software piracy, Theory of Reasoned Action, religiosity, ethical ideology, public self-consciousness, low self-control, developing countries, Jordan,

In recent years, there is an increasing attention in counterproductive behaviors. We developed a model that explains the influence of performance appraisal satisfaction on counterproductive behaviors. Moreover, three moderators (exchange ideology, hostile attribution style, and fatalism) were incorporated in the model. The model was tested on a sample of bank employees. The results supported three out of four hypotheses of this study. As predicted, performance appraisal and counterproductive behaviors were negatively associated. Additionally, the results suggested that exchange ideology, hostile attribution, but not fatalism, moderated the direct effect of appraisal satisfaction on counterproductive behaviors. Lastly, limitations, implications, and recommendation for future studies are discussed.

Workplace bullying and unethical behaviors are increasingly being recognized as serious problems that warrant attention. However, there is no previous research has investigated the possible effect of workplace bullying on employees unethical behaviors. So, this study is an attempt to fill this void. Moreover, we investigated whether this effect is mediated by psychological ownership. The model of this study was tested using survey data collected from a sample of 295 commercial bank employees. Results provided support for the proposed model, as workplace bullying predicted employees unethical behaviors and psychological ownership partially mediated the workplace bullying-unethical behaviors relationship. Recommendations and directions for future research are provided.

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The purpose of this paper is to examine the role that religion plays in the working lives of Muslim employees, by exploring the influences of Islamic values on employees Organisational Citizenship Behaviour. This is a largely quantitative study conducted in Jordanian organisations. The study introduces a theoretical model drawing parallels between Organisational Citizenship Behaviour and Islamic Work Ethics. The participants, comprising of employees of Jordanian public and private sectors, have been randomly invited to express their views on the possible penetration of Islamic values in the workplace. A Partial Least Squares approach alongside a bootstrapping technique was used to analyse the data. The validity of the measurement model was tested using the Fornell and Larcker criterion. Findings indicate that Islamic values do influence the citizenship behaviour, organisational commitment and loyalty to the organisation of employees. Motivated by religion employees are more likely to adopt discretionary citizenship-alike behaviours in the workplace and be loyal to their organisation. The scope of this study is limited by its primary focus of developing an Islamic perspective within the domain of Organisational Citizenship Behaviour, which utilises the Islamic Work Ethics framework rather than being grounded in Islamic holy texts. This paper not only provides a useful insight into the link between religious motivation, citizenship behaviour, and organisational commitment and loyalty, but also notes the influence of religion in the workplace.