Theoretical arguments suggest that organizational virtuousness makes individuals surpass their exchange concerns sparking their prosocial motives. This paper focuses on the examination of this issue incorporating two field studies. The first field study examines prosocial motives and social...

Purpose The purpose of this paper is to examine the direct and indirect effect of perceived organizational virtuousness (POV) on organizational spontaneity. The assumed indirect effect is investigated through the social identity perspective. As such, organizational identification, pride and...

Purpose This study aims to integrate the attribution theory into the traditional social exchange view of the breach-outcome relationship. Perceived disinterested support (PDS), perceived organizational support (POS) and job satisfaction are included as serial mediators of the relationship...

Purpose – The purpose of this paper is to investigate the buffering effects of organizational virtuousness. More specifically, the study investigates employee reactions (job satisfaction, intent to quit and willingness to support the organization) to organizational virtuousness’ perceptions...

This study incorporates fairness evaluations into social comparison processes and proposes a new construct, namely Fairness of Relative Perceived Organizational Support (FRPOS). FRPOS captures an employee's belief that it is fair to receive higher organizational support than his/her coworkers....