Members Of Organization Research Articles

Social Power May Enhance Workplace Initiative: An Experimental Investigation Among Two Samples.

Organizational citizenship behavior (OCB) refers to voluntary actions members take to benefit organizational function. However, the benefits of OCB for organizations are sometimes countered by detriments for employees who exhibit them, resulting in threats to organizational members' psychological wellbeing. The present research examined whether social power-the perceived ability to control allocations and outcomes in a social hierarchy-could increase OCB endorsement while buffering against negative personal costs. Indeed, manipulated social power enhanced OCB endorsement. This effect was mediated by increased positive affect and goal seeking among participants assigned to a high-power condition relative to participants assigned to a low-power condition. Further, participants assigned to a high-power (vs. low-power) condition did not report increased occupational burden despite their greater OCB endorsement. Patterns of results were similar among a sample of community members (N = 149; Mage = 37 years) and a sample of university students (N = 129; Mage = 20 years). Organizations might empower members by employing procedural justice principles that facilitate members' meaningful contributions to workplace operations.

SEM approach to assess self-efficacy and social capital of producer’s organizations in Chhattisgarh

Farmer-producer organizations are typified by farmer groupings that are structured with the intention of turning a profit by leveraging economies of scale and functioning similarly to corporate entities. The creation and advancement of farmer collectivization can offer farmers a forum for obtaining essential information, exchanging knowledge, sharing production and marketing risks, and embracing market-driven agricultural product production. Compared to the individual method, grassroots initiatives on the collectivization of marginalized rural communities can enhance their support for livelihood in terms of income, self-respect, negotiating power, etc. The current study was carried out in the state of Chhattisgarh in order to propose a model by combining two schools of thought; the function of social capital, and self-efficacy that influence the perceived performance among the members of farmer producer organizations (FPOs). This study was set out to determine and investigate the fundamental causes of the farmers' groups' performance in producer businesses that are operating quite successfully on the ground. Findings reveal that self-efficacy was a key player as a partial mediator in the social capital formation that affected FPO performance. The size of mediating effect was analysed and observed highly significant with 45.77% effect size.

Business Educators’ Critical Reflection on Leadership

It is axiomatic: Leadership is pivotal for positive organisational results. Pervasive literature can guide, yet many organisations suffer unsatisfactory results. It is a question of the gap between intent and execution. Mountains of leadership literature obfuscate versus clarify. This distortion demands scrutiny. Our research question is: “What is leadership?” Our research methodology was reflection (Dewey and others), attempting clarification to improve understanding and guide successful action. Our findings demonstrate that literature inconsistently defines leadership which impacts understanding and practice. Leadership is often studied from the perspective of either (a) the person, specifically their competence, i.e., knowledge, skills, attitude, experience, and behaviour about (i) themselves, (ii) cultivating positive relationships with others, (iii) nurturing effective teams, and (iv) business/technical/job-related content, or (b) function, i.e., attaining organisational results by goal achievement through coordination of organisation-wide activities supported by the free-willed cooperation of all organisational members, or (c) social influence, that is leadership behaviour impacting the functioning of the organisation. Research primarily examines leadership as social influence. These three perspectives are seldom integratively studied, suggesting mutually exclusive domains. However, person, function, and social influence are interconnected. Our findings imply leadership as an interplay between the person, the collective, and contextual conditions impacting organisational results. Therefore, studying leadership from the combined perspectives of person, function, and social influence is more useful. Doing so provides a holistic understanding that ensures attaining positive organisational results. The value of the study includes that reflection, an underused research method examining leadership, can limit proliferation of superfluous literature that often produces confusion. Both academics and practitioners can question their thinking, assumptions, and actions to guide better actions and to approach better results. We recommend further study to hone reflective practice and learning.

Developing Problem Representations in Organizations: A Synthesis across Literatures and an Integrative Framework

Organizational research has long suggested that when working with problems that are complex and ill-defined it is imperative for organizational members to understand and represent these problems in order to effectively address them. However, research on the topic has remained fragmented across different organizational literatures resulting in the development and persistence of ambiguities in our understanding of the activities that compose the process of developing problem representations, the temporal patterns through which they unfold, and the associated mechanisms and outcomes. In this paper, we review and synthesize research across seven different literatures—all of which examine different organizational contexts that involve complex and ill-defined problems—and offer a framework that integrates research across these different literatures. Our framework delineates the different activities constituting the process of developing problem representations, provides insights about different approaches to developing problem representations, elaborates our understanding of the mechanisms associated with the process, and broadens our understanding of the different outcomes of the process. In so doing, our review and framework not only offer clarity and coherence on the topic but also highlight new opportunities for theoretical and methodological advancements.

Rethinking Security Paradigms in the Face of External Backlash: A Case Study in Private Security

Premises security is essential for organizations to function efficiently and effectively. The sanctity of space and its associated perimeter not only signals a boundary for outsiders but also serves as a second home for organizational members. These members cannot meet organizational requirements if they are constantly on guard, protecting themselves and the organization’s property. However, the gradual encroachment of industrial space by squatters, while reflecting uneven economic development, presents significant security challenges, as some inhabitants of informal settlements find pilfering and other petty crimes financially rewarding. The dominant security strategy typically involves armed guards, whose presence may act as a deterrent. However, the death of an intruder or trespasser due to a guard using his firearm has far-reaching implications due to prevailing legal doctrines and stakeholder dynamics. In India, the legal system treats death as a serious matter, out of proportion to the crime of theft, and the socio-political environment echoes this perspective. Such deaths often lead to collective protests from citizens, often in the form of a dharna or a gherao, which not only disrupts the firm’s operations but also poses a challenge to legal and administrative authorities and management. Dispersing the dharna and preventing it from escalating into a violent mob typically requires the management to negotiate compensation with the aggrieved family, alongside a commitment to legal authorities to impose strict restrictions on the use of firearms. The erosion of deterrence following such negotiations renders security guards ineffective. Their response to trespassing and pilfering is reduced to physical confrontation, attempting to evict individuals, which places guards at risk when faced with armed intruders. Our case study illustrates how an organization restored deterrence, and thus the sanctity of its perimeter, by incorporating attack dogs into its security strategy.

Exceeding expectations increases satisfaction among Louisiana waterfowl hunters

AbstractLouisiana surveys waterfowl hunters every 5 years to assess hunter effort, harvest success, demographics, and preferences for proposed regulations and management practices. The 2020 Survey of Louisiana Waterfowl Hunters addressed hunter satisfaction patterns, hunter perceptions on waterfowl migration, associations of field experiences to satisfaction, associations among distribution waves, the efficacy of sample coverage by an email survey, and allowed comparison with hunter satisfaction with surveys in 2005, 2010, and 2015. We distributed a 31‐question survey by email to 73,554 Louisiana waterfowl hunters following the 2019–2020 season. We received 13,483 total responses, of which 8,218 were usable (licensed respondents actively hunting waterfowl during the 2019–2020 season), resulting in a qualified response rate of 12.0%. We compared qualified respondents to the overall population of Harvest Information Program registrants (169,891) and found no significant differences for age class, geographic distribution, and license type. Our results indicated that surveys should be distributed in 3 waves, as the number of days hunted would be overestimated by 7% (mean of 15 days [95% confidence interval = 14.7–15.7] compared to a mean of 14 days [95% confidence interval = 13.7–14.4]) by a single survey. Hunters' satisfaction was independent of which geographic zone they hunted, whether they were members of conservation organizations, or how many waterfowl were seen. Our results also indicated that the probability of greater hunter satisfaction was increased by 98% as the number of waterfowl harvested surpassed 57, by 68% for respondents reporting that their actual harvest exceeded expected harvest by at least one bird, and by 61% for respondents reporting that their actual days hunted exceeded expected days hunted by at least one day.

Exploring Leadership in the Hybrid Workplace

The workplace and work life has changed due to advances in digital technology, which has increased distributed work. Many organizations no longer work in a physical office, but in a hybrid workplace where organizational members work both remotely, using digital technology, and in the physical office. This literature review explores and examines the existing research on leadership in hybrid workplaces. While there is a large body of research on e-leadership and numerous studies on the pandemic, there is a paucity of research on the leadership of hybrid workplaces, which is crucial in the present workplace. Hence, this paper is a systematic review of the literature that addresses leadership in the hybrid workplace across disciplines. A total of 48 papers from six databases were analyzed and interpreted. This review reveals the different but complementary disciplinary focus contributing to developing the knowledge of leadership in the hybrid workplace. It also presents a comprehensive overview of changes to the workplace and the critical challenges leaders face with the abrupt switch to the new structure of the workplace. This work has significant learning points for leadership practice in the contemporary workplace. It offers a conceptualization of hybrid leadership, along with propositions for future research.

Leaders Benefit From Organizational Membership: Perspectives From the United States and Canada.

This article explores the value of nurse leader membership in professional organizations in the United States and Canada. Benefits include the sharing of scholarly information, enlarging networks, and professional development.

Professor Namburi Hanumanta Rao: A master innovator who shaped Ayurveda Pharmaceutics

Abstract Many legendary Ayurvedic physicians in Andhra Pradesh have dedicated their lives to patronizing Ayurveda on par with the Allopathic system, and some contributed to Ayurveda through their research, practice, orientation, teaching, manufacturing of medicines, and publication. Namburi Hanumanta Rao (NHR) is a man with all the above skills. Prof. Rao is considered a great Ayurvedic scholar and pioneer in Rasashastra. Prof. Rao did his research in many branches of Ayurveda and had good practice, orientation, teaching ability, skills in manufacturing medicines, and publications. Prof. Rao contributed a lot to propagating Ayurveda on scientific lines. Prof. Rao established Dr. Rao’s Herbal Pharma Pvt. Ltd. in 1987. Diabetes, arthritis, and hair care are three significant components of his pharmacy. He published works like the Manual of Numburi Phased Spot Test (Qualitative standardization of Bhasmas and Sindhuras), Panchabhuta theory (A study of Panchabhuta at the molecular level), and the Nyaya Vaiseshika theory of the Evolution of the Universe closely correlates with the Big Bang theory of modern scientists. He established The Academy of Ayurveda, Sevaniketan, and Yoga Samaj organizations. He innovated many new techniques in Rsasasastra. NHR was a member of many governments and voluntary organizations, received many awards, presented scientific papers in many national and international seminars, visited foreign countries, and served to enrich the Ayurvedic system of medicine in the country and abroad. He was a highly respected personality whose life can be summarized with the quote, “Be Ayurvedist; be Proud of it.”

Mandating Women Board Members in Sport Organizations: Change via Coercive Institutional Pressure

Boosting board representation of women redresses structural unfairness and improves corporate governance and performance. The Change Our Game initiative, running over 3 years statewide in Victoria, Australia, mandated 40% representation of women on state sport boards. At the start, only 44% of state sport boards had 40% women representation; by the mandate deadline, this had increased to 93%. Using an institutional theory lens, the authors qualitatively analyzed four stakeholder groups: mandators, policy champions, operationalists, and mandate targets. Stakeholder sentiments were analyzed pre- and postmandate deadline over 3 years. Sentiments ranged from positive to equivocation to denigration. The mandate’s coercive pressure, supported by institutional legitimacy and work to accelerate changes, led to institutional change and achieved a significant increase in women board members. Change was grounded in strong ethical and cognitive support from mandate champions. Microsocial expressions of denigration and change resistance did not prevent successful change.

Does Culture Strengthen or Break Organization? Revisiting Organizational Culture’s Roles in Organizational Social Life

As a collection of individuals who work together to achieve organizational goals, the organization urgently needs glue which attaches all members. Existing studies find that organizational culture can be a means to provoke collectivism climate for influencing organizational performance. The study aims to examine the potential capacity of organizational rituals of arisan and picnic in evoking organizational social cohesion, from the perspective of organizational members. Furthermore, it aims to explore the other possible functions of organizational culture. The data are collected from co-reflection by using certain reflection guidance. The study finds that organizational arisan or picnic can potentially benefit members. It provides opportunities for members to share happy moments, face challenging activities together, forget their conflict and replace it with new happy experiences. However, this ritual does not always bring genuine happiness. It may keep silent storm of emotion as the ritual can exert social pressure, display dominant social status, reinforce power of giving which acquire needs to get back (return the kindness). The study also reveals the emergent co-rituals which are created or joined by in-group members. Co-exist rituals allow members to fit their individual-group dimensions with less social pressure, build stronger emotional bond and support. However, this too strong emotional tie may ignite inter-group conflict and high competition with other groups.

They don’t really care about us: the impact of perceived vertical pay disparity on employee well-being

ABSTRACT The gap in pay between those at the top of organizations and other organizational members continues to grow. In this paper, we tested the link between the perception of this vertical pay gap and people’s well-being at work. Specifically, we tested whether greater perceptions that pay is unequally distributed couples with people’s feelings that they are not valued (Lind & Tyler, 1988), eroding their sense of identification and well-being. In two cross-sectional surveys, Study 1a and 1b (N = 1335), we found that the more US and Italian workers perceived that there was a large vertical pay gap at work, the greater their tendency to feel that their organization was not concerned about their welfare. They were also less satisfied in their jobs and less likely to identify with their organization. In two pre-registered experiments, Study 2a and 2b (N total = 785), we manipulated the vertical pay gap in hypothetical organizations and found that when the pay gap was large (versus small) participants felt that the organization was less concerned about their welfare. They also expected to be less satisfied in their jobs, to identify less with the organization, and to experience greater work-life interference.

EXPRESS: Unpacking the Role of Ethical Leadership in the Era of Sustainable Development Goals and Values-based Marketing

Tackling sustainable development goals (SDGs) has become a key strategic marketing activity for multinational enterprises (MNEs) to build their reputation and ensure their brand value. However, SDGs can cause goal conflicts for MNEs, resulting in firms not being equally responsive to all stakeholders. Therefore, this study aimed to explore how ethical leadership, underpinned by a corporate purpose, enables MNEs to pursue SDGs in foreign markets. The researchers argued that ethical leadership based on a corporate purpose can provide strategic direction for MNEs, thus enabling them to focus on selected SDGs that can be integrated into their values-based marketing agendas. Further, the findings revealed that a corporate purpose can offer consistency and perseverance in the exertion of ethical leadership at the local market level; however, ethical leadership may require organizational members to disassociate from structural inconsistencies and goal conflicts in pursuit of aspired SDGs. Thus, the study makes a significant contribution to the literature on international marketing by adopting an ethical perspective to explain how MNEs can strategically position themselves in relation to SDGs in international markets. The findings suggest that ethical leadership can build a foundation for credible marketing communication while serving as a driver of values-based marketing programs.

Participative Leadership VS Servant Leadership on Innovative Work Behavior: Role of Psychological Empowerment as Mediator

The role of psychological empowerment has not been thoroughly elucidated in previous researchers. Therefore, this study aims to examine the influence of participative and servant leadership on IWB and the role of psychological empowerment as a mediator. This study used a quantitative method with an SEM-PLS design on 155 respondents from the batik handicraft industry in Central Java, Indonesia. This finding supports the idea that participative and servant leadership, as well as psychological empowerment, are important for promoting innovation. However, psychological empowerment only strengthens the influence of servant leadership because direct participation in decision-making is already able to trigger employee initiative without the need for increased empowerment first. Servant leaders act as good mentors when organizational members experience difficulties at work, get the freedom to complete difficult tasks, are valued, trusted, and have high trust in leaders related to the principles of work ethics for the progress of the company.

PEMBERDAYAAN MASYARAKAT MELALUI PENGOLAHAN TOMAT MENJADI DODOL DI DESA LENDANG NANGKA KECAMATAN MASBAGIK KABUPATEN LOMBOK TIMUR

The high rate of Indonesian people's appetite for snacks demands the production of snacks that comply with SNI, have good quality and are healthy. Tomatoes are one of the fruits that contain various nutrients and antioxidants that are needed by the body. Tomatoes can be processed into a variety of healthy and quality snack products including tomato dodol. The purpose of this community service activity is to improve community skills in processing dodol as a healthy snack made from tomatoes, while overcoming the problem of excessive tomato production in Lendang Nangka Village. The method used in this service is an action research approach combined with socialization of training in processing and packaging tomato dodol to the community in Lendang Nangka Village, Masbagik District, East Lombok Regency. The socialization and training of tomato dodol processing received enthusiasm and good attention from the women members of KWT and members of youth organizations.

Bifurcations in a Model of Criminal Organizations and a Corrupt Judiciary

Let a population be composed of members of a criminal organization and judges of the judicial system, in which the judges can be co-opted by this organization. In this article, a model written as a set of four nonlinear differential equations is proposed to investigate this population dynamics. The impact of the rate constants related to judges’ co-optation and ex-convicts’ recidivism on the population composition is explicitly examined. This analysis reveals that the proposed model can experience backward and transcritical bifurcations. Also, if all ex-convicts relapse, organized crime cannot be eradicated even in the absence of corrupt judges. The results analytically derived here are illustrated by numerical simulations and discussed from a crime-control perspective.

The effects of armed conflicts on local economic dynamics in the Mopti and Ségou regions of Mali

Armed conflicts significantly affect the social and economic conditions of societies in turmoil, disrupting the normal functioning of local economies. The study described in this article seeks to delve into the repercussions of armed conflicts on the dynamics of local economies in Ségou and Mopti, Mali, since the conflict outbreak in 2012. Employing a case study method, the research uses field observations and in-depth interviews with various stakeholders, including residents, displaced individuals, local authorities, former hostages, herders, farmers, traders, officials, and members of non-governmental organizations. The examination of the Ségou and Mopti cases underscores how armed conflicts have disrupted local production processes and curtailed population consumption patterns. Notably, weekly fairs that are pivotal for economic exchanges have been either prevented or abandoned by the populations. Additionally, farms face restrictions by enforced cultivation prohibition or the intentional burning of crops upon maturity. These findings contribute valuable insights into the nuanced effects of armed conflicts, cautioning against oversimplified generalizations derived from more aggregate analyses. The study sheds light on the intricacies of the local responses to conflict-induced economic challenges, offering a deeper understanding of the complexities involved. This article is based on WIDER Working Paper 2024/53. Helsinki: UNU-WIDER. Available at: https://doi.org/10.35188/UNU-WIDER/2024/515-8 .

“You’re fired”: the influence of heuristic-systematic processing in communication and termination decisions in organizational environments

PurposeDecisions regarding the termination of organizational members are not only common but also represent difficult actions for managers. Despite their importance and frequency, managers often make or avoid them based on incomplete or faulty decision-making criteria. Previous research suggests that decision-makers are subject to internal influences that play significant roles in their decision-making.Design/methodology/approachUsing a controlled between-groups experimental design, this study, guided by the heuristic-systematic model, tested to what extent decision-makers rely on heuristic cues versus the systematic processing of more relevant information when making termination decisions.FindingsFindings suggest the order in which information is presented influences participants’ decision-making and influences the information-processing structure.Practical implicationsFindings suggest practical considerations for managers, management trainees and others who engage in termination decisions as to potential influencing factors.Originality/valueThis research adds to the understanding of the decision-making process in organizational contexts.

Workplace Diversity: Hidden Treasure for Boosting Organizational Performance

Today, many organizations recognize the significant impact of workplace diversity on performance outcomes at all organizational levels. Managers and leaders have embraced differences in organizational workforce members through diversity management initiatives, training and programs that yield competitive advantages. The present study contributes to the extant research by developing a new conceptual model that demonstrates relationships between workplace diversity and organizational performance as mediated by diversity management and moderated by multi-level organizational variables. A strong relationship between workforce diversity and excellence in organizational outcomes has grown constantly during the last decade. Practical implications and recommendations are discussed.

Transferable Skills And Graduate Attributes: Analysis of health services management students’ reflections on an industry-based placement

Purpose: Work Integrated Learning (WIL) supports learners to acquire transferable skills and graduate attributes for employability through placements in settings aligned with their future profession. The purpose of this paper is to explore, student reflections on the attainment of transferable skills and university graduate attributes on health service management (HSM) work integrated learning placements in one Australian University. Design/methodology/approach: The study used data collected from e-portfolios from two cohorts of students who completed placements in the health industry. Structured e-portfolios recorded student reflections, these were analysed both quantitatively and qualitatively. To analyse the reflections, content analysis and mapping of narratives to transferable skills and University graduate attributes was used to evidence their attainment by learners on placement. Findings: The data demonstrated that students attained transferable skills and university attributes and reflected upon them in their e-portfolios. However, not all transferable skills and attributes were evidenced in student portfolios. Ethical thoughts and actions, respect and capability with First Peoples, citizenship and social responsibility, negotiation and conflict resolution, research and organizational membership were not comprehensively demonstrated. Reflective skills and learning how to reflect could be further emphasised and practiced within the curricula. The outcomes of the study can be used to strengthen the focus of reflective e-portfolios, inform the development of HSM curricula and support academics teaching in WIL programs to further clarify expectations on reflection. Originality: This paper is of interest to Universities aiming to equip graduates with transferable skills and the attributes to thrive in complex and rapidly changing work environments. The study identified further research opportunities that could inform the design and content of e-portfolios to demonstrate the skills attained on placement.