Organizational Behavior Research Articles

Navigating market waves: How CEO political ideology shapes the currents of innovation-induced tourism value

The upper echelons theory postulates that the cognitive frameworks of top executives shape organizational decisions and behaviors. Based on this theory, this study contributes to the literature by analyzing the effects of the chief executive officer's (CEO) political ideology and political climate on variations in the market value of tourism firms resulting from their innovation activities. An empirical application was conducted on major U.S. hotel companies that have traded on the stock market for the last 25 years (1998–2022) and made innovation-related announcements. This application shows that, although the implementation of innovative activities positively affects a firm's market value, both the CEO's political ideology and the political climate influence the degree of change in the said market value. This study has fundamental theoretical implications for upper echelons theory by improving the understanding of how cognitive diversity derived from political ideology influences decision-making and its outcomes.

Examining the Role of Organizational Culture on Citizenship Behavior: The Mediating Effects of Environmental Knowledge and Attitude Toward Energy Savings

Workplace energy conservation is vital for sustainability, as it reduces environmental harm, lowers greenhouse gas emissions, and conserves natural resources. Such procedures lead to significant financial savings, adherence to environmental standards, enhanced corporate social responsibility, and improved organizational citizenship behavior (OCB). This study investigated the impact of organizational culture (OCULT) on OCB, with environmental knowledge (EK) and attitude toward energy savings (ATES) as mediating factors. Components of the theories of planned behavior and value-belief-norm were evaluated through a structural equation model, showing that OCULT influences OCB through EK and ATES, suggesting OCULT’s direct and indirect effects on OCB. The degree to which EK and ATES mediate these effects varies, emphasizing the importance of a strong OCULT in fostering an environmentally conscious workplace. Specifically, the findings reveal that OCULT is responsible for positively impacting ATES and EK, with path coefficients of 0.587 and 0.661, respectively. OCB is positively influenced by it (coefficient of 0.228). The research indicates that knowledge is vital in improving organizational behaviors, with a significant correlation between EK and OCB (coefficient of 0.675). Mediation analysis indicates that EK mediates the relationship between OCULT and OCB (standardized estimate of 0.344), and that ATES and EK together can enhance OCB (standardized estimate of 0.078), demonstrating a robust and meaningful causal effect mediating this link. This outcome is the product of the mutually beneficial interaction among various variables. This study highlights the importance of integrating cultural considerations into knowledge management to foster a more engaged and proactive workforce, which will enhance organizational performance. As a practical implication, managers should promote energy-saving behaviors and nurture a supportive OCULT to enhance OCB. Incorporating sustainability into core organizational strategies will result in a dedicated workforce actively participating in OCB and energy-saving initiatives.

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.

An Investigation of The Relationship Between Organizational Trust and Loyalty in China's Largest Manufacturing Company

Trust is widely regarded as a potent factor in attaining favorable individual and collective results. Prior studies have commonly categorised trust in business organizations into three distinct dimensions: trust in the organization itself, trust in managers, and trust in colleagues. The primary outcome variables that determine organizational trust are employee job satisfaction, organizational commitment, positive organizational behaviour, and high performance levels. Employee trust can foster emotional loyalty, continuous loyalty, and moral loyalty. We contend that trust exerts a significant influence on employee satisfaction, thereby fostering employee loyalty. This study aimed to examine the correlation between organizational trust and employee loyalty by conducting an employee loyalty survey in a prominent Chinese home appliance company. The statistical analysis conducted using SPSS software validated the correlation between organizational trust and employee loyalty, highlighting the significance of organizational trust in fostering employee loyalty particularly in manufacturing industry.

Agent-Based Model for Situational Awareness in the Workplace: Enhancing Neural Networks with Direct Feedback Alignment

The integration of direct feedback alignment (DFA) into neural networks presents a paradigm shift in computational models, enhancing situational awareness within professional settings. This paper explores the application of DFA in agent-based computational models, demonstrating its efficiency and biological plausibility over traditional backpropagation methods. The research highlights the significant impact of direct feedback alignment on reinforcing situational awareness, evidenced through comprehensive simulations that show marked improvements in agents' ability to effectively navigate and comprehend complex work environments. The study suggests that direct feedback alignment revolutionizes neural network learning processes and significantly enhances cognitive aspects critical to employee safety and operational efficiency. It lays the groundwork for future investigations into the integration of neural computation techniques with organizational psychology and behavior, offering a new perspective on fostering safer, more aware, and efficient workplace environments. The potential application of direct feedback alignment across various professional scenarios opens new avenues for research in computational neuroscience, cognitive psychology, and organizational behavior, with a focus on optimizing human-environment interactions in complex systems.

Limitations and Potential Dark Sides of Transformational Leadership: The Case of the Founder and Former CEO of Theranos

Transformational leadership is widely recognized as an effective leadership style; however, it is important to recognize its potential misuse, where it may serve a leader’s self-interests at the expense of others, both inside and outside the organization. In this article, we present an experiential exercise that uses the case of Theranos and its founder and former CEO, Elizabeth Holmes, to highlight the limitations and potential dark sides of transformational leadership. In this exercise, students watch three YouTube videos about Holmes, identify the characteristics of Holmes that match transformational leadership, and discuss issues with her leadership style. This exercise can be used in Introductory Management and Organizational Behavior courses, in-person or virtually. Students who have completed the exercise agree it is effective in teaching the concept of transformational leadership and in fostering active class engagement.

Employees’ intrinsic motivation in mediating the relationship between perceived ambidextrous organizational culture and innovative behaviour in the Indian IT sector

Employees’ intrinsic motivation in mediating the relationship between perceived ambidextrous organizational culture and innovative behaviour in the Indian IT sector

Emotion word repertoire in the adult attachment interview is linked to reduced suicide attempts in patients with borderline personality disorder

BackgroundThis study explored the association between emotion word repertoire (EWR), attachment, reflective functioning and personality organization (PO) and suicidal behavior in borderline personality disorder (BPD) patients. MethodsThe current study performed a secondary data analysis from a randomized control trial for BPD patients (all female; n = 87; age: m = 27; SD = 7.42). EWR was assessed via machine-scoring transcripts of Adult Attachment Interviews (AAI) for affective words using the VETA electronic scoring software for the Levels of Emotional Awareness Scale (LEAS). Generated scores were related to impairments in PO (Structured Interview for Personality Organization; STIPO), attachment organization (AAI) and mentalization (Reflective Functioning Scale), general symptom severity (Brief Symptom Inventory; BSI-53), self-harm and suicidal behavior. Independent effects of the investigated predictors were studied using Bayesian path analysis. ResultsCorrected for education, findings in Bayesian path analysis suggest an independent negative association between EWR and suicide attempts (BE = −.32; 95 % CI [-.51, −.12]) and positive associations of deficits in PO with psychiatric symptoms (BE = .23; 95 % CI [.01, .44]) as well as suicide attempts (BE = .30; 95 % CI [.08, .49]). DiscussionThe findings underscore the potential role of high EWR and PO as a protective factor for suicidal behavior in individuals with BPD.

Flexible Job Shop Scheduling Problem-Solving Using Apiary Organizational-Based Optimization Algorithm

Flexible job shop scheduling problem (FJSSP) is a complex and challenging problem that plays a crucial role in industrial and manufacturing production. FJSSP is an expansion of the standard job shop scheduling problem (JSSP). One of FJSSP’s objectives that the manufacturing system competing for is minimizing the makespan. This paper uses a new nature-inspired metaheuristic optimization algorithm called the Apiary Organizational-Based Optimization algorithm (AOOA) to solve the FJSSP. This Algorithm simulates the organizational behavior of honeybees inside the apiary and translates their activities and vital processes during their lifecycle into phases that can solve such NP-hard problems. Two benchmark datasets, Brandimarte and Hurink, with 10 MK instances and 24 (edata, rdata, and vdata) instances respectively, were used to demonstrate the ability of AOOA to solve FJSSP. Moreover, the results of AOOA were compared with a set of state-of-the-art algorithms and statistically measured using the paired samples t-test and p-value, RPD, and group-based superiority statistical analysis to test its performance. AOOA outperformed Elitism GA, Enhanced GA, Improved GA, and MOGWO in solving all 10 MK instances and HICSA in solving 9 MK instances out of 10. Moreover, AOOA overcame CS, CS-BNG, CS-ILF, CHA, and MCA in solving 24, 12, 12, 23, and 24 instances of edata, rdata, and vdata, respectively. AOOA proved its robustness, showing promising outcomes.

Sustainable financial institution in Indonesia: An empirical analysis of social-cultural context, nepotism, and moral hazard on the shaping of non-performing loans

This study investigates the complex relationships among social and cultural contexts, nepotism, moral hazard, and non-performing loans (NPLs) within Indonesian financial institutions. Using survey data from a sample of these institutions, it employs structural equation modeling (SEM) to analyze these relationships. The findings reveal significant paths: social context significantly influences nepotism (β = 0.345 or 34.5%) and moral hazard (β = 0.347 or 34.7%), while cultural context has notable effects on nepotism (β = 0.157 or 15.7%) and NPLs (β = 0.379 or 37.9%). Nepotism (β = 0.168 or 16.8%) and moral hazard (β = 0.325 or 32.5%) also directly impact NPLs, highlighting their roles as mediators between social and cultural contexts and loan portfolio quality. These results underscore the pivotal roles of these factors in shaping organizational behavior and risk management practices. The study provides critical insights for practitioners, policymakers, and scholars focused on enhancing the sustainability and integrity of financial institutions in Indonesia. However, its reliance on cross-sectional data and self-reported surveys, and the focus solely on Indonesian institutions, may affect the generalizability of the findings. Despite these limitations, the study underscores the importance of addressing issues like nepotism and moral hazard to improve financial stability in the region.

Signals of Transition in Support Systems: A Study of the use of Social Media Analytics in Crisis Management

In crisis informatics, little attention is placed on how transitions occur between periods of crisis and non-crisis. The analysis of transition behaviors in public organizations could help in understanding the duality between the need for continuity of services provided to the community, and the cyclical nature of risk and crisis management. This study uniquely highlights the transitions occurring when organizations need to stop day-to-day activities to focus on responding to a crisis while continuing to provide services to their communities. We focus on the use of social media analytics as a support system to study transitions and, with the objective to gain an insight into how sociotechnical systems navigate through periods of crisis and non-crisis, we leverage individual experiences of use of social media as a source of information in public service organizations and developers of social media analytics support tools. In doing so, we employed a process study approach, conducted semi-structured interviews, and used thematic analysis to trace patterns of transitions between crisis and non-crisis states. Furthermore, we formulate five signals that public organizations exhibit to illustrate and guide organizational transition behaviors. The main contribution of this study is the explanation and conceptualization of how transitions happen by framing social media as a support information system. In addition, we highlight the return to a new steady state, an overlooked area of organizational transitions and continuity. Our study will help streamline processes of continuity in organizations and inspires the design and improvement of current and future support systems. Future research could apply and extend our propositions to other support systems such as geospatial technologies, robots, and even artificial intelligence.

Research on the Path of Effective Management under New Vision

In today's rapidly evolving business landscape, traditional management approaches are facing new challenges and difficulties. Effective management has become a critical element for organizational success, yet achieving it within the new environment remains a complex issue. This paper explores the path to effective management under the emerging integrated perspective. Through a comprehensive literature review and empirical research, the study identifies several key strategies that can help organizations navigate the new realities, including building adaptive organizations, strengthening communication and collaboration, promoting innovation and change, developing leadership capabilities, and fostering learning-oriented cultures. Drawing on modern management theory, innovation management, organizational behavior, and leadership frameworks, the research constructs a holistic theoretical foundation. The analysis of case studies across diverse sectors, such as information technology, cross-cultural management, strategic management, and knowledge management, reveals both the advantages and limitations of these theories in practical application. The findings suggest that the path to effective management is multifaceted, requiring the strategic and integrated deployment of various management practices. By examining the management approaches of successful organizations, the study proposes actionable strategies to help enterprises enhance their performance and competitiveness in the new era. The insights from this research are expected to provide valuable reference and practical guidance for organization leaders, supporting their efforts to achieve greater development and progress in the face of emerging challenges.

How does organizational support for creativity affect research and development (R&D) employees’ innovative behavior?

Purpose: This study aimed to investigate the relationships among organizational support for creativity, employees’ creative self-efficacy, job satisfaction, and employees’ innovative behavior in the Chinese pharmaceutical manufacturing industry.Design/methodology/approach: A quota sample (n = 385) and a quantitative research methodology were employed in this study.Data from R&D staff at Chinese pharmaceutical manufacturing companies was gathered using an online survey. The study examined the validity and reliability of the measuring tools as well as the variables’ correlation analysis. Using structural equation modeling (SEM), hypotheses were investigated. The specific indirect impacts were quantified through the use of bootstrapping.Findings:The investigation indicates that organizational support is positively related to employees’ innovative behavior. Employee inventive behavior and organizational support for creativity are positively impacted by the twin mediation roles that creative self-efficacy and work satisfaction levels play. Job satisfaction was found to have a greater impact on inventive behavior among employees compared to creative self-efficacy in terms of size. Research, practical, and social implications: In addition to fostering the interdisciplinary application of psychology and organizational behavior, this study creates a dual-mediation model that bridges the gap in the mechanisms of individual cognitive and attitudinal roles between organizational support for creativity and employee innovative behavior. Furthermore, this research advances management strategies and fosters innovation in the pharmaceutical manufacturing sector.Originality/value: From the perspective of individual perceptions and attitudes, this study examined the mechanism of action between employees’ innovative behaviors and the organizational support for creativity among employees. This investigation offers a fresh viewpoint on the factors influencing employees’ innovative behaviors. The research enhances our comprehension of the correlation between employee job contentment, their belief in their creative abilities, and their capacity for innovative performance. The outcomes of the study can offer valuable perspectives for executives in the business realm.

Maternal high-fat or low-protein diets promote autism-related behavior and altered social behavior within groups in offspring male mice

Maternal malnutrition has been associated with neurodevelopmental deficits and long-term implications on the offspring’s health and behavior. Here, we investigated the effects of maternal low-protein diet (LPD) or obesity-inducing maternal high-fat diet (HFD) on dyadic social interactions, group organization and autism-related behaviors in mice. We found that maternal HFD induced an autism-related behavioral phenotype in the male offspring, including a robust decrease in sociability, increased aggression, cognitive rigidity and repetitive behaviors. Maternal LPD led to a milder yet significant effect on autism-related symptoms, with no effects on olfactory-mediated social behavior. Under naturalistic conditions in a group setting, this manifested in altered behavioral repertoires, increased magnitude in dominance relations, and reduced interactions with novel social stimuli in the HFD male offspring, but not in the LPD offspring. Finally, we found HFD-induced transcriptomic changes in the olfactory bulbs of the male offspring. Together, our findings show that maternal malnutrition induces long-lasting effects on aggression and autism-related behaviors in male offspring, and potential impairments in brain regions processing chemosensory signals.

How Green Performance Is Affected by Green Talent Management in Tourism and Hospitality Businesses: A Mediation Model

This study investigates the impact of green talent management on green performance, focusing on the mediating roles of green organizational culture and green organizational citizenship behavior. Data were collected from employees of Saudi Arabia’s travel agencies, and 1276 valid responses were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings indicate that green talent management positively influences green performance, green organizational culture, and green organizational citizenship behavior. Additionally, the study demonstrates that green organizational culture and citizenship behavior positively affect green performance and mediate the relationship between green talent management and green performance. This research addresses a gap in the literature on tourism and hospitality, human resources management, and organizational behavior by empirically examining these relationships within Saudi Arabia travel agencies. This study also provides managerial implications for tourism and hospitality businesses, along with limitations and suggestions for future research.

An Analysis of Sport Employee Identification of NCAA Division I Compliance Employees

The current study examined NCAA Division I compliance employees utilizing Sport Employee Identification (SEI; Oja et al., 2020). Little academic inquiry has focused on the various ways sport employees, like NCAA compliance employees, identify with their organization. The current study attempted to establish SEI as an applicable construct in sport scholarship and examine potential outcomes of SEI. Thus, the purpose of this study was to examine if SEI contributes to organizational behavior outcomes of job satisfaction, lower turnover intentions, and organizational citizenship behaviors with NCAA Division I compliance employees. The researchers utilized a demographic form and a 24-item survey including the SEI instrument, job satisfaction, turnover intentions, and the relationship between SEI and organizational citizenship behaviors. Data analysis consisted of confirmatory factor analysis, multiple one-way analysis of variance to analyze the connection between demographic variables and SEI, and regression analyses to examine the relationship between SEI and potential organizational behavior outcomes. A total of 217 responses highlighted job satisfaction and lower turnover intentions as outcomes of SEI, while organizational citizenship behaviors lacked enough support as an outcome of SEI. The findings have the potential to assist intercollegiate executives in better managing their compliance personnel and understanding compliance identification processes.

Dynamic Interpersonal Processes at Work: Taking Social Interactions Seriously

Dynamic interpersonal processes are the core foundation of many phenomena of interest to organizational psychology and organizational behavior scholars. This article views the organization as a system of social interaction. From this vantage point, I present a selective review of the current literature that supports a behavioral interaction perspective of interpersonal processes at work. I organize insights into phenomena such as (emergent) leadership, team processes, change management, coaching, selection, and negotiation according to the respective interaction constellation (i.e., dyadic, group, or across the organizational boundary). For each of these constellations, I highlight key empirical insights into behavioral interaction dynamics at the core of each interpersonal phenomenon. I discuss gaps and derive commonalities across different interaction constellations. To promote the consistent pursuit of a social interaction perspective and theory-method alignment, I derive a future research agenda including methodological recommendations for identifying meaningful patterns of social interaction at work.

The development of a calling by hospitality employees during an extreme event

This study explores the development of a calling by hospitality employees during extreme events. Despite the importance of a calling in the hospitality industry, the process of its cultivation has not been explored. Using event system theory and research on sensegiving and sensemaking, we explore the evolution of employee perceptions of an extreme event and the impact of this evolution on the development of a calling. Our interviews with hotel employees who worked during a lockdown due to COVID-19 demonstrate that extreme events can stimulate and develop a calling among employees, particularly when their perceptions of the event converge. This study contributes to the literature on hospitality and organizational behavior by revealing that an extreme event can shape, transmit, and communalize a calling among employees.

Bringing My Selves to Work: A Revisionist History of an Academic Career

In this essay, I revisit a choice I made early in my career to develop and segment different facets of myself: my work as a professor of organizational behavior and my deep interest in the theory and practice of counselling psychology and psychotherapy. While these may appear relatively compatible, I experienced them as very different worlds and lived in them quite separately, afraid my engagement in one might infect or disrupt that in the other. Despite such efforts to keep my worlds apart, however, I found myself inadvertently integrating them—in my research, my teaching, and to some extent in my emerging clinical practice. Yet I held back from fully owning or sharing my growing commitment to counselling psychology. In this revisionist reflection, I consider some of the consequences of this set of choices and what might have been different had I made others.

Positive psychology and employee adaptive performance: systematic literature review.

Adaptive performance will increasingly be confronted with new insights as society today changes constantly. This raises questions as to what factors will impact employee's adaptive performance and what is their inner psychological mechanism. The terms of positive psychology and adaptive performance are important concepts in the domain of organizational behavior and human resource development areas. The literature, however, lacks a systematic review of it. Our research seeks to explore the inherence of employee adaptive performance via the prism of positive psychology, including Psychological Capital and PERMA (Positive Emotions, Engagement, Relationships, Meaning and Accomplishment). We selected 27 papers out of 382, which were generated from Web of Science and Scopus databases associated the keywords of the two concepts, and used the 2020 PRISMA flow program for the paper screening. By analyzing the underpin theories, the causation, and the measurement, we discovered that there is a complex and nuanced relationship between positive psychology and adaptive performance, and most of the research to date suggests that positive psychology components improve employee adaptive performance. This study maps the current knowledge at the nexus of positive psychology and adaptive performance to identify existing gaps and potential for further investigation.