Field Of Organizational Behavior Research Articles

The Anatomy of Published Articles in Internationally Reputed Journals: The Case of Empirical Research in the Organizational Behavior Field

The Anatomy of Published Articles in Internationally Reputed Journals: The Case of Empirical Research in the Organizational Behavior Field

A Literature Review of Job Crafting and Its Related Researches

Job crafting is a hot topic in the field of organizational behavior researches and human resource management. Job crafting is a bottom to up behavior, which is different from traditional up to bottom job design, representing the staff’s proactivity. Under job crafting, staffs incline to redefine and reshape the job content, working mode and cooperation relationship with teammates. Besides, job crafting can optimize organizational design and working relationship, which improves the staff’s working identification and adversity coping ability. Based on the previous research results, this article attempts to summarize the definition, measurement, antecedents and consequences of job crafting. Meanwhile, this article also puts forward future research directions of job crafting.

Workplace Behavioral Dynamics in Islam - A Holistic Outlook

With cultural diffusion happening all across the globe, multiple fields of study are highly intertwined, thereby increasing our understanding about holistic walks of life. This research paper is aimed towards understanding what Islamic norms state regarding organizational behavior and psychology. Numerous studies suggest that religion plays a significant role in what people value, believe, and endorse as well as how they live, interact, and behave in the society. The paper takes into account eight major variables from the field of organizational behavior namely, Workplace Ethics, Motivation, Communication and Social Interaction, Emotional Intelligence, Diversity Management, Human Resource Management Practices, Leadership, and Conflict Management. The study draws ample evidence from Qur’¯an, h. ad¯ith, and other notable literary contributions to indicate that Islam not only acknowledges the potential impact of the above variables on any organization, but also provides a complete outline for managing the attitudinal and behavioral facets of organizational life in the most effective manner. This paper will assist today’s organizations experiencing increasing religious diversity as well as cultural diffusion in understanding the business norms and principles of world’s second largest religion.

Una aproximación teórica para mejorar los resultados de innovación en las empresas desde la perspectiva del “Happiness Management”

<p>En el presente artículo, se plantea una reflexión sobre cómo aumenta la productividad de la empresa cuando se fomenta el bienestar corporativo. Se presenta un modelo teórico que va en varias fases en las cuales se esbozan las etapas que deben interactuar para dar soluciones a problemas en las organizaciones en el presente siglo. Las actuales tendencias de la administración ya empiezan a considerar los principios o filosofía del «Happiness Management» como futuras tendencias que pueden aplicarse a cualquier organización<br />independientemente del sector donde operen. Por eso se hace necesario implantar culturas dispuestas a conseguir resultados competitivos y sostenibles en la empresa, renovando con ello en primer lugar el bienestar corporativo y en consecuencia su productividad laboral, y en segundo lugar mejorando el rendimiento organizativo generando competitividad. Por último, la cultura de innovación basada en incrementar el bienestar corporativo mejora la imagen de la compañía proyectándose positiva hacia todos sus stakeholders.</p>

Organizational culture: a foundational perspective

PurposeThe purpose of this paper is to perform a typological analysis of research orientations in the field of organizational culture (OC) in order to provide a broad, original perspective on the nature of research in this field, beyond the current quantitative/qualitative dichotomy.Design/methodology/approachDocumentary analysis, consisting of a content analysis of an appropriate and conceptually convenient selection of 200 source publications, was conducted. The analysis was performed in terms of four fundamental knowledge orientations and methodologies.FindingsAn analysis and description of the chosen set of examples for each of the four types of knowledge showed that, as with other areas in the field of organizational behavior and management (and also other scholarly disciplines), the typology finds clear expression in the area of OC.Research limitations/implicationsIn view of the aim and originality of the present paper, the sample size employed is not a worrying factor as sufficient and clear examples of each of the four basic types of research orientations have been provided. It is recommended that the broadly applicable knowledge (and by implication research) orientations that were introduced here, be considered by OC researchers. The analysis of fundamental approaches to research provides an inclusive perspective on the nature of different ways of studying and understanding OC. This should assist in expanding both scholarly and practitioner horizons. It is concluded that the analysis of research in the field of OC in terms of fundamental types of human knowledge provides a unique and expanded view on research in this area.Practical implicationsAll stakeholders in the field of human resource management could benefit from taking cognizance of a broader perspective of knowledge development in the field of OC. The four-fold framework could also be utilized as a valuable source for restructuring and teaching of research methodology programs and courses in institutions of higher education, especially concerning the general need for greater attention to: theoretical (type I), and evaluation (type IV) research in management and organizational behavior.Originality/valueThe analysis of fundamental knowledge orientations provides an original and encompassing perspective on the nature of different approaches to the study and understanding of OC.

TACTICS TO INCREASE LEADERSHIP SPEED

TACTICS TO INCREASE LEADERSHIP SPEED

Demographic Factors Affecting Teachers’ Job Satisfaction and Performance in Private Primary Schools in Yei Town, South Sudan

Job satisfaction is an important construct to the field of organizational behavior and the practice of human resource management. Schools are no exception to the list of organizations ensuring teachers’ job satisfaction therefore becomes inevitable if schools have to record good performances. This paper aims at examining some of the demographic factors affecting job satisfaction of teachers in private primary schools and their consequent performance. To attain this objective; the authors carried out a survey study in private schools in Yei town, South Sudan. Simple random sampling technique was used to select the respondents from ten private schools in the town. A total of 110 respondents were considered for the study constituting 10 head teachers and 100 teachers from each of the 10 schools. Questionnaires were used for data collection. Data was then analysed by the use of Statistical Package for Social Science (SPSS) version 12.0 and presented in frequencies and percentages. The factors identified included gender, age bracket, educational level, pay and length of service of teachers. Based on the findings, it is apparent that certain demographic factors have a significant influence on the level of job satisfaction of teachers in private schools.

Identities and Categories: Reflections, Integration, and Future Directions

Research on identity has thrived in the fields of organizational behavior, organization theory, and strategy. Issues related to categories and categorization have also received tremendous amount of attention, evolving into a robust research stream since Zuckerman's (1999) seminal work. Yet, while these two concepts are intricately intertwined, the literature on identity and on categorization has mostly been developed as separate research streams. With burgeoning interest in category and identity studies, this symposium is proposed with three broad agendas in mind: (1) to further promote the connection between research on categories/categorization and literature on identities; (2) to explicitly consider the implications of moving across levels of analysis; (3) to open up new research directions in the realm of category and identity studies. Given that both category and identity are fundamental concepts, or “master constructsx, that not only shapes our understanding of the world but also may facilitat...

Corporate social responsibility and employee’s desire: a social influence perspective

ABSTRACTCorporate social responsibility (CSR) is an increasingly important topic in management, especially in organizational behavior field across the globe; however, this concept is still in its infancy in Pakistan. In this study, we examined the effect of employees’ perceptions about CSR on their Desire to have a Significant Impact through Work (DSIW). We suggested the serial mediation of organizational identification and organizational pride in this relationship. The time-lag data of middle managers were collected from a well-known Pakistani firm that is actively engaged in CSR. The data consist of 187 observations and were analyzed using structural equation modeling in AMOS software. The results show that CSR positively affects employees’ identification that in turn make employees proud of their organizational membership and finally pride leads to employees’ DSIW. The study contributes in CSR and organizational behavior literature and provides managerial implication to enhance the positive psychological state of employees.

Job Attitude and Employee Performance: An Empirical Study of Non-Academic Staff of Bauchi State University Gadau Nigeria

Getting the best out of an employee has always been a major challenge an employer face in today’s competitive environment. These might be however, connected to the fact that an employee is most dynamic and unpredictable aspect of business resources. It has therefore become imperative for organisations to realise the significance of an employee and also the device strategic means through which an employee can be influenced in order to develop positive job attitudes that can lead to higher performance. Hence, the study aims to examine the relationship between job attitude and employee performance by using the non-academic staff of Bauchi State University Gadau as unit of analysis. An aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected was analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis shows that there is positive and significant relationship between job attitude and employee performance. Also, the study is limited due to the fact that it adopts only two variables and concentrate in one institution only. Thepaper recommends that employers should prioritise important motivational factors that will bring about positive job attitude so as to achieve highest performance level of an employee. Furthermore, the study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job attitude and it will also further make an impetus the field of organisational behaviour and human resource management.

A Resource-Based Perspective on Leader-Member Exchange: An Updated Meta-Analysis

Leader-member exchange (LMX) pertains to the “exchange” relationships between supervisors and subordinates. As LMX is one of the most extensively studied topics in the organizational behavior field...

Advances in the Treatment of Context in Organizational Research

Although scholars in the field of organizational behavior have raised concerns about a lack of contextual appreciation, there has been a recent embrace of contextual thinking in the organizational sciences. In this review, I discuss several recent theories and measures of context. The added value of a contextual approach is illustrated by how context can shape personality, how it affects the emergence of work designs, and how it benefits the study of organizational demography. Future research topics include context cue sensitivity, the way context is shaped, the mediators of context effects, and the breadth and limits of contextual impact. A recurrent theme is that although context enables a demarcation of what is distinctive about situations, it also permits integration across research areas and levels of analysis, identifying what they have in common as settings for organizational behavior.

My “F” in Life: A tribute to Jerry B. Harvey

This article examines the legacy and impact of Jerry B. Harvey on the field of organizational behavior in general, and on the author specifically. After a cursory review of some of Harvey’s most well-known and controversial writings, or “meditations” as he called them, the author recounts a very personal episode with Harvey during his time as a doctoral student at George Washington University. A detailed account of the exchange between teacher and student is provided, and the broader implications of this experience are explored.

Suppressed Anger, Retaliation Doctrine, and Workplace Culture

Suppressed Anger, Retaliation Doctrine, and Workplace Culture is an interdisciplinary piece combining legal analysis with organizational behavior/psychology research. Suppressed Anger examines and critiques two employment law doctrines on retaliation — the “reasonable belief” doctrine and, what we call, the “manner of the complaint” doctrine and argues that beyond hindering employees’ rights as has been examined in prior scholarship, the law in this area also does a significant disservice to employers by inhibiting emotion expression and thereby negatively affecting workplace culture and productivity. The “reasonable belief” doctrine essentially dictates that for retaliatory conduct to be unlawful, the complaining party must have an objectively reasonable belief that the practices he or she opposed were unlawful, basing the assessment of reasonableness on whether a court would find the practices to be unlawful discrimination. The “manner of the complaint” doctrine arises in cases in which an employer deems the manner of the employee’s complaint regarding discriminatory practices to be insubordinate and fires the employee on that basis. In these cases, courts rarely question an employer’s claim of insubordination, ignoring the circumstances that gave rise to the complaint and focusing solely on the employer’s subjective belief that the employee’s demeanor was unacceptable. The result of both of these doctrines, we argue, is a legal framework that incentivizes employees to stay quiet and refrain from making any complaints. This piece breaks new ground by drawing on existing scholarship in the psychology and organizational behavior field detailing the negative outcomes when employees suppress anger and other emotions in the workplace, particularly in response to perceived injustice. We use this research to argue that retaliation doctrine inhibits the useful airing of problems that require management attention, instead fomenting worker dissatisfaction and even leading to psychological and physiological issues for individual employees that negatively impact the workplace as a whole. As a result, we maintain that changing retaliation doctrine should not be a goal of workers alone but that employers, upon examining the research on expressions of anger in the workplace should find common ground with their employees.

Editorial on the international collaboration in Latin American publications on management, vis-à-vis the best papers in Cladea 2015

Abstract This issue includes five of the best papers, from six different countries, presented in the Cladea Assembly of 2015. This introduction summarises the papers and presents an analysis of Latin American publications on management, and of the advantages and conditions for international collaboration. The first article looks at the positive impact of the decentralization of decision-making processes and the formalisation of work in the innovation of small and medium enterprises. The second studies the fear of failure in work and its relationship to demographic variables. The third analyses the impact of the domestic violence suffered by workers on customer services in Puerto Rican companies. The fourth discusses the relationship between teleworking and the work-family conflict, and finally, the fifth is aimed at optimising the management of dependent demand inventory systems. This issue includes five articles chosen among the best papers presented at the Cladea Assembly of 2015 organised by Universidad de Valparaíso (Chile). The articles were sent in from Brazil, Chile, Colombia, Costa Rica, Spain, and Puerto Rico, and were the best assessed in the fields of organisational behaviour, leadership and human capital management, entrepreneurships and SMEs, technology management and innovation, and operations management and value chains. The selection process began with the evaluation of the works sent to the conference for each topic. The author wish to thank the organisers, those in charge of each topic, and all the evaluators that helped select the best works. In particular, we thank Sergio Olavarrieta, José Ernesto Amorós, Jorge Ayala, Silvio Borrero, Daniel Cabrera, Reinaldo Calvo, Consuelo García, Valeska Geldres, Jorge Gilbert, Olga Pizarro, José Antonio Robles, and Jorge Tarzijan. Authors interested in publishing their articles were asked to send in a revised version. These new versions were then subjected to a double blind evaluation, and subsequent revisions until reaching the current publication. This has been a collective process in which dozens of academics from all the Cladea schools and countries have taken part.

The effect of the meaningfulness of work on job satisfaction, job stress and intention to leave

The meaningfulness of work is defined as the importance of the purposes of work in people's view of life and attitudes. There are studies about the meaningfulness of work that describe not only its significant and positive contributions to the meaningfulness of people's lives, but also as taking pleasure in work, which has a variety of cognitive, emotional, behavioral and economic benefits. The meaningfulness of work defined as the importance of the purposes of work in people's view of life and attitudes can be connected with variables in the field of organizational behavior. The purpose of this study is to determine the effects and correlations among job satisfaction and intention to leave with a path analysis to be carried out as part of a research model for these variables. It is intended to contribute the literature by analyzing the effects and correlations among the variables with a structural equation model and to obtain data about employee behavior in organizational life. The universe of the study is comprised of employees of an insurance business in Istanbul. This study will use the following data collection tools: the "Work and Meaning Inventory" by Steger, Frazier,Oishi & Kaler (2012), the "Minnesota Satisfaction Questionnaire" developed by Weis and adapted to Turkish by Oran (1989), the "Intention to Leave Scale" by Wayne, Shore and Linden (1997) and “Perceived Stress Scale” developed by Cohen, Kamarck & Mermelste (1983) and adopted to Turkish by Bilge, Ögce, Genc & Oran (2007). Keywords: meaningfulness of work, job satisfaction, intention to leave, job stress

Management Lessons for High-Functioning Primary Care Teams

INTRODUCTIONT he need for accessible, efficient, cost-effective, and quality is a recurring theme in the literature. The 15-minute physician visit model fails to provide acute, chronic, and preventive and does not enable providers to build lasting relationships with patients or manage multiple diagnoses in line with evidence-based recommendations (Bodenheimer & Laing, 2007). These problems have caused a resurgence of interest in team-based among key stakeholders, including government officials, providers, policy analysts, and researchers (Institute of Medicine, 2011; Iglehart, 2009). The rise of integrated models, such as accountable organizations and patient-centered medical homes (PCMI Is), the critical shortage of physicians, the increasing number of patients covered by insurance since passage of the Affordable Care Act, the prioritization of training, and the call for payment reform all suggest a solution that includes implementation of team-based (Iglehart, 2009). By incorporating team-based frameworks and lessons from stakeholders can create innovative and holistic solutions for that enable to achieve goals (Hackman, 1990). The purpose of this literature review is to examine the extensive management literature on this topic, as well as current trends and recommendations in the healthcare literature. T his review focuses on applying this knowledge to and considers the preliminary research conducted on teams.METHODSStudy DesignWe conducted an extensive, semistructured review of management and healthcare literature to identify research on teams. We identified articles in the Business Source Complete (Premier, Elite, and Main Edition), Academic Search Complete (Premier, Elite, and Main Edition), Coogle Scholar, and PubMed databases, and we also identified relevant reports and white papers on prominent healthcare websites, including-but not limited to-The Commonwealth Fund, The Robert Wood Johnson Foundation, and T he Johns I Jopkins Primary Care Consortium. In addition, we examined cited works and references to discover additional publications. The following key search terms, as well as stems, variants, and synonyms, were used in combination across the databases: management, highfunctioning, high-performing, and primary Additionally, the MeSH (Medical Subject Headings) headings primary health care and patient were used in PubMed to focus results. We queried databases and collected articles dating from 1979 to 2015.Inclusion Criteria and Articles IdentifiedAll articles identified in the preliminary searches were selected because of their interdisciplinarity and potential applicability to healthcare. Management searches yielded results from the fields of general service operations crisis organizational behavior, and strategy. We excluded articles from the field of information services because we determined that their technologyfocused team structure was too narrow and did not directly apply to healthcare. Our search for teams and teamwork included, but was not limited to, literature detailing members of a team and their behavior, planning, and execution of teamwork, situations requiring teams, and benefits and challenges of teams. We also included seminal literature on interprofessional and cross-functional teams. For the terms functioning and high performing, we included literature pertaining to the distinction between successful and unsuccessful teams. When searching for the term we included only literature relevant to the field in general; with the exception of care, subspecialties were excluded. Within care, we included existing models and evidence of team-based for adults from internal medicine, family medicine, pediatrics, and geriatrics; literature focusing on mental health was excluded because of its lack of integration with care. …

Celebrating the Work of J. Keith Murnighan

AbstractIn this tribute to the 2015 recipient of the International Association for Conflict Management Lifetime Achievement Award Winner, we celebrate the work of J. Keith Murnighan. Each of us highlights a unique contribution of his research to a different area in the field of organizational behavior. The four areas we discuss are behavioral economics, experimental design, diversity, and ethics. We conclude our discussion of the four research areas by highlighting common themes suggested by this work. The article closes by giving Keith Murnighan “the final say” to reflect on our article and to impart his words of wisdom to doctoral students and scholars at different stages of their career.

Job satisfaction among community pharmacy professionals in Mekelle city, Northern Ethiopia.

IntroductionJob satisfaction is a multidimensional, enduring, important, and much-researched concept in the field of organizational behavior and has been identified as recognition in one’s field of work, level of salary, opportunities for promotion, and achievement of personal goals. Job satisfaction directly affects the labor market behavior and economic efficiency by means of the impact on productivity and turnover of staff. The aim of this study was to assess the satisfaction level of pharmacy professionals in Mekelle city.MethodsThis institution-based cross-sectional study was conducted as a survey and only included voluntary participants. Those participants who did not volunteer to participate were excluded from the study. A structured questionnaire was used as a data collection tool; it was developed from different literature in the English language, and then the original tool was translated to the local language for the purpose of understanding.ResultsIn Mekelle, ~100 pharmacy professionals work in private medicine retail outlets. From those, only 60 volunteered to participate in this study. Significant difference in job satisfaction and job stress were observed between those working full-time and part-time, with P-values of 0.031 and 0.021, respectively.ConclusionFrom the findings of the current study, it can be concluded that around two-thirds of pharmacy professionals in Mekelle city were satisfied with their professional practice.

Teamwork in Health Care: Maximizing Collective Intelligence via Inclusive Collaboration and Open Communication.

Teams offer the potential to achieve more than any person could achieve working alone; yet, particularly in teams that span professional boundaries, it is critical to capitalize on the variety of knowledge, skills, and abilities available. This article reviews research from the field of organizational behavior to shed light on what makes for a collectively intelligent team. In doing so, we highlight the importance of moving beyond simply including smart people on a team to thinking about how those people can effectively coordinate and collaborate. In particular, we review the importance of two communication processes: ensuring that team members with relevant knowledge (1) speak up when one's expertise can be helpful and (2) influence the team's work so that the team does its collective best for the patient.