Volume 16, Number 2, Summer 2013

CONTENTS
REGULAR ARTICLES

Spontaneous Inter-Organizational Learning ................................................ 135
A. Halachmi and A. M. Woron

The Moderating Role of Support Seeking versus Perceived
Social Support in the Relationship between Customer
Aggression and Job Outcomes ..................................................................... 165
R. Goussinsky

The Impact of Perceived Organizational Support and
Job Characteristics on Nurses' Organizational Citizenship
Behaviours ......................................................................................................... 193
S. Pohl, A. Battistelli and J. Librecht

Exploratory Study on Employees' Motivation in the Omani
Private Banking Sector ..................................................................................... 208
A. A. Al Araimi

Organizational Framework for Managing the Multiplicity
of Contingency Factors: Investigation Using the Modern
Japanese Recycling Business ...................................................................... 221
A.Kimata

Psychological Contracts, Careerism, and Goal Orientations .................. 245
K. F. Braekkan and K. A. Tunheim

ABSTRACT. Psychological contracts are subjective perceptions about
exchange agreements between employees and employers. Through surveys
of 256 graduating college seniors with recently accepted job offers, beliefs
regarding employment obligations were investigated. Consistent with
findings by Rousseau (1990), new hires' perceptions of employee and
employer obligations were interrelated and consistent with either
transactional or relational contracts. Further, while expected tenure with the
first employer was related to relational contracts, "careerism" was negatively
related to new hires' beliefs in a relational contract and positively related to
a transactional contract with an employer. The results also revealed that
goal orientations moderate the relationship between relational contracts and
careerism. Specifically, the results indicate that the relationship was more
strongly negative in individuals with high mastery orientation. The findings in
this study therefore indicate that new hires' attitudes are shaped by both
explicit and implicit promises and by individual characteristics such as goal
orientations.

ABSTRACT. This study sets out to examine the relationships between job

characteristics, Perceived Organisational support (POS) and Organizational

citizenship behaviours (OCB). The mediating role of intrinsic motivation was

additionally examined. Although the effects of Perceived Organisational

support on Organisational citizenship behaviours are well-documented, few

studies have examined the role of job characteristics and intrinsic motivation

on organisational citizenship behaviours. Yet, there appear to be natural

links between job characteristics, intrinsic motivation and OCB. The sample

of the study included a total of 422 nurses. Subjects were recruited from

different hospitals located throughout Belgium. Data for this study was

obtained by means of questionnaires. Both measures are based on scales

that appear to be reliable. Results provide insight into how perceived

organizational support and job characteristics impact organizational

citizenship behaviour. Intrinsic motivation mediated the relation between job

characteristics and organizational citizenship behaviour.

ABSTRACT. This study is founded on contingency theory, which is derived
from organization theory, and in it we examine the structural problems of the
modern Japanese recycling business using J. D. Thompson's model of
contingency theory. Based on the results of our interviews conducted with
16 companies through the nondirective method, we argue that there are
multiple contingency factors in the modern Japanese recycling venture and
that these factors increase uncertainty and reduce the stability of the
business as a result. We conclude that as an active level of 'sub technology,'
recycling businesses created as diversifications of major companies will
eventually manage the multiplicity of contingency factors.

ABSTRACT. Customer aggression constitutes a major source of stress for

service providers; however, empirical research regarding the moderating role

of coping strategies in the customer aggression--job outcomes relationship is

sparse. Two samples of service workers were recruited from northern Israel

and data were collected using self-reported questionnaires. Study 1

investigated the moderating impact of support seeking and behavioral

disengagement on this relationship. Results show that under conditions of

excessively-aggressive behavior, more support seeking was associated with

higher levels of emotional exhaustion and turnover intentions. Study 2

indicates that supervisor support moderated the customer aggression--work

engagement relationship, such that the detrimental effect of customer

aggression on work engagement was observed only among service workers

with low levels of supervisor support.

ABSTRACT. There are clear evidences that organizations are focusing on
retaining motivated employees. Although motivation is a well-discussed topic
in academic literature, motivation of employees in the Omani private
banking sector is not fully discussed. The purpose of this exploratory study is
to find some insights on the predictors of employees' motivation in the
Omani private banking sector. A cross-sectional method was used to collect
data from 105 employees from the Omani private banking sector.
Furthermore, to collect the primary data, a questionnaire with 23 items was
designed and distributed for that purpose. In order to analyze the gathered
data, correlational methods were used. This exploratory study shed some
light on the importance of the relationship that the employees have with
their colleagues on their motivation and on the employees' salaries to their
motivation. The study found these two variables as significant and positive
predictors of employees' motivation.

ABSTRACT. Spontaneous inter-organizational learning differs from
organizational learning in that the latter relies on conflict occurring within the
organization prior to action being taken. Inter-organizational learning
suggests that organizations have the opportunity to learn from the
experiences of others and proactively establish policies and regulations
either preventing or lessening the chances that a similar situation will occur
in their organization. The description "spontaneous" is proposed to
differentiate serendipitous and intentional opportunities for learning. A
public federal level case study is presented in support of spontaneous interorganizational
learning.

Go to top