Organizational Behavior Research Articles

Neurodivergent Leadership: An Underutilized Resource

This article examines the underutilized leadership potential of neurodivergent individuals in the workplace. Drawing from research in neurodiversity, leadership, and organizational behavior, it explores the inherent competencies commonly possessed by those with autism, ADHD, dyslexia, and other neurologically diverse conditions that can make them well-suited for senior roles when provided the proper developmental support. Strategies are proposed for nurturing neurodivergent talents into executive strengths through unbiased assessments, cultivating self-awareness, customized coaching, mentorship, and outcome-based promotion and evaluation. Real-world cases are also presented of accomplished neurodivergent leaders achieving success in technology and finance by capitalizing on their divergent cognitive gifts. The brief argues neurodivergent traits represent untapped brainpower when organizations focus on performance over traits, make proactive environmental adjustments, and view neurodiversity as a priority for inclusion rather than assimilation alone. Unlocking neurodivergent potential represents a pathway to transformational results for progressive firms.

GEM&L birth and development: A contribution to the ever-expanding field of language-sensitive IB research

The article provides an overview of GEM&L (Research Group on Management & Language), exploring its origins, objectives, and influence within language-sensitive international business (IB) research. Founded in 2012, GEM&L emphasizes the importance of language in management, fostering interdisciplinary collaboration among linguistics, communication studies, and business education to address global workplace needs. The paper traces the evolution of language-sensitive IB research, highlighting GEM&L’s contributions through conferences, publications, and special issues that explore the role of language in corporate strategy, knowledge transfer, and multinational team dynamics. Key developments and publications in this field illustrate the shift towards viewing language as a core element of management, beyond mere communication. GEM&L's initiatives emphasize language’s strategic role in organizational behavior, offering insights for further interdisciplinary convergence in research and practice.

Evaluating the Impact of the Membrane Thickness on the Function of the Intramembrane Protease GlpG

Cellular membranes exhibit a huge diversity of lipids and membrane proteins that differ in their properties and chemical structure. Cells organize these molecules into distinct membrane compartments characterized by specific lipid profiles and hydrophobic thicknesses of the respective domains. If a hydrophobic mismatch occurs between a membrane protein and the surrounding lipids, there can be functional consequences like reduced protein activity. This phenomenon has been extensively studied for single-pass transmembrane proteins, rhodopsin, and small polypeptides such as gramicidin. Here we investigate the E. coli rhomboid intramembrane protease GlpG as a model to systematically explore the impact of membrane thickness on GlpG activity. We used fully saturated dilauroylpohosphatidylcholine (DLPC) and dimyristoylphosphatidylcholine (DMPC) model lipids and altered membrane thickness by varying the cholesterol content. Physical membrane parameters were determined by 2H and 31P NMR spectroscopy and correlated with GlpG activity measurements in the respective host membranes. Differences in bulk and annular lipids as well as alterations in protein structure in the respective host membranes were determined using molecular dynamics simulations. Our findings indicate that GlpG can influence the membrane thickness in DLPC/cholesterol membranes but not in DMPC/cholesterol membranes. Moreover, we observe that GlpG protease activity is reduced in DLPC membranes at low cholesterol content, which was not observed for DMPC. While a change in GlpG activity can already be due to smallest differences in the lipid environment, potentially enabling allosteric regulation of intramembrane proteolysis, there is no overall correlation to cholesterol-mediated lipid bilayer organization and phase behavior. Additional factors such as the influence of cholesterol on membrane bending rigidity and curvature energy need to be considered. In conclusion, the functionality of α-helical membrane proteins such as GlpG relies not only on hydrophobic matching but also on other membrane properties, specific lipid interaction and the composition of the annular layer.

Effect of Organizational Cynicism Behaviors on Nursing Staff Work Embeddedness

Effect of Organizational Cynicism Behaviors on Nursing Staff Work Embeddedness

What's Draining Your Workplace Energy and Joy? Identifying and Addressing Sources of Unhappiness to Boost Productivity and Morale

This article explores the major factors that contribute to employee unhappiness and low engagement based on organizational behavior theory and empirical research. It identifies unclear role expectations, lack of autonomy, poor leadership, and unhealthy workplace cultures as key sources of job dissatisfaction. Research shows only 30% of workers worldwide feel engaged in their jobs, indicating widespread unhappiness comes at a cost to both individual well-being and organizational performance. The article outlines specific strategies organizations can implement to address each issue, such as providing detailed job descriptions, setting clear performance goals, empowering employees with control and input, developing effective leadership skills, and fostering a positive values-driven culture. Additional considerations like workload concerns, growth opportunities, recognition programs, and coworker relations are also discussed. By understanding why jobs so often fail to inspire and implementing targeted improvement initiatives, leaders can systematically transform work into a fulfilling experience that maximizes employee potential and engagement. This enhances organizational competitiveness by differentiating companies as employers of choice.

Why Capable People Are Reluctant to Lead

This article explores reasons why capable individuals hesitate to step into formal leadership roles, despite having the skills and abilities to lead effectively. Through a review and synthesis of relevant psychological and organizational behavior literature, common factors contributing to reluctance are identified. Key psychological reasons include concerns about work-life balance under increased demands, as well as fears of failure or criticism in leadership positions. Social barriers include a lack of encouragement from senior leaders, ambiguity about leadership expectations, and politicized organizational cultures. To overcome reluctance, the article recommends practical strategies for organizations, such as providing leaders with support structures, coaching, and role modeling. Communicating realistic expectations and definitions of leadership, as well as fostering collaborative cultures, are posited to help motivate capable individuals to accept leadership potential. An industry case study example from Aflac illustrates how addressing work-life concerns can successfully tap new leadership potential.

Role of Workplace Spirituality and Organizational Behavior Organizational Learning Culture in the Private Security Sector

Role of Workplace Spirituality and Organizational Behavior Organizational Learning Culture in the Private Security Sector

Binding properties of olfactory proteins to host volatiles, free fatty acids and cuticular hydrocarbons in the termite Reticulitermes aculabialis.

As eusocial insects prevalent in tropical and subtropical regions, termites are characterized by highly organized behaviors and exceptional adaptability, rooted in caste differentiation and chemical communication. These traits make them excellent models for studying insect social structures and ecological interactions. Investigating how termites use chemical signals to perceive and respond to their environment provides insights into their coordination and adaptation within complex ecosystems. This study delved into the chemosensory mechanisms of Reticulitermes aculabialis, examining the interactions of four olfactory proteins with 70 ligands, including host volatiles, cuticular hydrocarbons (CHCs), and free fatty acids (FFAs). Molecular docking simulations revealed varied affinities of the olfactory proteins for long-chain hydrocarbons (n-C23 to n-C28), suggesting a nuanced chemical communication system through specific hydrocarbon detection. RacuCSP1 and RacuCSP2 exhibited specific binding to linoleic acid and undecanoic acid, respectively, highlighting the significance of FFAs in the physiological and behavioral processes of termites. The four olfactory proteins showed a strong affinity for longifolene in fluorescence competitive binding experiments. Notably, RacuOBPs specifically exhibited unique affinities for terpenoid volatiles such as β-lonone and neocembrene, while RacuCSPs specifically bound with terpenoids like 3-carene, myrtenol, α-pinene oxide and β-pinene indicating their critical roles in host detection. Behavioral observations following gene silencing revealed that RacuOBP5 was essential for recognizing longifolene and α-lonone recognition, while RacuCSP1 was key for detecting α-pinene in termites. These findings enhance our understanding of the termite chemosensory system and offer insights for developing precise pest management strategies.

Impact of Digital Technologies on Organizational Change Strategies: A Review

This study aims to evaluate the impact of digital technologies on organizational change strategies, identifying how digital transformation influences organizational behavior, decision-making, and performance outcomes. By conducting a systematic review of existing literature from a range of industries and geographical regions, this research consolidates evidence on the roles of digital tools such as artificial intelligence, big data analytics, cloud computing, and the Internet of Things in shaping organizational change. The methodology involved a comprehensive search and analysis of peer-reviewed journals, conference papers, and industry reports published in the last decade. The selected sources underwent qualitative synthesis to discern common themes, trends, and effects related to digital technologies on change management strategies. Findings indicate that digital technologies significantly drive both the pace and nature of organizational change. These technologies facilitate more agile and data-driven decision-making, enabling organizations to rapidly respond to market disruptions and emerging opportunities. Additionally, digital tools enhance communication and collaboration across departments, streamline operations, and foster innovation. In conclusion, the integration of digital technologies into organizational change strategies leads to enhanced efficiency, competitiveness, and adaptability. However, successful implementation requires addressing challenges such as skills gaps, digital divide, and resistance to change. The implications of these findings suggest that organizations should invest in continuous digital upskilling, robust digital infrastructure, and inclusive change management practices to fully leverage the benefits of digital transformation.

Incivility, bullying, and poor health and well-being among students: a Swedish national study in higher education institutions.

Exposure to incivility and bullying among students in higher education institutions may have detrimental health and well-being outcomes. Nevertheless, the mechanism and interconnected pathways through which incivility and bullying are linked with poor health and well-being remain largely unexplored. The aim of this study is to investigate the relationships between incivility, bullying, and poor health and well-being among students in higher education institutions in Sweden, and whether gender influences these relationships. Furthermore, we examine whether bullying plays a mediating role in the relationship between incivility and poor health and well-being. We analyzed a cross-sectional dataset of students drawn from 38 universities that are members of the association of Swedish higher education institutions. The data were collected from May to July 2021, covering 11,162 women and 6,496 men. Confirmatory factor analysis and structural equation modeling (SEM) were utilized to estimate the relationships between incivility, bullying, and poor health and well-being. Additionally, multigroup analysis was applied to estimate the interactive effect of gender in these relationships. Reports of both incivility and bullying were more prevalent among women than men. The results showed that incivility had direct relationships with both bullying and poor health and well-being . However, the relationship between bullying and poor health and well-being was not significant. There were statistically significant gender differences in the relationships between incivility, bullying, and poor health and well-being ( . Nevertheless, bullying did not significantly mediate the relationship between incivility and poor health and well-being. The current study demonstrates that governments, university authorities, and policymakers must consider gender differences in incivility and bullying when developing policies and interventions intended to reduce these kinds of behaviors in organizations.

Patient-Derived Melanoma Immune-Tumoroids as a Platform for Precise High throughput Drug Screening.

In vitro models are crucial in cancer research, but they must truthfully mimic in vivo tumors for clinical relevance. The development of unprecedent melanoma quadruple multicellular tumoroids (MCTs) is proposed comprising tumor cells, keratinocytes, fibroblasts, and monocytes that replicate tumor architecture, tumor microenvironment, and secretome behavior. These MCTs of 300µm in diameter secreted keratin and collagen, showing complexity proportional to their cell combinations. Further, closely resembled in vivo tumors in terms of cells organization, growth, progression, and immune behavior. Drug screening using these MCTs demonstrated their potential as patient-derived platforms for precision medicine. These findings highlight the true value of MCTs for studying melanoma biology and testing therapeutic interventions with greater precision and relevance to human disease.

Nanoengineering Spikey Surfaces: Investigation of Reversible Organizational Control of Surface-Tethered Polypeptide Brushes.

Nature serves as an important source of inspiration for the innovation and development of micro- and nanostructures for advanced functional surfaces and substrates. One example used in nature is a spikey surface ranging from micrometer-sized spikes on pollen grains down to the nanometer-scale protein spikes found on viruses. This study explored the realization of such highly textured surfaces via the nanoengineering of self-assembled poly(γ-benzyl-l-glutamate) "nanospikes", exploiting solvent-induced chain organization, controlled surface chemical functionality, and enhanced stability in the form of polymer brushes. The reversible solvent-responsive behavior of these polymer chains and the aggregation behavior of the chain-ends were investigated via fluorescence characterization and studied through molecular simulations. Vapor-based solvent treatments were developed for orientation control with in situ analysis to understand film response and brush organizational behavior under different selected conditions. The effect of sub-100 nm nanopatterning on surface morphology and chain organization was examined via an integrated approach of experimental and computational studies. The methodologies established in this study present opportunities for engineering sophisticated nanoscale spikey surfaces with high customizability by means of nanolithography combined with solvent-assisted treatments.

Cultural profiles evaluation and their impact on the performance of production systems in Colombian companies using data analytics

Strategically managing production systems is crucial for creating value and enhancing the competitive capabilities of companies. However, research on organizational culture within these systems is scarce, particularly in the Colombian context. This research aims to evaluate cultural profiles and their impact on the performance of production systems in Colombian firms. The regional focus is vital as cultural and contextual factors can vary significantly between regions, influencing organizational behavior and performance outcomes. To achieve this, we make a study in a sample of Colombian companies, with participation from working students of the Universidad Nacional Abierta y a Distancia (UNAD). We used a data analytics approach to collected data. The results will be relevant to both the scientific community and business practitioners. This research seeks to determine whether the perception of the work environment within a company influences the perceived performance of the company. The findings will provide a deeper understanding of the relationship between organizational culture and production system performance, offering a foundation for business decision-making and enhancing competitiveness in Latin American context.

Key to successful legislation on the role of professional commitment, organizational behavior and understanding of legislation

This study aims to examine the effect of Professional Commitment (X1) and Organizational Citizenship Behavior (X2) on Legislative Function Performance (Y) through Legislative Function Understanding (Z) as a mediating variable among members of the South Kalimantan Provincial DPRD. The research method uses a quantitative design with mediation analysis. Data were collected from 117 DPRD member respondents using a questionnaire that was tested for validity and reliability. The results of the analysis showed that X2 did not have a significant effect on Y (p-value = 0.089), while X2 had a significant negative effect on Z (p-value = 0.000). On the other hand, X1 showed a significant negative effect on Y (p-value = 0.000), but was not significant on Z (p-value = 0.337). Legislative Function Understanding (Z) did not function as a mediator between X2 and Y (p-value = 0.882) and between X1 and Y (p-value = 0.905). These findings emphasize the importance of increasing the professional commitment of DPRD members and paying attention to organizational citizenship behavior in an effort to improve legislative performance, while also showing that understanding the legislative function does not strengthen the relationship between independent and dependent variables. Further research is needed to explore other factors that may affect legislative performance.

Flexible paths to innovation: mitigating commuting’s impact on creative deviance

PurposeThis study aims to investigate how long commutes negatively affect employees’ creative deviance at work, exploring the mediating role that impaired work–life balance plays in linking commute to restricted creative deviance, as well as examining whether access to flexible work arrangements can alleviate commuting’s detrimental indirect effects.Design/methodology/approachThis study employed a three-wave survey methodology conducted over monthly intervals with 246 participants in China’s Pearl River Delta region. Rigorous screening ensured a demographically diverse sample.FindingsCommuting time negatively affects creative deviance, both directly and indirectly through work–life balance. Flexible work arrangements mitigate the adverse effects of long commutes on work–life balance, subsequently weakening the indirect effect of commuting time on creative deviance through work–life balance.Practical implicationsA holistic approach is suggested for organizations aiming to foster a supportive and ethical work environment, which involves a combination of organizational policies, leadership practices and individual actions to promote both creativity and employee welfare.Originality/valueThis research breaks new ground by identifying commuting time as a key factor influencing creative deviance in the workplace, mediated by work–life balance. It integrates transportation research with organizational behavior, applying an ethics of care perspective to challenge traditional paradigms. The study’s interdisciplinary approach, bridging multiple fields, provides a novel, holistic view of how non-work factors impact workplace innovation.

The challenge of toxic leadership in realising Sustainable Development Goals: A scoping review

Orientation: Best human resource management (HRM) practices can play a crucial role in addressing unethical leadership in the form of toxic leadership by fostering organisational cultures where trust, integrity, and accountability are prioritised.Research purpose: The paper addresses how the HRM function can contribute to eliminating toxic leadership and its associated norms and thereby meet the objectives of Sustainable Development Goals 8 and 16.Motivation for the study: The prevalence of toxic leadership and the extent of the detrimental consequences for employees and organisational functioning is a key challenge in realising SDGs 8 and 16.Research approach/design and method: To conduct the scoping review, the Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) guidelines were followed, and selected databases were searched for peer reviewed empirical articles between 2014 and 2024. Results were summarised and thematically categorised with regard to the objectives of the paper.Main findings: Ethical leadership behaviours are presented as a key mechanism for offsetting the impact of toxic behaviours of organisational leaders. In order to achieve SDGs 8 and 16, the support and commitment from HRM practitioners are essential.Practical/managerial implications: Promoting ethical leadership and a conducive work environment demands attention in the following five areas of HRM practice: recruitment and selection; training and development; performance management; employee engagement and wellbeing; and organisational culture.Contribution/value-add: The review of existing literature on toxic leadership offers a succinct summary of different mechanisms and strategies that can be employed to counter these forms of leadership behaviours in organisations.

A Study of Cultural Diversity and Ethical Climate towards Employee Selection in Higher Education Institutions

This study investigates the critical role of employee selection processes in organisational success, focusing on the impact of cultural diversity (CD) and ethical climate (EC) within Higher Education Institutions (HEIs) in Northern Malaysia. Employing a quantitative methodology and a descriptive research design, data were collected from academic staff through a structured questionnaire. The analysis using SPSS software reveals strong positive correlations among employee selection, CD, and EC. The Kaiser-Meyer-Olkin (KMO) measure and Bartlett’s Test of Sphericity confirm the data's suitability for factor analysis, while Cronbach’s alpha coefficients indicate robust internal consistency. The findings underscore the importance of aligning employee selection processes with organisational strategies and values to attract competent employees. Additionally, effective management of CD enhances financial performance, competitive advantage, and profitability. An EC significantly promotes ethical behaviour, job satisfaction, and organisational performance. The study highlights practical implications for integrating diversity and ethical considerations into selection strategies, providing valuable insights for human resource management and organisational behaviour. The research emphasises the need for a holistic approach to talent acquisition by demonstrating how selection practices influence organisational outcomes. This approach fosters inclusivity and ethical leadership, ultimately contributing to long-term organisational success. These findings comprehensively understand employee selection, CD, and EC dynamics in enhancing institutional effectiveness and achieving strategic goals in HEI settings.

Sustainable innovations in developing economies: a woven theoretical approach with qualitative evidence from Uganda

PurposeThe purpose of this study is to present a theoretical framework that utilizes a success story to elucidate sustainable innovations in Ugandan financial institutions. It provides valuable insights from the standpoint of a developing African nation.Design/methodology/approachThe study utilized a qualitative methodology, specifically in-depth interviews with employees of Stanbic Bank Uganda. A story was constructed to depict their pragmatic experiences, emphasizing the contextual backdrop, actions taken, outcomes and lessons learned. The 12th participant marked the point of data collecting saturation.FindingsThe results suggest that financial institutions that use sustainable solutions are able to mitigate operational risks, cut costs, increase revenue and achieve long-term success. Institutional logics exert a significant influence on the behavior, practices and decision-making processes of individuals or organizations, hence impacting their inclination toward innovation and openness to change. While organizational resilience facilitates the ability to change, maintain excellence and remain competitive. Networks facilitate the exchange of information across institutions, enabling them to stay updated on market trends, regulatory changes and emerging risks. This, in turn, assists in making educated decisions.Originality/valueThis study is innovative in its utilization of a success story to exemplify sustainable improvements in financial institutions in Uganda. While several studies exist world over on sustainable innovations, this study is the first to use a success story and proposes a theoretical model that illustrates how institutional logics, networks and organizational resilience contribute to the development of sustainable innovations in a developing country.

Navigating Leadership Dynamics: A Study of Innovative Work Behavior in Malaysian Organization

Innovative work behaviour (IWB) is increasingly recognized as a crucial element for enhancing organizational performance in Malaysian workplaces, particularly in the public sector. This study explores how transformational leadership, transactional leadership, and psychological empowerment relate to innovative work behaviour (IWB) in Malaysian organisations. This study used a quantitative online questionnaire survey and distributed it to collect data from 280 employees in Perbadanan Kemajuan Negeri Selangor (PKNS). Partial Least Square – Structural Equation Modelling (PLS-SEM) statistical technique was employed to analyse the questionnaire survey data collected using Smart-PLS 3.0. The findings show that transformational leadership has significant impacts on IWB, however, there are negative effects for transactional leadership. Psychological empowerment, the interface between transformational and transactional leadership, plays a vital role in facilitating IWB. The study emphasises the significance of cultivating a culture of innovation in Malaysian businesses through the use of transformational leadership styles and the empowerment of employees. The results have significant effects on the enhancement of leadership skills and the formulation of organisational plans within the framework of Industry 4.0.

Does empowering leadership behavior affect employee performance? The mediating role of workforce agility

PurposeWorkforce agility (WFA) is an emergent research topic in volatile times. However, there is a lack of research in understanding the leadership dimension that triggers such an attribute in organizations. Our study aims to understand the impact of workforce agility on empowering leadership behavior and employee performance dimensions (task performance, contextual performance and counterproductive work behavior).Design/methodology/approachWe collected data from 236 employees using reliable, validated scales and conducted various statistical analyses.FindingsOur results demonstrated that WFA (1) partially mediated the relationship between empowering leadership and contextual performance (CP), (2) has not mediated the relationship between empowering leadership and counterproductive behavior (CWB) and (3) mediated the relationship between empowering leadership and task performance (TP).Practical implicationsOur research has practical implications for management practitioners. It suggests hiring and developing an agile workforce through appropriate training and development programs can significantly impact organizational performance. Furthermore, it provides insights into building leadership capabilities that sustain workforce agility practices, empowering leaders to make informed decisions.Originality/valueOur research fills a significant gap in the existing literature by exploring the effects of WFA on leadership and performance. This novel approach provides a fresh perspective on the dynamics of organizational behavior, making it a valuable addition to the field.