UAE is considered as collectivistic as per many major studies on culture. The present study aims to find the effect of cultural orientatiotr---like individualism or collectivism on a person＇s organizational citizensh...UAE is considered as collectivistic as per many major studies on culture. The present study aims to find the effect of cultural orientatiotr---like individualism or collectivism on a person＇s organizational citizenship behavior （OCB） There are many studies related to collectivism and organization citizenship behavior as well as organization commitment and OCB. But most of these studies were done in a western context and is done years back. The present generation of UAE having undergone studies in management which is highly dominated by western philosophies and due to their interaction with diverse nationalities have evolved in their behavior. At this point it is necessary to investigate whether there is any shift in their behavior pattems based on collectivism. Career commitment has grown among UAE nationals in recent years due to high level of commitment from the government towards education and employment. Since OCB is more of an altruistic tendency within an individual, the study looks into the cultural difference within an individual like individualism or collectivism and its relationship with a person＇s OCB level among the employees in UAE. Career commitment is taken as a another variable. The study has made some interesting findings which show a shift from the previous studies that show a direct relationship using correlation analysis, between collectivism and organization citizenship behavior. The study found that there is no relationship between individualism or collectivism and organization citizenship behavior, but there is some relationship between career commitment and organization citizenship behavior factor loyal boosterism.展开更多
Ethics and compliance programs have a direct linkage to key tenets of employee behaviors.The employee behaviors are building blocks of the organizations’psychological environment traits.They are characterized by role...Ethics and compliance programs have a direct linkage to key tenets of employee behaviors.The employee behaviors are building blocks of the organizations’psychological environment traits.They are characterized by role identity,self-awareness,motivation,and misconduct.It is crucial to unravel the diversity of the perspectives of the programs to design an appropriate framework of the relationship between ethics and compliance and organizational psychology.According to Weinstein(2019),“Compliance is a fundamental pillar of any corporate operation and culture,and it should be based upon the principles of transparency,impartiality,responsibility,integrity,professionalism and ethics”.While“Ethics goes beyond what the law requires.It involves doing the right thing and following both the spirit and not just the letter of the law”.The founding facets of effective ethics and compliance are culture,leaders,and risks management.Policies and procedures that integrate these factors reduce the risks of non-compliance.The organization psychological environment aligns with key characteristics of the workplace such as physical setting,culture,and job characteristics.Aspects such as noise,heat,and lighting measures may considerably impact concentration,thus affecting psychological well-being.According to Ruiz-Palomino,Martínez-Cañas,and Fontrodona(2013,p.173),ethical culture directly impacts an individual’s emotional and well-being,which characterizes organizational psychology.Culture and ethics influence perceived corporate support and social exchange,which trigger ethics and compliance.展开更多
This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team le...This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members＇ organization-based self-esteem （OBSE） at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time1 and team OCB at Time 2.展开更多
文摘UAE is considered as collectivistic as per many major studies on culture. The present study aims to find the effect of cultural orientatiotr---like individualism or collectivism on a person＇s organizational citizenship behavior （OCB） There are many studies related to collectivism and organization citizenship behavior as well as organization commitment and OCB. But most of these studies were done in a western context and is done years back. The present generation of UAE having undergone studies in management which is highly dominated by western philosophies and due to their interaction with diverse nationalities have evolved in their behavior. At this point it is necessary to investigate whether there is any shift in their behavior pattems based on collectivism. Career commitment has grown among UAE nationals in recent years due to high level of commitment from the government towards education and employment. Since OCB is more of an altruistic tendency within an individual, the study looks into the cultural difference within an individual like individualism or collectivism and its relationship with a person＇s OCB level among the employees in UAE. Career commitment is taken as a another variable. The study has made some interesting findings which show a shift from the previous studies that show a direct relationship using correlation analysis, between collectivism and organization citizenship behavior. The study found that there is no relationship between individualism or collectivism and organization citizenship behavior, but there is some relationship between career commitment and organization citizenship behavior factor loyal boosterism.
文摘Ethics and compliance programs have a direct linkage to key tenets of employee behaviors.The employee behaviors are building blocks of the organizations’psychological environment traits.They are characterized by role identity,self-awareness,motivation,and misconduct.It is crucial to unravel the diversity of the perspectives of the programs to design an appropriate framework of the relationship between ethics and compliance and organizational psychology.According to Weinstein(2019),“Compliance is a fundamental pillar of any corporate operation and culture,and it should be based upon the principles of transparency,impartiality,responsibility,integrity,professionalism and ethics”.While“Ethics goes beyond what the law requires.It involves doing the right thing and following both the spirit and not just the letter of the law”.The founding facets of effective ethics and compliance are culture,leaders,and risks management.Policies and procedures that integrate these factors reduce the risks of non-compliance.The organization psychological environment aligns with key characteristics of the workplace such as physical setting,culture,and job characteristics.Aspects such as noise,heat,and lighting measures may considerably impact concentration,thus affecting psychological well-being.According to Ruiz-Palomino,Martínez-Cañas,and Fontrodona(2013,p.173),ethical culture directly impacts an individual’s emotional and well-being,which characterizes organizational psychology.Culture and ethics influence perceived corporate support and social exchange,which trigger ethics and compliance.
文摘This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members＇ organization-based self-esteem （OBSE） at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time1 and team OCB at Time 2.
