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Literature evidences that altruism and conscientiousness are very important discretionary behaviours within the broader framework of Organizational Citizenship Behaviour (OCB) among teaching community. The present study is intended to examine the effect of role clarity, perceived cohesion and felt responsibility on altruism and conscientiousness among college teachers in Kerala.

A questionnaire-based survey was conducted among 354 college teachers, and the causal effect was examined using Partial Least Square-based structural equation modelling.

Validity and reliability of the model were established through measurement model evaluation. Explanatory power of the model was established. Cohesion and felt responsibility significantly predicted altruism, but the effect of role clarity on altruism was not significant. Effect of cohesion, felt responsibility and role clarity on conscientiousness was significant.

The study contributed to the existing theory on antecedents of OCB. The model has high levels of predictive accuracy – role clarity, cohesiveness and felt responsibility – capable of explaining the discretionary behaviour among college teachers.

Though prior research has addressed customer engagement (CE) with a focal object (e.g. a brand), the dynamics characterizing customers' engagement with different objects and the potential spillover from a customer's engagement with one object to that with another remains tenuous, exposing an important literature-based gap. The authors, therefore, develop a model proposing the existence of a spillover effect from customers' brand engagement to their engagement with brand-related content and suggest customers' personality trait of conscientiousness to moderate this effect.

An online survey-based experiment using 380 Danish Facebook users was conducted to test the model.

The results suggest customers' brand engagement as a significant predictor of their engagement with brand-related content, corroborating the proposed spillover effect. A weaker spillover effect is observed for highly (vs less) conscientious customers, substantiating the moderating role of customer conscientiousness. Moreover, customer conscientiousness is found to interact with brand content-related (i.e. commenting/content creation) task type and brand type (i.e. utilitarian/hedonic) (e.g. more conscientious customers are less likely to engage in brand-related content creation vs. commenting tasks), weakening the spillover effect.

This study extends prior research by quantitatively corroborating an intra-individual CE-based spillover effect from customers' brand engagement to their engagement with brand-related content. The authors also unearth a moderating role of customer conscientiousness, which interacts with brand- and brand content-related task type, on the spillover effect, informing the development of digital marketing strategies.

Applying servant leadership theory, this study aims to investigate whether servant leadership predicts service excellence of bank employees through mediating role of psychological capital (PsyCap). It also tests buffering role of conscientiousness in boosting service excellence.

The study uses data collected from 224 bank employees. SPSS and jamovi statistics were used for data analysis.

Study findings suggest a significant relationship between servant leadership, service excellence and PsyCap. PsyCap emerged as a mediator, and conscientiousness moderated the nexus between servant leadership and service excellence.

Findings highlight important implications for organisational practitioners. Because servant leadership leads to service excellence, practitioners should consider adopting servant leadership at every organizational level. Further, servant leaders could enhance followers’ PsyCap for creating service excellence. Organisations should use customized training programs and development interventions to enhance service excellence.

This study is one of the few studies to investigate the mediating role of PsyCap as a personal resource and buffering role of conscientiousness for service sector employees. Study generates new insights on employee experiences working in service sectors.

This study examines the influence of spiritual leadership toward spirituality, conscientiousness, job satisfaction and reduction of deviant behavior.

The method of data analysis used is a structural model based on WarpPLS (Solimun et al., 2017), with the first-order factor analysis based on variables with reflective indicators.

The research findings indicate that the sustainability of workplace spirituality and conscientiousness can stimulate the employees' job satisfaction, which eventually leads to the reduction of workplace deviant behavior (WDB). Accordingly, the direct influence of workplace spirituality on WDB is quite major ( 0.296), this indicates the importance of workplace spirituality for employees in working so that it can reduce the WDB. Conscientiousness had a negative influence on WDB. However, the interesting part about this study is the indirect influence of workplace spirituality on WDB through job satisfaction, which also has a major value ( 0.208) and almost equal to the direct influence. This circumstance depicts how workplace spirituality influences WDB as well as the importance of the improvement of employees' job satisfaction.

The originality of this study is primarily placed on the causal relationship between the variables of spiritual leadership and WDB; other than the direct influence, there is also an indirect influence that has a big value, which is the path of spiritual leadership toward WDB through workplace spirituality (−0.248). In other words, WDB is not only influenced directly by spiritual leadership but also by workplace spirituality.

The purpose of this paper is to investigate the measurement invariance of the Chinese version NEO PI‐R conscientiousness scale.

Based on Hofstede's cultural dimensions, it was predicted that certain items might exhibit culture‐related differential item functioning (DIF). The partial credit Rasch model was used to analyze the item responses. The authors also examined the impact of DIF on the measurement invariance of the overall conscientiousness scale using differential test functioning statistics.

Most of the predicted culture‐related DIF were supported. Although the results suggested a substantial proportion of items showing DIF, the conscientiousness scale functioned consistently across the two cultures under study, suggesting that observed group mean scores can be compared directly.

The authors demonstrate that an understanding of the culture differences may help when translating instrument across cultures to anticipate potential threats to measurement invariance. The current study employed student samples. Results of the study need to be replicated using diverse populations.

Assessment and selection instruments have been increasingly used across nations for HRM purposes. Organizations intending to establish global talent management systems need to evaluate and ensure the cross‐cultural equivalence of the assessment. Findings from the current study support the adoption of the translated conscientiousness scale in China.

This paper is one of the few in the literature that examines the measurement invariance using a confirmatory approach.

The purpose of this study is to examine the facilitating and inhibiting influence of team-level negative affectivity and conscientiousness on a dyad of emergent states, adopting and comparing both the composition and compilation perspectives.

Data were collected over three time points from 410 undergraduate students nested within cross-functional project teams (N = 62). The data, including individual self-reports and judges’ ratings of team performance, were aggregated to the team-level using both composition (mean) and compilation (skewness) approaches.

The findings indicate that mean-levels of negative affectivity were associated with decreased psychological safety. The use of skewed conscientiousness counterintuitively suggests too many highly conscientious members can also be detrimental to psychological safety. Psychological safety influences team potency and ultimately performance.

The results of this study highlight that the aggregation approach used is important. For example, the use of skewed (but not mean-level) conscientiousness brought an undetected and counterintuitive relationship to light. Future research should use compilation approaches in addition to composition approaches.

The purpose of this article is to understand when and why employees engage in contextual performance directed toward one's organization and immediate supervisor.

A survey was conducted to measure study variables. Data collected from 158 professional employees were subjected to confirmatory factor analysis and moderated hierarchical analysis was used to test hitherto untested hypotheses.

Results indicate strong support for the hypothesized moderating effects, such that high levels of support compensated for low levels of conscientiousness in influencing contextual performance.

Although contextual performance is unlikely to influence one's level of conscientiousness, the cross‐sectional design of the study does not permit firm conclusions regarding causality for the influence of support on contextual performance.

Results indicate that, by providing organizational and supervisory support, organizations will be able to elicit contextual performance from those individuals who lack the personality predisposition to engage in contextual performance. Given the importance of contextual performance, the practical implications of study results are of immense value.

This study makes several contributions. For instance, it extends Motowidlo et al.'s theory to include subjective measures of situational conditions as factors that interact with personality to influence contextual performance. The study responds to LePine et al.'s call for theory‐based attempts to identify variables that have differential relationships across dimensions of contextual performance. Drawing on individual difference and social exchange perspectives, this study theorized and found that perceived organizational support moderates the relationship between conscientiousness and organization‐directed contextual performance, and that the quality of the leader‐member exchange experience moderates the relationship between conscientiousness and supervisor‐directed contextual performance.

Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions.

Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness.

The study was cross-sectional, so inferences about causality are limited.

The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways.

The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

The purpose of this paper is to better understand the main effects of agent conscientiousness and reciprocity norm and the interaction effect of these two factors on contract adjustment decisions in buyer-supplier relationships.

Two scenario-based experiments with college students and business professionals were conducted. Three regression models were run to test three hypotheses proposed in the paper.

The limitations of this study are the use of single-agent decision scenarios and the specific focus on one aspect of agent personality – i.e. conscientiousness and its collective influence on contract adjustment decisions. In a broader picture, the results of this study support the cross-level analytical approach to investigating marketing channel relationships, in which individual-level and organizational-level factors interact and determine decision outcomes in business exchanges.

Recruiting and promoting managers who exhibit high levels of conscientiousness, coupled with proactively cultivating the norm of reciprocity with suppliers, are critical to a firm's thrust in attaining and sustaining marketing channel management practices with the emphasis on reciprocity-based exchange relationships.

While the extant literature focuses largely on interfirm governance and contract enforcement, this study examines what actually influences decision-making agents' contract adjustment decisions. This study expands the marketing literature by investigating the impacts of agent conscientiousness and reciprocity norm on contract adjustment decisions.

Business organizations are evermore expected to behave conscientiously, but a lack of clarity remains regarding this strategy for business-to-business (B2B) brands. This paper aims to develop and validate a B2B brand conscientiousness model that identifies what factors are driving this approach.

The research model is validated through a three-stage study that collects insights from high-level executives, mid-level managers and employees in B2B firms. Whereas the first two exploratory stages follow a qualitative approach to identify what factors motivate B2B firms to be conscientious and develop a model, the third stage empirically tests the proposed model through structural equation modeling.

The results suggest that brand conscientiousness is viewed as an important strategy by B2B stakeholders. Whereas perceived risk discourages, external and internal stakeholder expectations and a firm’s financial commitment to a cause encourage, brands to pursue a conscientious approach. Furthermore, a B2B conscientious strategy must be perceived as authentic. Long-term commitment to the cause, strategic alignment of brand values with the cause and a congruent delivery of the brand’s promise are the drivers of this perceived authenticity.

This paper contributes to the emerging knowledge on B2B conscientious brands by confirming the importance of this approach in a B2B context, identifying the factors that B2B stakeholders – executives, managers and employees – believe are driving it and highlighting the importance and identifying the factors that drive its perceived authenticity.