Field Of Organizational Behavior Research Articles

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.

Job Satisfaction and Employee Performance: An Empirical Approach

Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management.

Introductory Model of Transformational Leadership and Knowledge Management

This article attempts to synthesize the extant literature on knowledge management and transformational leadership in the field of management and organizational behavior. The purpose of the article is to introduce a framework that incorporates the structural, relational, and cognitive dimensions that have a direct/indirect impact on knowledge management and transformational leadership. In addition to providing possible causal relationships, managerial application that may support company performance is proposed.

Testing the Effects of Employee Engagement, Work Environment, and Organizational Learning on Organizational Commitment

Organizational commitment is one of the most widely researched topics in the field of organizational behaviour. The main objective of this study is to test the effects of work engagement, organizational learning, and work environment on organizational commitment in higher education sector. To achieve this objective, the data was collected using an online survey from 242 employees at public universities in northern Malaysia. The collected data was analysed using SPSS and Structural Equation Modeling (SEM). The findings indicated that employee engagement has a significant positive effect on organizational commitment. It was also found that work environment has a significant positive impact on organizational commitment. Finally, the outcomes of this study confirmed that organizational learning has a significant positive effect on organizational commitment. These findings provide useful insights and suggestions for the management in higher educational institutions to learn developing organizational commitment among their employees by adopting effective human resource practices that could ultimately lead organizational competitiveness and increased performance.

Voices from across the divide: An industrial relations perspective on employee voice

In this commentary we note that there is increasing interest in the topic of employee voice; however, we argue that there has been little effort to broaden our existing conceptualizations of voice, which are artefacts of disparate disciplines. The siloed approach, we argue, applies in particular to the view of voice in the field of organizational behaviour (OB) which dominates much of this special issue. We explain how taking an Industrial Relations (IR) perspective on voice can add value to our understanding by looking at voice as a means to challenge management, or as a vehicle for employee self-determination

Structural determinants of psychological well-being for knowledge workers in South Korea

Purpose– Employee well-being has been an under-researched area in the field of human resources (HR) and organizational behavior. The purpose of this paper is to investigate personal (learning goal orientation (LGO)), contextual (empowering leadership), and job-related (psychological empowerment) antecedents of psychological well-being (PWB).Design/methodology/approach– Individual perceptions of knowledge workers in nine Korean consulting firms in South Korea were obtained using a cross-sectional survey. HR managers distributed paper versions of a survey questionnaire to 400 employees, and 334 usable questionnaires were collected, giving the authors a final response rate of 83.5 percent.Findings– As a result of structural equation modeling analysis, the level of employees’ psychological empowerment turned out to partially mediate the relationship between LGO and PWB, while fully mediating the relationship between empowering leadership and PWB. LGO and perceived empowering leadership accounted for 54 percent of the variance in psychological empowerment and the three antecedents explained 47 percent of the variance in PWB.Research limitations/implications– This study relied on a cross-sectional survey method with potential common method bias. As a result of the single-factor test, however, it is unlikely to confound the interpretations of the results. Another limitation of this study is that the sample of this study was restricted to knowledge workers with relatively high cognitive ability since they were mostly junior male managers with four-year college or graduate degrees.Practical implications– To enhance perceived empowerment and PWB, HR, and OD practitioners can support employees and their managers by providing relevant HR practices and services including developing supportive empowering leaders with effective coaching skills, hiring, and developing employees with higher LGO, and redesigning jobs for employees so they feel more empowered.Originality/value– This study linked four emerging subjects in management and positive psychology: goal orientation, empowering leadership, psychological empowerment, and well-being research. The theoretical contribution of this study lies in that it is one of the first attempts to investigate the relationships among LGO, psychological empowerment, and PWB specifically for knowledge workers in South Korea.

Identity and identification at work

Work identity and identification have generated a great deal of interest in the fields of organizational psychology and organizational behavior. Given several theoretical perspectives available to study work identity, the field has developed in somewhat haphazard fashion with independent streams of research investigating the same or highly similar phenomena. In the present review, we provide a broad overview of theoretical approaches and topics in work identity literature to inform and guide future integration. We review over 600 published articles and organize the literature along two dimensions: level of identity inclusiveness (i.e., individual, interpersonal, and collective) and static/dynamic approaches to identity change. Within each review category, a brief summary of extant research is provided, along with suggestions for future research.

Measurement of Personality through Modified Instrument: A Study of Young Consumers of India

Purpose The present work on personality of a consumer focuses on revising and building a comprehensive framework that would help ascertain personality of an individual from consumer behaviour perspective. It proposes a relook at the validation and reconsideration of earlier developed scales in the subject of personality with special reference to Big Five Personality Framework. A sample of 624 was chosen for this study and multi-stage sampling was adopted in view of layer wise spread of population. Based on the results of exploratory factor analysis (EFA), some of the dimensions of Big Five Personality Framework have been retained whereas few emerging constructs were adopted for their relevance to consumer behaviour. Emotional stability and conscientiousness were left unchanged, whereas extraversion, agreeableness and openness were transformed to new constructs for their foundation in organisational behaviour and having relevance of newly adopted constructs in consumer behaviour. One more construct ‘conserving propensity’ was appended to Big Five Model of personality to make it Big Six from Consumer Behaviour Perspective. Background The number of questionnaires either developed or simply used for exploring the personality of an individual has increased in manifolds in recent years. While the rigour applied to the questionnaire development process may be improving, but there still emerges need to make the use of sophisticated procedures to determine the realistic reliability and validity of the instrument, particularly in the field of consumer behaviour and consumer personality. Design/Methodology/Approach The research design was exploratory in nature that helped the researcher in identifying the items falling in the particular construct. EFA was applied for identifying items and constructs. Furthermore, CFA was employed to determine the reliability and validity of the proposed instrument. The quantitative data was collected through structured questionnaire from young consumers being part of higher educational institutes vis-a-vis colleges and universities of J&K state. A collection of prominent tools like Cronbach’s alpha, principal component analysis and structural equation modelling was applied for validation and development of the modified scale. Results Overall results have shown that scale is highly reliable and possesses both discriminant and convergent validity. Furthermore, other reliability forms are on higher side which supports the consistency of the scale. The present scale would have greater credence for researcher in the field of organisational behaviour, consumer behaviour and interdisciplinary areas of both the subjects.

The Influence of Quality of Work Life on Work Performance

Abstract In the dynamic time in which we live, job and life satisfaction have emerged as major issues in the field of organizational behavior. Considering that the goal of every organization is to prosper and maintain its competitiveness, employers are forced to pay attention to employees’ job performance, which is positively related to the quality of their working life. This could be attributed to the fact that employees who attain high levels of job and life satisfaction tend to be highly motivated and work more efficiently. Consequently, starting from a secondary analysis based on data provided by the European Working Condition Survey, the present paper aims at drawing a picture of the way employed population in Romania relates to different quality components of work life.

Organization Performance and Leadership Style: Issues in Education Service

Leadership has been recognized as a vital focus in the field of organizational behaviour in which it is one of the dynamic effects during individual and organizational interactions. Leadership undoubtedly has the major role in the outcome of any project in which all identified leadership styles have variable outcomes under different situations. Due to the fact that Malaysian literature on leadership styles and organizational performance is not being enriched, there is an urge for the researcher to perform a robust and rigorous research by examining the relationship of leadership styles and organizational performance among academics leaders in education service environment. This study examines the leadership styles of the academic leaders in the Malaysian Public Universities in Klang Valley area. It is found that transformational leadership was highly practiced by most academic leaders in Malaysian Public Universities in Klang Valley area. Transformational leadership supported knowledge sharing among educators. Further research is needed to understand the characteristics, skills, and preparation needed for aspiring an individual seeking to move into the position of faculty leaders.

The Effects of Person-Environment Fit and External Locus of Control on Organizational Affective Commitment: a Study of Immigrant Wives in Taiwan

The National Immigration Agency of Taiwan reported that, by 2014, more than 498,000 immigrant spouses were registered in Taiwanese households, 91 % of which was female. Immigrant wives are now a significant part of Taiwanese society, and they are an important aspect of the labor force in Taiwan’s economy. However, they face major challenges in the workplace, which influences their work outcomes, results in a reduced labor force for enterprises, and increases societal costs. This pioneering study employed the person-environment fit and locus of control concepts from the organizational behavior field to address this issue. A sample of 130 immigrant wives from Indonesia and Vietnam living in Taiwan was surveyed. The results of a hierarchical regression analysis found that immigrant wives’ person-job fit and person-supervisor fit significantly influenced their affective commitments to their workplaces. An external locus of control significantly weakened the relationship between person-environment fit and affective commitment. The contributions and implications of the study results were discussed.

How women traverse an upward journey in Indian industry: multiple case studies

PurposeThe purpose of this paper is to present multiple case studies of women in leadership roles in India with a view to identifying inhibitors, facilitators and the strategies adopted by them to mitigate the challenges in their odyssey to these positions. The paper contributes to the pivotal subject of under-representation of women in apex positions, which has garnered the attention of researchers in recent years grappling with the identification of the underlying causes. Thus, with a view to narrowing the gender gap in leadership positions, a greater understanding of this phenomenon is called for.Design/methodology/approachThe paper adopts exploratory case study method using multiple case studies. Empirical data were gathered using in-depth semi-structured interviews and personality test (NEO FFI) from women in leadership positions. The qualitative data were analysed using thematic analysis.FindingsThe analysis of data has led to the identification of challenges faced by the women that were categorised as personal, professional, organisational and social issues. Further, six themes emerged as the strategies adopted by the women leaders to overcome the challenges. The paper also highlights the critical social, behavioural and organisational facilitators that played an important role in their leadership journey. The paper also includes context-specific findings of women leaders from Indian industry.Practical implicationsThe paper would have relevance for researchers and practitioners in the field of gender diversity, leadership, organisational behaviour and human resource management. The findings of this paper can be leveraged by organisations to retain and manage female talent, which is a focal area in the present dynamic business environment, when a need for gender diversity is widely acknowledged by the top management in organisations. The exploratory case studies provide vistas for gender-based context-specific and cross-cultural research on the challenges faced by women executives in their leadership journey and the strategies adopted to mitigate these.Originality/valueThough a great deal has been written about the barriers to women’s career advancement, less is known about the facilitators of women’s advancement. Also, women in the Asian context face unique challenges which present a major problem for multinational companies whose hopes for growth are pinned on emerging markets. The paper has identified new emergent themes, which have not been mentioned in the extant literature nationally or globally. The findings provide inputs to companies to adopt policies and practices to facilitate gender equality in leadership. The paper bridges the knowledge gap and makes conceptual contributions for future research.