Field Of Organizational Behavior Research Articles

Study on the Development and Influencing Factors of Psychological Empowerment

Psychological empowerment, as a core concept in contemporary management, has garnered significant attention in recent years within the fields of organizational behavior and human resource management. By enhancing employees' autonomy, competence, meaning, and impact, psychological empowerment effectively stimulates intrinsic motivation, thereby improving job satisfaction and organizational effectiveness. This study aims to systematically review the evolution of the concept of psychological empowerment, including its dimensions and measurement methods. It examines key antecedents affecting psychological empowerment, such as individual characteristics (e.g., personality traits, self-efficacy), job characteristics (e.g., task variety, job significance), and organizational features (e.g., organizational climate, empowerment culture), as well as outcomes like job satisfaction, job performance, and organizational commitment. Based on these findings, potential future research directions are proposed, providing valuable insights for the further development and practical application of psychological empowerment theory.

Exploring the job (dis)satisfaction indicators of online food delivery employees: insights from employees' online reviews

PurposeThe present study sought to determine the main themes employees discussed in online reviews associated with satisfaction (pros) and dissatisfaction (cons).Design/methodology/approachThis study used qualitative content analysis to examine employee reviews working in India's largest food delivery company.FindingsThe analyses revealed the existence of seven themes: company environment, employees, salary, work–life balance, company culture and values, flexibility and favoritism. Negative themes were associated with the “work-life balance” and “favoritism” themes. The results provided valuable insights into online food delivery platform employees' overall experiences based on social media information and aided in identifying key themes associated with various satisfaction levels.Originality/valueThis study contributes to the literature by uniquely utilizing user-generated content from an employment search engine as a novel data source to investigate the factors influencing satisfaction and dissatisfaction among online food delivery employees. This approach represents a significant departure from traditional survey-based methods, filling a gap in the literature by offering insights directly from employees' unfiltered perspectives. By leveraging this innovative methodology, our research provides a fresh and nuanced understanding of the experiences and concerns of online food delivery workers, thereby adding substantial value to the fields of organizational behavior and human resource management.

The Mediating Role of Customer Commitment in the Relationship Between Customer-Company Fit and Customer Voice: An Empirical Study on Restaurant Customers

Objective: This study discusses value congruence (person-organization fit) and voice behaviors, which are frequently discussed in the field of organizational behavior, in the context of marketing. The study aims to examine the effect of customer-company fit (CC fit) on customer voice behavior as well as the role that customer commitment plays in this effect. Design/methodology: Research data was obtained from 390 restaurant customers in a province in Turkey through the convenience sampling method using the survey technique. The SmartPLS program (PLS-SEM) was used to conduct the analyses. The research model was analysed using partial least squares path analysis (PLS-SEM) and bootstrapping (5,000 bootstrap samples). Findings: The findings indicate that CC fit directly affects both customer commitment and customer voice behavior. Furthermore, the findings revealed that customer commitment plays a mediating role CC fit’s effect on customer voice behavior. Theoretical and Practical implications: The present study is the first in the literature to discuss the various relationships between these variables (CC fit, customer commitment and customer voice) together. Another distinctive feature of the study is that the sample consists of restaurant customers. The high-contact nature of restaurant service makes service failures inevitable. For this reason, it is much more important to reveal customer voice behaviors in restaurant services than in other sectors. In this respect, the results of the study may provide guiding information to the sector.

The Role of Coaching-Based Leadership, Appreciation, and Gratitude in Enhancing Psychological Capital and Organisational Thriving in Lithuanian Organisations

The study investigates the relationships between the perceived presence of positive organisational practices and the levels of personal and collective Psychological Capital (PsyCap) and Organisational Thriving (OT) observed by individuals. It hypothesises that applying Coaching-Based Leadership principles within organisations correlates with higher levels of individual and collective PsyCap and a stronger perception of Organisational Thriving. Additionally, it hypothesises that increased supervisor and peer appreciation and Work Gratitude are associated with higher individual and collective PsyCap and a greater perception of the organisation's thriving. Data were collected from 372 participants across 20 organisations using survey scales to measure Psychological Capital (PsyCap), Collective Psychological Capital (PsyCap), Organisational Thriving (OT), Coaching-Based Leadership (CBL), Appreciation at Work, and Work Gratitude. Spearman's rank correlation analysis revealed primarily moderate but significant positive correlations among these variables. Notably, the strongest correlations were observed between Organisational Thriving with both Coaching-Based Leadership and Work Gratitude, with slightly weaker correlations associated with Appreciation at Work. Collective PsyCap resources showed the most substantial links with Work Gratitude, followed by CBL and Appreciation at Work. In contrast, individual PsyCap (iPsyCap) demonstrated more modest but significant relationships with these organisational resources. This study contributes to the fields of Positive Organisational Scholarship and Positive Organisational Behaviour by empirically highlighting the potential impact of positive organisational practices on both individual and collective PsyCap and OT.

Fostering innovation through green HRM: The mediating role of organizational support and green commitment

This study aims to investigate the role of green human resource management (GHRM) on innovative work behavior in helping organizations to implement environmentally friendly business practices. By using natural resource-based view and social exchange theory as theoretical lens, we consider the role of green HRM, perceived organizational support for the environment, green knowledge sharing, and green commitment as antecedents of innovative work behavior. The sample is 215 employees from the MSME’s manufacturing industrial sector in West Java province selected using purposive sampling, then the data was analyzed using structural equation models (SEM-PLS). The research results show that GHRM practices have a positive and significant influence on green commitment, green knowledge sharing, and innovative work behavior. Apart from that, the moderating role of green knowledge sharing is found to strengthen the relationship between green human resource management and green commitment. The mediating role of green commitment in the relationship between GHRM and employee innovative work behavior is also confirmed. This study also found that organizational support indirectly influences green commitment. The findings of this study provide contribution to the literature, especially in the field of organizational behavior by emphasizing the role of GHRM practice to stimulate innovative work behavior of employees. It also provides practical implications for organizations to adopt environmentally friendly business practices as an effort to improve their positive outcomes of the employees.

Fostering Innovative Work Behavior through Job Autonomy and Employee Work Passion: Moderating Role of Communication Climate

In today's rapidly evolving business landscape, employees' innovative work behavior (IWB) stands out as a fundamental factor in organizational success. Despite its critical importance, there remains a gap in understanding and measuring IWB, particularly within the branch of research and development (R&D) organizations. This study seeks to address this gap by exploring the relationships between communication climate, job autonomy, employee work passion, and innovative work behavior among employees in Malaysian R&D organizations through a sample of 325 respondents. By using a quantitative approach, this research utilized surveys to collect data from employees working within Malaysian R&D organizations. The sample was carefully selected to cover various sectors within R&D. The data collection process relied on the Innovative Work Behavior (IWB) scale. The analysis of the survey findings uncovers relationships between communication climate, job autonomy, work passion, and innovative work behavior within Malaysian R&D contexts. The research reveals significant correlations among these variables, offering valuable insights into the factors influencing employees' inclination toward innovation. This study holds substantial implications for both scholars and practitioners in the fields of organizational behavior and management. By explaining the drivers of innovative work behavior within R&D organizations, this research provides actionable insights for nurturing a culture of innovation and enhancing organizational effectiveness.

The role of boundary-spanning behaviour in enhancing individual innovation performance: a cross-level investigation

PurposeThis study aims to investigate the impact of team boundary-spanning behaviours (BSBs) on innovation performance at both individual and team levels. The study specifically focuses on the mediating effects of knowledge sharing and creative self-efficacy, as well as the boosting influence of perceived superior trust.Design/methodology/approachThis study employs a multi-level structural equation model to examine the data collected from 108 teams and 596 individuals. The aim is to investigate both the direct and indirect effects of BSBs on innovation.FindingsThe findings indicate that BSBs have a dual impact on innovation performance, both directly and indirectly through knowledge sharing and creative self-efficacy. Moreover, this impact is magnified by the perceived confidence from higher-ranking individuals.Practical implicationsThe study indicates that managers should cultivate boundary-spanning behaviours (BSBs) and create a trusting environment in order to promote innovation. Facilitating the dissemination of knowledge and enhancing one's belief in their ability to be creative are crucial tactics.Originality/valueThis study provides fresh perspectives on how the behaviours of a team impact the individual results of creativity, emphasising the crucial role of trust in amplifying the beneficial benefits of BSBs on innovation. This study enhances the existing knowledge in the field of organisational behaviour and innovation management by providing a comprehensive analysis of the specific ways in which BSBs influence innovation performance.

Doing well by doing right: where is practical wisdom in business?

Purpose This study aims to empirically examine the unexplored effects of organizational spirituality on the relationship between knowledge sharing and organizational practical wisdom (phronesis). By integrating these constructs, this study seeks to uncover the mechanisms through which organizations can cultivate practical wisdom and foster a more humanistic approach to management. Contributing in this way aids in the advancement of sustainable and ethical business practices. Drawing upon the theoretical foundations of knowledge dynamics and spirituality in the workplace, this research offers novel insights into the enablers of organizational phronesis. Design/methodology/approach To explore the influence of spirituality on the relationship between knowledge sharing and practical wisdom, a comprehensive study was conducted. An online survey was conducted to collect answers from 365 workers, ensuring a diverse and representative sample. Partial least squares structural equation modeling to test our hypotheses. Findings This research reveals a significant correlation. Knowledge sharing, when supported by spirituality, enhances workplace efficiency and extends its positive impact beyond the workplace. This underscores the importance of embracing organizational spirituality and knowledge sharing to embody organizational phronesis and achieve a humanized strategy. By fostering this, organizations can promote effective decision-making and problem-solving, thereby enhancing their sustainable performance. Originality/value This research breaks new ground by empirically investigating and establishing the previously unexplored effects of knowledge sharing and organizational spirituality on organizational phronesis, thereby contributing to the evolving field of organizational behavior, sustainability and business ethics.

Transforming Key Industries in Rivers State: The Impact of Automation and Artificial Intelligence on the Future of Work

The study investigated automation, artificial intelligence and the future of work in key industries in Rivers State. Four research questions and four corresponding hypotheses were formulated to understand how AI automation relationship s job security, skill requirements, workforce adaptation, employee well-being, and work-life balance in these industries. The research uses a correlational research design and the target population comprises employees from key industries in Rivers State, including manufacturing, agriculture, healthcare, and technology sectors. A stratified random sampling technique was employed to draw a sample size of 54 employees across these industries. The self-structured questionnaire titled “Automation and Artificial Intelligence Integration in Industries Questionnaire (AAIIIQ)” and “Future of Work Questionnaire (FWQ)” using a 4-point Likert scale ranging from Very Low Extent (1) to Very High Extent (4). The questionnaire was distributed within the dry season of November 2023 to February 2024. During this period, 54 copies were distributed, but only 49 were returned. Of these, 2 were not correctly filled out, leaving the researcher with only 47 valid copies that were used for data analysis. To ensure content validity, the questionnaire was reviewed by experts in the field of Organizational Behaviour and Information and Communication Technology (ICT). The reliability of the instrument was assessed using the test-retest method with a sample of 10 participants which were not part of the main sample size, but within the study’s population. The questionnaire was distributed twice at a two-week interval, and the responses were analyzed using the Pearson Product-Moment Correlation (PPMC). A reliability index of .87 was calculated based on the outcomes of this analysis. Mean and standard deviation, was used to answer the research questions, Pearson’s Product-Moment Correlation (PPMC), was utilized to test hypotheses at a significance level of 0.05. The findings underscore the critical importance of considering the effects of AI automation on job security, workforce adaptation, employee well-being, and organizational strategies. Conclusion, the study’s findings underscore the transformative nature of AI automation on the future of work in key industries in Rivers State. By recognizing and responding to these changes, organizations can harness the full potential of AI automation while mitigating its potential negative impacts. The study recommended that organizations should prioritize employee training and development, offering opportunities for upskilling and reskilling to ensure their workforce remains competitive and adaptable to technological advancements.

An in-depth examination of management interaction through employee voice dynamics in human resource management

Voice is a critical employee behavior that promotes ideas, concerns and ideas throughout the company. It is a frequent technique that learning the obstacles of leadership and issues that can affect the functioning of the corporation. In this paper, our primary goal of the research on employee voices, determine fields and the research findings on employee voice can be utilized as well as modified to be applied in other categories that illustrate the result in a more broad conception of employee voice. This review includes the fields of employee voice and Organizational Behavior (OB) coupled with Human Resource Management/Employment Relations (HRM/ER). It maintains by indicating the field's conceptions and assessments of employee voices that are distinct from one another. The impact of direct opinions from superiors, direct voice involvement and the mediating function that trust assumes are in those interactions. Based on significance, technique, process and voice management, it identifies their similarities and variations.

The Chinese customers and service staff interactive affective system (CCSIAS): introduction to a multimodal stimulus dataset.

To research the emotional interaction between customers and service staff, single-modal stimuli are being used to activate subjects' emotions while multimodal emotion stimuli with better efficiency are often neglected. This study aims to construct a multimodal emotion stimuli database (CCSIAS) with video records of real work status of 29 service staff and audio clips of interactions between customers and service staff by setting up wide-angle cameras and searching in company's Ocean Engine for 15 consecutive days. First, we developed a tool to assess the emotional statuses of customers and service staff in Study 1. Second, 40 Masters and PhD students were invited to assess the audio and video data to evaluate the emotional states of customers and service staff in Study 2, using the tools developed in Study 1. Third, 118 participants were recruited to test the results from Study 2 to ensure the stability of the derived data. The results showed that 139 sets of stable emotional audio & video data were constructed (26 sets were high, 59 sets were medium and 54 sets were low). The amount of emotional information is important for the effective activation of participants' emotional states, and the degree of emotional activation of video data is significantly higher than that of the audio data. Overall, it was shown that the study of emotional interaction phenomena requires a multimodal dataset. The CCSIAS (https://osf.io/muc86/) can extend the depth and breadth of emotional interaction research and can be applied to different emotional states between customers and service staff activation in the fields of organizational behavior and psychology.

Chief executive officer’s dark triad personality and firm's degree of internationalization: The mediating role of ambidexterity

This study empirically examines the relationships among CEOs’ dark triad personality (narcissism, psychopathy, and Machiavellianism), ambidexterity, and firms’ internationalization behavior. Dark triad personality traits have attracted growing attention in the fields of psychology and organizational behavior due to their influence on individual decision-making, particularly by individuals in executive leadership roles. We extend research on dark triad personality to international business (IB) and examine the link between IB decision-makers’ personality traits and firms’ IB outcomes. Our research highlights the complex dynamics shaping firm internationalization, with both the CEO’s dark triad personality and ambidexterity playing significant roles in driving firm internationalization outcomes. An analysis of 405 firms from the United Kingdom and the United States reveals that ambidexterity partially mediates the relationship between dark triad personality and the degree of internationalization and that firms pursuing internationalization may benefit from CEOs with a dark triad personality.

The effect of remote work on millennials’ organizational commitment: the moderating role of shared leadership and followership

PurposeThis study aims to explore the impact of remote work (RW) on millennials’ organizational commitment (OC) by addressing four research gaps identified in existing studies. Drawing on social exchange theory (SET), the authors also investigate if millennials are well-suited for RW environment and how shared leadership (SL) and followership moderate the relationship between RW and millennials’ OC.Design/methodology/approachA survey was conducted involving 154 millennial employees. Confirmatory factor analysis and hierarchical multiple regression analysis were performed to investigate the moderating effect of SL and followership on the relationship between RW and millennials’ OC.FindingsThe results reveal that millennials’ OC increases with the degree of RW. Moreover, both SL and followership exhibited a moderating effect on the RW-millennials’ OC relationship, emphasizing their importance in shaping millennials’ OC.Research limitations/implicationsWhile the effect of RW on individual-level outcomes remains controversial, this study sheds light on the positive impact based on millennials' characteristics and suggests strategies to strengthen their OC in remote working environments. However, due to the cross-sectional nature of our research, a longitudinal study would be valuable to provide deeper insights.Originality/valueThis study contributes to the field of organizational behavior (OB) by connecting millennials’ traits with SL and followership, offering valuable insights into strengthening their OC within the context of RW through the lens of SET. By addressing and filling the four identified research gaps, our research advances knowledge in the improvement of millennials’ OC within the RW environment.

ORGANIZATIONAL BEHAVIOR AND BUSINESS PSYCHOLOGY

This article provide delves into the interconnected fields of organizational behavior and business psychology, which explore the intricate dynamics shaping individual and group behavior in the workplace. Business psychology, a subfield of psychology, focuses on applying psychological theories to enhance workplace well-being and productivity. Meanwhile, organizational behavior studies how organizational structures influence employee performance and overall success. Both fields face challenges, including ethical considerations, cultural diversity, and the complexity of leadership. To address these challenges, researchers advocate for interdisciplinary collaboration, methodological advances, and ethical research practices. By navigating these complexities, scholars contribute not only to academic knowledge but also to practical solutions for optimizing organizational performance. In an ever-evolving business environment, understanding human behavior remains paramount for sustained success.

Affective commitment in entrepreneurial students: person-oriented factors and subjective firm performance

Purpose This study aims to address the effects of self-esteem and affective commitment on firm performance and whether these effects vary according to the gender and age of active entrepreneurial students. Design/methodology/approach This study uses a subsample from the Global University Entrepreneurial Spirit Students’ Survey (GUESSS) of entrepreneur students running their own businesses to perform a structural equation model (SEM) analysis to test the relationship between self-esteem (SE), affective commitment (AC) and firm performance (FP) moderated by the gender and age of entrepreneur students. Findings The results confirm that higher levels of entrepreneur SE are related to a higher assessment of AC and FP. A major effect of SE on AC was also observed among male respondents. Age was not related to an increase in AC. The effect of SE on AC and FP was lower among older students. Originality/value This study makes valuable contributions to the fields of entrepreneurship, psychology, gender and organizational behavior. This study presents empirical support for the theoretical framework using SEM, presenting initial insights into the mechanisms that shape AC in entrepreneurial students and its implications for FP.

The Influence of Psychological Capital on Employees Turnover Intention: A Conceptual Model

In the context of fierce talent competition, attracting and retaining high-performance employees is a common challenge faced by organizations. Therefore, how to utilize various resources to control employee turnover is an urgent issue at the organizational level. Psychological capital is a relatively new type of capital that has emerged after studying economic capital, human capital, and social capital. It has become a valuable and reasonable investment and has expanded to the fields of human resource management and organizational behavior, receiving widespread respect from scholars. This paper further deepens the research on the development of psychological capital in the field of human resource management through a comprehensive literature review and proposes a link between psychological capital and employee turnover intention. The results of this study show that there is a significant relationship between psychological capital and employee turnover intention. The proposed conceptual framework will make valuable contributions to future research.

여성 리더십과 성 고정관념 연구 동향

While South Korea has experienced remarkable economic growth, it still ranks near the bottom globally in terms of gender equality. For instance, the number of female leaders, particularly in senior positions, remains significantly lower than that of their male counterparts at all levels of Korean society. Several studies suggest that this discrepancy is not due to women being less capable or performing less effectively as leaders than men, but rather stems from deeply ingrained social stereotypes surrounding women and their leadership abilities. Sex stereotyping involves generalizing characteristics of an entire group of women onto an individual simply because she is a woman. Stereotypes about ‘what women are like’ or ‘what women should be like’ can lead people to believe that women are unsuitable for leadership positions or to denigrate women leaders who defy gender stereotypes. These gender stereotypes can significantly impede women from attaining leadership positions and hinder their effective performance as leaders. Despite the rising participation of women in the workforce and the increasing number of women leaders in Korea, there remains a notable gap in research on women's leadership. Specifically, the majority of studies on women leaders have been conducted in non-management fields, such as women's studies, highlighting a crucial need for attention from the management community. This study aims to stimulate interest within the Korean business administration community in women's leadership and gender stereotypes. It seeks to accomplish this by thoroughly identifying recent empirical findings that address stereotypes associated with women's leadership. To achieve this objective, the study begins by scrutinizing theoretical frameworks elucidating the impact of sex stereotypes on women's leadership. Subsequently, we delve into global research trends on sex stereotypes and women's leadership, with a specific emphasis on empirical articles published in prominent international journals within the organizational behavior field over the last decade. A distinct chapter is dedicated to empirical papers published in South Korea. Finally, practical suggestions and future research directions are proposed.

Why do employees craft their jobs: a qualitative analysis of job crafting motives from actor and observer perspectives

PurposeDespite its flourishing development since first proposed, job crafting literature has provided limited insights into why people craft their jobs. This study theoretically develops a two-dimensional integrative framework for the motives of job crafting, including orientation (self-oriented vs work-oriented vs other-oriented) and self-determination (autonomous vs introjected vs external) dimensions. We further investigate the specific motives of job crafting from actor and observer perspectives.Design/methodology/approachWe conducted two critical-incident recall surveys among 120 and 100 employees from varied sectors and organizations, who responded from the actor and observer perspective respectively. 395 and 299 valid open-ended responses were then collected and coded following the steps for content analysis.FindingsDrawing from the proposed two-dimensional theoretical framework, we identified 16 specific job crafting motives from actor and observer perspectives.Practical implicationsOur findings remind managers to pay attention to employees' motives of job crafting and take appropriate managerial actions according to their varied motives.Originality/valueBy incorporating job crafting from the motivation literature and identifying diversified motives that drive employees to engage in job crafting, this qualitative study contributes to both the job crafting literature and the broader application of self-determination theory in the field of organizational behavior.

Molding the Future: The Integral Role of Leadership Styles in Shaping Organizational Success

This research provides a comprehensive examination of various leadership styles and their impact on organizational success. The study delves into the characteristics and effects of transformational, transactional, autocratic, democratic, authentic, spiritual, knowledge-oriented, and leadership commitment styles on key organizational outcomes such as employee satisfaction, innovation, and financial performance. Transformational leadership is highlighted for its ability to inspire and engage employees, fostering an environment conducive to innovation and adaptability. Transactional leadership, while effective in stable and predictable environments, shows limitations in dynamic settings requiring creativity. Autocratic leadership, often associated with diminished employee morale, contrasts with democratic leadership, which promotes employee participation and satisfaction. Authentic leadership emerges as a significant contributor to a positive organizational climate, emphasizing ethical behavior and trust. Spiritual leadership is recognized for aligning personal and organizational values, enhancing job satisfaction and organizational commitment. Knowledge-oriented leadership is identified as crucial in technology-driven sectors for fostering innovation and managing complex information flows. Leadership commitment is emphasized for its role in driving organizational change and performance. The study concludes that effective leadership requires adaptability and contextual awareness, with no single style being universally effective. The findings suggest that a blend of leadership styles, tailored to specific organizational contexts, can lead to enhanced organizational performance and success. This research contributes to the field of organizational behavior by providing insights into the effective application of diverse leadership styles in varying organizational contexts.

Counting on strengths: harnessing character strengths to stimulate innovative work behaviour

PurposeProposing a strengths-based perspective for innovative work behaviour (IWB), the purpose of this paper is to explore character strengths (CS) as antecedents to IWB. Extending the literature and operating in the framework of positive organisational behaviour, this paper considers creative self-efficacy a crucial link between CS and IWB. The role of growth mindset and learning organisation in facilitating IWB, presented as a conceptual model, contributes to the theory in this field, aiding in developing an overarching theory to understand IWB.Design/methodology/approachA narrative literature review was performed on the CS, IWB and positive organisational behaviour literature to adapt theories and develop propositions for the conceptual model.FindingsThis paper develops a conceptual framework proposing direct relationships between CS and IWB. This study posits creative self-efficacy (CSE) as the mediator between this relationship and growth mindset, learning organisation as the moderators for the link between CS and CSE and CSE and IWB.Research limitations/implicationsThe paper presents a conceptual framework focusing on the positive personality traits of employees, precisely their CS. This study explores how leveraging these strengths can enhance their capacity for IWB. The suggested model also prompts additional research in understanding IWB.Originality/valueTo the best of the authors’ knowledge, the conceptual framework proposed is the first to explore the diverse individual differences factors and the role of contextual facilitation in enhancing employees’ IWB. This study contributes to the growing field of positive organisational behaviour and assists HR managers in tapping into employees’ internal resources. This paper’s theoretical and practical discourse can inspire future research and encourage a strengths-based view of workplace processes.