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The purpose of this study is to provide a structural model of the role of ethical leadership on intent to whistle blow workplace corruption using the theory of planned behaviors.

The study used a mixed method, sequential design. Interviews were conducted in the first phase to identify corrupt practices and validate the salience of the variables in the study. The second phase administered surveys to test the hypotheses of the study. Structural equation modeling (SEM) was done to analyze structural relationships among variables.

SEM results showed an adequately fit model, indicating ethical leadership predicting organizational norms and controls. It also found that ethical leadership has indirect effect toward employees’ attitude toward corruption through organizational norms and control. Furthermore, ethical leadership also has indirect effect on intent to whistle blow through organizational controls.

This study was conducted in the Philippines, a high-power distance culture. In such a culture, the influence of leadership is crucial, as it dictates standard behaviors of members and the organization as a whole. Future research may wish to explore whether the findings would also apply in low-power distance cultures.

The finding suggests that ethical leadership is crucial in shaping organizational norms and controls, which in turn, influences employees’ attitude toward corruption and their intention to whistle blow.

The study contributes to corruption literature by providing empirical evidence of the structure model how the role of ethical leadership shapes organizational norms and controls that, in turn, influences employee attitude toward corruption and intent to whistle blow.

The purpose of this paper is to develop and assess an organizational intervention consisting of psychological first aid (PFA) and Open Space Technology (OST), and its impact on individual resilience and perceived organization support.

The study used a non-experimental, pre-test and post-test design. Measures of employee post-trauma, resilience and organizational support were measured before and after the PFA intervention.

Paired sample t-tests revealed significant pre/post-increases in individual resilience and perceived organization support. Correlational analysis revealed that resilience was associated with perceived organization support. Evaluations revealed that participants found the small group sharing, information about coping and the open space problem-solving activities particularly worthwhile.

A limitation of the study was the lack of a randomized control group in the design. Future research may utilize more robust designs such as experimental and longitudinal studies to evaluate impact.

This study indicates how the use of an organization-based intervention can be adopted for employees who undergo an emergency in their workplace. The combination of PFA and OST was found to be valuable in improving individual resilience and perceived organization support. In addition, OST can better facilitate problem-solving performance in intact groups, as it enhances collective interaction and community efficacy among survivors.

The study contributes to the dearth of knowledge on the use of PFA when used in an intact organization as part of its crisis intervention.

The purpose of this study is to evaluate a psychosocial treatment program for prisoners incarcerated because of methamphetamine use. It compared the outcomes of prisoners who received the program while incarcerated, those who were released and received the treatment as part of community-based drug recovery program and a waitlist-control group (WC) with no treatment.

A quasi-experimental design was use with pre- and post-test surveys administered to three groups: a WC group, a pre-release treatment-while-incarcerated (TWI) group, and a post-release outpatient treatment group (OP). Surveys measured recovery skills, life skills and substance use disorder (SUD) symptoms were administered before and after the intervention.

Results revealed that at baseline OP and TWI had significant higher recovery skills compared to WC group. However, in terms of life skills, there was no significant difference observed among the WC, OP and TWI group at baseline. TWI had a significantly lower number of SUD symptoms compared to the WC group at baseline. As hypothesized, findings revealed significant changes in recovery and life skills among the OP and TWI group compared to the WC group. No significant change in SUD scores were observed for all groups.

A major limitation of the study was the use of a quasi-experimental design because legal issues did not allow a randomized control trial. Future research using randomized controlled trial designs would provide more robust conclusions on the impact of the intervention. The study design was also limited to pre- and post-evaluation. Further studies are encouraged to look at longitudinal outcomes of appears on SUD symptoms and possibility of relapse.

Given that there were no significant differences in outcomes between OP and TWI groups, results suggest that the program may serve either as a pre- or post-release program for incarcerated drug users. However, results also suggest that completion is higher when the program is used as a pre-release program. Delivering the program prior to release also reduces challenges related to attrition including conflict in schedules and the lack of resources for transportation.

The study suggests the value of psychosocial treatment as opposed to punitive approaches in dealing with drug use. In particular, delivering interventions prior to release can prepare participants for problems they may encounter during reintegration and prevent recidivism. In a country where drug-related killings are on the rise, the study presents an alternate and restorative justice approach.

The study addresses a dearth in the literature on psychosocial intervention for methamphetamine users. It also fills a vacuum in studies from developing countries such as the Philippines.

The purpose of this paper is to propose a model for implicit change leadership theory (ICLT) and to explore its relationship with perceived effectiveness of change management (CM).

The study employed a mixed-methods design. It used a qualitative approach to identify schemas on the traits and behaviors of an ideal leader and schemas on what constitute effective CM. A quantitative approach was followed to test the conceptual model.

The study suggests five competencies of ideal change leaders: strategic and technical competencies, execution competencies, social competencies, character, and resilience. Together, these five competencies comprise an ICLT. Moreover, schema congruence correlates with perceived effectiveness of CM. The closer the congruence between subordinates’ ideal change leader and their actual change leader, the greater the perceived effectiveness of CM.

The study was limited to employees in the Philippines. It is thus suggested that data gathering in other populations be conducted to allow for generalizability of results. The research was cross-sectional in design, that limits causal explanations. Longitudinal studies examining perceptions and attitudes during and after the implementation of change could provide more robust evidence of the relationships between schemas and perceptions of change.

The results suggest that to increase the chances of success of their change initiatives, organizations could consider leadership development interventions that could enhance the competencies of their leaders in the implicit change leadership constructs. Organizations also need to consider employee schemas of effective CM when implementing change.

The main contribution of this paper is to expand implicit leadership theory by applying it to a specific leadership context, that of organizational change, and to derive an ICLT.

The purpose of this paper is to examine differences in implicit change leadership schemas and their relationship with change management (CM) of employees of academic institutions and business enterprises.

This study used a quantitative approach through surveys with 645 employees in academic institutions and business enterprises. Path analysis and regression were conducted to determine the relationships between the constructs.

Results show that CM mediates the relationship of change leadership schemas and affective commitment to change in both business enterprises and academic institutions. However, differences were found in the change leadership schemas that predict perceived effectiveness of CM. Execution competencies predicted effectiveness of CM in business enterprises whereas strategic and social competencies predicted perceived effectiveness of CM in academic institutions.

The limitations of the study were the use of self-report data and its cross-sectional design. Future research may use longitudinal designs and multiple sources of data to explore the relationship of change leadership schemas and perceived effectiveness of CM. Moreover, leadership schemas may be examined in other types of organizations such as non-profits, government agencies and social enterprises.

Results suggest that change leadership schemas are context-dependent. Thus, it is important to consider organizational culture and follower schemas when choosing change leaders and executing change. Moreover, differences in the saliences of change leader schemas by type of organization suggest the need to adopt contextually nuanced approaches to the selection and development of change leaders.

This paper contributes to organizational change literature by providing evidence of differences in change leadership schemas among academic institutions and business enterprises.

The purpose of this paper is to test a culture-building model, CREATE, highlighting the central role of leadership in shaping the predictors of innovation culture. The authors hypothesize that leadership directly predicts innovation culture, as well, as indirectly impacts innovation culture through mediating variables. Also, the authors examine the impact of leadership on innovation by ownership type.

A total 631 survey responses were collected from employees of sole proprietorship, family-owned corporations, and non-family corporations. Parallel multiple mediator models were used to test the hypothesized relationships of the variables.

The findings show that a leadership variable, role modeling, and support for innovation, directly and indirectly predicts an innovation culture. However, it appears that in sole proprietorship and family-owned corporations, leaders impact on innovation culture are through mediating variables, while in non-family corporations, leaders influence innovation through strategy, evaluation, and rewards.

The study shows that the culture-building model, CREATE, can be used as a framework for building an innovation culture in organizations. The study also showed that leaders among sole proprietorships, family-owned corporations, and non-family corporations may need to employ different approaches in building an innovation culture in their organizations.

This study sought to explain the high turnover rates in Philippine call centers using a cultural lens. Specifically, the study looks at the phenomenon of work‐life conflict and its impact on turnover intent. It also examined the moderating role of perceived organization support on the relationship between work‐life conflict and turnover intent.

The study utilized a two‐phased, mixed‐method approach. In the first phase, qualitative data from 30 interviews were obtained to validate the existence of the constructs among Filipino call center agents. In the second phase, 991 surveys were administered to quantitatively test the hypothesized relationships between the study variables.

Results show that work‐life conflict predicts intent to leave over and beyond that explained by job satisfaction. Findings also show that organizational support moderates the relationship between work‐life conflict and intent to leave. The results also reveal the context‐specific sources of work‐life conflict: physical and psychological impact of work schedule, social isolation and lack of social support.

The study focused on work‐life conflict and perceived organizational support. However, there are other variables that may be examined in future research such as personality, family, and organizational variables.

Beyond the traditional responses to the issue of work‐life conflict, the results suggest the importance of cultural nuanced responses to address work‐life conflict.

Although outsourcing is a boon to the economy of developing countries, policies encouraging call centers need to be coupled with an understanding of the personal and social costs of call center work.

This study highlights the importance of considering culture in viewing management practices and their impact on workers' behavior and wellbeing. It calls attention to the unique experience of call centers in developing countries and the importance of developing work‐life interventions that are contextualized to local culture.

The purpose of this paper is to develop and evaluate a culturally sensitive and mindfulness informed psychological first aid (PFA) intervention for use with disaster workers in the Philippines intended to increase disaster knowledge and disaster coping self-efficacy.

The study used a non-experimental, pre-test, post-test design. Measures of disaster knowledge and disaster coping self-efficacy were measured before and after the PFA intervention.

Paired sample t-tests revealed significant pre/post-increases in knowledge about disaster reactions and disaster coping self-efficacy. Workshop evaluations indicated that the following proportions of participants rated these workshop components as the most useful: mindfulness, information about disaster reactions, small group sharing, information about coping, and the open space activity.

As in many disaster studies, it was not possible to include a randomized control group in the design. Another limitation was that only pre- and post-intervention data were collected. Future research should include longer-term follow-ups with participants to assess whether the benefits of the intervention are maintained over time. Future research may wish to address the limitations of the study including the lack of a control group and obtaining follow-up data to enable more robust conclusions.

These results indicate how the use of a group-based intervention may be helpful especially in a collectivist culture. At the same time, acknowledging cultural values such as spirituality is an important component to providing psychosocial support for survivors. Mindfulness was found useful both as an initial calming activity as well as a means for helping survivors manage their stress reactions. Finally, the utilization of an open space activity can also be a helpful problem-solving mechanism when done in intact groups, as it enhances not just self-efficacy but also community efficacy among survivors.

The study contributes to the dearth of knowledge on the use of PFA when used in a group, collective, and developing country setting.

This study explored the resilience-building initiatives of work organizations using the Johns Hopkins Resistance–Resilience–Recovery Model. It also determined how resilience-building initiatives increase organizational resilience and promote employee resilience.

The study employed an exploratory sequential mixed-methods approach. In Study 1, resilience-building initiatives of selected work organizations in the Philippines were determined through qualitative research. A survey questionnaire to determine the presence of resistance, resilience and recovery programs in organizations was developed based on the results of this qualitative study. In Study 2, the empirical relations of these initiatives to reported levels of perceived organizational resilience as well as individual employee resilience were determined through a quantitative survey among employees. Data was analyzed using structural equation modeling.

The findings of the study described resistance, resilience and recovery programs in work organizations. Results also supported the hypothesis that the presence of resilience-building initiatives contributes to organizational resilience, which in turn affects employee resilience.

The relatively low contribution of organization initiatives on organization resilience suggests that other factors may need to be explored. Also, despite using a sequential mixed-method approach, conducting longitudinal studies in future research will provide more robust data on the impact of interventions on resilience.

Management may use the results in identifying initiatives that can increase resilience in their organizations. The tool created may be utilized in gathering data on initiatives and help those in-charge of disaster risk reduction and management build a business case on the importance of investing in resilience-building efforts.

The study identified resilience-building initiatives of work organizations in a country that regularly experiences disasters as well as demonstrated the utility of the Johns Hopkins Model as framework for resilience building in the workplace. A survey questionnaire to determine the presence of resistance, resilience and recovery programs in organizations was developed through the exploratory study (Study 1), and the contributions of these initiatives to resilience of employees and organizations were established in Study 2.

This study aims to examine the applicability of an extended version of the theory of planned behavior (TPB) in predicting pro-environmental behavior, specifically the purchase behavior (PB) of package-free bath products, among students in higher education institutions (HEIs).

Using a non-experimental survey research design, this study empirically tested an extended TPB model through structural equation modeling. The dataset was obtained through a survey of undergraduate students in three HEIs in the Philippines.

Environmental knowledge (EK) predicted attitudes toward purchasing package-free bath products. Attitudes, subjective norms and pro-environmental self-identity (PSI) predicted intention to purchase package-free bath products. Furthermore, the intention to purchase package-free bath products and perceived behavioral control predicted PB of the said item.

The results imply that the addition of EK and PSI to the TPB is applicable in predicting pro-environmental behavior, specifically the purchase of package-free bath products.

The results showed how HEIs can encourage their students to purchase package-free bath products.

The results highlight how social and economic factors play a role in promoting or inhibiting pro-environmental behavior among HEI students.

The findings support the inclusion of EK and PSI to the TPB for an integrative model that aims to improve the prediction of the purchase of package-free bath products.