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This exploratory study describes an empirical comparison of organization citizenship behavior (OCB) between samples from the United States and Romania. The economic and work environment distance between the U.S. and Romania was theorized to result in a dissimilar structure and strength of good citizenship behaviors and differential contributions of OCB to productivity. Data from Romania produced a unique factor structure with lower factor scores than those of the comparable organization in the United States. The citizenship behaviors in both countries were positively related to productivity, but links were stronger in the U.S. There were significant differences in the individual citizenship behaviors and productivity between the U.S. and Romania. National and organizational cultures appear to be significant determinants of OCB. The results are interpreted with respect to the stage of development, histories, and economies of the two countries.

The study examines the relationships between the dimensions of psychological empowerment and organizational citizenship behavior (OCB). The purpose is to identify specific dimensions of psychological empowerment that are linked to above average or “beyond the expected” citizenship behaviors.

A theoretical basis for a linkage between the four dimensions of psychological empowerment and dimensions of OCB was developed. Using a sample of 137 participants, these theoretical relationships were tested with hierarchical linear multiple regressions.

There are differential relationships between the dimensions of psychological empowerment and the dimensions of OCB. The OCB dimensions of contentiousness, altruism and obedience are linked to the psychological empowerment dimension of meaning: conscientiousness is also linked to competency.

The study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.

The study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.

This paper reports the first known study of the relationships between Spreitzer's psychological empowerment dimensions and OCB. The value is the identification of manipulable relationships that can explain actual empowerment and provide pragmatic guidance for managers to increase empowerment and thus hopefully organizational effectiveness.

A study was conducted using two school districts in a state school system as example organisations to illustrate the formative effect of socialisation on climate. Interviews were conducted with superintendents and principals, while teachers completed questionnaires and documents were inspected. The results clearly illustrate a relationship between the socialisation practices of the two organisations and their climates. The subtle signals sent out by managers were largely responsible for the socialisation processes and it is suggested that managers from all organisations can create the same effects.

A model for assessing organizational climate has been developed, based on socialization theory. Information was collected on the extent of socialization and its intensity. Results from groups within two different organizations – enlisted Air Force personnel and school district teachers – were collected and analysed. The model shows promise for revealing organizational characteristics and monitoring change processes.

As the world becomes a global labour market, attention must be directed to integrating persons of different cultures and values into the work environment of the host country. Nursing is a profession that involves significant socialization during the training process, and different cultural values. Nursing is also a profession subject to burnout, resulting in decreased personnel effectiveness. Examines the work environment of Philippine nurses in their native country and a comparison sample of American nurses in the USA. Identifies several significant differences. Burnout was also assessed in both countries, with results indicating significant differences. Discusses results with respect to the different social‐work environments, national value systems, integration of Philippine nurses into US hospitals, and management for reduced burnout. Although this study used nurses from the Philippines and the USA as subjects, the methods are applicable across other cultures. The results of the study indicate several areas for beneficial future research.

The concepts of organisational effectiveness, climate and culture are popular subjects in the literature, yet there is no consensus agreement even on their definitions. Climate and culture are sometimes used synonymously, and effectiveness is defined by a number of criteria. To compound the difficulty of examining these important constructs, they are dynamic, and they interact with each other. From an interactionist perspective, a model is developed depicting the relationships between effectiveness, climate and culture, with an emphasis on the contribution of climate and culture to organisational effectiveness. A preliminary validation study which uses an effective and an ineffective organisation with very different climates and cultures is reported.

Boeing has been a pioneer in the utilization of strategic alliances with the Japanese in the design and production of aircraft. This strategy has been driven by the escalating costs of airframe and engine design and manufacture, and the significant competition of Airbus as well as domestic competitors in the global aircraft market. Boeing's alliances with Japan have worked well with several families of aircraft and appear to have produced a loyal customer; however, there have been sharp criticisms of Boeing for the closeness of its association with Japan. These criticisms have largely been aimed at the danger posed by unintentional and unavoidable transfer of aerospace technology. This paper examines the history of Boeing's Japanese coalitions, the benefits, and the dangers posed by Boeing's continued aerospace partnership with one of America's largest economic foes.

The implementation process of any information system is a challenging task which becomes even more difficult when the system to be implemented is complex and requires significant organisational change, such as Manufacturing Resource Planning (MRP II). The study reported here was conducted to identify factors which affect the success of the implementation. This study extends prior research in the MRP II implementation area by evaluating more specific aspects of environmental and methodological factors such as an organisation′s willingness to change and consultant involvement in the MRP II implementation. This empirical study determined the association among environmental factors, methods of implementation, and MRP II success. A conceptual implementation model was developed and factors were identified which were associated with two measures of MRP II success. Two environmental factors and twelve methodological factors were identified as being associated with MRP II success. Based on the results of the study, an awareness and understanding of these factors will increase the success of future MRP II implementations.

The mechanisms through which leaders influence innovative work behaviours (IWB) are important in innovation management. The purpose of this paper is to explain how leadership and justice relate to IWB through the successive mediating roles of affective commitment and organisational citizenship behaviour (OCB).

The study is based on survey of a random sample of 300 employees selected from 652 employees from a public university, and a convenience sample of 159 employees from predominantly service-based enterprises in Lesotho (n=263). The Statistical Package for Social Sciences and the analysis of moment structures version 24 are used to analyse data. Specifically, the study uses factor analysis; correlation; structural equation modelling and bootstrapping techniques to examine the hypothesised relationships.

The results suggest that the model that fits data well is the one which shows that the effects of both leadership and organisational justice on IWBs are successively mediated by affective commitment and OCB. Because of its social and affiliation-oriented nature, the study submits that OCB is an effective explanatory factor between predictors and IWBs.

The study makes a novel contribution to the extant literature by evaluating the serial mediating roles of affective commitment and OCB between leadership and IWB on one hand, and justice and IWB on the other hand.

Observes that a recent focus of organization behaviour and management theory has been on desirable, yet informal organization behaviours. Explains that this behaviour is called organization citizenship, or the “good soldier syndrome” and, although the definition of organization citizenship is debated, most definitions of being a “good soldier” include prosocial behaviours, helping others, innovating, volunteering and the lack of undesirable behaviour. Seeks to advance the theory of organizational citizenship by examining the relationship between organization citizenship and the environment in which that citizenship behaviour is manifested: the research issue is ‐ are people who perceive their work environments positively good citizens, or is good citizenship an individual phenomenon, which will be present in any work environment?