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This study aims to examine the effects of participating in physical activities on female college graduates' starting salaries. We used an instrumental variable (IV) approach to address the possible endogeneity problem. By using the Taiwan Higher Education Dataset, we discovered that participating in physical activities during college increased an individual's earnings by 3.06%. The significant positive effect of physical activity on salary demonstrated in this study is consistent with that in other relevant studies. This study also discovered that both the intensity and the persistence of participation in physical activities affected salary outcomes. Individuals earned 0.17%–2.41% more if they exercised for an additional hour per week, suggesting the importance of the intensity of participation in physical activities. In addition, persistent participation in physical activities was associated with a 3.08% higher salary.

The purpose of this paper is to develop a theoretical model that addresses how student citizenship behavior (CB) may be motivated by management of impression in a team-based project using peer evaluations.

This study applies impression management (IM) theory as the theoretical lens to explore the impact of IM tactics, in the forms of task-, self- and peer-focused tactics, on student CB in a team-based project using peer evaluations.

This paper posits that task-, self- and peer-focused IM tactics positively influence a student’s CB in a team-based project when peer evaluations are used. Furthermore, it is proposed that the relative weight of a peer evaluation strengthens the relationship between the three IM tactics and a student’s CB.

From a theoretical standpoint, this study extends IM–CB relationship from the employment setting to the academic setting. More importantly, this study offers crucial recommendations for instructors that may help improve the effectiveness of peer evaluations.

This paper aims to discuss how religiously and non-religiously affiliated individuals may view the three core workplace spiritual values: transcendence, existence of a higher power and interconnectedness. Additionally, this paper studies how the contrasts between the views of religiously and non-religiously affiliated individuals about the three core spiritual values affect their performance of social responsibility initiatives.

A conceptual analysis was used.

This paper suggests that religiously and non-religiously affiliated individuals view the three core spiritual values differently. Drawing upon the three core spiritual values viewed by religiously and non-religiously affiliated individuals, this paper proposes the following. First, religiously affiliated individuals will focus on implementing social responsibility initiatives for a longer time orientation compared to non-religiously affiliated individuals. Second, when engaging in social responsibility, religiously affiliated individuals will focus on implementing a smaller scope of social responsibility initiatives than non-religiously affiliated individuals. Finally, religiously affiliated individuals will focus on implementing a larger scale of social responsibility initiatives than non-religiously affiliated individuals.

This paper is one of the very first studies addressing how religiously and non-religiously affiliated individuals view core values of spirituality. Additionally, this paper advances the literature by contrasting how religiously and non-religiously affiliated individuals engage in socially responsible initiatives in accordance with how they view spirituality.

The purpose of this paper is to develop a theoretical model describing psychological states and behavioral outcomes experienced and exhibited by older generation interpersonal helping behavior (IHB) recipients in Chinese organizations.

The paper draws upon relevant literature and develops a theoretical model.

The analysis suggests that the extent of IHB that older generation Chinese employees receive from younger generation employees will lead to loss of mianzi, which will then result in reduced perceived generational guanxi, increased intended social isolation, and reduced intention to share task-related knowledge with the younger generation employees. The paper also proposes that perceived generational guanxi and intended social isolation will mediate the relationship between loss of mianzi and intention to share task-related knowledge with younger generation employees.

Because mianzi is an important cultural feature in Chinese societies, this paper provides four implications. First, younger generation employees could preserve and/or enhance older generation employees’ mianzi using less powerful messages. Second, younger generation employees should initiate task behaviors involving seeking opinions and expertise from older generation employees before exhibiting IHB. Third, mangers could reduce the negative impact of generational differences by establishing generational mentoring relationships between younger and older generation employees. Finally, younger generation employees could preserve and/or enhance older generation employees’ mianzi by playing the role of an informal subordinate rather than a problem solver when exhibiting IHB.

This paper is the first study exploring consequences of IHB from the perceptive of older generation IHB recipients in the Chinese context.

The purpose of this study is twofold. First, we explore the relationship between organizational justice and service-oriented organizational citizenship behavior (SOCB). In particular, we focus on perceived distributive and procedural justice. Second, we examine the moderating effect of the need for achievement and need for affiliation.

The paper employed an online cross-sectional survey approach and distributed questionnaires to service employees at a large service organization. Data were analyzed with a two-step structural equation modeling technique using LISREL 8.7.

Perceived procedural justice significantly predicts SOCB. Additionally, the need for affiliation positively moderates the relationship between perceived procedural justice and SOCB, whereas the need for achievement positively moderates the relationship between perceived distributive justice and SOCB.

Results confirm the importance of establishing and implementing transparent formal organizational processes and procedures for evaluating outcomes of service employees. We recommend service organizations to communicate proactively with employees about how formal organizational systems are implemented, and provide employees with examples and cases that illustrate how performance appraisals are performed. Moreover, supervisors in service organizations need to establish and maintain high quality of social exchange relationships with employees by providing personal coaching and counseling. Furthermore, service organizations need to establish a positive and friendly performance appraisal environment and offer trainings on how to satisfy unpredictable customer demand to employees.

Given the growth of commercial services in the USA and the limited existing knowledge on SOCB, this study provides scholars and practitioner with suggestions and recommendations on how SOCB can be encouraged in service settings.