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This chapter analyzes organizational culture and organizational citizenship behavior in Peru. A research was conducted at the beginning of 2017 in Peru, and 250 employees in Lima, Peru, participated in the research. The research was on the influence of organizational culture on citizen behavior. The results of the research study conducted in Peru indicated how participation, consistency, adaptability, mission, and performance impact the dimensions of behavior such as help, loyalty, initiative, civic virtue, self-development, and sportsmanship. It revealed a broad influence of consistent cultural traits on citizen behaviors of support, in addition to the development of citizen behaviors for initiatives and self-development if the company excelled at offering an opportunity for participation for collaborators. Overall, the results demonstrated the role of culture in Peru’s economy. Accordingly, knowledge regarding Peru’s language, religion, customs, cuisine, crafts, music, and dance is significant. The methodology of this study was based on the collection of documents and studies where the Andean culture has been the main reason for economic development in Peru. This chapter helps clarify the foundations for doing business in Peru by understanding the perception of Peruvian citizens and their distinctive characteristics of organizational behavior. The results presented in this chapter are obtained from the analysis of the economic evolution of Peru, its culture, its demography, and the study of how they do business in that country, in addition to analyzing how they make decisions, agreements and how they develop based on the principles of the Andean culture.

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

The classic distinction between two types of organizational learning – exploitation and exploration – has been unsettled under new forms of workplace regulation. This paper investigates management practices that exploit by exploring, capturing, and enclosing employee efforts (including learning) that occur beyond the formal enterprise. Life itself or bios is put to work. This largely unpaid work is of increasing importance to organizations that require employee qualities it cannot provide on its own accord. Three types “free work” are identified: free time, free self-organization, and free self-development. A critical sociological explanation of this trend is developed and its implications for employment studies discussed.

This chapter discusses the utility of authentic leadership for the UN's Sustainable Development Goals and argues that the capacity-building value of authentic leadership enables change and improves performance. The authors view authentic leadership as a genuine, transparent, positive, ethical form of leadership that strives to address grand challenges. They outline its application in two cases: well-being (SDG3) and education (SDG4). Daskou and Tzokas conclude with a criticism of the value of authentic leadership in the successful delivery of the SDGs. Daskou and Tzokas recommend investigating how authentic leaders' balanced information processing and internalised moral perspective contribute to positive self-development, better education outcomes and well-being among students, educators and employees.

All researchers have a self, but how many understand how their self informs their identity and world view? The use of self is vital in relationships, especially where helping others to learn is central to the role. Many occupations, such as teaching and health care, require the individual to engage in reflective practices to inform how individuals give of themselves in professional practice. Despite the potential power of analytic autoethnography, there is an absence of clear examples which clarify how the theory and method are linked. From my background as a lecturer and mental health nurse I argue the value of analytic autoethnography as research-based self-study to assist self-development. This chapter has two main aims: (i) to provide an example as to how the theory and method within analytic autoethnography articulate into a research design; and (ii) to forewarn researchers as to the areas which require early consideration when constructing an analytic autoethnography to safeguard the researcher’s psychological wellbeing. My experiences draw parallels between the cognitive reflective skills required within the research methods to review values and beliefs held within memories and mental health cognitive therapies. The potential for cathartic insights increases the researcher’s empathy to shape appropriate responses to assist others to learn.

Purpose – This paper considers the role of relationality as an interpretive strategy in the workplace, asking how one group of low-wage workers interpret their jobs in the service economy.

Methodology – Qualitative interviews with 25 female retail workers.

Findings – I argue that these retail workers use a relational ethic to interpret various aspects of their work. Relationality colors workers’ understanding of their job responsibilities, their own accounts of self-development in the workplace, and their strategies for resolving conflict on the shop floor.

Practical implications – These findings are particularly relevant for current labor union activities, and thus I conclude by discussing the implications of this relational ethic for attempts to organize workers in the retail sector. Workers who prioritize relationships ahead of material gains in the workplace may be particularly uncomfortable with more confrontational styles of labor organization.

Originality/Value of paper – Economic sociologists increasingly stress relational aspects of the economy, such as the role of networks in enabling market transactions; the significance of social ties in shaping economic exchange, and the importance of economic activity in constituting relationships themselves. This paper builds on that framework by arguing that workers also use a relational ethic to interpret their activity within the workforce itself.

This research demonstrates that, in order to understand the interactions which comprise social movement development, researchers must examine the impact of institutions on self-development. I start by examining the self-development of Native American women within the institutions of education, law and economics. In these institutions, Native American women acquire an organizational repertoire that primarily involves nurturing people, keeping culture alive, and transmitting cultural knowledge to future generations. Adding to the recent focus on social movement culture, and drawing on an ethnographic study of two Native American social movement organizations, I examine how the self helps Native American women legitimate their influence on the construction of meaning in collective action framing. As caretakers of the people and the keepers and transmitters of culture, Native American women can make strategic contributions to movement frames, grounding them in cultural values, beliefs and practices, and thus influencing the direction that the movement takes.

Over the period 2020–2021, Latvian schools experienced one of the longest closure periods in Europe. Hence, Covid-19 significantly impacted high school pupils, especially those graduating in 2021, that is, half of the secondary school program they acquired was delivered remotely. Their learning and social experiences are distinct from that of previous cohorts. The findings are directly relevant for higher education institutions (HEIs) to further adapt to the background and needs of this student cohort. To examine this cohort's experience, this chapter empirically examines adolescents at the point of their graduation from high school to learn what impact the pandemic has had on their quality education and plans. The findings provide insight into how they evaluate the remote studies and their knowledge, how they perceive their mental state, and what disruption to plans it has caused. The authors learn that most students found remote studies more difficult than onsite learning and associate it with lack of knowledge behind the grades earned. They have experienced lack of motivation and miss real-life communication with their friends, even though they occasionally admit not breaking lockdown rules and meeting peers. The most common concern among graduates is lost opportunities they would otherwise have, however, the authors also notice impressive resilience when they imply that the pandemic has opened new opportunities that otherwise would not be possible, along with self-development and character growth. Overall, the stress level for adolescents was moderate to high. Covid-19 has caused disruptions to plans, some more like opportunities others like limitations. The insights may provide understanding to how these students require a very different approach from educators and staff alike. HEIs have the opportunity to adapt and innovate and to custom the content of studies and communication form to the diverse incoming generations.