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Are employees more likely to identify with their organization and engage in helping behaviors on its behalf if the coworkers who make up their social networks identify and help the organization? We draw on social information processing theory, social learning theory, and research on diffusion of innovation to develop a model that predicts how relational (advice ties) and structural (structural equivalence) factors predict organizational identification and organizational citizenship. We argue that OI is neither a matter of individual perceptions generated in isolation, nor a simple function of the number of ties that an employee has, but that it is instead an outcome of relations and interactions with coworkers, as reflected in the social structure of the employing organization. We tested our model by conducting a social network study of employees in a construction company. Our findings show that (1) employees tend to have similar levels of OI to the OI of their advice ties; (2) employees who are structurally equivalent tend to demonstrate similar levels of OCB; (3) similarity in OI mediates the relationship between advice ties and similarity in OCB; and (4) advice ties with high and moderate levels of OI are most strongly associated with similarity in OCB. In a supplementary analysis we show that the social influence model that we tested offers a better explanation for the role that the social context plays in shaping OI than does a "more ties, more OI" model. We discuss implications for theory and practice. [ABSTRACT FROM AUTHOR]

This study explores and compares the formation of choice-based citizenship between locally-born Hong Kong natives and Chinese immigrants. Unlike the conventional ‘duty-bound’ concept of citizenship, choice-based citizenship emphasises the autonomy of citizens to practice the civic virtues they consider important, rather than merely fulfilling conventional civic duties. It is considered a more progressive norm of citizenship. With results from a population survey (N = 1,066), this paper argues that while the formation of choice-based citizenship among Hong Kong natives is primarily driven by generational change, similar to what most Western societies have experienced, Hong Kong’s domestic factors play a significant role in the formation of choice-based citizenship among Chinese immigrants. Among these immigrants, choice-based citizenship is associated with their attitudes towards mass protests and news consumption through online media. Furthermore, the moderation effect presented in this paper reveals indications of the cultivation of choice-based citizenship through exposure to television news. By examining the formation of choice-based citizenship, this paper contributes to the exploration of how political socialisation occurs among migrants moving from a relatively authoritarian country to a host country with a relatively liberal environment and established democratic norms. [ABSTRACT FROM AUTHOR]

Cruel Optimism’ (Berlant, 2011) sustains neoliberalism by promising freedom and autonomy through adherence to and performance of competitive behaviours. As Brown (2003) observes, neoliberalism is a discourse which operates, not through repression or restriction, but through promising self‐fulfilment and happiness. The role of emotion‐management in poverty governance has been widely acknowledged. However, this has focused on cultivation of population‐level punitive, negative emotions (such as shame, stigma, or resentment). It is widely acknowledged that welfare provision has been specifically targeted by neoliberal discourse, justifying intensifying interventions aimed at reshaping the subjectivities and aspirations of poor and marginalised individuals and households to serve the needs of deregulated markets. However, little attention has been paid to the importance of positive, hopeful emotion management in legitimising and effecting co‐operation. Drawing on interviews with 54 workers in the Welsh homelessness system, I argue that workers systematically create and sustain optimism in their clients as a mechanism to enable them to survive within an increasingly hostile housing system, as part of a deliberate, if reluctant, strategy to cultivate empowered, ‘ethical’ welfare selfhood against a backdrop of citizen abandonment. A three‐stage approach deployed by workers includes (1) destabilisation of expectations of state help (2) re‐orientation, through cultivation of belief in neoliberal promise (3) development of maintenance strategies. Improving applicant capacity to perform neoliberal welfare citizenship was perceived as an urgent, moral and pragmatic necessity, and justified by care logics. I demonstrate how this extends not only our understanding of welfare implementation, but also shows how positive emotion‐management generally, and Berlant's Cruel Optimism specifically, can be used to understand the practicalities of welfare governance. [ABSTRACT FROM AUTHOR]

This paper begins to put together a thus-far missing picture of the dynamics between Australian public opinion, media and foreign policy responses to genocide and other mass atrocities, in the Asia-Pacific and further afield. It examines key factors likely to influence these relationships, focusing on the role and significance of normative-ideational imperatives, such as Australian values and notions of ‘good international citizenship’ in Australia's foreign policymaking. To assess the centrality of these imperatives for the public and their implications for foreign policy, an exploratory study is conducted of Australian mainstream media's coverage of the Rohingya crisis in Myanmar during 2016–2017. The findings point to striking normative omissions in the media's coverage and public and official deliberations over Australia's policy responses to the crisis. The essay discusses potential explanations for these omissions and highlights themes for further research arising from the study. These relate to the influence of political party bipartisanship on Australia's foreign policies, the importance of middle powers cooperation for international atrocity prevention, and the extent to which a focus on refugee intake and humanitarian aid might have substituted for discussions of more direct ways Australia could assist in halting the violence itself. [ABSTRACT FROM AUTHOR]

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]

This article examines the concept of servant leadership and its impact on organizational trust and conflict resolution. It draws inspiration from Herman Hesse's novel "The Journey to the East" and Robert Greenleaf's work on servant leadership. The article emphasizes the importance of trust within organizations and the role of leaders in establishing trust. It also discusses the need for effective conflict resolution strategies, particularly in relation to affective conflict. The author proposes a theoretical model and evidence-based propositions to illustrate the connections between servant leadership, organizational trust, and affective conflict. The article introduces the Walk-In-The-Woods process as a structured approach to conflict resolution that promotes principled negotiation and a win-win focus. It consists of four steps: revealing self-interests, enlarging interests, exploring enlightened interests, and aligning interests. The process encourages transparency, understanding, and problem-solving to reach mutually beneficial solutions. A case study involving a merger dispute between two academic medical centers demonstrates the effectiveness of the Walk-In-The-Woods method. The article highlights the benefits of the process for servant leaders, but acknowledges the need for further research to support its potential advantages. [Extracted from the article]

This article explores the post‐Brexit increase in applications for Irish passports through descent, and in so doing, seeks to develop a social/political psychology of diasporic citizenship. It draws on a focus group and 10 individual interviews, all conducted in 2018–19; participants were all based in England and had applied, or were in the process of applying, for Irish passports through descent in the aftermath of Brexit. Analysis, using perspectives from discursive psychology, attended to both rhetoric and narratives of citizenship in participants' talk about the application process and identification with Ireland and Irishness. Participants draw on discourses of both effortfulness and essentialism in working up claims to Irish identity, with effortfulness in acquiring transnational knowledge being particularly central in rhetorically legitimizing less secure claims. The analysis thus builds on previous political psychological work highlighting the centrality of “effortfulness” to contemporary constructions of citizenship, particularly in the United Kingdom (Anderson & Gibson, 2020; Gibson, 2009). It is furthermore suggested that explicitly labeled “noneffortfulness” can act as a rhetorical marker of belonging. The implications of these findings for concepts of diasporic citizenship and debates around jus soli versus jus sanguinis citizenship in both Ireland and Britain are discussed. [ABSTRACT FROM AUTHOR]

'Urban citizenship' connotes to statuses and practices centred around the relationship between a locality and (all) individuals present or residing within its territory. This alternative imagination of citizenship (as opposed to formal nation-state citizenship) is based on a presumption of belonging for persons present/resident in the locality (ius domicii) and includes those typically excluded by the nation-state, in a radical vision of equality and non-discrimination. But domestic legal competences of local governments vary significantly across jurisdictions. This article, based on field research in Turkey and Switzerland, explores what role such domestic competences, or the regulation of local governments, plays in facilitating, encouraging, discouraging or obstructing local governments' engagement with radically inclusive urban citizenship practices. First operationalising the concept of 'regulation' and establishing Turkey and Switzerland as low- and high-regulation country contexts respectively, this article identifies four ways in which regulation shapes urban citizenship practices of local governments: (a) by shaping local governments' perception on their own autonomy; (b) by influencing whether local governments engage in legally foreseen or extra-legal practices; (c) by informing whether and how much local governments categorise different groups of rights-holders and; (d) by affecting which scales these urban citizenship practices are exercised in (upwards, downwards, horizontal). [ABSTRACT FROM AUTHOR]

Organizational citizenship behavior (OCB) is crucial for individuals, groups, and organization's life. Therefore, this research focuses on investigating how transformational leadership affects lecturers' OCB through serial mediation of talent management, learning organization, and job involvement. A questionnaires in a Likert scale format were used to collect data from 230 Indonesian lecturers and analyzed by descriptive, correlational, and path analysis. The results found that transformational leadership significantly affects talent management, learning organization, job involvement, and OCB; talent management, learning organization, and job involvement significantly affect OCB; and transformational leadership significantly affects OCB, mediated by talent management, learning organization, and job involvement. This empirical discovery promotes a new model of transformational leadership that affects lecturer's OCB mediated by talent management, learning organization, and job involvement. Furthermore, it provides theoretical contributions and practical implications that require critical, in-depth, and comprehensive discussion before being considered for adaptation or adoption to improve lecturer OCB through the perspectives of transformational leadership, talent management, learning organization, and job involvement. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Playful work design (PWD) is a set of proactive strategies implementing fun and self-challenge at work to actively create better work conditions. Following the job demands-resources theory, this study aims to investigate the effects of PWD's dimensions – i.e. "designing fun" and "designing competition" – on task and contextual performance (Study 1) and on the dimensions of organizational citizenship behaviors (OCBs) – i.e. altruism, conscientiousness and civic virtue (Study 2). Furthermore, the present research investigates the mediating role of work engagement (WE) for both studies. Design/methodology/approach: Two samples of 339 and 141 Italian workers participated by filling in a self-report questionnaire. Measuring models and hypotheses have been tested by structural equation models. Findings: Results suggest that WE partially mediates the relationship of the "designing competition" subdimension of PWD with task and contextual performance (Study 1) and with conscientiousness and civic virtue of OCBs, while "designing fun" shows a positive direct relationship only with altruism (Study 2). Originality/value: This paper contributes to expanding knowledge about PWD's effectiveness in facilitating performance and positive behaviors. Furthermore, it disentangles the different effects of PWD's dimensions on performance. In light of the results, both employees and managers should be aware of the beneficial consequences of introducing fun and self-competitiveness when completing their own work activities. [ABSTRACT FROM AUTHOR]

Internal marketing has been developed in various forms in all types of organizations. Mainly, internal marketing has been studied as a motivational strategy in service companies. Goods manufacturing industries have not benefited much from the use of internal marketing in strengthening employees’ extra-role behaviors. Customer orientation is one of the extra-role behaviors of employees, which in turn is the source of value for internal and external customers. When we follow the internal process segmentation approach, the organization is divided into a set of internal suppliers and internal customers. In this case, it becomes important to study the customer-oriented behavior of employees in the exchanges within the organization. To ensure the implementation of internal marketing in manufacturing organizations, in a way that best meets the needs of these organizations, it was necessary to conduct a study specific to manufacturing industries; a study that included the identification of internal marketing components with a customeroriented approach. The purpose of the current research was to identify and introduce the dimensions of internal marketing with a customer-oriented approach of employees in manufacturing industries. This is sequential mixed research in the inductive paradigm that was conducted in qualitative-quantitative phases. Its purpose is practical and its nature is exploratory. The data collection of the qualitative phase was carried out during semi-structured interviews that continued until theoretical saturation, and finally 15 experts and managers of manufacturing industries and university professors in the field of management participated in it. Qualitative phase analysis was done with them analysis approach using MAXQDA software. In the quantitative part, the fuzzy Delphi questionnaire was used to reach the consensus of the expert group on the dimensions identified in the qualitative phase. The results indicate the extraction of internal marketing dimensions with a customer-oriented approach in comprehensive themes (individual factors of employees and managers, organizational factors, motivational factors) and in 9 organizational themes, 1- Demographic characteristics 2- Organizational citizenship behavior of employees and managers 3- Managers’ support 4- Internal communication 5- participatory management 6- Promotion of customer-oriented culture 7- Employee job security 8- Job satisfaction 9- Appreciation and 44 basic themes. [ABSTRACT FROM AUTHOR]

The main goals of the study were to examine how transformational leadership affected organizational citizenship behavior, worker productivity, and employee job satisfaction in Indonesian Small- and Medium-Sized Enterprise (SME) settings. The study used a quantitative technique and included 295 people as samples. Since Indonesia is a multi-cultural nation, responses were gathered from employees in multiple cities. Data was gathered via online and print surveys and was then analyzed using SPSS 23 and Smart PLS Software. The findings of this study point to a clear, positive, and substantial relationship between transformational leadership and worker job satisfaction, organizational citizenship behavior, and work performance. Additionally, to job satisfaction and organizational citizenship, it has been shown that employee job performance is somewhat mediated by employee behavior. This is the first paper in the setting of Indonesian SMEs that looks at the impact of transformational leadership on employee job performance after job satisfaction and organizational citizenship behavior. [ABSTRACT FROM AUTHOR]

Purpose: The present research paper aims to examine the inter-relationship between organizational justice (Henceforth termed as OJ), psychological well-being at work (henceforth termed as PWBW) and organizational citizenship behavior (henceforth termed as OCB). More specifically, this paper attempts to critically analyze the mediating role of PWBW in the relationship between OJ and OCB. The study solely focuses on nurses working at private hospitals in Kerala, who are the largest group of healthcare personnel. Design/methodology/approach: Data collected from 308 nursing employees were analyzed by using statistical package for the social sciences (SPSS) software. Findings: The outcomes of the analysis demonstrate that significant correlations exist between all the three key variables and their dimensions. Moreover, it has been found that the relationship between OJ and OCB is partially mediated by PWBW. Research limitations/implications: In the present healthcare scenario, just after the Covid-19 pandemic, there is a paramount need for the well-being of healthcare staff in order to improve the functioning of the healthcare system. Originality/value: The study enabled us to develop and provide an explanation as to how social exchange relationship works between OJ and OCB. [ABSTRACT FROM AUTHOR]

Complementing the literature on job autonomy, this study explored the joint effects of job autonomy needed and supplied on employees' work engagement and subsequent job performance. To test our hypotheses, this study methodologically employed a polynomial regression analysis with response surface analysis, using multi-wave and multi-source data from a sample of 417 employee-leader dyads in China. Our results indicate that work engagement is high when the fit between job autonomy needed and supplied is high, particularly when the autonomy needed and supplied are both high rather than low. Moreover, work engagement mediates the effects of fit between job autonomy needed and supplied on task performance and organizational citizenship behavior (OCB). Perceived leader competence strengthens the indirect effects of the fit between job autonomy needed and supplied on task performance and OCB via work engagement. This study not only extends our theoretical understanding of the effectiveness of job autonomy by considering the important role played by employees' personal needs for job autonomy and leader characteristics in the working environments but also offers useful practical implications for organizations to maximize the function of job autonomy and promote employee performance. [ABSTRACT FROM AUTHOR]

Building on the affective event theory, we investigate the mediating role of job frustration in the relationship between perceptions of organizational politics (POP) and employee silence. We suggest that job frustration induced by POP leads employees to become more passive in organizational participation, reflected in increased employee silence. Results from data collected from 459 employees of an Iranian organization indicate that POP has both a direct and an indirect effect on various employee silence motives. The study extends prior research by examining an affective mechanism linking POP to employee silence. The results suggest that frustration may be expressed silently in politicized work environments. The study attests to the need to explore the role of context-relevant discrete emotion in organizational phenomena. It also points to the need for organizational leaders to identify the emotional undercurrent of employee silence and to reduce negative politics in organizations. [ABSTRACT FROM AUTHOR]

In this article, I examine the construction of citizenship in Finnish society and the mechanisms of inclusion and exclusion relating to citizenship from the perspective of young adults who are becoming independent. The context of the study is the institutional system of services and authorities that steers young adults toward an independent life, but also controls them in determining what kind of citizenship is acceptable and desirable in society. The article is based on my doctoral dissertation (Kallio 2023). The data consist of life course interviews (N = 36) with young adults aged 17–27, all of whom had sought support from the Youth Shelters run by the Finnish Red Cross, and of young adults’ discussions in the Digital Council (N = 11). The study shows that the institutional system is a very significant environment for young adults who are forming perceptions of themselves as citizens. However, the diverse meanings that young adults give to citizenship are not sufficiently recognized within the system. On the contrary, the practices and rules of the institutional system may make it more difficult for young people to pursue the normative attributes of citizenship valued by society, and this may lead to institutionally produced vulnerability and experiences of neglect. [ABSTRACT FROM AUTHOR]

The United States has an increasing number of people from around the world, which has led to a rise in mixed-citizenship romantic relationships. Yet, these relationships and family structures remain significantly understudied. Mixed-citizenship romantic relationships, referring to individuals in a romantic relationship who hold or previously held different citizenships, are faced with various unique experiences in comparison to same-citizenship romantic relationships (e.g. immigration rhetoric, filing of paperwork, and financial obligations). Grounded in relational dialectics theory, this study examined how discourses operate and inform the meaning of mixed-citizenship romantic relationships, as well as the ways discourses compete. Through 15 semi-structured interviews, results reveal two discourses: A Discourse of Love is the Driving Force and A Discourse of Material Uncertainty. Moreover, discourses competed for dominance and, at times, intersected to create new meanings. Findings illuminate implications of talk for members of mixed-citizenship relationships, and offer suggestions for practitioners in communicating about these consequences. [ABSTRACT FROM AUTHOR]

It has been shown that a proxy determination of the magnetospheric open-closed magnetic field line boundary (OCB) location can be made by examining the ultra-low-frequency (ULF) wave power in magnetometer data, with particular interest in the Pc5 ULF waves with periods of 3-10 min. In this study, we present a climatology of such Pc5 ULF waves using groundbased magnetometer data from the South Pole Station (SPA), McMurdo (MCM) station, and the Automatic Geophysical Observatories (AGOs) located across the Antarctic continent, to infer OCB behavior and variability during geomagnetically quiet times (i.e., Ap < 30 nT). For each season [i.e., austral fall (20 February 2017-20 April 2017), austral winter (20 May 2017-20 July 2017), austral spring (20 August 2017-20 October 2017), and austral summer (20 November 2017-20 January 2018)], north-south (i.e., H-component) magnetic field line residual power-spectral density (PSD) measurements taken during geomagnetically quiet periods within a 60-day window centered at the austral solstice/equinox are averaged in 10-min temporal bins to form the climatology at each station. These residual PSDs thus enable the analysis of Pc5 activity (and lower period "long-band" oscillations) and, thus, OCB location/variability as a function of season and magnetic latitude. The dawn and dusk transitions across the OCB are analyzed, with a discussion of dawn and dusk variability during nominally quiet geomagnetic periods. In addition, latitudinal dependencies of the OCB and peak Pc5 periods at each station are discussed, along with the empirical Tsyganenko model comparisons to our site measurements. [ABSTRACT FROM AUTHOR]

Drawing on construal level and conservation of resources theories, our paper focuses on the psychological distance employees experience from their manager in remote work contexts. We specifically examine the role of three leadership behaviours (initiating structure, consideration and vision communication) on employees' perceptions of psychological distance from their manager and the subsequent effects on employee task, emotion and avoidance coping and individual effectiveness outcomes. Using data from two independent studies (Study 1: a four‐wave time‐lagged online study of remotely working 338 participants; Study 2: a four‐wave time‐lagged study of 202 hybrid working professionals), we found that consideration and vision communication reduced employees' perceptions of psychological distance from their manager, while psychological distance decreased task coping. Support for a serial mediation model was also found, with consideration and vision communication indirectly influencing task performance and consideration indirectly influencing organizational citizenship behaviours and withdrawal behaviours via psychological distance and then via task coping. Our research results provide new insights into the role of leadership in remote work contexts and highlight the implications of psychological distance from the leader for employees' coping responses and individual effectiveness. [ABSTRACT FROM AUTHOR]

Compared with the considerable body of research on approach, the role of avoidance crafting (i.e., reducing the demanding or stressful aspects of one's job) in coworker outcomes remains underexplored. Our study fills this gap by exploring the relationship between employee avoidance crafting and partner organizational citizenship behavior (OCB). Drawing on role theory, we propose employees' role conflict as a mediator, and their trust in their partner as a moderator. To test the proposed moderated mediation, we collected two-wave data from 115 employee-work partner dyads three months apart. The average age of the employees was 31.20 years, and 66% were male. The analysis of actor-partner interdependence model revealed that employee role conflict significantly mediated the relationship between employee avoidance crafting and partner OCB. Specifically, employee avoidance crafting had a positive indirect effect on partner OCB by decreasing role conflict. The negative relationship between employees' avoidance crafting and role conflict was moderated by their trust in their partner such that this relationship was more pronounced when trust was low. Furthermore, trust in their partner moderated the indirect effect of avoidance crafting on partner OCB through role conflict. These findings offer novel insights into when and why avoidance crafting is helpful for coworker OCB and have implications for promoting the prosocial outcomes of job designs. [ABSTRACT FROM AUTHOR]

Introduction: This study investigates the digital citizenship behavior (DCB) and behavioral intention (BI) of faculty members at the Public Authority for Applied Education and Training (PAAET) colleges in Kuwait. The research aims to evaluate the effectiveness of technology in teaching and provide a case study of higher educational institutions in Kuwait. The study's theoretical framework focuses on four key factors: performance expectancy (PE), effort expectancy (EE), social influence (SI), and facilitating conditions (FC), examining their impact on faculty readiness (RED) through the mediation of both BI and DCB. A total of 28 hypotheses were tested, exploring direct and indirect relationships among these variables. Methods: A survey was conducted among 122 faculty members from PAAET colleges in Kuwait. The questionnaire measured the participants' perceptions of PE, EE, SI, and FC, along with their BI and DCB. The study employed statistical methods to analyze the data and test the 28 hypotheses, aiming to identify significant paths of relationships that contribute to faculty readiness for technology use in education. Results: The findings confirmed eight significant paths of relationships, highlighting the importance of inputs such as effort and social influence and their impact on performance as an output in determining faculty readiness. However, the study raised empirical doubts about the remaining 20 hypotheses, providing new evidence that challenges the currently established relationships between technology acceptance and digital citizenship. Discussion: The study offers valuable insights into the factors influencing the effective use of technology in higher education institutions in Kuwait. It suggests that while some pathways, such as effort and social influence, significantly contribute to faculty readiness, other expected relationships may not hold as previously thought. This new evidence calls for a reevaluation of the existing models of technology acceptance and digital citizenship. The results have important implications for policy and practice, offering guidance on enhancing technology use among faculty members in educational settings. The study contributes to the broader discussion on digital transformation in education, providing a comprehensive understanding of the key factors that affect faculty readiness for adopting new technologies. [ABSTRACT FROM AUTHOR]

Drawing on the stimulus-organism-response theory, the present study aims to investigate the mediating role of environmental self-identity on the relationship of collectivism-organizational culture and green empowerment with employee's workplace green behavior. By adopting procedural remedy and purposive sampling approach, data was collected from 207 administrative employees in higher education institutions of China. Response rate in this study is 41.40%. The authors employed partial least square -structural equation modelling to validate the proposed hypotheses. The current empirical findings confirmed the direct effect of collectivism-organizational culture and green empowerment on employee's environmental self-identity. It is also proven that environmental self-identity significantly and positively influence employee's workplace green behavior. This study concludes with significant positive indirect impact of collectivism-organizational culture and green empowerment on the employees WGB through environmental self-identity. This study enriches the literature on sustainable development by examining the integrated relationship of collectivism-organizational culture, green empowerment, self-identity and green behavior. The limitations and implications have been elaborated at the end of research. [ABSTRACT FROM AUTHOR]

In my book I focus on building a theory about the relationship of moral education and citizenship education in a globalising world and the role of teachers and policy. As Hansen points out, I take a normative stance: enhancing democracy, social justice, a global orientation, and equity in schools and society is the vision that motivates and informs my academic work. Hansen highlights the influence of moral philosophy, psychology and pedagogy on my work; I also try to include sociological perspectives. The most critical point raised by Hansen concerns my treatment of cosmopolitanism. Moral values in global citizenship education can present a horizon and can motivate people. But the political changes need to be realised in practice. Due to recent global, national and psychological developments, societal and educational processes are becoming more complex and—arguing from a critical-democratic perspective—demand education programmes and practices based on reflection, inclusion, dialogue, the appreciation of diversity, and deliberation. [ABSTRACT FROM AUTHOR]

Leniency, the act of lessening or removing a negative consequence for misconduct, is a means of addressing workplace misconduct. Although existing research has highlighted that the lenient reaction generally brings benefits, scholars have recently challenged this positive view of leniency by noting its negative outcomes. Drawing upon the attribution theory, we propose that the effects of leader leniency depend on subordinates' relational attributions of such lenient behavior. We conducted an experiment (Study 1, N = 229) and a multi-source and multi-wave survey (Study 2, N = 268). Study 1 used ANOVA analysis and Study 2 used path analysis and bias-corrected bootstrap method to test the model. Results showed that when the subordinate relational attribution is low, leader leniency will trigger subordinate gratitude and increase organizational citizenship behavior. Conversely, when the subordinate relational attribution is high, leader leniency will induce subordinate psychological entitlement, fueling workplace deviance. Our research provides new insight into understanding the losses and gains of leader leniency and identifies the role of relational attribution in the effects of leader leniency. Finally, we discuss our theoretical contributions and practical implications. [ABSTRACT FROM AUTHOR]

Research on knowledge hiding has largely focused on its antecedents while overlooking its consequences. Drawing on moral cleansing theory, we adopt a "perpetrator-centric view" and posit that employees who engage in playing dumb and evasive hiding–two specific knowledge hiding behaviors that involve deception–will subsequently perform more organizational citizenship behavior directed toward individuals (OCB-I) because they perceive a loss of moral credits following their moral transgression. Further, we propose that the indirect effects are contingent on perpetrators' moral identity internalization. We tested our hypotheses using a time-lagged research design with a sample of 362 respondents from a large pharmaceutical group company. Consistent with our hypotheses, we found that employees who engaged in playing dumb and evasive hiding subsequently exhibited more OCB-I as they perceived a loss of moral credits, whereas employees who engaged in rationalized hiding did not. In addition, the positive relationships between playing dumb and evasive hiding with perceived loss of moral credits were stronger when perpetrators had high moral identity internalization, as were the indirect effects of playing dumb and evasive hiding on OCB-I via perceived loss of moral credits. Our research contributes to the understanding of when and how engaging in knowledge hiding affects perpetrators and their compensatory behaviors toward coworkers. [ABSTRACT FROM AUTHOR]

This article is a comprehensive empirical overview of environmental protection and conservation nonprofits' discourse on social media. To what extent have these nonprofits framed climate change in their public discourse and how has it evolved over time? How do organizational characteristics and resources affect their social media behavior? To address our research questions, we use machine learning with texts—specifically topic modeling—to track the activity of 120 environmental nonprofits during a 14-year time span on X, formerly known as Twitter. Our analysis of more than 1.3 million tweets shows that climate change, although not closely aligned with the missions for more than half of the top tweeting organizations included in our sample, has consistently been a prevalent priority issue on their social media agendas for more than a decade. This heightened attention to climate change discourse by the environmental nonprofit sector denotes their uniform efforts to inspire government for climate action. [ABSTRACT FROM AUTHOR]

In this paper, we develop novel theoretical insights regarding employees' reactions to servant leadership. Drawing on social exchange theory and the servant leadership literature, we propose that the needs–supplies fit between servant leaders and narcissistic employees can urge narcissistic employees to feel more grateful in response to servant leadership. In turn, employee gratitude is positively associated with organizational citizenship behavior and negatively associated with workplace deviance. We test our model across two studies, including a two-wave field survey study of 344 employees and their 80 leaders (Study 1) and a scenario-based experimental study of 100 participants (Study 2). The findings support our theoretical model that, at a higher (versus lower) level of employee narcissism, servant leadership enhances organizational citizenship behavior and reduces workplace deviance through enhanced employee gratitude. We discuss our contributions to the servant leadership literature and present practical implications for organizations. [ABSTRACT FROM AUTHOR]

This document summarizes a symposium presented in the International Journal of Psychology that focuses on the context-dependent drivers of sustainable behavior. The symposium includes presentations on topics such as risk perception, sustainable energy technologies, sustainable seafood choices, message framing, and corporate environmental responsibility. A study conducted in the United States found that different terms used to describe climate change can influence public attitudes and responses. Another study in India examined the impact of groundwater arsenic contamination on mental health and well-being. The study found that affected individuals reported poorer well-being, higher levels of mental health problems, and greater stigma. Additionally, studies explored the relationship between nature exposure and psychological well-being in adolescents, the relationship between noise exposure and mental health symptoms, and the concept of "Ibasho" as a place of acceptance and comfort. These findings provide valuable insights into promoting sustainable behaviors, addressing environmental health issues, and understanding the psychological impact of various factors. [Extracted from the article]

Young vocational graduates face many expectations related to the norms of worker-citizenship when entering the labour market. Due to contemporary uncertainties and the new realities of adulthood, meeting these expectations may not be easy. These expectations might also conflict with young adults' desires. This paper examines how vocational education graduates position themselves in the labour market and what kind of worker-citizenship they produce in their working-life stories. The study is based on 32 individual interviews with 18- to 25-year-old vocational graduates with different positions in the Finnish labour market. The findings support earlier research on the importance of assuming the position of worker-citizen for these graduates. In new adulthood, they aim but are also forced to shape their worker-citizenship when, for some, vocational qualification has not redeemed its promises. Based on empirical findings, the article argues that ideals maintained in vocational education may need to be shaped within the unpredictable realities of new adulthood. [ABSTRACT FROM AUTHOR]

Like other businesses, universities spend to build their brands, but rarely measure the sources and benefits of brand equity, especially employee-based brand equity (EBBE). We borrowed from an EBBE model, the Associative Memory Network Theory, social information processing, and exchange theories to examine the impact of brand-related information generated and disseminated to employees in a private African university on role clarity, brand knowledge, brand commitment, and four EBBE benefits. Cross-sectional data was collected from 588 lecturers, administrators, and technical staff. Structural equation modeling results revealed that brand information generated and disseminated impacted role clarity, brand knowledge, and commitment. Brand commitment impacted three EBBE benefits: brand citizenship behavior, employee intention to stay in organization and spread positive word-of-mouth. Role clarity and brand knowledge were significant mediators. Thus, for sustainability, university managers should communicate explicitly through frequent verbal brand communications and orientation, and implicitly through behaviors that reflect brand prestige. [ABSTRACT FROM AUTHOR]

In this paper, we focus on the conceptualization of corporate citizenship and examine the effects of its tangible manifestation, in the form of corporate philanthropy, on company performance recognizing the importance of the institutional contexts where companies are embedded. Based on a sample of 752 multinational companies that have joined the UN Global Compact, we explore the derived benefits, using as a moderator the legal environment where companies operate. The results of the random‐effect regression analysis show the existence of a positive relationship between corporate citizenship and corporate market valuation over the study period (2016–2022). Findings on corporate citizenship are consistent with previous studies, and the role of the legal tradition emerges as a salient avenue for future investigation. Companies that highly leverage the philanthropic dimension of corporate citizenship and are primarily embedded in a common‐law tradition benefit more than those operating in a civil‐law system. [ABSTRACT FROM AUTHOR]

We conducted semi-structured interviews with 17 parole officers working in Canadian federal correctional services to understand how their perceptions mediate well-being. Our study elucidates dimensions of interactional justice related to three elements of nonverbal communication theory (i.e. haptics, proxemics and kinesics). By centralizing the voices of our participants, we show how nonverbal communication theory mediates organizational citizenship behaviour and the multi-construct concepts of justice. Framing interpretations with how public employees interact, we reflect on the impacts to which correctional workers—as public safety employees—perceive their criminal justice employment. We argue exploration into nonverbal communication, and a deeper understanding of how correctional services govern, may provide structural accountability by closing a loop in organizational knowledge flow. [ABSTRACT FROM AUTHOR]

Building on social exchange theory and self-determination theory, this paper studies how commitment to social responsibility in nonprofit organizations (NPOs) affects their employees. Social responsibility concerns NPOs' voluntary engagement into ethical behaviour extending beyond the narrow mandate of their social mission and legal responsibilities. Given the prosocial motivation of nonprofit employees, it is argued that contributing to the well-being of stakeholders beyond the social mission by engaging in social responsibility may result in favourable employee outcomes. The results of our study, using a sample of 1335 employees of healthcare NPOs in Flanders, confirm that social responsibility positively relates to employees' organizational citizenship behaviour (OCB) as commitment to social responsibility enhances perceptions of organizational support and social impact potential among nonprofit employees. The results further indicate that the consistent display of integrity and moral values by leaders by demonstrating leadership integrity positively influences the relationship between social responsibility and OCB. [ABSTRACT FROM AUTHOR]

Flexible working hours has many benefits in improving employee's in-role performance, and thus become more popular in modern cities. However, we knew little about the relationship between flexible working hours and organizational citizenship behavior (OCB). To clarify the question, we constructed a moderated-mediation model to examine the mechanism of commuting control. A total of 284 full-time employees took part in this study. We found that: (1) Employees with flexible working hours had higher levels of commuting control; (2) Then, higher levels of commuting control predicted higher levels of OCB; (3) Commuting control fully meditated the association between flexible working hours and employees' OCB; (4) Commuting control and road unimpeded interaction to influence OCB. That is, the relationship between commuting control and OCB was stronger when roads were clear. These results not only provide a new explanation of the impact of flexible working hours on commuting control and OCB, but also help to broaden commuting research. These findings additionally have implications for the government and organizations. [ABSTRACT FROM AUTHOR]

Over the last two decades, scholars have investigated norms of citizenship by focussing primarily on 'dutiful' and 'engaged' norms. In the meantime, contemporary democracies have witnessed growing demands for more sustainable styles of living and increasing public support for authoritarian and populist ideas. These developments point to both a change and an expansion of conventional understandings and conceptions of what a 'good citizen' in a democratic polity ought to do. Specifically, they raise questions about whether demands for more sustainability and increasing support for populist ideas establish new facets of democratic citizenship, and if so, how they can be meaningfully incorporated into existing images of citizenship. This study provides a re-conceptualization of citizenship norms and empirically tests a new measurement instrument using original data collected in Germany in 2019. The empirical application of an expanded set of items demonstrates the existence of more variegated facets of norms of citizenship, including norms to safeguard a sustainable future and distinct populist facets emphasizing the relevance of trust in authorities and experts as well as reliance on feelings and emotions. Contemporary conceptions of citizenship thus go beyond conventional distinctions between dutiful and engaged norms of citizenship. [ABSTRACT FROM AUTHOR]

Young children with early emotional, behavioral, and regulatory problems are at risk for long-term behavioral and academic challenges. This study examined the associations between O-classroom quality (i.e. emotional, organizational, and instructional supports) and problem behavior in six-year-old children who attend preschool. A correlation study design, under a quantitative approach, was used. Participants included 503 children (244 male and 259 female) living in the Wolaita communities of Southern Ethiopia. The Classroom Assessment Scoring System (CLASS; Pianta, La Paro, & Hamre, 2008) was used to assess classroom quality across three domains: emotional support, classroom organization, and instructional support by certified observers. The O- classrooms were observed three times during six cycles, twice in the first, second, and third observation. Furthermore, the Preschool and Kindergarten Behavior Scales (PKBS, Merrell, 1994, 2002) were used to measure children's problem behavior. Hierarchical linear modeling results showed that the O-classroom quality score had a significant negative correlation with problem behavior. Analyses revealed that the combined effects of observed O- classroom quality explained a 73% variance in children's problem behavior. Taken together, these findings indicate that classroom organization and emotional support significantly and negatively predicted children's problem behavior. Areas of further research and implications for policy and practice are advanced based on the major findings. [ABSTRACT FROM AUTHOR]

Although researchers have documented relations between abusive supervision and subordinate counterproductive work behavior (CWB), might CWB result from non-abusive treatment? We address the question by examining the relation between leader-member relations (LMX) and CWB as well as potential mediators and moderators of that relation. One hundred and eighty subordinates completed surveys assessing their LMX quality, entitlement, negative emotions, self-control, and CWB. Twenty-six supervisors also provided CWB data on 88 of those subordinates. We found that subordinates reporting lower quality relations with their supervisors were more likely to experience CWB than other subordinates and that anger mediated that relation. There was some support for the moderating effect of self-control on the negative emotion – CWB relation. Entitlement did not moderate the LMX – anger relation as hypothesized. One implication is that supervisors do not have to treat their subordinates poorly for the subordinates to react negatively and engage in behavior detrimental to their organization. [ABSTRACT FROM AUTHOR]

Creativity plays a vital role in both organizational innovation and success. However, existing research on the outcomes of creativity is controversial. This study intends to explain the controversy of the current research regarding novelty and usefulness, which are two dimensions of creativity. Using a sample of 721 employees, we tested the effects of novelty and usefulness as separate dimensions on certain employee behaviors, namely innovative behavior (IB), organizational citizenship behavior (OCB), and deviant behavior (DB). The results show that usefulness plays a more significant role in deciding whether to engage in OCB and DB or not, and usefulness interacts with novelty to impact IB. We also discuss the theoretical and practical implications of this study as well as its limitations. [ABSTRACT FROM AUTHOR]

This article critically examines how ideology permeates the politics of diversity today and is forcing us to clarify political positions towards a much more intercultural approach to diversity. At a time when the demographic argument is gaining momentum in the US, Europe, and other continents, with neo-colonial beliefs of white supremacy and irrational fears of the 'Great replacement' movement, the diversity politics debate is becoming strongly polarized. In this 'ideological turn' diversity emerges as a political option rather than a by-product of the globalization processes. Going beyond the multicultural/intercultural debate, this article represents a step forward by highlighting the specificities of interculturalism and how these distinctive features can be considered today as strategic resources for revitalizing the left's position on diversity politics. As a normative and political ideology, interculturalism may have the potential to shape diversity as a new public culture and implement the scale shift of citizenship from a state to a more urban intercultural citizenship. Theorizing these features from the left would certainly help to reduce right-wing ideologies that foster a strong reluctance to diversity. [ABSTRACT FROM AUTHOR]

Political consumerism is widely assumed to have a positive relationship with civic and political engagement, and much scholarly work has argued that marketplace-based politics align neatly with contemporary norms of engaged citizenship. Current studies of Hong Kong have discussed the rise of the "yellow" (pro-democratic) economy in connection with the 2019 pro-democracy movement, arguing that political consumerism is a new form of political participation. However, few studies have examined how food influencers on social media have mediated political messages and shaped the meanings of political consumerism in an increasingly authoritarian society. Drawing on original data collected from interviews with yellow food influencers, content analysis of their Instagram posts, and a survey of educated young consumers, this study seeks to understand the interactions between food influencers and consumers in the post-movement era, as facilitated by social media platforms. This study shows that the meaning of buying from yellow food shops has changed from expressing support for pro-democratic political parties to conserving unauthorized collective memories of protest as expressions of a new Hongkonger identity. Such practices maintain democratic values in a political context where conventional forms of democratic engagement are no longer possible. (191) [ABSTRACT FROM AUTHOR]

A resource perspective suggests a protective direct effect of work scheduling autonomy (WSA) on self-endangering work behaviours (working harder, working longer). However, from a social exchange perspective deriving benefit from WSA could lead to the obligation to give something back when it is needed (e.g., high time pressure) and expected (e.g., work-home culture of the company). Despite the direct protective effect, we thus suggest that WSA acts as a moderator that, under certain organizational culture conditions, facilitates the positive relationship between periods of high time pressure and self-endangering work behaviours. In a five-weeks weekly diary study (N = 277) we examined whether WSA can act as a moderator creating an interactional pattern with time pressure, a hindering work-home culture or psychological ownership, in which the genuine protective effect of WSA can be undermined. The results of the multilevel analysis showed a negative direct relationship between WSA (within-persons) and working harder (protective main effect). However, moderation analysis showed that WSA (between-persons) could intensify the positive relationship between time pressure and working harder for employees working within a hindering work-home culture. We observed no such interactive pattern with psychological ownership, but report a positive relationship between psychological ownership and self-endangering work behaviours. [ABSTRACT FROM AUTHOR]

This study aims to deepen our understanding of the dynamics of prosociality in organizations by examining how organizational citizenship behaviour relates to perceived prosocial impact. First, we propose that a sense of prosocial impact is a rewarding experience that could motivate employees to engage in more prosocial behaviour over time, thus predicting increased OCB. Second, organizational citizenship behaviour can be directed towards other individuals (OCBI) or towards the organization (OCBO), with partly different antecedents and consequences. We propose that engaging in OCBI is prone to increase perceived prosocial impact as there the helping is aimed at concrete individuals, while engaging in OCBO, in being more indirectly prosocial, is either a weaker or non-existent predictor of future perceived prosocial impact. Using longitudinal data collected in three waves (N1 = 631, N2 = 240, and N3 = 148), we found that OCBI (but no OCBO), prospectively predicts perceptions of prosocial impact. Additionally, we find evidence for perceptions of prosocial impact prospectively predicting both subsequent OCBI and subsequent OCBO. As such, our research shows a virtuous cycle of prosociality between individually focused prosocial behaviours at work and perceived prosocial impact at work, which has theoretical and practical implications for both employee well-being and motivation as well as the performance of organizations. [ABSTRACT FROM AUTHOR]