28Environmental purchasing consists of purchasing's involvement in activities that include reduction, reuse, and recycling of materials. Despite the valuable role that the purchasing function can play in an organization's environmental activities, research is only now beginning to emerge in this area. The authors present a reliable and valid scale used to measure environmental purchasing, examine the companyspecific factors that impact these activities, and compare the actions of U.S. purchasing managers to those of their German counterparts. Directions for much needed future research are then proposed.

This study examines the effect of work (number of working hours) on college students' satisfaction and GPA first by grouping the respondents into two categories: working and non-working. The findings show that the average satisfaction and GPA of those students who did not work were found to be slightly higher than those who did work. However, examining the effect of work on satisfaction and GPA by grouping college students as working and non-working may lead to unrealistic conclusions. Hence, we examined the effect of work on satisfaction and GPA by grouping students into 5 categories: those who worked for 0 hours (unemployed), 1-10 hours, 11-15 hours, 16-20, 21-30, and 31 hours or more. An interesting finding of the current study is that work has positive effect on both satisfaction and GPA, when students did work fewer than 10 hours. Thus, part-job may not always be detrimental to students' satisfaction. However, when students work for more than 11 hours a week, students' satisfaction and GPA were found to decline for each additional category of work, although the change is very small. Both theoretical and practical implications of these findings and future research directions are discussed.

Purpose The purpose of this paper is to examine the effects of learning organization culture (LOC), learning goal orientation (LGO) and psychological empowerment (PsyEmp) on employee engagement, focusing on the mediating role of each dimension of PsyEmp (meaning, competence, self-determination and impact). Design/methodology/approach Individual perceptions of 329 employees in 9 South Korean for-profit companies were obtained by a cross-sectional survey. Construct validity of each measurement model was examined using confirmatory factor analysis, and the hypothesized structural model was tested by structural equation modeling. Bootstrap analyses were used for testing mediation effects of PsyEmp. Findings The authors found that PsyEmp had a significant effect on job engagement, and that LOC and LGO significantly predicted the level of PsyEmp and engagement. The four dimensions of PsyEmp partially mediated the relationship between the two predictors (i.e. LOC and LGO) and job engagement. LGO had a stronger effect than LOC on both PsyEmp and job engagement. Practical implications Employees who are high in LGO and perceive that an organization provides opportunities for continuous learning with supportive leadership are more likely to experience improved meaning in their work, competence in their knowledge and skills, and foster self-determination with respect to their personal impact on their work and organization. These important facets of PsyEmp that promote employee engagement should be considered by human resource and OD professionals when recommending workplace changes to improve organizational effectiveness and sustainability. Originality/value This study complements the trend to use employee engagement as a proxy for understanding both individual and organizational performance by investigating the relationships among LOC, goal orientation, empowerment and engagement.

The study examines the effect employee background (gender, education level and affiliation to the government) on organizational justice perceptions using the three-factor model (distributive, procedural and interactional justice). Selected demographic and attitudinal data were collected from a sample of 313 employees representing 10 public organizations. The findings of this study show that gender had a significant effect on distributive and interactional justice but not procedural justice; education level had a significant effect on distributive and procedural justice but not interactional justice; and affiliation to the government had a significant effect on all the three dimensions of justice. Managerial implications of these findings and future research directions are also discussed. Points for practitionersGaining a better insight into the effects of demographic factors (gender, education level and affiliation to the government) on the three dimensions of organizational justice indicates to policymakers and public managers where improvements can be made, and helps them to develop strategies and policies that could improve the perceived