Employees who hold collectivistic values care more about the interests of their group or collective than do their individualistic counterparts. We examined the potential effects of the combination of individual values, nations, and job satisfaction on organizational citizenship behaviours among 308 public school teachers in China, Kuwait, and the United States. Collectivist values of employees predicted their organizational citizenship behaviours (OCBs). Both collectivistic values and country moderated the relationship between job satisfaction and OCB. Job satisfaction was more positively related to OCB directed at the organization for employees in China and Kuwait than for employees in the United States, but job satisfaction was more positively related to OCB directed toward individuals for employees who were lower in collectivism. This study is one of the few that has tested the potential role of individuals' collectivism values in their performance of helping behaviours at work across multiple countries.

There is a continued debate regarding the dimensions of organizational justice. The present project investigated the dimensionality of organizational justice and the validity of an Arabic measure of organizational justice for a Kuwaiti samples. The first study sample consisted of 1,184 Kuwaitis (619 males and 565 females) from two groups: 728 employees and 456 teachers working in the public sector. The second study sample consisted of 373 participants (190 employees and 183 teachers). The instrument items were based on a careful review of the organizational justice literature to ensure relevance to the sample culture. Confirmatory factor analyses (CFA) using WLSMV estimator is used. WLSMV method is more appropriate for our data because variables are measured on an ordinal scale. WLSMV is considered a less bias estimator compared with the standard maximum likelihood in case of ordinal data. CFA analyses identified the four distinctive factors of distributive, procedural, interpersonal, and informational organizational justice. The four‐factor model fit the data significantly better than one‐, two‐ or three‐factor models. Moreover, the study revealed that these four dimensions of organizational justice were significantly correlated with the four relevant outcomes of instrumentality, organizational commitment, organizational citizenship behavior, and collective esteem. Using the Arabic version of Colquitt's () instrument (Fischer et al., ), the second study presented an evidence of concurrent validity of the new Arabic scale. The present study confirmed the four‐factor dimensionality of organizational justice. Results of the current study may raise the issue of development of scales versus translation of well‐ developed ones. Theoretical and practical implications of the results are discussed.

This study investigates the relationship between emotional intelligence (EI) and Total Sales Performance (TSP), and whether EI contributes to predicting the performance of sales professionals in Kuwait. The sample was 218 sales professionals working for 24 different car dealerships. An ability model of EI was measured using the Assessing Emotions Scale (AES) developed by Schutte et al. (1998) and its Arabic version. The trait model of EI was assessed using the Effective Intelligence Scale (EIS). The findings showed a negative but weak correlation between TSP and the AES and all its subscales. No correlation was found between TSP and the EIS. A weak positive correlation existed between Objective Sales Performance and each of total EIS, Accuracy, and Patience subscales.

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Given the importance of comparing different groups in terms of perceptions of justice and justice effects, it is essential that the instrument used to measure perceptions behaves the same way across all groups. This study investigates the measurement invariance of the four-factor structure of organizational justice across nine Arab countries. Multiple-group confirmatory factor analysis is used with 2,914 employees working in the public sector to represent the variety of cultures among the Arab nations. We assess organizational justice using a measure developed by Alkhadher and Gadelrab primarily for Arab cultural perspectives of justice. This study