Extra Role Behavior Among Mexican Employees

The current field study took place within a Mexican work setting, consisting of 100 white-collar employees representing a variety of professional job categories. The study investigated the direct effect of the supervisor-employee relationship (leader-member exchange) quality and group acceptance on employees' propensity to engage in activities beyond their formal work roles (extra-role behavior). The mediating influences of the employees' job satisfaction level and organizational commitment were also taken into consideration when accounting for extra-role behavior. Results suggest that relationships Mexican employees share with their supervisor have a direct impact on their extra-role behavior. Social exchange, key to both extra-role behavior and leader-member exchange, is proposed as the operating mechanism associating the two constructs. Results also indicate that organizational commitment plays a partial mediating role between leader-member exchange and extra-role behavior.

This book represents a ground-breaking attempt to assess the impact of public employees´ perceptions on public sector performance in a Latin american and Caribbean context. It opens a window to a generally ignored public sector by ilustrating teh excent to wich public eployees´ engagement in citizenship behaviors affect their organizations, as well as how these interdependent relationships underpin actual performance. It offers penetrating insights on public service motivation, transformational leadership, and employee satisfaction and trus. Apart from the psychological insights, this study also establishes a bridge for scholars to undertake comparative studies of public sector performance globally.

Communication Yearbook 40 completes four decades of publishing state-of-the-discipline literature reviews and essays. In the final Communication Yearbook volume, editor Elisia L. Cohen includes chapters representing international and interdisciplinary scholarship, demonstrating the broad global interests of the International Communication Association. The contents include summaries of communication research programs that represent the most innovative work currently. Emphasizing timely disciplinary concerns and enduring theoretical questions, this volume will be valuable to scholars throughout the communication discipline and beyond.

Commitment is one of the most researched concepts in organizational behavior. This edited book in the SIOP Organizational Frontiers series, with contributions from many scholars, attempts to summarize current research and suggests new directions for studies on commitment in organizations. Commitment is linked to other concepts ie. satisfaction, involvement, motivation, and identification and is studied across cultural lines. Both the individual and group levels of building and maintaining commitment are discussed.

This title brings together a collection of comprehensive, state-of-the-science reviews and perspectives on the most pressing historical and contemporary leadership issues - with a particular focus on theory and research - and looks to the future of the field.

Renowned international experts Peter B. Smith, Mark F. Peterson, and David C. Thomas, editors of the The Handbook of Cross-Cultural Management, have drawn together scholars in the field of management from around the world to contribute vital information from their cross-national studies to this innovative, comprehensive tome. Chapters explore links between people and organizations, providing useful cultural perspectives on the most significant topics in the field of organizational behavior—such as motivation, human resource management, and leadership —and answering many of the field's most controversial methodological questions. Key Features Presents innovative perspectives on the cultural context of organizations: In addition to straightforward coverage of structures and processes, this Handbook addresses locally distinctive, indigenous views of organizational processes from around the world and considers the interplay of climate and wealth when analyzing how organizations operate. Offers an integrated theoretical framework: At the start of each substantive section, the Editors provide context for the upcoming chapters by discussing how prevalent cultures in different parts of the world place emphasis on particular aspects of organizational processes and outcomes. Boasts a global group of contributing scholars: This Handbook features contributing authors from around the world who represent an outstanding mix of respected, long-standing scholars in cross-cultural management as well as newer names already impacting the literature. Provides an authoritative agenda for the future development of the field: All chapters conclude with a list of promising avenues for further research and a focus on issues that remain unresolved. Intended Audience This Handbook is an ideal resource for researchers, instructors, professionals, and graduate students in fields of business, management, and psychology.

The workplace in the 21st-century is technological and multi-cultural. Work is often accomplished in teams. This work provides students with an up-to-date knowledge based that will enable them to apply the principles of I-O psychology to themselves, supervisors, subordinates and fellow workers.

Leader-member exchange (LMX) is the foremost dyadic theory in the leadership literature. Whereas contemporary leadership theories such as transformational, servant, or authentic leadership theories focus on the effects of leader behaviors on employee attitudes, motivation, and team outcomes, relational leadership theory views the dyadic relationship quality between leaders and members as the key to understanding leader effects on members, teams, and organizations. This approach views trust- and respect-based relationships as the cornerstone of leadership. LMX has grown from a new theory in the 1970s to a mature area of research in 2015. Interest in this theory has increased rapidly over the past four decades, and the pace of research in this area continues to accelerate dramatically. The Oxford Handbook of Leader-Member Exchange takes stock of the literature to examine its roots, what is currently known, what research gaps may exist, and what areas are in need of the most urgent research.