Organizational citizenship behavior (OCB) is reconceptualized in terms of civic citizenship as described in political philosophy We used this theoretical foundation to derive substantive categorie

Personality and Organization Theory Revisited.

Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation

Longitudinal data on 1,091 registered nurses in seven hospitals were used to estimate a causal model of turnover in organizations. Total effects on turnover were found to be the greatest for four d...

A Causal Model of Turnover for Nurses

This empirical investigation examines the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross‐section of firms in the USA. Cameron and Freeman’s (1991) model of organizational cultures comprising of clan, adhocracy, hierarchy, and market was utilized as the conceptual framework for analysis. The results indicate that job satisfaction levels varied across corporate cultural typology. Within the study conceptual framework, job satisfaction invoked an alignment of cultures on the vertical axis that represents a continuum of organic processes (with an emphasis on flexibility and spontaneity) to mechanistic processes (which emphasize control, stability, and order). Job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures.

Organizational culture and job satisfaction

background

The experience of powerlessness in organizations

Introduction.1. The Self-Defeating Nature of Immoral Business Practice.Introduction Immoral Actions Are Based on Self-Defeating Maxims Inconsistency and Immorality Applications to BusinessIt Seems Right in Theory But Does It Work in Practice?Objections to the Application of Kantian Ethics to BusinessExtending the Reach of Categorical Imperatives: Pragmatically Inconsistent MaximsWhy Neither Being Trustworthy nor Not Trusting in Business Involves a Pragmatic Contradiction.Transition to Chapter 22. Treating the Humanity of Stakeholders as Ends rather than as Means Merely.IntroductionThe Respect for Persons PrincipleNot Using Employees: Neither Coercion nor DeceitBusiness Practices That Reduce or Remove Coercion and DeceptionAn Objection and RepliesPositive Freedom ad Meaningful Work: Respecting the Humanity in a PersonKant's Reflection s on WorkMeaningful Work and Contemporary Business3. The Firm as a Moral Community.IntroductionViewing Organizations and Human NatureCreating the Kantian Moral Firm: The Kingdom of Ends Formulation of the Categorical ImperativeThe Principles of a Moral FirmImplications for Organizational Studies4. Acting from Duty: How Pure a Motive.IntroductionKant's Position on the Purity of Moral MotivesStrategic Payoffs and Moral MotivesReasons and Emotions: A Brief AsideMultiple Moral Motives5. The Cosmopolitan Perspective.IntroductionThe Morality of the MarketInternational Business Can Contribute to World Peace, Universal Rights, and DemocracyObjections and RepliesConclusionBibliographyFurther ReadingIndex

Personality and Organization Theory Revisited.

Citations

Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation

A Causal Model of Turnover for Nurses

Organizational culture and job satisfaction

The experience of powerlessness in organizations

Business Ethics: A Kantian Perspective

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