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Based on the theory of customer citizenship behavior (CCB), the purpose of this paper is to explore the antecedents and consequences of investor citizenship behavior in the field of crowdfunding and have an in-depth study of the interaction effect between investors’ perceptions of novelty and investors’ motivations.

Based on the CCB theory and self-determination theory, the authors develop hypotheses and collect questionnaire data (a sample of 226 crowdfunding investors) from crowdfunding websites to test models and get conclusions by SPSS and smartPLS 2.0.

The results indicate that internal and external motivations significantly influence investors’ citizenship behavior, which further affects investors’ stickiness intentions. Furthermore, results show that investors’ perceptions of novelty moderate the relationships between internal/external motivations and citizenship behaviors.

This paper offers an in-depth explanation of the citizenship behaviors in crowdfunding, which could be an example for studying the motivations of investors’ citizenship behaviors and could also serve as a starting point to introduce the stickiness intention theory of e-commerce and virtual community into crowdfunding area. In addition, this study also made an empirical analysis of how the perceived project novelty affects the relationships between investors’ motivations and citizenship behaviors.

This paper aims to investigate the effect of mining supervisor behaviour, safety motivation and perceived job insecurity on Ghanaian underground miner’s safety citizenship behaviour.

The authors proposed a conceptual framework that tested supervisor behaviour as an independent variable, safety motivation as a mediator variable, perceived job insecurity as a moderator variable and safety citizenship behaviour as a dependent variable. The authors tested the hypothesized relationships using 351 valid responses collected through a structured questionnaire using hierarchical regression analysis.

Results revealed that both components of supervisor behaviour significantly influenced safety motivation and safety citizenship behaviour. Furthermore, safety motivation could mediate the relationships between both components of supervisor behaviour and safety citizenship behaviour. Also, perceived job insecurity failed to moderate the relationship between safety motivation and safety citizenship behaviour.

This current study is vital for managerial practices. The complex conceptual framework also contributes to offering different ways of understanding how supervisors’ behaviours can catalyze improvement or worsen safety outcomes.

This study sets out to examine the relationships between job characteristics, Perceived Organisational support (POS) and Organizational citizenship behaviours (OCB). The mediating role of intrinsic motivation was additionally examined. Although the effects of Perceived Organisational support on Organisational citizenship behaviours are well-documented, few studies have examined the role of job characteristics and intrinsic motivation on organisational citizenship behaviours. Yet, there appear to be natural links between job characteristics, intrinsic motivation and OCB. The sample of the study included a total of 422 nurses. Subjects were recruited from different hospitals located throughout Belgium. Data for this study was obtained by means of questionnaires. Both measures are based on scales that appear to be reliable. Results provide insight into how perceived organizational support and job characteristics impact organizational citizenship behaviour. Intrinsic motivation mediated the relation between job characteristics and organizational citizenship behaviour.

The purpose of this paper is to examine the role of prosocial and intrinsic motivation and their interaction in predicting employees’ organizational citizenship behaviour (OCB) and its dimensions.

In total, 884 employees from Lithuanian public sector were surveyed. The hypotheses were tested using hierarchical regression and moderation analyses.

The results revealed that prosocial and intrinsic motivations predicted OCB and its dimensions. Moreover, intrinsic motivation was found to moderate the relationship between prosocial motivation and OCB and four of its dimensions, i.e. intrinsic motivation strengthened the relationship between prosocial motivation and OCB and its dimensions of altruism, courtesy, conscientiousness, and initiative.

The correlational design of the study does not allow making causal statements. In addition, the sample consisted of public sector employees only; therefore, caution should be made when applying the results to private sector employees. Finally, since all measures were self-reported, the data may suffer from common method bias.

This study contributes to investigation of motivational antecedents of OCB by revealing the importance of prosocial and intrinsic motivation in predicting employees’ citizenship behaviour.

The main purpose of this study is to examine the role of Association to Advance Collegiate Schools of Business (AACSB) accreditation in business education students' leadership motivation and citizenship motivation.

This study followed a quantitative approach: a conceptual model was developed based on an extensive review of the related literature; a questionnaire-based survey was conducted through an online link sent to faculty members and heads of business schools across Jordan which has AACSB accreditation. In total, 307 questionnaire surveys were completed and used in the statistical analysis. The two-stage approach of structural equation modeling (SEM) was employed to analyze and interpret the data and used to validate the conceptual model of this research.

The findings through SEM indicate all five latent constructs of organizational effectiveness have a significant and positive impact on business student citizenship motivation (SCM), whereas for the student leadership motivation (SLM), only student career development (SCD) has an insignificant impact.

Some limitations are associated with the quantitative methods of data analysis, missing demographic details of some respondents, and non-observation of response bias. The study model only includes five latent constructs of organizational effectiveness, which are appropriate to the study population and environment.

This research offers a substantial contribution to the unexplored area of the organizational effectiveness of accreditation and its impact on the student leadership and citizenship, specifically in the context of Jordan. Moreover, as there are few AACSB studies in the Middle East, this research goes some way to address this shortage.

Community citizenship behaviors (CCBs) of employees help organizations to promote a socially conscious image. However, there is still a significant gap in the knowledge as to how to foster CCBs amongst employees. The purpose of this paper is to investigate whether ethical leadership, as a prosocial leadership approach, fosters CCBs amongst employees, both at work and when they leave the office, through enhancing their prosocial motivation.

Data were collected from 160 employees across 48 small- and medium-sized enterprises in China. Multi-level modeling using maximum likelihood estimation in MPlus was utilized to analyze the two-level model simultaneously and the significance of the multi-level indirect effects was tested using the Monte Carlo method with 20,000 replications.

Counter to the expectations, the authors found that although ethical leadership increased employees’ prosocial motivation, this only translated to higher levels of employees’ CCBs at work, but not once they left the office.

The findings suggest that ethical leaders play a critical role in developing the prosocial motivation of employees and encouraging them to engage in CCBs that are supported by the organization. To that end, organizations should consider hiring leaders with high levels of ethical leadership and provide ethical leadership training to senior management.

The authors make a theoretical contribution by explaining the process by which ethical leaders influence employees to engage in CCBs, addressing calls to understand how social learning theory can be used to understand how people learn to become socially responsible.

This paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.

Drawing upon the self-determination theory (SDT), a conceptual model was developed and then empirically tested using a cross-sectional survey of 435 project members in Chinese construction projects.

The results fully support the research hypotheses proposed in the study, illustrating the positive impacts of empowering leadership on work-related well-being and project citizenship behavior, the mediating role of basic psychological needs satisfaction, and the positive association between work-related well-being and project citizenship behavior.

This research determines the utility of empowering leadership in the context of construction projects, especially in enhancing individual outcomes (i.e. work-related well-being and project citizenship behavior). Therefore, construction project managers can apply empowering leadership to meet the basic psychological needs of subordinates to increase project members' work-related well-being and project citizenship behavior.

To our knowledge, the present study first explores the micro-level impacts of empowering leadership in the construction context. Additionally, this study enriches the understanding of the mediating mechanism between empowering leadership and individual outcomes from a self-determination perspective.

The purpose of this study is to investigate the impact of an integrated HRM system (content, process and climate) on employee reactions (motivation, commitment, work engagement, and organizational citizenship behaviour (OCB)), through the mediating role of organizational justice (distributive, procedural and interactional) and organizational trust (integrity, competence and dependability), which has not been fully studied in the past.

The study is based on a national sample of 133 organizations from the public and private sectors in Greece and on data obtained from 1,061 employees. The statistical method employed is structural equation modelling.

The findings of the study suggest that the HRM process has a higher impact on employee reactions than HRM content. Additionally, the findings support the idea that procedural and distributive justice are related more to trust dependability and integrity, and that procedural justice is a better predictor of employee reactions than distributive justice.

The study does not allow for dynamic causal inferences because the data was collected using a questionnaire at a single point in time. Furthermore, the findings of the study may not generalize across borders, because the study was applied in the Greek context, which has different labour relations with respect to other countries.

The study has clear implications for both managers and decision makers, because it suggests that employees are more committed and satisfied when the HRM system is more consistent and distinctive, more rewarding and provides opportunities for training.

The theoretical significance of the study is important, because it suggests that both the content and the process of HR practices, as perceived by employees, strongly influence employees' reactions, such as motivation, commitment, work engagement and organizational citizenship behaviour OCB.

This study empirically examines the impact of motivation, transformational leadership and involvement in strategic planning (SP) on academic staff performance at higher education institutions (HEIs). It also examines how academics' involvement in SP mediates the associations between motivation, transformational leadership and performance.

This article conducted a quantitative approach based on a self-administered survey. Partial least squares structural equation modeling (PLS-SEM) was applied to analyze the data gathered from 192 faculty members at governmental HEIs in Oman.

The results indicated that academic staff motivation has a significant and positive impact on their involvement in SP and performance in HEIs. It is also revealed that employee involvement in SP activities is significantly affected by transformational leadership, while the latter does not affect academic staff performance. There is also a significant association between academic staff involvement in SP and their performance. Moreover, the relationships between motivation, transformational leadership and performance are fully mediated by academic staff involvement in SP at HEIs.

The current empirical work is one of the few endeavors to develop an integrated structural model to investigate how faculty members' performance could be affected by motivation, transformational leadership and involvement in SP. Furthermore, it is considered one of the first attempts to explore the intervening role of academic staff involvement in the SP process in the connections between motivation, transformational leadership and performance within the HEI realm.

The purpose of this study is to evaluate the impact of psychological entitlement and perceived organizational justice on cyberloafing.

In this study, a cross-sectional research design based on a questionnaire method was used to collect the required data from a sample of 226 employees working at selected universities in the city of Isfahan, Iran. To test the research hypotheses, structural equation modeling was used.

According to the findings, psychological entitlement could have a significant impact on perceived organizational justice and consequently perceived organizational justice could significantly influence cyberloafing. Moreover, psychological entitlement could significantly influence cyberloafing and finally, psychological entitlement could have a significant effect on cyberloafing through perceived organizational justice.

This research provides valuable insight for studying the relationship among psychological entitlement, perceived organizational justice and cyberloafing.