Formation of Organizational Citizenship Behaviors in Students Employed in University Dining Services

Abstract

Organizational citizenship behaviors (OCBs) have been associated with consequences such as favorable performance evaluations, improved organizational performance, and reduced actual employee turnover. The impact of managers and co-workers work behaviors on the formation of OCBs towards individuals (OCBI) and OCBs towards the organization (OCBO) in student employees was investigated in this study. Hierarchical regression results indicate that there is a significant positive relationship between managers' and coworkers' exhibition of OCBI, and student employees' exhibition of OCBI, after accounting for several control variables. Path analysis results indicate that exhibition of certain transformational leadership behaviors by managers indirectly impact exhibition of OCBO by student employees. A weak, but significant, negative relationship was found between student employees' exhibition of OCB and intent to turnover. Managerial implications are discussed.     

Managing International Distribution Channel Partners: A Cross-Cultural Approach

Although the topic of conflict has been extensively studied in the distribution channels literature from a domestic perspective, there is relatively little published research examining the construct within the international distribution channels context. This is of particular concern because cross-national channel partnerships are on the rise, and divergent cultures may engender heightened conflict, which has a deleterious effect on channel performance. This article explores the extent to which different channel leadership styles, predicated on Hofstede's dimensions of national culture, can be effective strategies to manage conflict in international distribution channels. Specifically, the article examines whether the relationship between leadership style and conflict in international distribution channels is moderated by national culture. Additionally, the impact of manifest conflict on international channel partner performance is investigated. A conceptual model and research propositions are developed. The use of leadership styles to manage disagreements among international channel partners is argued to be culturally specific. International channel management implications and directions for future research are suggested.     

The effects of ethical leadership on manager job satisfaction,commitment, behavioral outcomes,and firm performance

This study investigates the effects of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance. Mail surveys were distributed to 30 U.S. hotels, representing more than 8 different national and international brands, and 324 middle managers participated in the survey. This study demonstrates that executives’ ethical leadership is positively related to their middle managers’ job satisfaction and their affective organizational commitment. Middle managers’ job satisfaction is positively related to organizational commitment, but job satisfaction does not necessarily lead to their willingness to exert extra effort. The positive linkage between middle managers’ extra effort and the hotel's competitive performance is also confirmed.     

悖论式领导对员工工作绩效的影响：二元工作激情和角色认同的作用

依据企业员工调查问卷数据,基于自我决定理论,考量悖论式领导对员工工作绩效的作用机制和边界条件。结果表明：悖论式领导与员工角色内绩效、角色外绩效均显著正相关,和谐型工作激情在其中发挥中介作用,强迫型工作激情仅中介悖论式领导与角色内绩效之间的关系;角色认同削弱了悖论式领导与和谐型工作激情的正向关系,但会强化悖论式领导对强迫型工作激情的负向影响。     

领导风格和团队冲突控制的实验研究

在团队决策过程中,冲突在所难免。单纯的任务冲突能促使成员交换不同意见,更深刻地理解团队任务,有利于提高团队决策绩效;但任务冲突往往又会引发关系冲突,关系冲突一旦产生,就会对整个团队的决策绩效产生较大的负面影响。要提高团队决策绩效,关键在于有效抑制任务冲突向关系冲突的转化。鉴于团队领导能够显著影响团队的内部互动及团队结果,本研究在团队决策过程中引入了领导风格这一变量,通过行为实验模拟团队决策过程,来对比研究务实型领导风格和魅力型领导风格对任务冲突和关系冲突之间关系的影响。结果表明,务实型领导风格比魅力型领导风格更能有效抑制任务冲突向关系冲突的转化。     

Community leadership: A comparison between asset-based community-led development (ABCD) and the traditional needs-based approach

A comparison study was undertaken between the asset-based community-led development (ABCD) approaches versus the traditional needs-based approach to community development relating to community leadership. A purposive sampling technique was used to select 24 community projects in South Africa for the study, of which 14 were sensitised to ABCD and 10 were not. The kind of community leadership developed in ABCD communities enabled communities to lead their own development by co-investing their own assets, and leveraging their assets with resources from external agencies. In comparison, although development took place, the leadership that emerged in the needs-oriented projects was more authoritarian in nature, and in some instances, seemed to establish a dependency on external agencies. Community leadership that contributes to projects that were more driven by community members complements the principles of appreciative leadership, which were more evident in ABCD-sensitised communities.     

基于链式中介效应的真实型领导对员工创新行为影响研究

基于社会认知理论和价值观理论,考察了真实型领导对员工创新行为的复杂影响机制。以374份企业员工数据为样本,通过层级回归分析和Bootstrap方法进行假设检验,研究结果表明：真实型领导对员工创新行为具有显著正向影响;不确定性规避和创新自我效能感在真实型领导与员工创新行为之间分别发挥部分中介作用,而且发挥了链式中介作用,即真实型领导通过降低不确定性规避程度影响员工的创新自我效能感,进而鼓励了员工的创新。     

建设性领导与中国外交转型

在全球化的过程中,中国先后经历了两次外交转型。第一次转型发生在20世纪50年代,其核心是从屈辱外交向革命外交转型,目的是在世界舞台上赢得国家主权独立和尊严。20世纪80年代开始的中国改革开放启动了中国外交的第二次转型,中国外交从革命外交向发展外交转型,目的是为中国现代化赢得良好的国际环境和周边环境。随着中国日益深入地融入到全球化进程中,特别是中国的经济总量在2010年超过日本成为第二经济大国后,作者认为,中国外交需启动第三次转型,其核心是从发展外交向领导外交转型。中国在国际舞台上日益成为扮演建设性领导者角色,但中国不会挑战或者取代美国作为全球领导者的角色,而是从中国国情和能力出发,在全球经济和社会问题上努力做一个建设性领导者。     

企业真诚型领导的结构维度研究

随着Eron、Tyco、WorldCom等公司丑闻和日益泛滥的管理渎职现象的出现,组织行为学中有关真诚领导的理论与实证研究受到了关注.然而,对中国背景下真诚型领导结构维度的研究还比较缺乏.在文献研究、深度访谈和问卷调查的基础上,对300名中小企业员工进行问卷调查,获得237份有效数据,采用探索性因子分析和验证性因素分析方法探究企业真诚型领导的结构维度.结果表明:我国企业真诚型领导由员工导向真诚、关系导向真诚、价值导向真诚、工作导向真诚行为四个维度构成.