Organizational Behavior Concepts Research Articles

Workplace Romance: A Research on Flight Attendants in Aviation Industry

The aim of this research is to examine different aspects of workplace romance experienced by flight attendants in the aviation industry. Qualitative research method was used to examine the research subject in depth. The research was guided by using the phenomenology design, which is one of the qualitative research designs. The sample of the research was determined according to purposeful sampling and saturation point methods. In this context, the sample of the research consists of 11 flight attendants working in different airline companies in Turkey. Online interview method was used as a data collection tool. The data obtained was subjected to content analysis using MAXQDA 24 qualitative data analysis program with an inductive and descriptive approach. As a result of the content analysis, the research findings were collected under five themes. These themes include: factors affecting workplace romance, factors obstructing workplace romance, types of romantic relationships at workplace, results of workplace romance and management of workplace romance. According to the findings, the reasons why male and female employees have romantic relationships at work differ; It has been observed that different romantic relationships emerge depending on the position of the partners and the reasons for the relationship, and that workplace romance have positive and negative results individually/organizationally. It is thought that the research results will contribute to the literature on the concept of workplace romance and organizational behavior in the aviation industry.

PECULIARITIES OF FORMATION OF LEADERSHIP QUALITIES IN FUTURE PSYCHOLOGISTS IN INSTITUTIONS OF HIGHER EDUCATION: ANALYSIS OF DOMESTIC AND FOREIGN SCIENTIFIC RESEARCH

The article reveals the approaches of foreign and domestic researchers to the definition of the concepts of “leadership”, “leader”, “leadership qualities”. It is proven that scientists do not have a single point of view on the problem of leadership, that the problem of leadership is considered differently in different theories and scientific schools (in the theory of personal qualities, in the concepts of organizational behavior, in the situational theory of leadership, etc.). A list of leadership qualities with which most researchers agree is given: responsibility, initiative, high self-esteem, ability to adapt, motivation, awareness, consciousness, ability to solve problems of varying degrees of difficulty, high level of intelligence. With the help of the analysis of the achievements of foreign and domestic researchers, the leadership qualities inherent in future psychologists are outlined: responsibility, initiative, activity, communicativeness, courage, reasonable risk, developed intelligence, the desire for constant learning and self-improvement, adaptation to changes, honesty, self-confidence, optimism and reliability. The importance of the formation of leadership qualities in future psychologists during their studies in institutions of higher education and the purposeful work of pedagogues-leaders in this process is emphasized.

Abstract P300: Evaluation of Organizational Behavior in a Rural Cardiology Clinic

Introduction: In the healthcare industry, organizational behavior plays a pivotal role in patient care and staff well-being. Exploring these dynamics in a rural setting may add the unique factors of community engagement, resource allocation, and staffing limitations. Taking steps to understand how these concepts manifest can improve the effectiveness of healthcare delivery and form positive work environments that benefit both patients and providers. Research Question: How do healthcare staff at a rural cardiology clinic operate in the context of organizational behavior? Goal: The goal is to understand the organizational behavior in a rural clinic to optimize healthcare delivery and tackle operational-related challenges. Methods: Conducted in 2022 during the COVID-19 pandemic, this study employed a mixed-methods approach featuring interviews with staff at the rural Georgia cardiology clinic of Lake Country Medical Group (LCMG) and a five-point Likert scale survey of twenty-three questions developed from qualitative data gathered through the interviews. The survey queried organizational behavior concepts such as job satisfaction, communication, and leadership, with answers being graded on a scale of 1 being “strongly disagree” to 5 being “strongly agree.” Descriptive statistics were used to analyze survey responses. Results: Twenty LCMG staff responded to the survey. Key survey results were analyzed according to organizational behavior categories (Figure 1). Qualitative data from interviews described operational inefficiencies and day-to-day challenges including scheduling issues, billing difficulties, and deficient recordkeeping perpetuated by “siloed” teams at the clinic. Conclusion: LCMG faces some operational challenges that can be ameliorated by organizational behavior approaches. Solutions oriented around enhancing synchronous work, cross-training, and stress-reduction could improve staff well-being and ultimately lead to improved patient care.

KONSEP DASAR PERILAKU ORGANISASI: DEFINISI, SEJARAH, DAN KONTRIBUSINYA PADA PENGEMBANGAN SUMBER DAYA MANUSIA DALAM DUNIA PENDIDIKAN

This journal explores the fundamental concepts of organizational behavior, focusing on its definition, history, and contributions to human resource development in the field of education. Employing a qualitative method and a literature review approach, this research delves into various definitions of organizational behavior that have evolved over time and outlines its historical evolution. Moreover, the journal investigates the contributions of organizational behavior to human resource development, particularly within the educational context. By detailing relevant theories and expert perspectives, this study provides in-depth insights into how the concept of organizational behavior can be applied to enhance the quality of teaching and learning. The implications of these findings can aid in designing more effective and sustainable educational strategies. In general, this research shows that basic concepts of organizational behavior have a significant impact in shaping inclusive and empowering educational environments. The implications of these findings can provide guidance for policy makers, education managers, and practitioners to better understand and apply the concept of organizational behavior effectively in the educational context.

TINJAUAN LITERATUR KRITIS ATAS KONSEP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

This article will try to explore further the concept of organizational citizenship behavior (OCB). The concept of organizational citizenship behavior is commonly used by academics and researchers to support the concept of OCB in terms of improving the performance of human resources in an organization or company. This article will present a different perspective. Instead of using the OCB concept to enhance human resource performance, this article will demonstrate that the OCB concept is actually a form of exploitation by capital owners towards workers, which possesses a unique humanitarian approach. The method used in this research is a literature review with Marxist analysis which sees the problematic field as an economic basis, namely class

A bibliometric analysis of the studies in 2019 and 2020 on positive organizational behavior

The actions of individuals in organizations and the factors in the emergence of these actions are evaluated in a scientific framework within the concept of organizational behavior. The concepts of workplace friendship and work dedication, which are concepts that try to reveal the ideas that will positively affect the actions of the individuals in the organization, are included in the scope of the study. Workplace friendship is expressed as informal human interactions in the workplace. On the other hand, work engagement is the dedication of employees to fulfilling their job roles, physically, cognitively and emotionally. The aim of the research is to examine the studies on positive organizational behavior in the literature in 2019 and 2020, when the COVID-19 epidemic was intense. For this purpose, bibliometric analysis method was used in the study. In the study, 261 articles in 2019 and 332 articles in 2020 were included in the scope of the Scopus database. The studies included in the research were examined in accordance with the criteria of author, university, country, method, number of pages, keywords and number of references used. It is thought that the findings obtained as a result of the study will be interpreted and it will provide convenience to the researchers in future studies.

The impact of emotional intelligence on operational effectiveness: The mediating role of organizational citizenship behavior and leadership.

This article examines the influence of emotional intelligence on organizational citizenship behavior and transformational and transactional leadership, and the impact of these dimensions on operational effectiveness. The analysis was based on 180 valid questionnaires from organizations in Colombia's manufacturing sector of the Valle del Cauca region. The variables were analyzed using structural equation modeling to identify the relationships among the studied constructs. The results suggest that emotional intelligence positively affects organizational citizenship behavior. Nevertheless, emotional intelligence does not impact transformational leadership and only partially affects transactional leadership and operational effectiveness. Emotional intelligence has a strong and positive impact on operational effectiveness when mediated by organizational citizenship behavior, which does have a strong and positive predictive power on operational effectiveness. Hence, in the search for competitive advantage, leaders should seek to improve operational effectiveness by focusing on developing emotional intelligence and organizational citizenship behaviour skills. Interestingly, of the two leadership styles examined in this study, only transactional leadership impacts operational effectiveness, which is inconsistent with the current literature and indicates a need for further leadership training. The value of this paper lies in discerning the current capabilities and strategies that individuals in an organization must address for proper transactional and transformational leadership. However, before operational effectiveness and a sustainable competitive advantage can be achieved, the role of leaders should be managed through the appropriate application of the concepts of emotional intelligence and organizational leadership behavior.

Mafia: An Experiential Learning Game for OB Topics

This article discusses the benefits of using Mafia—a fun, interactive, low-cost, and easy-to-learn role-playing game—to explore organizational behavior (OB) topics. We explain how Mafia can be used in the classroom to discuss OB topics, including dynamics of teamwork, disagreement and conflict, decision-making, trust, roles, and communication. We share our experience playing Mafia in three undergraduate-level class sessions and provide recommendations, based on experiential learning and critical thinking principles, for instructors interested in playing this game. Overall, students enjoyed the sessions and provided some interesting insight in the debriefing, demonstrating the suitability of this game to discuss OB concepts.

The Concept of Organizational Behavior as a Management Tool

The Concept of Organizational Behavior as a Management Tool

Strategi Mengoptimalkan Manajemen Kinerja Karyawan Melalui Konsep Organizational Citizenship Behavior (OCB): Suatu Kajian Literatur

This article aims to review and attempt to confirm the strategy for optimizing employee performance management through the concept of organizational citizenship behavior ( OCB). The research method used is qualitative and literature studies or library research. Based on the results and discussion, it can be concluded that to optimize employee performance management through organizational citizenship behavior ( OCB) it can be done with three factors, namely spiritual intelligence, leadership style and organizational culture. The position of spiritual intelligence in shaping organizational citizenship behavior ( OCB) and employee performance is very important because spiritual intelligence contains several aspects that are characteristic of high spiritual intelligence, namely: friendly attitude, closeness, curiosity, creativity, construction, self mastery and religion. Likewise, the element of leadership style is also an important element in employee performance management because leadership is a process by which an individual influences other members of the organization to work together to achieve organizational goals. As well as the elements of organizational culture in their influence on optimizing employee performance management is very strong, because in a strong culture, the main values of an organization or company are highly upheld and especially for all employees, the more employees who accept these values and the greater the commitment to them, the stronger the corporate culture. This strong culture will form cohesiveness, loyalty and commitment to the company in its employees which will reduce the desire of employees to leave the organization or company.

Inclusive organizational behaviour – the dynamic rules of building new workplaces

Purpose This study aims to reflect on the future of work dimensions through the new concept of inclusive organizational behaviour (IOB) and its practices. Design/methodology/approach This work is a reflective concept development paper that focuses on new dimensions of organizational behaviour (OB) exploring IOB practices in the new workplace which can broaden the concept of OB that fits into the future of work. Findings The IOB practices will adapt and help in adapting to the new work dynamics that can create more humane and stimulating workplaces, thereby benefiting society at large. Individual positive psychological traits, team dynamics and a fusion of digital corporate culture with a human-centric approach and sustainability are highlighted in the redefined IOB, expanding the concept of OB from the three levels of analysis (individual, group and the entire organization’s behaviour) in the new normal post-COVID situation. Research limitations/implications Limited research studies are being conducted to investigate the future of work dynamics in the new standard post-COVID environment, which is dominated by digitization. The lack of literature and the changing situations that impact OB are the limitations. Practical implications Corporate houses, policymakers and leaders who understand the workplace dynamics in the post-COVID scenario can effectively leverage the insights from this work and may chalk out a road map for future work through IOB practices. Originality/value This research extends knowledge pertaining to IOB practices and the changing dynamics that need to be followed in the future OB practices.

Analysis of Managers’ Motivation for Corporate Knowledge Workers from the Perspective of Organizational Behaviour

With the continuous development of knowledge economy society, knowledge resources gradually become the decisive factor of enterprise competition, and knowledge workers accordingly become the core resources of enterprises, which is the key to determine the success or failure of enterprises. This paper will take the lead in clarifying the concept of organizational behaviour from the perspective of organizational behaviour. Starting from the definition of motivation and incentive mechanism, it will analyse the psychological and behavioural characteristics of knowledge-based employees based on Maslow’s hierarchy of needs theory, and then derive the special characteristics of motivation for knowledge-based employees, and finally formulate the corresponding motivation means.

The Effect of Organizational Culture, Sharing Knowledge, and Intention to Share on Competency through Organizational Commitment As a Mediating Variable

Objectives: The phenomenon in this study is that the skills possessed by employees are still not optimal, as well as the lack of knowledge of banking products that must be mastered by front liners, especially in the teller department so that the impact on not achieving predetermined business targets. The existence of complaints recorded through the call center or submitted directly to the branch office indicates that the level of customer satisfaction has not been optimally achieved. The purpose of this research is to find out the significance of the influence of organizational culture, sharing knowledge, as well as the intention to share competencies through organizational commitment as an intervening variable at PT BCA South Tangerang Region.Methodology: In this study, the population of this study is permanent employees and the number of samples used is 99 respondents. Data collection techniques used interviews and questionnaires. The method of data analysis is using the PLS program.Finding: In this study, it is found that to increase organizational competence as a whole, intention to share, knowledge sharing, and organizational culture are needed. To increase customer satisfaction with bank service, it is also necessary to have a good commitment from employees to the organization. Conclusion: For further research, it is suggested to examine other private banks that face the same problem which may produce different findings; conduct research on relatively similar objects, such as leasing which also faces the same problem, and add the concept of organizational citizenship behavior (OCB), motivation, engagement, work stress, and others for further research.

Predicting Public Servants’ Organizational Citizenship Behavior through Work-Life Balance Initiatives: Evidence from Medics in Tanzania’s Government Hospitals

Despite gaining substantial recognition and being highly advocated for adoption, the concepts of work-life balance and organizational citizenship behavior are still underresearched in the public service, especially in developing countries. This study examines the influence of work-life balance on dimensions of organizational citizenship behavior among medical staff members in Tanzania. A cross-sectional survey was employed to collect data from 335 stratified randomly selected medics working in hospitals operating under Local Government Authorities. The CovarianceBased Structural Equation Modelling technique was used in data analysis with the help of Amos software version 21. Results show that work-life balance initiatives have a positive and significant influence on organizational citizenship behavior. The study findings provide evidence of the applicability of the link between work-life balance and organizational citizenship behavior, as postulated in Social Exchange Theory, in the public service which is under-researched. The study implication for different stakeholders is presented at the end of the paper.

The Islamic Concept of Green Organizational Leadership Model: A Preliminary Development

Previous researchers find that the existence of green organizations is very important as it not only can overcome environmental pollution but also has a positive impact on organizational management by helping to reduce costs, increasing profitability, and overcoming global competition. Hence, the need to create green organizations is becoming more critical because of the increase in worldwide environmental pollution including the air, water, and sound pollution. Fortunately, previous researchers also find that green organizational leadership is the key to create successful green organizations. However, green organizational leadership from Islamic perspective have not been discussed yet although researchers have predicted that most of the human population in the worldwide are estimated to be Muslims by the year 2070. Hence, this paper aims to develop the Islamic Concept of Green Organizational Leadership Model (ICGOLM) as a new model that can be referred to develop green organizational leaders from Islamic perspective. Using literature review, the ICGOLM hypothesized that green climate psychology mediates the relationship between Islamic concept of green organizational leadership (ICGOL) and strategic green behaviour. Additionally, the ICGOL comprises six competencies including the intellectual, professional, moral, social, emotional, and Islamic competencies. The model is beneficial to develop action plan and intervention, government policy and rules, and initiative to create successful green organization especially in Muslim countries. However, the ICGOLM model should be tested further using empirical study.

THE ROLE OF INNOVATIVE CITIZENSHIP BEHAVIOR IN IMPROVING EMPLOYEE PERFORMANCE

This paper takes the dynamic capabilities (DCs) theory as a theoretical perspective to investigate the role of innovative citizenship behavior as a mediation model in the effect of organizational commitment and culture on the performance of Bank X employees in Indonesia empirically. The data were collected from 340 people and processed using Structural Equation Modeling (SEM). The study proposed innovative citizenship behavior as a strategy for improving employee performance based on the concept of organizational citizenship and innovative behavior. The results showed that organizational commitment and culture mediated by innovative citizenship behavior improve employee performance. That supports the hypothesis of the importance of innovative citizenship behavior in enhancing employee performance. These results strengthen the theory of dynamic capabilities (DCs), which states that reconfiguring internal drive, in this case, employees increases the company's competitive advantage in a dynamic environment.

Community citizenship behavior in rural tourism destinations: Scale development and validation

This study considers that hosts can be active builders in rural tourism destinations. By extending the concept of organizational citizenship behavior (OCB) to rural tourism communities, this paper develops and validates a scale to measure the discretionary, spontaneous, and positive behavior of hosts towards the community and tourists, labeled as community citizenship behavior (CCB). A four-stage study with a mixed method design was conducted. Study 1 identified five dimensions and 34 initial items through an extensive literature review and conducting five focus group discussions. Study 2 (n = 225) adopted an exploratory factor analysis to filter the items. Study 3 (n = 302) provided empirical support for a 27-item and five-dimension solution to the CCB scale which consisted of helping behavior, keeping interpersonal harmony, involving behavior, protecting behavior, and recommending behavior through confirmatory factor analysis. Study 4 (n = 260) further tested nomological validity of the developed scale. Theoretical and practical implications are discussed.

Sustainable Leadership and Organizational Citizenship Behaviour: Exploring Mediating Effect of Corporate Social Responsibility

In this era of cut-throat competition, organizations are always in search of employees who can go one step beyond their formal job description in an effort to enhance productivity. This has drawn considerable attention among management researchers to the concept of organizational citizenship behaviour. Despite the fact that there have been a few studies to understand leadership as a precedent for organizational citizenship behaviour, literature aimed at studying the impact of sustainable leadership on organizational citizenship behaviour is relatively inadequate. The present article aims to analyse and integrate the mediating role of employees’ perceived CSR on the relationship between sustainable leadership and organizational citizenship behaviour. Skewness and kurtosis were performed to check the normality of the data, EFA and CFA were performed to check the validity of the instruments, and path analysis was done to check the direct and indirect relationships between the constructs. The results indicate that in IT organizations, where sustainable leadership is encouraged and CSR is also performed well, employees show increased organizational citizenship behaviour. Further, sustainable leadership also increases the CSR initiatives taken by IT organizations. Lastly, CSR acts as a mediator between sustainable leadership and OCB relationship.

Actions Lead to Results: How the Behaviors of Information Systems Professionals Influence the Success of Information Systems Departments

The growing complexity of systems, the increasing intensity of their use, and the greater prominence of technology in supporting organizational activities has meant that information systems (IS) professionals in organizations have to go beyond offering routine task-related support when working with their non-IS colleagues. For organizations to see IS professionals as effective, they have to carry out empathic behaviors such as sharing their IT knowledge with their non-IS colleagues and taking the initiative to minimize inconveniences during IS projects. Drawing from the organizational citizenship behavior concept, we develop a multilevel research model to examine how behaviors that IS professionals perform influence IS departments’ effectiveness. Using data from more than 1,000 respondents working in the global finance industry, we conducted both cross-level and unit-level analyses and found results that support our arguments. Our results deepen the extent to which we understand the role that IS professionals play in supporting post-adoption IS use and digitally empowering business units while also performing their traditional roles.

The Role of Organizational Prowess on Organizational Citizenship Behaviors An analytical study of the views of a sample of academic staffs in the Knowledge University in the Erbil city

The research aims to measure and illustrate the effect and relationship between organizational ambidexterity including its dimensions (Exploitation ambidexterity, exploration ambidexterity, flexible organizational structure ambidexterity) and organizational citizenship behavior in Knowledge University in Erbil City in Iraqi Kurdistan Region. This research presents several questions which depicts the problem of the research. Questionnaire was designed as a data collection method in order to meet the research objectives and to test the main hypotheses of the research. Research sample were selected randomly through distributing the questionnaire among teaching staff. (50) questionnaires were distributed and (48) questionnaires were returned. (47) questionnaires were valid to run statistical analysis. The results of the research revealed: the perceptions level of the respondents about implementing organizational ambidexterity (Exploitation ambidexterity, exploration ambidexterity, flexible organizational structure ambidexterity) in Knowledge University in Erbil City were high. With regard to implementing the concept of organizational citizenship behavior (altruism, courtesy, sportsmanship, conscientiousness, civic virtue) in Knowledge University in Erbil City, the perceptions of respondents were moderate and high. The research found that there is a significant effect and relationship between organizational ambidexterity and organizational citizenship behavior. In light of these results, several recommendations were formulated to the investigated organization including; the continues of illustrating the importance of employee’s perceptions in organizational ambidexterity organizations and organizational citizenship behavior within its different dimensions that reflect positively on job performance and thus organizational performance.