The influence of leader's spiritual values of servant leadership on employee motivational autonomy and eudaemonic well-being.

This research examined the role of leader's spiritual values in terms of the "servant leadership" in the process of promoting employee's autonomous motivation and eudaemonic well-being. Sample consists of 265 Chinese supervisor-subordinate dyads recruited from a variety of industries in Taiwan. Spiritual values perceived by the subordinates, as well as the discrepancy between leader-subordinate perceptions, but not the leader's self-perceptions of spiritual values, were found to contribute significantly beyond transactional leadership in predicting subordinate motivational autonomy and eudaemonic well-being, and subordinate autonomous motivations fully mediates the relationship between spiritual values and eudaemonic well-being.

Having fun! The role of workplace fun in enhancing employees' creative behaviors in Chinese work settings.

Digital platforms and tech giants have led to a rapid shift in values and traditional ways of working. Although "diligence" has long been essential for work success and promotion, employees in modern companies are reluctant to blindly follow this attitude. Many well-known Western companies, such as Facebook and Google, see fun in the workplace as conducive to productivity and creative behavior. We investigated the associations of fun at work with experienced fun, employees' creative behavior, managers' support for fun, and trust in a Chinese context using different scales. Discriminant validity was confirmed by confirmatory factor analysis. A total of 508 workers from Taiwan and mainland China participated in the study and completed questionnaires. A key finding was that fun at work was positively related to employees' creative behavior. In addition, moderators of managerial support for fun and trust between the workplace and experienced fun were confirmed. These results can serve as a reference for Chinese managers who want to encourage creative behaviors and prevent negative behaviors in the workplace. In practice, results suggest that fun should be allowed more in the workplace because it could contribute to positive outcomes. However, managers should create a workplace that is fun, allows for creativity, and at the same time leads to high productivity.

A multilevel study on the relationships between work characteristics, self-efficacy, collective efficacy, and organizational citizenship behavior: the case of Taiwanese police duty-executing organizations.

Public security, traffic management, and service for the people are the 3 major functions of policing in Taiwan. This definition encompasses not only the traditional job characteristics, but also the level of contextual characteristics and social characteristics because of police work's characteristics and its frequent interaction with the public. Thus, the present study conducted a multilevel model analysis by taking self-efficacy and collective efficacy as the mediating variables. The purpose was to investigate the influences of motivational work characteristics (knowledge-oriented) and social work characteristics (socially and contextually oriented) of work-design model on the police officers' organizational citizenship behavior (OCB), by using first-line police officers in Taiwan as the research objects. The study showed not only that knowledge characteristics will influence the self-efficacy of a police officer and that self-efficacy can in turn influence individual police officers' OCB, but also the contextual effect of social characteristics, contextual characteristics, and collective efficacy on self-efficacy and individuals' OCB. Additionally, there was a crosslevel moderating effect from contextual characteristics on the relationship between knowledge characteristics and self-efficacy and the relationship between self-efficacy and the individuals' OCB. The authors conclude the article with research implications.

Interdependence and organizational citizenship behavior: exploring the mediating effect of group cohesion in multilevel analysis.

The authors investigated the mechanism of group cohesion in the relationship between (a) task interdependence and goal interdependence and (b) individuals' organizational citizenship behavior (OCB). The authors adopted a multilevel perspective to facilitate understanding of the complex relations among variables. They collected data from 53 supervisors and 270 employees from R&D departments in Taiwan. The authors found that group cohesion fully mediated the effects of task interdependence and goal interdependence on employees' OCB. In addition, task interdependence had a greater effect on group cohesion than did goal interdependence. The authors discuss implications and suggestions for future research.

The effect of leader-member exchange, trust, supervisor support on organizational citizenship behavior in nurses.

This study examined from a social exchange perspective the influence of leader-member exchange (LMX) on the trust of subordinates in their supervisors as well as their perception of support received from their medical organization supervisors and the subsequent effect of such on organizational citizenship behavior (OCB) in subordinates. Two hundred valid supervisor-subordinate (head nurses-nurses) dyads from 3 medical centers and 3 regional hospitals took part in this study, which found that the quality of leader-member exchange affects nurse trust in their supervisors as well as their perception of supervisor support, which consequently promotes OCB on the part of nurses. Findings imply that a higher level of LMX can enhance nurses' commitment, significantly reduce turnover, and promote their OCB, resulting in greater organizational effectiveness.