Search Results (18)

Taiwan’s high-tech industry is experiencing rapid labor restructuring driven by automation and technological advancement, resulting in increased job demands and workplace stress. In this context, identifying mechanisms that sustain employee performance has become a critical concern. Drawing on the concept of social capital and grounded in Conservation of Resources (COR) theory, this study investigates whether social capital indirectly enhances job performance through organizational citizenship behavior. In addition, psychological capital is introduced as a moderating variable to examine the boundary conditions of this mediation process. Data were collected from 327 employees working in Taiwan’s high-tech sector and analyzed using PROCESS Model 14. The results indicate that social capital positively influences job performance only through the mediating effect of organizational citizenship behavior. Moreover, this indirect effect is strengthened when individuals possess higher levels of psychological capital. Based on these findings, the study concludes by discussing theoretical contributions and practical implications for organizations operating in high-pressure, innovation-driven environments. Full article

This article analyzes the origins, characteristics, and functioning of the Chilean public institutions dedicated to managing religious diversity at the municipal level. Paying attention to the effects produced by the promulgation of the 1999 Cults Law, the text problematizes how the tensions between political, technical, and religious elements affect the daily functioning of the Municipal Offices of Religious Affairs (OMARs in Spanish). Here, the influence of evangelical pressure groups seeking to position themselves at the level of local politics meets local governments led by mayors searching to expand their access to forms of organized citizenship. The article is based on a historical review of the forms of religious management in Chile and interviews with those in charge of the OMARs in communes of the city of Santiago. Full article

This study investigated the motivational factors driving energy citizenship through the lens of self-determination theory. Utilizing data from a survey of 749 respondents, we examined the role of intrinsic and extrinsic motivations in predicting energy citizenship. Our findings reveal that intrinsic motivations, such as personal responsibility for climate change, community involvement, and the desire to reduce one’s carbon footprint, significantly predict engagement in energy citizenship. Conversely, extrinsic motivations, including financial incentives and external pressures, were not significant predictors. The study underscores the importance of intrinsic motivations in fostering sustained pro-environmental behaviours, particularly as the complexity of these behaviours increases. These insights suggest that policymakers should focus on enhancing intrinsic motivations through education, community engagement, and autonomy-supportive initiatives to promote active participation in sustainable energy practices. Full article

Drawing upon social cognitive theory, our study proposes a dual-stage moderated mediation model that utilizes moral disengagement as the mediator and self-serving political will as the moderator to investigate whether, how, and when team-oriented citizenship pressure leads to pro-group unethical behavior. Data were collected through questionnaires from 527 Chinese employees in various industries. Amos and Process macro were used to test the model’s fit and hypotheses, respectively. The results showed that citizenship pressure has a positive effect on pro-group unethical behavior through moral disengagement. Moreover, self-serving political will is a positive moderator in both the first and second stages, as well as in the mediation effect. This study extends the related research field by linking citizenship pressure and political will with moral disengagement and pro-social unethical behavior, responding to some academic calls. When faced with team-oriented citizenship pressure, team members with high self-serving political will may become a sharp edge that stabs at other competing teams. Managers at the team and organizational levels can intervene in different ways depending on their constructive or destructive management goals. Full article

Introduction: In Local Health Unit 7, human papilloma virus (HPV) vaccination campaigns for 12-year-olds have long been implemented by the vaccination services of the Department of Prevention. Due to the pressure of the COVID-19 pandemic on these services, an emergency vaccination campaign was directly managed by primary care pediatricians (PCPs). An initial evaluation of this experience was conducted. Materials and methods: Data on 12-year-olds assisted by PCPs belonging to the 2006 (pre-pandemic) and 2008 (pandemic) birth cohorts were extracted, along with HPV vaccination data. Health district, gender, citizenship, socioeconomic status, and PCPs were evaluated as possible influencing factors in a two-level logistic regression (second level: single PCP). Results: The HPV vaccination gap between males and females increased significantly for the 2008 birth cohort compared to the 2006 birth cohort (11 vs. 4 percentage points). As for PCPs, the vaccination uptake range was 4–71% for the 2008 birth cohort vs. 32–85% for the 2006 cohort. The proportion of variance explained at the second level was overall equal to 9.7% for the 2008 cohort vs. 3.6% for the 2006 cohort. Conclusions: The vaccination campaign carried out during the peak of the COVID-19 pandemic increased the HPV vaccination gaps among Health Districts, genders, and individual PCPs, probably due to a lack of homogeneity in professional practices and attitudes toward HPV vaccination. Catch-up interventions are required in the immediate term, while an equity-lens approach should be taken for reprogramming the vaccination campaign. Greater involvement of schools and families could ensure a more equitable approach and a better uptake. Full article

The objective of this study was to verify the influence of corporate image and subjective norms on consumers’ purchase intention of a firm’s products. Another important objective was to determine what kind of citizenship—corporate citizenship or customer citizenship—has a greater impact on the relationships between corporate image and purchase intention, and between subjective norms and purchase intention. The findings suggest that both ethical corporate image and subjective norms have positive effects on ethical purchase intention, and that both corporate and customer citizenship significantly moderate this causal relationship. Specifically, we found that corporate citizenship exerted greater impact as a moderator than customer citizenship on ethical purchase behavior. This finding has important theoretical/practical implications as it highlights the weighted attention to be paid to individual versus corporate focus in the study of ethical consumption behavior. In particular, the finding sheds light on the importance of subjective norms as a social peer pressure mechanism since ethical consumption is embedded with socially responsible consumption behavior. Full article

The processes of sustainable development, environmental management, and green performance are inseparable from people’s active participation, and organizational citizenship behavior for the environment (OCBE) has a significant function in promoting that process. We construct a moderated mediating effect model of green management practice by introducing institutional pressure and green emotion into the formation mechanism of OCBE based on neo-institutionalism theory and the theory of planned behavior. Taking matched employees of cross-regional organizations as a sample, we conducted a longitudinal tracking questionnaire survey. The results show a positive correlation between institutional pressure and OCBE, mediated by green emotion. Additionally, the paper discovered that green management practice moderated the relationships between institutional pressure and OCBE, green emotion and OCBE, and institutional pressure and green emotion. Furthermore, green management practice also moderates the strength of the mediating effect of green emotion between institutional pressure and OCBE. The findings provide some guidance for promoting organizational sustainable development and achieving organizational green transformation. Full article

Megacities play an essential role in social interaction and relationship formation. There is a need for megacity resilience to achieve both safety and sustainability. This paper set out to develop a contextualized conceptual framework and an applied megacity resilience comprehensive index (MRCI). The study provides a multi-model named the technique for order preference by similarity to ideal solution (TOPSIS), extending the criteria importance through inter-criteria correlation and entropy (CRITIC-Entropy) weight and introducing the time-ordered weighted averaging (TOWA) to a dynamic situation. The results show that, while the performance of resilience in Nanjing was the highest, the growth ratio of resilience in Zhengzhou was the fastest. In addition, a coupling relationship of pressure, state, and response resilience was verified, and response resilience was more correlated and showed similar trends with the MRCI. The findings indicate that response resilience is still an obstacle factor in the criterion layer in Dalian. Moreover, identified key obstacle factors in the index layer may differ by district or functional zones and need to improve unified and point to area operation. Issues around resilient culture and citizenship were found to be common. Improving public service in Zhengzhou, enhancing support for applied research in Nanjing, and optimizing the ecological industry layout in Dalian were identified as key focuses. This study should be of value for similar megacities in developed or developing countries to improve their resilience. Full article

How PWUD (people who use drugs) live under drug governance is an important research question. This study adopts a qualitative research method to explore how PWUD in China self-manage after perceiving the dilemma of incomplete citizenship and the social pressure brought by drug control arrangements. Through analysis of 130 PWUD’s files and in-depth interviews with 10 interviewees (from the 24 preliminary interviews), this study found that PWUD developed action strategies of hidden mobility (spatial isolation), disconnection of past experiences (time isolation), instrumental actions, as well as narrative strategies of reframing themselves as ordinary citizens with attempts of reversing identity disadvantages. Further, PWUD’s self-management strategies manifest as a disengagement model in which the actors (PWUD, not rehabilitation agencies) do not intend to develop integrative positive identities through dispersed, practiced behavioral strategies, but attempt to return to pre-addiction, non-socially exclusionary citizenship experiences. The disengagement model and its negative effect on PWUD’s social integration help us reflect on the current implementation of rehabilitation projects and institutional settings of drug governance. Full article

The Navajo Nation is the largest Native American reservation by area and citizenship. The study sought to provide the first large-scale examination of ocular pathology within this population. A retrospective review of all Navajo patients seen at Moran Eye Center Navajo Nation Outreach Clinics from 2013 to 2021 for demographics, visual acuity, refractive, and eye pressure data was undergone. Further variables included comorbidity and eye diagnoses among patients at these clinics. Results: First-time patient visits totaled 2251 from 2013 to 2021. The median age was 53 (range, 18 to 92), and clinics had a predominance of female patients (1387:864). Among patients presenting without glasses, 20.67% (198/958), 9.71% (93/958), and 3.13% (30/958) had mild visual impairment (VI), moderate to severe VI, and blindness, respectively. Cataracts were the most common cause of blindness in these patients (40%, 12/30) and the need for glasses was the second most common cause (33%, 10/30). From 2016 to 2021, 17.71% (48/271) of diabetic patients were diagnosed with diabetic retinopathy (DR). Within the subset of Navajo patients that presented without any correction, 73% of bilateral blindness was preventable via glasses prescription or cataract surgery. This study comments on questions of equitable care for Navajo patients. Full article

In the face of increasing environmental pressures, environmentally friendly behaviour can help companies achieve truly sustainable growth. The issue of how to promote environmental behaviour among employees is a new challenge for leaders. However, studies do not systematically reveal the mechanisms of the effects of self-sacrificial leadership on employees’ organisational citizenship behaviour for the environment (OCBE). Based on social learning theory and the attitude–behaviour–context model, we investigated the impact of self-sacrificial leadership on employees’ OCBE by focusing on the mediating role of the corporate social responsibility (CSR) as perceived by employees, and the moderating role of the pro-environmental organisational climate (PEOC). The results of a field survey of 461 employees (small- and medium-sized enterprises) in China indicate that self-sacrificial leadership was positively related to employees’ OCBE; this relationship was partially mediated by employees’ perception of CSR. Moreover, PEOC strengthened the effect of employees’ perceived CSR on OCBE, and the mediating effect of employees’ perceived CSR on the relationship between self-sacrificial leadership and OCBE. Our findings not only help scholars understand the mechanism of the effect of self-sacrificial leadership on employees’ OCBE, but also provide insights for recommending integrated management models, social responsibility, and environmental protection. Full article

The widespread impact of COVID-19 on healthcare has demanded new ways of working across many organisation types and many forms of healthcare delivery while at the same time endeavouring to place minimal, or no, additional burden on already strained healthcare teams. This is a cross-sectional mixed-method study which captured the experiences of teamwork during the COVID-19 pandemic contributing to successful collaboration. We hypothesised that work engagement and psychological safety separately contribute to collective leadership and organisational citizenship behaviours. Participants were healthcare staff on active duty during the COVID-19 pandemic in Ireland (n = 152) who responded to our social media (Twitter) invitation to participate in this study. Survey and free-text responses were collected through an online platform. Structural equation modelling examined the relationships between work engagement and psychological safety, and collective leadership and OCBs. Open text responses relating to experiences of teamworking during the pandemic were analysed for latent themes. From the survey data, the structural model demonstrated excellent statistical fit indicating that psychological safety, but not work engagement, was predictive of collective leadership and OCBs. From the qualitative data, two key themes were generated: (1) Contrasting experiences of working in a team during the pandemic; and (2) The pandemic response: a tipping point for burnout. This study offers a valuable starting point to explore the factors driving change and the shift to more collective ways of working observed in response to COVID-19. Future studies should use longitudinal data to capture the temporal relationship of these variables which could be moderated by prolonged pressure to healthcare staff during the pandemic. Full article

This article investigates why workers submit to managerial bullying and, in doing so, we extend the growing research on managerial control and workplace bullying. We employ a labour process lens to explore the rationality of management both engaging in and perpetuating bullying. Labour process theory posits that employee submission to workplace bullying can be a valuable method of managerial control and this article examines this assertion. Based on the qualitative feedback in a large-scale survey of nurses in Ireland, we find that management reframed bullying complaints as deficiencies in the competency and citizenship of employees. Such reframing took place at various critical junctures such as when employees resisted extremely pressurized environments and when they resisted bullying behaviours. We find that such reframing succeeds in suppressing resistance and elicits compliance in achieving organisational objectives. We demonstrate how a pervasive bullying culture oriented towards expanding management control weakens an ethical climate conducive to collegiality and the exercise of voice, and strengthens a more instrumental climate. Whilst such a climate can have negative outcomes for individuals, it may achieve desired organisational outcomes for management. Full article

Sustainability is integral for organizations to manage environmental issues. Environmental awareness among stakeholders builds pressure on manufacturers to adopt green human resource management practices (GHRMPs), environmental management system (EMS), and foster organizational citizenship behavior for the environment (OCBE) to improve sustainable performance (SP). This study investigates the mediating effects of OCBE and EMS on the relationship between GHRMP and SP among ISO14001-certified manufacturing firms and SP. The quantitative design employed, and data of 227 respondents were analyzed via the SEM technique using AMOS 24™. Thus, findings revealed that GHRMP is positively related to SP, while OCBE and EMS partially mediated the relationship between GHRMP and SP among ISO14001-certified Malaysian manufacturing firms. This study makes novel academic and practical contributions to green HRM, organizational behavior, and sustainable performance. However, this study also has some limitations. Full article

The 4th industrial revolution, referred to as a ‘second coming’ of the ‘digital era,’ has introduced both positive and negative effects on the workplace. While digitalization and automation have taken the drudgery out of work for some and released them to enjoy qualitative improvements at work and higher salaries, others have been thrust into low-paying work and unemployment with negative effects on their well-being and mental health. In many cases stress and threats of job loss created by digital era automation have generated negative workplace behavior and workplace outcomes. The 4th industrial revolution and its burgeoning information technology have presented widespread access to information to stakeholders and the general public about organizational business and environmental performance. This open access to information has driven toxic business leaders to maintain company profitability and environmental sustainability by pressuring employees to find solutions to difficult organizational problems with short timelines attached. Employees often are required to ‘go the extra mile’ to achieve organizational goals through forms of organizational citizenship behavior. Additionally, although organizational citizenship behavior can generate significant benefits for a company, toxic and entropic workplace outcomes can also occur from its more extreme manifestations arising from the stressful circumstances digitalization and automation of work have created. The methodological approach adopted in this paper is a secondary data analysis which uses reliable and valid sources of report documentation to corroborate a theoretical model of organizational citizenship behavior entropy. The theoretical model suggests that extreme forms of organizational citizenship behavior associated with the digital era can create toxic leaders and business organizations that lead to organizational entropy. Full article