This article examines the relationship among perceived organizational support, affective organizational commitment, and employee citizenship behavior in Kuwaiti business organizations. Employees' affective organizational commitment is proposed to mediate the relationship between perceived organizational support and employee citizenship behavior. Data were collected from 261 employees affiliated with 9 Kuwait business organizations. These businesses represented firms in the banking, and financial industries. Results indicate that: (1) perceived organizational support is positively related to affective organizational commitment and (2) affective organizational commitment mediates the relationship between perceived organizational support, and organizational citizenship behavior.

PurposeThis paper aims to examine three sets of antecedents of organizational politics perceptions: organizational antecedents, job work context antecedents, and personal antecedents.Design/methodology/approachSurvey data were collected from 206 full‐time Arab employees of seven Kuwaiti companies and four industries (financial services, investment, real estate, and communication).FindingsResults of multiple regression analysis showed job/work context factors and hierarchical level to be significant predictors of perceptions of organizational politics. However, contrary to the findings of previous research, formalization and centralization did not have a significant effect on organizational politics perceptions.Research limitations/implicationsThe potential for common method variance that may be associated with the use of a single source, self‐report methodology of data collection represents a limitation.Practical implicationsThe study is very useful in raising the level of awareness of managers, at various levels of the organization, of the potential consequences of their political behavior to their employees.Originality/valueThis study expands such research on organizational politics in a different cultural setting, one that is characterized by lower individualism and higher power distance.

This article examines the relationship among participation in decision-making, employee's perceptions of procedural justice and employee citizenship behavior. An employee's perceptions of procedural justice is proposed to mediate the relationship between participation in decisionmaking and employee citizenship behavior. Data from 266 employees from 12 Kuwait business organizations indicate that: (1) participation in decision-making is positively related to procedural justice perceptions, and (2) procedural justice perceptions mediate the relationship between participation in decision-making and one of two organizational citizenship behavior dimensions.

This study examines the relationships among those who have experienced burnout, supervisory support and work outcomes (job satisfaction, organizational commitment, and intension to leave) within the framework of the Arabic culture. Supervisory support is proposed to moderate the relationships between experienced burnout and work outcomes. Data from 308 Arab employees from 7 Kuwait business organizations indicate that: (1) experienced burnout is negatively related to job satisfaction, and organizational commitment, (2) experienced burnout is positively related to intention to leave and, (3) supervisory support moderate the relationships between experienced burnout and work outcomes.

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