The purpose of this study is to provide a better understanding of the relationship between coworkers' organizational citizenship behaviors (OCBs) and employees' work attitudes. In addition, we test if the two-situational factors – perceptions of organizational politics and task interdependence – moderate the relationship between coworkers' OCBs and focal employees' work attitudes. Using a sample of 411 employees, we found that coworkers' OCBs beneficial to organizations (OCBO) was positively related to focal employees' job satisfaction but negatively related to their turnover intention. The relationship between coworkers' OCBO and job satisfaction was stronger when perceptions of organizational politics were low. On the other hand, the relationship between coworkers' OCBs beneficial to other individuals and turnover intention was stronger when task interdependence was high. Implications of these results and future research directions are discussed.

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Supervisory leadership has occupied an important place in management literature in identifying the supervisory behaviors that are associated with positive outcomes. However, researchers also have turned their attention to the dark side of supervisory behavior, such as abusive supervision. This study investigates the role of coworker support and self-efficacy in the relationship between abusive supervision and the subordinate’s task performance. Data are collected from 192 supervisor–subordinate pairs in the South Korean Army. As hypothesized, when subordinates receive higher levels of coworker support or have higher self-efficacy, abusive supervision is less negatively related to task performance. The implications of the study and directions for future research are discussed.

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Carbon nanowalls (CNWs), which are used as electrodes for secondary batteries in energy storage systems (ESSs), have the widest reaction surface area among the carbon-based nanomaterials, but their application is rare due to their low adhesion with substrates. Indium tin oxide (ITO), a representative transparent conducting oxide (TCO) material, is widely used as the electrode for displays, solar cells, etc. Titanium nitride (TiN) is a well-used material as an interlayer for improving the adhesion between two materials. In this study, ITO or TiN thin films were used as an interlayer to improve the adhesion between a CNW and a substrate. The interlayer was deposited on the substrate using a radio frequency (RF) magnetron sputtering system with a four-inch TiN or ITO target. CNWs were grown on the interlayer-coated substrate using a microwave-plasma-enhanced chemical vapor deposition (MPECVD) system with a mixture of methane (CH 4 ) and hydrogen (H 2 ) gases. The adhesion of the CNW/interlayer/substrate structure was observed through ultrasonic cleaning.

This paper investigates the positive influence of perceived organizational support (POS) on employees’ knowledge sharing behavior through their affective commitment. Moreover, it examines the moderating effect of task interdependence, as a situational factor, on this mediating relationship. The results from a total of 222 supervisor-subordinate dyads showed that POS was positively related to affective commitment, leading to knowledge sharing behaviors. Besides, the mediation effect of affective commitment was stronger when task interdependence was low than when it was high. These results imply that employees receiving high organizational support would share their knowledge when they perceive knowledge sharing as a voluntary behavior. Theoretical and practical implications are discussed.

In this study we explore conditions that may motivate employees’ engagement in creativity and complaining when faced with everyday problems at work. We theorize that perceived organizational support (POS) as part of the organizational context and exchange ideology (EI) and learning goal orientation (LGO) as individual difference characteristics may be defining factors in the motivation to complain or create solutions. In a sample of 288 employee and supervisor pairs, as hypothesized, we found that POS was negatively related to complaining and positively related to creativity. The effects of high POS were stronger for employees with high EI and high LGO. Implications of these results for organizations trying to stimulate creative suggestions and reduce complaining are discussed.

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