The Longitudinal Link between Organizational Citizenship Behaviors and Three Different Models of Happiness

The Outcomes of Organizational Citizenship Behaviors in Part-Time and Temporary Working University Students

The personal outcomes of Organizational Citizenship Behavior (OCB) have recently gained popularity in research, but it is rarely studied in part-time or temporary employees and, in particular, in employed university students. The aim of the current study was to address this gap in the literature by investigating the outcomes of OCB, including job stress, work-university conflict, work-leisure conflict, intent to quit, well-being, and job satisfaction, in university students who undertake contingent and part-time work. Using a correlational research design, data collection was conducted through an online survey administered to 122 employed university students. The correlation analysis revealed that OCB correlated positively with work-university conflict and work-leisure conflict, which is aligned with earlier work. However, in contrast to earlier findings, OCB did not correlate with well-being, stress, job satisfaction or intent to quit. Regression analyses revealed that OCB positively predicted job satisfaction, when entered together with work-university conflict, job stress, and intent to quit. OCB also predicted job stress when entered with job satisfaction. However, OCB did not predict well-being. In turn, work-university conflict negatively predicted well-being. The current findings differ from the wider literature on full-time employees, which suggests a need for further research to examine why these differences exist and what are their practical implications.

Pro-sociality and happiness across national cultures: A hierarchical linear model

Research from both Empirical studies and Positive Psychology has indicated that pro-sociality has a universal effect on happiness; however, this does not take into account the national or cultural differences of a given country. The hierarchical linear model (HLM) is employed in this study to investigate the link between pro-sociality and happiness at the individual level, as well as the effect of four national cultures (i.e., power distance, individualism versus collectivism, masculinity versus femininity, and uncertainty avoidance) at the country/territory level on this relationship. This study utilizes the public World Value Survey dataset, which adopts random probability representative adult samples from 32 countries or territories (N = 53,618; Mage = 44.10, SD = 16.51). Results suggest that pro-sociality is associated with happiness, even when accounting for demographics and the country/territory code. Additionally, the country/territory level displays variations in happiness, which can be partially explained by masculinity versus femininity (positively) and uncertainty avoidance (negatively). Moreover, the connection between pro-sociality and happiness is not influenced by national cultures. This research provides evidence for the universal happiness reward of pro-sociality. Implications, restrictions, and potential future research directions are discussed.

Prosocialness and Happiness in Chilean Student Teachers

The aim of the study was to evaluate the relation between prosocialness and happiness in a sample of student teachers (N=224, age=21.42). Adapted versions of a prosocialness scale and another on happiness were used. A structural equations model was estimated that presented a suitable fit (CFI=0.951; TLI=0.944 and RMSEA=0.065). The results yielded a positive relation between prosocialness and happiness. Its implications for initial teacher training are discussed.

Impact of a Chaxu Atmosphere on Nurses' Organizational Responsibility behavior-The Mediating Roles of Envy and Silence

Background

Chaxu atmosphere refers to the degree of differences, like the ripple effects in water, of the association between group members and the leader of the group resource. Unlike Western culture, China’s nurses have been working in Chaxu atmosphere, which may boost their negative emotion and influence their workplace behavior.

Purpose

This study aimed to clarify the chain-mediating role of envy and silence in the association between Chaxu atmosphere and organizational responsibility behavior.

Methods

A cross-sectional online survey was conducted, and a multistage stratified sampling method was employed to collect data. The study was conducted from September to October 2020 in China. Totally, 1740 nurses were recruited, and 1221 valid responses were collected. Socio-demographic factors, Chaxu atmosphere, employee envy, employee silence, and organizational responsibility behavior were assessed using questionnaires that included the Chaxu Atmosphere Scale, Employee Envy Scale, Employee Silence Scale, and Organizational Responsibility Behavior Scale. Hierarchical multiple regression was used to identify clusters of interrelationships among Chaxu atmosphere, envy, silence, and organizational responsibility behavior in nursing settings.

Results

Though the Chaxu atmosphere did not directly influence the organizational responsibility behavior of Chinese nurses, its effect is mediated by a chain of envy and silence. First, Chaxu atmosphere evoked envy in the nurses (β=−0.040, P<0.001), thereby leading to decreased organizational responsibility behavior. Second, the Chaxu atmosphere promoted silence toward organizational issues (β=−0.057, P<0.001), resulting in decreased organizational responsibility behavior. Third, the Chaxu atmosphere evoked envy in the nurses, which contributed to the formation of silence (β=−0.025, P<0.001), resulting in a further decrease in organizational responsibility behavior.

Conclusion

Nurses working in a high-level Chaxu atmosphere are prone to remaining silent on critical organizational issues due to increased envy, which subsequently reduces their organizational responsibility behavior. A better understanding of the association between the Chaxu atmosphere and workplace behavior will help nursing managers to foster harmonious relationships between nurses and their teams and to improve each individual’s organizational responsibility behavior