Corporate purpose has appealed to researchers and practitioners in recent years as an answer to the challenges faced by companies. The purpose is to be able to unite the workforce and direct employees towards an inspirational goal beyond the company's profit. This shared purpose must be...

Understanding what drives effective purpose implementation is the key to making more meaningful organizations. Most studies on the subject of purpose focus on two of its dimensions: formulation (knowledge) and practical application (contribution). However, for it to be effectively implemented in...

Recently, some academics have been raising awareness among organizations concerning the adverse outcomes of an organization having a toxic culture. In this paper, instead of discussing toxic cultures, we talk about what a healthy culture is and the impact it may have on well-being in...

The depreciation rate for capital assets may have endogenous and exogenous components. Change in the exogenous component depends on technological change and/or environmental factors, shifts the production function, and independently affects profitability and investment. Change in the endogenous...

Previous studies explain situational antecedents of OCB using social exchange theory. However, the effects of factors such as perceptions of job characteristics on OCB seem to require a different explanatory mechanism. We propose that these effects can be explained through a new exchange...

In this paper we study the antecedents of subordinates' trust in their leaders (STL). In particular, we focus on the effects of managerial trustworthy behavior (MTB) and subordinates' perceptions of leaders' trust in them (LTS). We develop a scale of managerial trustworthy behavior following the...

This paper introduces an outcome-based theory of work motivation. This theory focuses on the individual's expected consequences of his or her action. We identify four different types of expected consequences, or motives. These motives lead to four types of motivation: extrinsic, intrinsic,...

We develop and test a model that relates leadership behaviors, organizational commitment, and organizational citizenship behaviors (OCBs). We test the model using structural equations with a sample of 116 doctors from Uruguay. Consistent with expectations, our results show that transactional...

This study compares the ratings for three dimensions of organizational citizenship behavior (OCB) provided by managers (self-ratings), their subordinates, and their colleagues (superiors and peers) in the Spanish branch of a multinational food company. Using hierarchical confirmatory factor...