Policy decisions at the organizational, corporate, and governmental levels should be more heavily influenced by issues related to well-being––people’s evaluations and feelings about their lives. Domestic policy currently focuses heavily on economic outcomes, although economic indicators omit, and even mislead about, much of what society values. We show that economic indicators have many shortcomings, and that measures of well-being point to important conclusions that are not apparent from economic indicators alone. For example, although economic output has risen steeply over the past decades, there has been no rise in life satisfaction during this period, and there has been a substantial increase in depression and distrust. We argue that economic indicators were extremely important in the early stages of economic development, when the fulfillment of basic needs was the main issue. As societies grow wealthy,

commitment, conscientiousness, costly signaling theory, equilibrium selection, emotion, empathy, ethics, evolutionary psychology, fitness indicators, genetic correlations, good genes, good parents, good partners, human courtship, kin selection, kindness, individual differences, intelligence, mate choice, mental health, moral virtues, mutation load, mutual choice, person perception, personality, reciprocal altruism, sexual fidelity, sexual selection, social cognition, virtue ethics “Human good turns out to be the activity of the soul exhibiting excellence.” Aristotle (350 BC) Moral evolution theories have emphasized kinship, reciprocity, group selection, and equilibrium selection. Yet, moral virtues are also sexually attractive. Darwin suggested that sexual attractiveness may explain many aspects of human morality. This paper updates his argument by integrating recent research on mate choice, person perception, individual differences, costly signaling, and virtue ethics. Many human virtues may have evolved in both sexes through mutual mate choice to advertise good genetic quality, parenting abilities, and/or partner traits. Such virtues may include kindness, fidelity, magnanimity, and heroism, as well as quasi-moral traits like conscientiousness, agreeableness, mental health, and intelligence. This theory leads to many testable predictions about the phenotypic features, genetic bases, and social-cognitive responses to human moral virtues. A

This research was conducted as the first author’s M.Sc. thesis under the supervision of the second author. We

We present a theoretical framework for explicating contact employee behavior during customer service encounters, labeled discretionary service behavior (DSB). The model takes an organizational justice perspective, incorporating psychological contracts and fairness perceptions. We define DSB, examine potential antecedents, present research propositions related to the model, and discuss potential organizational outcomes.

A challenge for many online production communities is to direct their members to accomplish tasks that are important to the group, even when these tasks may not match individual members ’ interests. Here we investigate how combining group identification and direction setting can motivate volunteers in online communities to accomplish tasks important to the success of the group as a whole. We hypothesize that group identity, the perception of belonging to a group, triggers in-group favoritism; and direction setting (including explicit direction from group goals and implicit direction from role models) focuses people’s group-oriented motivation towards the group’s important tasks. We tested our hypotheses in the context of Wikipedia's Collaborations of the Week (COTW), a group goal setting mechanism and a social event within Wikiprojects. Results demonstrate that 1) publicizing important group goals via COTW can have a strong motivating influence on editors who have voluntarily identified themselves as group members compared to those who have not self-identified; 2) the effects of goals spill over to non-goal related tasks; and 3) editors exposed to group role models in COTW are more likely to perform similarly to the models on group-relevant citizenship behaviors. Finally, we discuss design and managerial implications based on our findings.

Will people who are happy with their jobs exhibit superior job performance? Researchers have examined the “happy worker is a productive worker ” postulation for decades and concluded the relationship between job satisfaction and job performance is not as strong as one would expect. The current research investigates possible explanations, including operationalizations of the satisfaction and performance variables. Using information from 87 respondents and their supervisors, the addition of life satisfaction and organizational citizenship behavior to the model was tested. Results moderately supported the addition of life satisfaction to increase our ability to predict in-and extra-role job performance. Review of Relevant Literature The speculation that job satisfaction is related to performance dates back to the early days of the field of Industrial/Organizational Psychology (e.g., Kornhauser & Sharp, 1932). Throughout the years, organizational theorists have advanced several viewpoints regarding the nature of the satisfaction-performance relationship: (1) satisfaction causes performance; (2) performance causes satisfaction; (3) the satisfaction-performance relationship is moderated by a number of other variables; or (4) both are caused by an exogenous variable. Some moderators examined in past research include the

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this paper allow confronting empirically the Bush-Mosteller stochastic model and reinforcement model of Roth and Erev. These models have not previously been compared in empirical research despite the prominent role that both play in the literature

Online communities have become a major medium for social interaction amongst Internet users. However, communities addressing similar topics often have a considerable overlap in resources, which makes them at least partial substitutes for each other. Given the ease with which these resources can be accessed, why would individuals choose to return repeatedly to one community, and indeed go on to invest additional time and energy in doing the voluntary work necessary to keep that community going? We draw on organizational commitment theory to propose an integrated framework for understanding why community members perform three essential kinds of voluntary behaviors – community citizenship behaviors, content provision, and audience engagement. Commitment theory argues that three kinds of bonds (affect-based, norm-based, and cost-based) may form between individuals and organizations, and we adapt this theory to an online community context. Our results indicate that each form of commitment has a contrasting influence on members ’ performance of voluntary behaviors in the community. Community citizenship behaviors are driven by affective and normative commitment, content provision by affective and continuance commitment, and audience engagement by continuance commitment

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