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Despite the large number of empirical studies on employee attitudes and organizational citizenship behaviors (OCBs), the amount of research on the possible role of concurrent fairness and satisfaction in citizenship behaviors (OCBs) has been quite limited. Since it has been suggested that fair systems in an organization could indicate satisfaction, the purpose of this study is to propose using task satisfaction as a mediating variable in the relationship between procedural justice (PJ) and citizenship OC behaviors directed at the organization as a whole (OCBOs).

Data were collected from a sample of non‐teaching staff at a university, and structural equation modeling was to be used for testing the relationships. The author argues that when organizational procedures are fairly implemented, they may lead employees to feeling happier about their tasks. Ths task satisfaction, in turn, would create a context prone to encouraging employees' compliance with the organization (conscientiousness) and active interest (civic virtue) in it, as well as tolerance to less than ideal circumstances (sportsmanship). The author suggests that it is in this satisfactory context where citizenship behaviors helping the organization (OCBOs) really occur.

Sequential χ² difference test results indicated that PJ positively influenced task satisfaction and had a positive effect on citizenship directed at the organization (OCBOs) through its effect on employee task satisfaction.

The study could suffer from mono‐method/source bias, and the university that supplied the sample has certain job conditions similar to those found in the public sector, thus raising concerns about the generalizability of the results.

The findings suggest that the scenario presented in our study leads to new and better understanding of how to promote citizenship directed at the organization (OCBOs). Since PJ predicts citizenship behaviors by eliciting task satisfaction, preparing the workplace with actions designed to “gain” task satisfaction, promote a fair system, and provide fair ways to establish tasks appears to be an efficient satisfaction‐producing strategy in promoting citizenship behaviors (OCBs).

Although fairness and satisfaction have been found to be significant attitudinal predictors of OCBs, no previous empirical studies have examined and supported the mediating role task satisfaction plays in explaining why PJ is able to predict citizenship behaviors directed at the organization (OCBOs).

This paper is a conceptual discussion of the marginalisation of the voices of older lesbians, gay and bisexual (LGB) women, within the collective discourse of “older LGBT* housing”. The purpose of this paper is to critically interrogate its (in)equality implications and to consider ways in which they might be overcome.

This is a conceptual discussion that draws on the social justice model of equality developed by Nancy Fraser, specifically the domains of resources, recognition and representation.

The housing needs, wishes and concerns of older LGB women are often marginalised while at the same time those of older gay men are privileged. Older LGB women’s preferences for gender- and/or sexuality- specific housing are silenced within collective homogenising discourse – by researchers and activists alike – which mobilises a “mainstream” or “LGBT*-specific” binary about housing options.

Research findings which do not include the voices of older lesbian, gay and bisexual women are inherently flawed. There is a need to ensure their voices – across the older age spectrum – are included.

The voices of older LGB women in relation to older age housing need to be better heard so that they can be better resourced.

The marginalisation of older lesbian, gay and bisexual women’s voices in relation to older age housing has profound equality and human rights implications.

Critical discussions about the gendering of older LGBT* housing discourse are long overdue. This paper seeks to open a dialogue about these important issues.

The planning and provision of care for older people in the lesbian, gay, bisexual and trans (LGBT) communities is an increasing challenge to traditional welfare systems. The purpose of this paper is to explore the potential of the newly implemented Care Act 2014 in England for developing an anti-discriminatory approach.

The review draws on existing research and conceptual literature to identify how key provisions of the new act can be interpreted in light of current knowledge.

Overall the provisions of the Care Act lend themselves well to positive interpretation in relation to the needs of older LGBT people and their support networks. A potential tension, however, arises in the locality focus of the legislation that could constrain good practice with geographically dispersed communities. There is also a need to challenge both heteronormative and ageist assumptions that lead to older LGBT people remaining unrecognised.

Applied with imagination and commitment, the provisions of the new act could enable new forms of person-centred care to emerge to support older LGBT people.

Social workers are in a key position to influence how the Care Act is interpreted and applied in practice and can act as change agents for a societal move towards older LGBT people having greater choice and control over their well-being.

This review presents examples of how the provisions of the legislation can be utilised to support positive change for older LGBT people.

Though contemporary police organizational behavior scholars often limit their measure of organizational justice to just supervisory procedural justice, this study examines how the additional dimensions of supervisor trustworthiness and peer procedural justice compare with procedural justice in their role shaping police outcomes.

A survey of 638 police officers in Zagreb, Croatia, was used to regress three separate dimensions of organizational justice on key officer attitudes toward their duties.

The authors found that supervisor trustworthiness and peer procedural justice were the dominant predictors of officers' rule compliance and trust in the public.

The findings suggest that police scholars and practitioners seeking to better understand the role of officer judgments on resisting agency reform should consider the precedent in corporate behavior research to specifically test the unique roles of multiple components of police organizational behavior on policing outcomes.

The purpose of this study is to determine primary school teachers' perceptions regarding organizational citizenship and organizational justice. The study also aims to determine whether such perceptions vary depending on the variables of gender, field of study and seniority, and whether organizational citizenship behaviors and organizational justice are related.

Data were gathered via a survey instrument that incorporated the “Organizational Citizenship Behavior Scale for Schools” (OCB‐Scale) and the “Organizational Justice Scale” (OJS).

It was found that the teachers had positive perceptions regarding organizational citizenship and organizational justice. Their organizational citizenship perceptions did not vary according to gender, field of study and seniority, whereas their organizational justice perceptions varied according to seniority, but not gender and field of study. There was a moderate positive relationship between the teachers' organizational citizenship and organizational justice perceptions.

The study is limited to the perceptions of primary school teachers.

The findings of this research provide particular information for Turkish policy makers concerned with school administration as well as insights that may be relevant to similar studies internationally.

The study of organizational citizenship and organizational justice in schools adds to a relatively limited literature on this theme.

The purpose of this paper is to empirically examine both the direct effects and the interactive effects of job insecurity and job embeddedness on unethical pro-organizational behavior.

Data were collected, using established scales, from employees of different Indian organizations. In all, 346 responses were collected. The data were analyzed using a stepwise multiple regression technique.

The results of the analysis reveal that both job insecurity and job embeddedness are positively linked to unethical pro-organizational behavior. Further, the relationship between job insecurity and unethical pro-organizational behavior is moderated by job embeddedness.

The study’s results indicate that managers should be aware that employees who run the risk of losing their jobs might be inclined to perform pro-organizational behavior that could be unethical. Intrinsically, such acts could be detrimental to the organization’s long-term health and therefore managers should be vigilant and timely in discouraging this behavior.

Unethical pro-organizational behavior as a means used by employees to combat job insecurity has not previously been addressed by researchers. Thus, this study contributes to the literature through its empirical examination of the role of job insecurity and job embeddedness as factors influencing unethical pro-organizational behavior.

Looks at wrongful termination and in particular, three landmark cases defining this in California, USA, e.g. Pugh v. See’s Candles, Inc., 1981; Wilkerson v. Wells Fargo Bank, 1989; Ralph Cotron v. Rollins Hudig Hall International, Inc., 1998 (which is the current interpretation in the state of California). Gives the backgrounds involved in each case and the rulings made. Sums up that currently the view is: an employer can be factually wrong in its conclusions of whether a misconduct has occurred, as long as it has done a thorough investigation.

January 31, 1974 National Insurance — Insurable employment — Contract of service or contract for services — Factors for consideration by justices — Skilled workman paid block price without deduction of income tax — Company not contributing to national insurance stamp — Defective scaffolding — Whether company liable — Whether workman “employed” — Approach of court — Factories Act, 1961 (9 & 10 Eliz. II, c. 34), s. 155 — Construction (Working Places) Regulations, 1966 (S.I. 1966, No. 94),regs.3(1)(a), 13(4), 28(1).

The purpose of this paper is to define and describe Pugh matrix analysis as a method for decision making when there are multiple criteria that must be factored into a decision.

Using theory and example, the author relates the use of Pugh matrix analysis to the successful selection of prioritized criteria in digital library projects.

Pugh matrix analysis (PMA) is useful as a method for determining a course of action as well as gaining consensus with a project team. Because it is based on multiple criteria decision analysis techniques, PMA can help a team understand the relationship of multiple issues within a project as well as the individual perspectives project team members and the user community bring to the issues at hand.

This paper fills a gap in the digital library project management literature by providing an overview of a useful tool to prioritize the issues, factors, and courses of action within a project that has multiple criteria decision points.

The purpose of this paper is to explore associations between different mentor behavioral profiles and mentees’ perceptions of the quality of mentoring relationship, the usefulness of the mentoring, and their college adjustment during the first year of college.

The study used a quasi-experimental design and involved the participation of 253 student mentees and 246 students from a control group. Cluster analysis on the responses of mentees on the mentor behavior scale was used to identify behavioral profiles of academic mentors.

Four distinct behavioral profiles were identified: optimal (high scores on mentor structure, involvement, autonomy support, and competence support); sufficient (moderate on all scales); controlling (low on autonomy support but high on other scales); and inadequate (low on all scales). Compared to mentees exposed to sufficient and inadequate profiles, mentees exposed to the optimal profile perceived the mentoring relationship and its usefulness as more positive. Furthermore, they reported better social adjustment in college compared to a control group, whereas mentees exposed to the inadequate profile reported poorer adjustment. Interestingly, mentees exposed to the controlling profile found the mentoring relationship useful.

This study provides new empirical bases for the behavioral profiles of mentors that best meet mentees’ academic adjustment challenges. Limitations of the study include the absence of the mentors’ perceptions in the creation of behavioral profiles and the fact that the profiles were analyzed based on a single program.

Behavioral profiles of academic mentors were examined through the lens of a strong theoretical model that emphasizes the important role of structure, involvement, autonomy support, and competence support in the academic adjustment of mentees.