Organizational Leadership Research Articles

Does Organizational Support Really Influence Satisfaction and Well-Being During Enforced Working from Home?

Theoretical background: The transition to enforced working from home (EWfH) due to the COVID-19 pandemic has dramatically altered work dynamics, necessitating a reevaluation of traditional labor relations and service delivery. This shift underscores the need for comprehensive organizational support, with theoretical frameworks like the job demands-resources (JD-R) model and work-life boundary management theory highlighting the impact of remote work on employee well-being, productivity, and job satisfaction. These frameworks suggest that well-being is influenced by the balance between job demands and resources, and how individuals manage work-life boundaries, laying the groundwork for exploring how organizational support can address EWfH challenges. Purpose of the article: This article aims to delve into organizational support during EWfH and its impact on employee well-being. It focuses on identifying critical support aspects and their influence on subjective well-being, providing insights into effective remote work practices and guiding organizations in supporting their workforce post-pandemic. Research methods: Employing a mixed-methods approach, the study surveyed 429 Polish employees across different sectors, complemented by qualitative interviews for deeper insight. This methodology enabled the collection of comprehensive data on employer support perceptions and their impact on remote working well-being, analyzed through statistical and thematic analysis methods. Main findings: Key findings underscore the importance of effective communication, resource access, well-being support, and career growth opportunities as crucial organizational support aspects for remote employees. A significant correlation was found between organizational support levels and enhanced employee well-being, with higher support linked to reduced stress, improved work-life balance, and increased job satisfaction. The study also emphasizes the need for personalized support strategies, accounting for individual differences and home working environments, to foster a positive remote working experience and ensure long-term productivity and well-being. The main application of your paper, which examines the impact of company policies on employee well-being during EWfH, could be the development of a comprehensive guide or toolkit for organizations to better support their remote workforce. This application would be particularly relevant to HR departments, managers and organizational leaders.

The Impact of Organizational Culture and Spiritual Leadership on Performance: Mediating Roles of Workplace Spirituality and Innovation

Objective: This study investigates the relationship between organizational culture, spiritual leadership, workplace spirituality, innovative behavior, and organizational performance in SMEs in Madura]. Theoretical Framework: The study enriches the understanding of the role of organizational culture, spiritual leadership, and spirituality in organizational performance Method: Data were collected through in-depth interviews, observations, and document analysis from 35 SME owners and employees in four districts of Madura. Results and Discussion: Results show that an organizational culture that emphasizes spiritual values such as integrity, fairness, and empathy has a positive impact on organizational performance. Spiritual leadership is instrumental in shaping an organizational culture that supports these values and champions employee well-being, thus creating a productive and meaningful work environment. Spirituality at work serves as a significant mediator between organizational culture, spiritual leadership, and organizational performance. Employees who perceive spiritual values in the organizational culture are more connected to their work and have higher intrinsic motivation, which increases innovative behavior and organizational performance Research Implications: These findings can be used by organizational leaders and human resource managers to develop effective strategies for creating an organizational culture that supports high-performance and continuous innovation. However, this study had methodological limitations that should be addressed in future research.

Optimizing Cadet Squad Organizational Satisfaction by Integrating Leadership Factor Data Mining and Integer Programming

Military academy cadets reside in a brigade organized by cadets. Despite its importance, squads have traditionally been organized based on the personal preferences of the fourth-year squad leader without considering the compatibility of the squad members. This study proposes a more scientific approach to increase cadet satisfaction with their squads and foster their leadership development. Initially, a multiple linear regression analysis was conducted to identify the leadership factors of squad leaders that significantly affect squad organizational satisfaction. The model maximized the sum of the factor scores among squad leaders to enhance squad organizational satisfaction and maximized the difference in factor scores to improve the effectiveness of leadership discipline. Applying the squad formation algorithm to data from cadets at the Korea Military Academy revealed that the squad organizational satisfaction and leadership discipline effectiveness were significantly increased compared to the existing squad formation methods.

Achieving consensus on the key elements of a nurse-led multidisciplinary chronic heart failure service in Thailand: An e-Delphi study.

To describe the outcomes of an e(electronic)-Delphi survey used to achieve consensus on the essential elements that should be included in a multidisciplinary, nurse-led service for patients with chronic heart failure (CHF). The study design was based on a three-round e-Delphi survey. A series of three survey rounds were used to gather expert opinions and achieve consensus on the key elements that should be included in a CHF disease management program from a sample of healthcare professionals and organizational leaders with expertise in existing CHF services. Consensus for each item was defined as at least 90% agreement. There were 20 participants (18 healthcare professionals and 2 organizational leaders) in round-1, 22 (20 healthcare professionals and 2 organizational leaders) in round-2, and 17 (15 healthcare professionals and 2 organizational leaders) in round-3. Fifteen participants attended a final online meeting (13 healthcare professionals and 2 organizational leaders). Consensus was obtained on five essential components: (i) consumer education, (ii) treatment optimization using a multidisciplinary approach, (iii) discharge planning, (iv) provision of supportive community care and (v) mechanisms to respond to early symptoms of decompensated CHF. Participants focused on mechanisms to improve treatment effectiveness, patient and family knowledge, communication between healthcare providers and supportive care in the community. The proposed model of care may be useful to other health service providers who are designing or adapting CHF models of care for the South-East Asian environment. This research provides a solid basis for using a Delphi method to resolve the challenges and issues of transferring global model-based recommendations in CHF knowledge. The Delphi method proved successful as an important step in developing a culturally acceptable model of chronic care that meets the goals of local healthcare providers.

PENGARUH KOMITMEN ORGANISASI, TRANSFORMASI KEPEMIMPINAN DAN KOMPETENSI PEGAWAI TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA PADA BADAN PENGEMBANGAN SUMBER DAYA MANUSIA PROVINSI JAWA TIMUR

The purpose of this research is to analyze the influence of organizational commitment, leadership transformation and employee competency on employee performance through job satisfaction at the East Java Province Human Resources Development Agency Office. This type of research is explanatory research and a quantitative research approach with a population and sample of 100 respondents. The data analysis method uses SEM Partial Least Square (PLS). The research results show that organizational commitment has no significant effect on job satisfaction. Leadership transformation has no significant effect on job satisfaction. Employee competency has a significant effect on job satisfaction. Organizational commitment has a significant effect on employee performance. Leadership transformation does not have a significant effect on employee performance. Employee competency has a direct effect on employee performance. Job satisfaction has a direct effect on employee performance. Organizational commitment does not have a significant effect on employee performance through job satisfaction. Leadership transformation does not have a significant effect on employee performance through job satisfaction. Employee competency has an indirect and significant effect on employee performance through job satisfaction.

Implementing Agile Practices for Sustainable Business Expansion: A Literature Study Approach

This study contributes to the existing literature by providing a systematic review and synthesis of current research on agile practices specifically aimed at sustainable business expansion. It aims to identify key success factors, challenges, and strategic implications of implementing agile methodologies across different organizational contexts. This study employs a qualitative research approach to investigate the implementation of agile practices for sustainable business expansion. Qualitative methods are chosen to explore and analyze the complexities, nuances, and contextual factors associated with agile methodologies across diverse organizational settings. This research adopts a literature study approach, focusing on synthesizing and analyzing existing qualitative studies, case studies, and theoretical frameworks related to agile practices in business contexts. In conclusion, the adoption of agile practices is pivotal for sustainable business expansion in today's competitive landscape. By embracing agile methodologies, organizations can enhance their responsiveness to market changes, improve collaboration across teams, and accelerate innovation cycles. However, successful implementation requires careful consideration of organizational culture, leadership commitment, and ongoing training and development. Moving forward, further empirical research and longitudinal studies are needed to explore the long-term impacts and scalability of agile practices across diverse business environments.

Performance appraisal interval and employee exploratory innovation behavior: the curvilinear relationship and the boundary conditions

PurposeCompressing project timelines represents a prevalent temporal tactic aimed at accelerating the innovation process. However, empirical evidence on the impact of such time constraints on innovation remains inconclusive. This study aims to investigate the relationship between a prevalent organizational time mechanism—Performance Appraisal Interval (PAI)—and employee exploratory innovation behavior. Additionally, we explore the boundary conditions that may influence this relationship: the moderating effects of future work self salience and supervisory developmental feedback.Design/methodology/approachUsing online survey data collected in two waves from 426 employees working in hi-tech companies in China, we tested all the hypotheses.Findings(1) PAI demonstrates an inverted U-shaped influence on employees exploratory innovation behavior; (2) Employees’ future work self salience serves as a moderator that enhances the positive nature of this inverted U-shaped relationship; (3) Supervisory developmental feedback amplifies the moderating role of future work self salience, and the synergistic effect of PAI, future work self salience, and supervisory developmental feedback significantly enhances exploratory innovation behavior.Practical implicationsBy providing insights that are attuned to the temporal aspects of performance appraisal, this study aids organizations in making more informed, strategic decisions that enhance both the effectiveness of performance assessments and the cultivation of an environment that encourages exploratory innovation. Additionally, it is recommended that organizational leaders incorporate future-oriented interventions and developmental feedback into their management practices to further promote employees' engagement in exploratory innovation.Originality/valueDrawing on the interactive theory of performance, this study introduces a novel perspective on how an organizational temporal mechanism influences exploratory innovation and advances our understanding of the non-linear link between time constraints and employees' innovative behaviors.

Organizational leadership, incentive policy, and organizational performance: Inputs to business operations improvement framework

Organizational leadership, incentive policy, and organizational performance: Inputs to business operations improvement framework

Exploring Empathy in Management: Compassionate Leadership - The Ratan Tata Way

Empathy in management has increasingly become recognized as a pivotal determinant of organizational success, influencing not only workplace culture but also overall performance metrics. This research paper undertakes a comprehensive exploration of empathetic leadership, spotlighting Ratan Tata, Chairman Emeritus of Tata Sons, as a quintessential example of compassionate leadership. By delving into empirical evidence and employing detailed case studies, this study seeks to illuminate the multifaceted impacts of empathetic leadership within organizational contexts. The paper examines how empathetic leadership practices, as exemplified by Ratan Tata, foster heightened levels of employee engagement, thereby cultivating a workforce that is not only more motivated but also more committed to organizational goals. Furthermore, it explores how such leadership styles contribute to enhancing organizational resilience in the face of challenges, fostering an environment where adaptability and cohesion thrive. Through the lens of Tata's leadership journey, the research aims to uncover specific strategies and behaviors that promote empathy within leadership roles. It analyzes pivotal decisions and interactions where empathy played a critical role in shaping outcomes, such as during significant acquisitions, organizational restructuring, or crisis management scenarios. By drawing on both qualitative and quantitative methodologies, including interviews, archival analysis, and comparative case studies, the paper endeavors to provide actionable insights into the practical application of empathetic leadership principles. Ultimately, this research paper not only underscores the theoretical underpinnings of empathetic leadership but also offers practical implications for organizational leaders and managers seeking to cultivate a more empathetic and inclusive workplace culture. By elucidating the linkages between empathetic leadership and organizational success, the study contributes to a deeper understanding of leadership dynamics in contemporary business environments and advocates for the integration of empathy as a core competency in leadership development programs and organizational strategies

Gender diversity and climate disclosure: a tcfd perspective

AbstractThe paradigm of corporate environmental disclosures aimed at investors developed in 2017 with the Task Force on Climate-related Financial Disclosures (TCFD) recommendations. Existing literature on social responsibility disclosures points to gender diversity on the board of directors as an influencing factor. This study aims to assess the influence of gender diversity in climate-related financial disclosures, as recommended by the TCFD based on a sample of 27 companies operating within the sectors of electricity, oil, coal and gas, water, and alternative energy that have announced their adherence to the recommendations from 2017 to 2021. By applying a linear regression model, the results indicate the presence of a positive association between the level of TCFD disclosures and board gender diversity, as well as other factors, such as company size, CEO duality, and general liquidity. However, the influence of board gender diversity on corporate reporting based on the TCFD recommendations suggests that the commitment of boards to the reporting of climate change risks and opportunities is not significantly dependent on gender diversity, as the presence of women in the Boards is favorable for the reporting but without a significant impact on the level of disclosures. This research offers insights into sustainability reporting practices, focusing on a relatively new perspective of reporting climate-related financial topics and their determinants. The findings hold implications for organizational leaders and stakeholders, mainly investors, as these recent sustainable reporting practices are challenging but also bring new opportunities related to transparency towards climate-related issues.

The Effects of Organizational Culture and Transformational Leadership on Worker Performance at the Lebak Regency Ministry of Religious Affairs Office with Job Satisfaction as an Intervening Variable

This study uses job satisfaction as an intervening variable to examine how corporate culture and “transformational” leadership affect employee performance. The Civil Servant of the Lebak Regency’s Ministry of Religious Affairs is the subject of this study. The survey was completed by 105 people in total. A sample of 140 government officials working at the Office of the Ministry of Religious Affairs of Lebak Regency and KUA of Lebak Regency was selected using the Slovin formula. Purposive sampling is the method of sampling that is employed. The partial least squares method, or SmartPLS, was used to analyze the data using path analysis. The study’s findings demonstrate that employment satisfaction has a positive and significant relationship with transformational leadership, organizational power has a positive and significant relationship with job satisfaction, and employee performance has a positive and significant relationship with organizational culture. In the meantime, organizational culture through work happiness has a favorable and significant impact on employee performance, as does transformational leadership through job satisfaction. Additionally, job happiness and corporate culture through transformational leadership have a stronger impact on worker performance than employee performance is directly impacted by company culture and transformational leadership without having to. Meanwhile, transformational leadership has a favorable and significant effect on employee performance through work satisfaction, and organizational culture has a positive and significant effect on employee performance through job satisfaction. Furthermore, the influence of transformational leadership and organizational culture on employee performance through job satisfaction is greater than the influence of transformational leadership and organizational culture directly on employee performance without going through the variable of job satisfaction.

Factors influencing general practice nurse's implementation of culturally responsive care, using normalization process theory: A cross-sectional study.

To explore levers and barriers to providing culturally responsive care for general practice nurses (GPNs) using normalization process theory. A self-administered online cross-sectional survey. A participatory co-designed adapted version of the normalization of complex interventions measure (NoMAD) validated tool was distributed to a convenience sample of GPNs between December 2022 and February 2023. The sample comprised of GPNs working in general practice services in Ireland (n = 122). Data were analysed using descriptive and analytical statistics (Pearson correlations) and principles of content analysis. This study was conducted and reported in line with the Consensus-Based Checklist for Reporting of Survey Studies (CROSS). GPNs in this study indicated their familiarity with, acknowledged the importance of and were committed to, providing culturally responsive care. However, implementing culturally responsive care in daily practice was problematic due to insufficient education and training, scarcity of resources and supports and a lack of organizational leadership. Subsequently, GPNs experience difficulties adapting everyday practices to respond appropriately to the care needs of culturally and linguistically diverse (CaLD) patients. This analysis highlights the necessity of exploring the intricacies of factors that influence capabilities and capacity for providing culturally responsive care. Despite demonstrating awareness of the importance of providing nursing care that responds to the needs of CaLD patients, GPNs do not have full confidence or capacity to integrate culturally responsive care into their daily work practices. Using normalization process theory, this study elucidates for the first time how GPNs in Ireland make sense of, legitimize, enact and sustain culturally responsive care as a routine way of working. It illuminates the multitude of micro-level (individual), meso-level (organizational) and macro-level (structural) factors that require attention for normalizing culturally responsive care in general practice services. The study question was identified in a participatory research prioritization for Irish research about migrant health that involved migrants in the process.

Calls to action on lung cancer management and research.

Lung cancer, the leading cause of cancer-related deaths globally, remains a pressing health issue despite significant medical advances. The New York Lung Cancer Foundation brought together experts from academia, the pharmaceutical and biotech industries as well as organizational leaders and patient advocates, to thoroughly examine the current state of lung cancer diagnosis, treatment, and research. The goal was to identify areas where our understanding is incomplete and to develop collaborative public health and scientific strategies to generate better patient outcomes, as highlighted in our "Calls to Action." The consortium prioritized 8 different calls to action. These include (1) develop strategies to cure more patients with early-stage lung cancer, (2) investigate carcinogenesis leading to lung cancers in patients without a history of smoking, (3) harness precision medicine for disease interception and prevention, (4) implement solutions to deliver prevention measures and effective therapies to individuals in under-resourced countries, (5) facilitate collaborations with industry to collect and share data and samples, (6) create and maintain open access to big data repositories, (7) develop new immunotherapeutic agents for lung cancer treatment and prevention, and (8) invest in research in both the academic and community settings. These calls to action provide guidance to representatives from academia, the pharmaceutical and biotech industries, organizational and regulatory leaders, and patient advocates to guide ongoing and planned initiatives.

Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context

Leadership has been extensively studied in organizational contexts, with numerous theories examining how leaders influence success and employee engagement. Most recently, integrating organizational purpose—the core reason for an organization’s existence—into leadership has garnered substantial interest, resulting in the underdeveloped concept of Purpose-Driven Leadership. This paper presents a systematic review of Purpose-Driven Leadership in organizations. We employed the PRISMA guidelines and searched WoS and SCOPUS, identifying 58 relevant research papers for inclusion in our review. The success of Purpose-Driven Leadership, as a nexus of individual and organizational purposes, hinges on defining and implementing an organizational purpose that resonates at all levels, based on the inverted pyramid of purpose, from overarching organization to individual roles. Our review suggests several positive outcomes associated with Purpose-Driven Leadership. These include increased work engagement, where employees are more invested in their roles; enhanced organizational commitment, reflecting stronger loyalty to the organization; improved employee performance, demonstrating higher productivity and effectiveness; and overall organizational performance. Additionally, this leadership approach promotes a cohesive and motivated workforce by aligning individual goals with the broader organizational purpose, fostering a culture of collaboration and innovation. Several moderators were also identified, including effective purpose communication, impact perception, autonomy, and balance of work–life.

Building Green Human Resource Behavior with Integrity: An Islamic Human Resource Management (HRM) Approach

This research aims to explore how the application of Islamic Human Resource Management (HRM) principles can shape human resource behavior that embodies integrity and aligns with Islamic teaching values, while also integrating green HRM practices to promote environmental sustainability. Using a qualitative approach and in-depth literature study, this research analyzes the concept of Islamic HRM, the core values it encompasses, and human resource management practices that are consistent with Islamic principles. Additionally, this study examines the role of green HRM in fostering environmentally responsible behaviors among employees, highlighting the synergies between Islamic HRM and sustainability. The research results show that the application of Islamic HRM can cultivate human resource behavior characterized by integrity, trust, fairness, responsibility, and environmental stewardship. This research also provides examples of best practices from organizations that have successfully implemented both Islamic HRM and green HRM principles in managing their human resources. The findings of this research offer valuable insights for human resource practitioners, organizational leaders, and academics in designing strategies to develop human resource behavior that not only aligns with the values of Islamic teachings but also supports sustainable business practices.

Optimizing Human Resources Behavior in Facing the Era of Society 5.0

The Society 5.0 era marks a massive transformation in society's life driven by technological innovation. This research aims to explore the role of human resource behavior in facing challenges and opportunities in the Society 5.0 era. Using a qualitative approach and an in-depth literature review, this research analyzes how individual, team and organizational behavior needs to be adjusted to optimally utilize the potential of technology while maintaining human values. The research results show that to be successful in the Society 5.0 era, increased digital skills, cross-disciplinary collaboration and a culture of continuous learning are needed. In addition, organizational leaders need to build a work environment that supports innovation, openness, and quick adjustment to change. This research provides valuable insights for policy makers, human resource practitioners and academics in designing strategies to optimize human potential in the Society 5.0 era.

Does Organizational Commitment, Ethical Leadership And Ethical Climate Affect On Deviant Behavior In The Workplace?

Nowadays, ethical issues in organizations are an interesting topic to discuss, especially for the problem of deviant behavior. Therefore, this issue is a major concern in the field of organization and business. Deviant behavior will have negative implications for individuals, groups, and organizations which encourages practitioners and academics to pay more attention to ethical management. The paper explores the relationship between ethical leadership, ethical climate, organizational commitment, and deviant behavior. The respondent of this research are employees of PT. Japfa Comfeed Indonesia . The study measures ethical climate using 5 indicators with 26 statement items sourced from Cullen (1993), organizational commitment using 3 indicators with 18 statement items sourced from Meyer, Allen, and Smith (1993), and ethical leadership using 10 indicators with 15 statement items sourced from Yulk (2010). The data collection method used in the research is a questionnaire sent via Google Form. Data analysis using the Partial Least Square (PLS) approach using the help of the SmartPLS program. Overall, the study suggests that promoting ethical leadership and creating a positive ethical climate can enhance organizational commitment and reduce deviant behavior at PT. Japfa Comfeed Indonesia.

Object-control and human-control in the development of sustainable innovation: exploring the interactions among epistemic objects, Guanxi network and knowledge integration of “who knows what”

Purpose This study aims to explore how coworkers leverage epistemic objects and guanxi (a Chinese term defining relationships based on mutual dependence) network to promote knowledge integration of “who knows what” in the development of sustainable innovation. Design/methodology/approach This study used a mixed-methods research approach, including quantitative questionnaires, social network analyses and a qualitative ethnography, all of which were collected from a large enterprise in China. Findings Epistemic objects can promote knowledge integration of “who knows what” among coworkers during their innovation development process. In addition, structural holes in a coworker network will impede knowledge integration of “who knows what,” but guanxi can turn this impeding effect into a facilitating effect. Research limitations/implications First, the focus on the role of epistemic objects in eliciting knowledge generates implications for creating employee identity and coordinating knowledge heterogeneity. Second, by demonstrating how epistemic objects trigger both affective and cognitive trust to promote knowledge integration of “who knows what,” the authors complement existing studies of knowledge management (KM). Third, by presenting how coworkers fill their structural holes in their collaborative innovation, the study reveals the nature of connecting the appropriate resources with the appropriate needs, which generates implications for social capital integration and innovation enhancement. Fourth, by showing how “structural hole controllers” become “structural hole fillers” under different conditions, the authors recognize the different ways in which brokers leverage their structural holes and highlight the unique role of Chinese guanxi culture in triggering a structural hole filling behavior, thereby contributing to the literature of structural hole theory and culture management. Fifth, by creating a full picture of how coworkers strategically leverage their knowledge of “who knows what” in the development of sustainable innovation, the authors identify the influential factor that stimulates innovation, adding to the literature on the interaction between KM and innovation. Sixth, the emphasis on the independent role of epistemic objects produces an implication for the interplay between object-control and human-control in innovation work. Practical implications This study supports organizational leaders to make optimal decisions in their innovation development process by suggesting them to invest in developing an integrated knowledge of “who knows what.” To achieve it, the authors suggest managers make good use of non-human artifacts to gain the identification with the knowledge of not only themselves but also the whole team, and award the “integrator” an honor for filling structural holes that may trigger the creation of more structural hole fillers. Furthermore, the focus on the independent role of epistemic objects as knowledge elicitors and trust triggers in innovation work generates another practical implication for managers to rethink the controlling role of objects and humans in the organization and modify their managerial practices accordingly. Originality/value By exploring how coworkers leverage epistemic objects and guanxi network to promote knowledge integration of “who knows what” in the development of sustainable innovation, this study reveals the role of object-control and human-control in facilitating knowledge practices for stimulating innovation, thereby contributing to the literature of KM and innovation.

Optimizing Talent Management Strategies for Enhanced Employee Engagement and Satisfaction in Automotive Sector

Examining the impact of talent management on organizational performance is a crucial part of talent management practices in shaping the success and sustainability of modern organizations. Talent management encompasses a wide range of HR strategies and processes, including recruitment, development, retention and succession planning. Using a multidisciplinary approach, this study attempts to assess the direct and indirect effects of talent management on organizational performance. It examines various aspects of talent management, such as leadership development, employee engagement and training initiatives, to ensure their impact on outcomes such as revenue growth, profitability, productivity and innovation. The research also examines the mediating effects of factors such as organizational culture and external conditions to achieve a comprehensive analysis. The results of this study will be invaluable to organizational leaders, HR professionals and policy makers seeking to optimize their talent management strategies. By shedding light on the most effective talent management practices and their long-term effects, this study aims to provide practical recommendations to improve organizational effectiveness, foster innovation and maintain competitive advantage in an ever-evolving business environment.

Weathering the storm: examining how organisations navigate the sea of cybersecurity regulations

ABSTRACT Governments around the world routinely regulate the activities of private enterprises to guide the behaviour of individuals and organisations towards acceptable norms. This holds true in a cybersecurity context. However, practitioners report that cybersecurity regulations are often out of date and compliance is confusing, expensive, and time consuming. As a result, organisational leaders are often uncertain about the practicalities of adopting and implementing the various rules, which can lead to trickle-down effects on the robustness of lower-level cybersecurity controls and compliance activities. In this research, we aim to clarify how cybersecurity regulations are operationalised in organisations, as well as reveal the compliance and performance consequences of cybersecurity regulations. To do so, we interviewed 22 senior leaders with expertise in cybersecurity regulations. Our analysis reveals 7 distinct themes (i.e., concept groupings) that are ordered within four phases (i.e., temporal stages), which we use to create the Institutional Cybersecurity Regulations Model (ICRM). The results provide a holistic view of the cybersecurity regulations process in organisations that can serve to clarify current theory relationships and inform future research. As well, the ICRM can provide a practical roadmap for managers to navigate regulatory cybersecurity challenges in their own companies.