative to engage in OCB due to their different values. Scholars have found that millennials respond well to ethical leadership. Although this statement has a theoretical basis, empirical research regarding this topic is still insufficient. Thus, this study explores whether ethical leadership can effectively promote millennials’ OCB. Moreover, the mediating effect of group-level ethical climate and individual-level affective well-being, and the moderating effect of individual-level moral identity, were examined. The study hypotheses were verified based on 384 valid questionnaires collected from 61 teams using Mplus 8.3. The results showed that (1) ethical leadership was a positive predictor of millennials’ OCB, (2) ethical climate and affective well-being partially mediated the relationship between ethical leadership and OCB, and (3) moral identity moderated the relationship between ethical leadership and affective well-being and the indirect impact of ethical leadership on OCB. These findings provide empirical support for applying social learning theory, social information processing theory, and conservation of resources (COR)theory. This research also provides several managerial implications through which managers can more effectively improve the OCB of millennial employees.

The COVID-19 pandemic is changing many aspects of our lives. The hiring and job searching situation is no exception. This study investigated somewhat contradictory aspects of self-determination and circumscription and compromise in the context of job searching and recruitment in South Korea&rsquo, s COVID-19 pandemic. Specifically, this study aimed to examine the effects of variables that control work volition, and the ways in which work volition is related to perceived socioeconomic constraints and the meaning of work, in female college students looking for a job in South Korea. Furthermore, we explored the implications for job searching and corporate personnel management in the COVID-19 pandemic. As a result, this study intended to contribute theoretically and practically to self-determination, and circumscription and compromise theory, and to suggest future research directions.

This study explored green restaurant consumers&rsquo, self-actualization and self-transcendence motivations that drive customer citizenship behavior (CCB). A survey of green restaurant consumers was administered, and structural equation modeling (SEM) analysis was performed. The findings indicate the presence of positive associations between pride and self-actualization, and healthy social narcissism and self-transcendence. This study also found a positive relationship between self-actualization and self-transcendence, and they are positively associated with CCB. Interestingly, the findings suggest that green restaurant consumers&rsquo, pride, self-actualization and CCB path is more dominant path vis-&agrave, vis the path from healthy social narcissism mediated by self-transcendence to CCB.