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The purpose of this study is twofold. First, we explore the relationship between organizational justice and service-oriented organizational citizenship behavior (SOCB). In particular, we focus on perceived distributive and procedural justice. Second, we examine the moderating effect of the need for achievement and need for affiliation.

The paper employed an online cross-sectional survey approach and distributed questionnaires to service employees at a large service organization. Data were analyzed with a two-step structural equation modeling technique using LISREL 8.7.

Perceived procedural justice significantly predicts SOCB. Additionally, the need for affiliation positively moderates the relationship between perceived procedural justice and SOCB, whereas the need for achievement positively moderates the relationship between perceived distributive justice and SOCB.

Results confirm the importance of establishing and implementing transparent formal organizational processes and procedures for evaluating outcomes of service employees. We recommend service organizations to communicate proactively with employees about how formal organizational systems are implemented, and provide employees with examples and cases that illustrate how performance appraisals are performed. Moreover, supervisors in service organizations need to establish and maintain high quality of social exchange relationships with employees by providing personal coaching and counseling. Furthermore, service organizations need to establish a positive and friendly performance appraisal environment and offer trainings on how to satisfy unpredictable customer demand to employees.

Given the growth of commercial services in the USA and the limited existing knowledge on SOCB, this study provides scholars and practitioner with suggestions and recommendations on how SOCB can be encouraged in service settings.

The purpose of this paper is to determine what motivating strategies followers (comprised of low and high need achievers) view as most necessary from their leaders.

Three survey instruments were administered to 297 working professionals taking business courses offered through a college of management at a private university. Correlational research methodology was used to investigate the relationships between self‐attributed needs for achievement on demographic, interest and effort variables. Discriminant analysis was used to determine if motivational and profile characteristics could be used to predict low and high self‐attributed need achievers.

The major findings of this study centered on the leader's ability to inspire followers by using a variety of interesting coaching techniques and by building their self‐esteem regardless of achievement orientation.

The results of this study are tentative and need to be reproduced with a larger, more comprehensive sample of a broader population.

This research offers leaders practical techniques for effectively utilizing motivating strategies which may increase their followers' interest and effort in a performance situation.

The findings of this study indicating that interest and effort can be used to improve motivation suggest that followers may exhibit significant gains in continuing motivation when relevant techniques are applied by the leader.

The objective of this study is to examine the influence of different facets of needs (i.e. self‐achievement, power, and affiliation needs) on the relationship between individual dispositions (i.e. independence and interdependence of self) and attitudes to equity (i.e. entitled and benevolent). Data were collected from a sample of 243 Japanese university students. Structural equation analysis and simple regression analysis were performed. As a result of structural equation analysis, needs were found to mediate the relationship. The results of simple regression analysis also showed: the stronger interdependence‐oriented people have the stronger desire for affiliation needs; individual dispositions indicated no relationships with self‐achievement and power needs; those with the stronger affiliation needs exhibited both entitled and benevolent attitudes; power needs influenced entitled attitudes; and self‐achievement needs influenced both entitled and benevolent attitudes. In terms of motivation theory, the findings also suggest that people follow expectancy theory instead of equity sensitive theory.

This chapter focuses on two aspects of the achievement gap – underachievement and low achievement among Black males in urban school contexts. More specifically, the authors explain several problems/issues confronting Black male students in P-12 gifted and talented, advanced placement, and special education programs, along with the school-to-prison pipeline – inequitable discipline in the form of suspensions and expulsions. We parse underrepresentation and overrepresentation for this student group. A central part of this discussion is grounded in the achievement gap literature on Black students in general with implications for Black males in particular. Another fundamental aspect of this discussion is the need for educators to adopt an anti-racist (social justice or civil rights) and cultural competence approach to their work, which means being equity-based and culturally responsive in philosophy and action. Suggestions for closing the achievement gap and otherwise improving the achievement of Black males are provided for educators. We also compel educators to go beyond talking about equity by setting quantifiable equity goals for minimum and maximum percentages (and numbers).

Motivation can serve as the engine that turns intention into action, and, as such, is indispensable in the early phase of the entrepreneurial process, where opportunity recognition and exploitation are key. However, research in this area has so far shed a selective spotlight on specific facets of entrepreneurial motivation, whereas the consideration of basic motives has been widely neglected. Hence, the purpose of this paper is to illuminate the basic motivational foundations of one core aspect of entrepreneurial behavior, namely opportunity recognition.

The study examined how motivation influences the process of recognizing and exploiting entrepreneurial opportunities in a sample of 312 managing directors and managing partners of small and medium-sized enterprises. Opportunity recognition and exploitation were assessed by two different measures: one evaluating the objective number of recognized and realized business opportunities, the other assessing the perceived proficiency in identifying and exploiting entrepreneurial opportunities. Implicit and explicit facets of basic motivation were measured using a comprehensive assessment of human needs.

Findings show that entrepreneurs' achievement motive is an important driver in both the identification and exploitation of opportunity. The power motive affects the perceived ability to exploit business opportunities. Interestingly, the explicit affiliation motive showed an inhibitory effect on the perceived ability of opportunity identification, whereas implicit affiliation motive is affecting the number of recognized and realized business opportunities positively.

This research clearly highlights the preeminence of basic motivational factors in explaining individual early-stage entrepreneurial behavior, making them a prime target for training interventions.

The present study aims to analyze the predictive value of three motivational dispositions (need for achievement, need for affiliation, and need for power) for job involvement and organizational commitment and to investigate cross‐cultural differences between Germany and South Korea between these predictions.

A sample of South‐Korean (N=209) and German (n=198) executive MBA students was surveyed. Using multi‐group structural equation modeling, the associations between the three needs and JI and OC and cross‐cultural differences in these associations are investigated. In addition, a test is conductedd for cross‐cultural equivalence of the measures as an important prerequisite of quantitative analyses.

The results reveal that need for achievement and need for power are related to JI but that only need for achievement is related to OC. In addition, significant differences were not found across either country in these relationships. Tests of cross‐cultural equivalence showed at least partial invariance of all measures.

Future research should replicate the results in other employee populations. Furthermore, future research should incorporate more than two countries and countries with larger differences on cultural orientations.

The study shows that motivational dispositions should be considered in HRM practices and leadership behaviour.

The view on JI and OC is broadended by consideration of dispositions, whereas traditional research focuses on contextual factors.

To examine how personality dispositions of Nigerian politicians predict their attitude to the wellbeing of citizens.

A survey research was embarked that engaged 185 political aspirants to various electoral positions in the 2003 Nigerian elections. Respondents were administered a standardized psychological instrument that measures four personality attributes – needs for achievement, affiliation, dominance, and autonomy. They also responded to another standardized instrument that measures attitude to wellbeing of people.

Hierarchical multiple regression analyses conducted showed that gender and age are significant predictors of politicians' attitudes to wellbeing of the people. Male and younger politicians are more favorably disposed to people's wellbeing than female and older politicians. Among the personality attributes only need for achievement significantly accounted for variations in attitude to people's wellbeing. Specifically, the lower politicians are in need of achievement the more favorably disposed they are to people's wellbeing.

The research participants are not completely representative of politicians in Nigeria because the sample was drawn from the Southwest only. In addition, the personality attributes examined are not exhaustive as there are other possible attributes that could predict politicians' attitudes to citizens' wellbeing. There is also a limit to which results on attitude can be used to predict actual behavior of politicians to people's wellbeing.

The study demonstrates the need for psychological tests in Nigeria's electoral process. It demonstrates that personality attributes of politicians could be assessed and used to predict their concern for citizens' wellbeing. It is opined that, where politicians are more concerned with the citizens' wellbeing, it could enhance the sustainability of democracy in Nigeria.

The paper demonstrates a dimension of psychological testing in Nigeria's electoral process.

This paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary purpose of the analyses is to further develop some of the key variables contributing to team performance.

Relationships were tested with conditional process analysis. The sample includes 315 students from a large university. Likert measures were used to operationalize survey items, which are based on existing scales in the literature.

Each of the Big Five dimensions are related to teamwork self-efficacy (TSE), with manifest needs having significant mediating effects. For example, conscientiousness displayed a positive relationship to TSE, with both the need for affiliation and the need for power acting as significant intervening variables. Such relationships for each personality dimension are discussed fully in the paper.

High functioning teams need members who share a level of self-efficacy for engaging in teamwork. Leaders who must form their teams may find it useful to consider TSE, and the individual attributes that contribute to this important construct. The authors’ examination of the roles of both personality and manifest needs should offer some essential tools for this objective.

This paper contributes to our understanding of the relationship between personality and TSE by investigating manifest needs as process variables.

The purpose of this study is to study gender differences in the relationship between McClelland's needs, stress, and turnover intentions with work‐family conflict.

Survey data were collected from 383 individuals representing 15 different industries. Multiple regression analysis was used to test the hypotheses.

Results suggest that McClelland's needs act as an antecedent of work‐family conflict, and that they have a differential impact on work‐family conflict for women and men.

The subjects were college graduates, hence it was a self‐selected sample, and the results may not generalise to other populations.

Women are more affected by family obligations than men and this may impact the performance and turnover intentions of women in organisations.

This paper enhances understanding of work‐family conflict by specifically examining individual differences such as need for power, need for achievement and need for affiliation and evaluating their impact on turnover intention and job tension.

To examine how psychological diversity among work team members affects team interaction processes. Psychological diversity is described in terms of personality attributes (emotional stability, extraversion, conscientiousness, openness to experience, and agreeableness), need for achievement (nAch), and emotional intelligence. Team interaction processes include workload sharing, team communication, member flexibility, social cohesion, team viability.

A survey research was conducted that involved 1,421 oil‐drilling workers in 54 work teams. The participants were drawn from five major oil drilling companies in Nigeria. Standardized measures were used to collect data on each of the variables examined.

It was found that each of the measures of team interaction processes is predicted by different psychological diversity measures. However, emotional stability, extraversion, agreeableness and emotional intelligence are significant in predicting overall team interaction processes.

The psychological diversity measures examined are not exhaustive. It is also not clear the extent to which the findings can be generalized to other work settings that are different from oil‐drilling companies.

Human resources management in organizations that work in teams needs to include in their selection programs, psychological measures for identifying applicants who possess requisite psychological features for team work.

Study of the efficacy of psychological variables in enhancing work teams in oil drilling firms in Nigeria.