Purpose Of Organization Research Articles

Finding Fulfillment: Leveraging Meaningful Feedback to Boost Worker Engagement

This article explores how organizations can design more meaningful feedback practices to boost employee engagement. Drawing on academic literature linking feedback and engagement, key drivers of the connection are identified, such as fulfilling psychological needs for competence and purpose. The brief then advocates shifting feedback focus from retrospective evaluations to forward-looking development centered on learning, growth opportunities, and stronger role alignment. Practical application examples across industries including healthcare, education, technology, and manufacturing demonstrate embedding feedback within organizational purpose and contextual priorities. Additional implementation strategies are offered, such as framing managers as coaches, emphasizing continual check-ins over annual reviews, rewarding continuous learning, and soliciting worker feedback. The conclusion asserts that by reframing routine feedback interactions to stimulate motivation, skills, and purpose-driven work, companies can transform this tool into a key lever for fostering enduring employee commitment, dedication, and fulfillment.

Organizational purpose and employee motivation: an fsQCA analysis

PurposeOrganizational Purpose (OP) has become increasingly important in the organizational context. This research focuses on how OP can contribute to employee motivation, using personal and institutional OP factors and considering the importance of employee motivation toward organizational success.Design/methodology/approachTo conduct the research, we selected a branch of a leading multinational company in the chemical sector. Based on data collected through a questionnaire sent out to employees and using fuzzy-set Qualitative Comparative Analysis (fsQCA), we identified combinations of individual and institutional OP factors leading to high (or low) employee motivation.FindingsThe results reveal that individual and institutional OP factors synergistically promote high employee motivation. The employees' contribution to the OP and the integrity of the organization’s leadership are two key motivating factors.Practical implicationsOrganizations struggle to develop sustainable competitive advantages in an ever-competitive environment. Focusing on the “why” instead of the “how” may help organizations differentiate and achieve higher employee motivation. This research clarifies how to turn purpose into an asset to improve employee motivation.Originality/valueThe conclusions highlight the need to share the OP through leadership actions and the importance of helping workers recognize the OP and its values, integrate them into their actions and feel how they contribute to its achievement.

Лицензирование изъятия и хранения органов и (или) тканей человека для трансплантации: правовые проблемы и решения.

The article examines the problem of licensing medical activities related to the removal and storage of human organs and (or) tissues for transplantation purposes in medical organizations that are donor bases. It is proposed to understand donor bases as medical organizations in which or on the basis of which the collection and procurement of human organs and (or) tissues is carried out for the purpose of their subsequent transplantation in medical organizations that directly carry out transplantation of human organs and (or) tissues. The authors show legal gaps in the current legislation, which lead to difficulties in licensing these types of activities for both licensing authorities and medical organizations. A rationale for possible ways to solve these problems is presented and specific proposals for amending current legislation are presented.

Multi-Level Approaches to Fetal Alcohol Spectrum Disorders Prevention Education and Training for Health Professionals.

Alcohol-exposed pregnancies, which can lead to fetal alcohol spectrum disorders (FASDs), is one of the most common preventable causes of lifelong intellectual and developmental disabilities in the U.S. Healthcare teams can play a critical role in preventing FASDs; however, they are currently unprepared to do so. Training can remediate this problem. This article explores the different approaches to the education and training of healthcare providers around FASD prevention used by six Centers for Disease Control (CDC)-funded programs, and how they have been adapted to (1) the specific needs of the healthcare professionals and/or the clinical setting and (2) the challenges posed by the COVID-19 pandemic. This article offers an in-depth description and comparison of the models utilized by the programs described, detailing the challenges of each model as well as the adaptations made. Interdisciplinary collaboration and review highlights these models and offers a variety of solutions and lessons learned that can be implemented in similar practice settings and/or educational initiatives. Based on organizational structure (i.e., national organization, educational institution, and clinical settings) and program purpose, different methods were employed for FASD education. Some programs were focused on FASD prevention through staff training and alcohol screening and brief intervention/clinical intervention and others were focused on broadscale professional education and awareness. Improvements were made on an ongoing basis as challenges related to COVID-19, staff shortages, and patient and clinician discomfort were identified, resulting in modifications to content and delivery modality (e.g., online forums and use of social media). FASD prevention education is wrought with a variety of challenges related to stigma, discomfort, and misinformation, which these programs encountered in a variety of ways.

The credibility assessment of Twitter/X users based organization objectives by heterogeneous resources in big data life cycle

Social network data, such as Twitter/X, is of Big Social Data type. Big social data describes people's social behaviors and interactions. They have high business value for decision-making in organizations. However, because of the anonymous nature of social network users, their credibility is ambiguous. Credibility expresses the accuracy and value of big social data. Despite extensive research on the credibility of big social data, most methods have not paid sufficient attention to the important dimensions of their assessment, including user expertise based on topic, selecting social network features, and labeling them. Furthermore, these methods cannot manage the time, high volume, and speed of big social data. To address these issues, this paper presents a novel model for assessing the credibility of Twitter/X users by integrating Twitter/X with Google Scholar. The model automatically defines users' credibility labels using Google Scholar. Machine learning feature selection methods also select features that affect the credibility of Twitter/X users based on the topic. This study uses Google Scholar and the BerTopic algorithm for effective topic modeling on Twitter/X. The model considers unrelated data management, dynamic user credibility, and organizing activities based on the Big Data lifecycle. Finally, using Linear Regression, Support Vector Regression, K-Nearest Neighbor, Random Forest, Classification and Regression Trees algorithms, the model predicts the credibility of Twitter/X users and proves that it performed better than similar models through Classification and Regression Trees. In addition, the model is generalizable for all organizational purposes due to the integration of heterogeneous resources and feature selection methods.

Massive Transformative Purpose (MTP) as moderator in the relationship between Culture of Experimentation and Autonomy

The present research seeks to measure the relationship between the culture of experimentation and autonomy and the relationship between both variables when moderated by the organization's massive transformative purpose (MTP). This quantitative and exploratory research was conducted through a questionnaire for decision-makers in 43 medium and large IT companies in Jalisco. The results reveal a significant positive relationship between the culture of experimentation and autonomy, corroborating the first hypothesis of this research. However, according to the analyses to calculate the degree of moderation of the massive transformation purpose variable (moderator variable) to adjust the relationship between the culture of experimentation and autonomy, the results showed that there are no significant relationships, which rejects the second hypothesis of this research.

Higher Purpose, Employees, and the Firm

Abstract I present a theory of organizational higher purpose in which, in addition to profits, the firms’ owners and employees care about a purpose that guides decisions but transcends business goals. This purpose sacrifices profits but serves a greater good that generates positive utility for the owners and employees. Some purpose-driven firms insure employees against layoffs and may pay employees more or less than firms not offering such insurance. Whether purpose-driven firms offering layoff insurance pay employees more or less than purpose-driven firms not offering this insurance depends on the owner’s purpose-linked utility relative to the employee’s. (JEL D01, D21, D24, G03, G32)

Organizational Purpose and the Governance of Philanthropic Foundations

Organizational Purpose and the Governance of Philanthropic Foundations

ESM Adoption for Marketing Purposes in Organizations: The TOE Framework

This research, utilizing the technology-organization-­environment (TOE) framework, aimed to examine the roles of technological competence, top management support, coercive pressures, normative pressures, and mimetic pressures in the adoption of enterprise social media (ESM) for marketing purposes by organizations, and ultimately, in facilitating their relationship marketing practices. From 452 responses collected via an online survey across five organizations using ESM for marketing in Iran, 400 valid data points were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings revealed that technological competence, top management support, and mimetic pressures positively influence ESM implementation for marketing purposes. However, coercive and normative pressures were found to have no significant impact on ESM adoption for this purpose. Additionally, the study demonstrated that ESM implementation for marketing significantly impacts all components of relationship marketing practices. To the best of our knowledge, this is among the few studies addressing ESM adoption by organizations for marketing and external communications. Moreover, this study is the first to extend the advanced TOE framework to the domain of ESM implementation for marketing purposes.

Greening from within: the role of organisational purpose shift in building internal legitimacy for fossil fuel incumbents’ green innovation

ABSTRACT Green innovation that reduces harmful emissions and impacts on the natural environment is crucial in combatting the climate crisis. Yet, incumbents in carbon-intensive industries struggle with its development due to their lack of organisational commitment. We investigate how fossil fuel incumbents can overcome this obstacle and build internal legitimacy for green innovation. Through a longitudinal case study of a Norwegian oil major over 20 years, we highlight the important role of organisational purpose shift. We derive a process model of how fossil fuel incumbents can shift from a goal-based organisational purpose focused on profitability towards a duty-based purpose connected to sustainability-oriented values, building internal legitimacy for green innovation. Our study also demonstrates that organisational purpose shift, when only selectively and gradually realised, impedes full decarbonisation. We contribute to the literature on innovation studies by discussing how organisational purpose shift and internal legitimacy can enhance sustainable innovation in fossil fuel incumbents.

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.

The Catholic university’s integral purpose: A multi-dimensional perspective

This study examines how contemporary frameworks of corporate purpose can inform the purpose of Catholic universities. It defines corporate purpose as a central objective that provides meaning to members and contributes to societal value, delineating inside-out and outside-in perspectives, and head, heart, and hands dimensions. Applying these frameworks to Catholic institutions, the paper discusses the importance of aligning purpose with Catholic beliefs, fostering intellectual inquiry, moral formation, and engagement with societal challenges. Then, it delves into how Catholic universities integrate organizational purpose with individual purposes both in Catholic and non-Catholic members. It examines the concepts of purpose fluidity and synergy, which enhance alignment between personal and organizational purposes. Strategies for promoting these concepts, such as clear communication and consistent management, are discussed. Ultimately, integrating these frameworks enhances our understanding of the multifaceted role of Catholic universities’ purpose in contemporary society.

ЭФФЕКТИВНОСТЬ ПРОТИВОЭРОЗИОННЫХ МЕРОПРИЯТИЙ ПРИ ОРГАНИЗАЦИИ ТЕРРИТОРИИ ПАШНИ

At this stage of the development of land management in the Russian Federation, forest reclamation measures, including the design of protective forest belts, play a special role in effectively combating wind erosion on arable land. The article analyzes the effectiveness of the creation of forest belts for the purpose of erosion control organization of the territory of the Pavlograd municipal district, calculates the assessment of the effectiveness of the placement of the projected field protection forest belt, the amount of capital investments, the payback period of design solutions, and also makes a feasibility study of the project proposal.

A Study Regarding Long-Term Change Management for Quality 4.0: Findings from Hybrid Project Management Implementation in The Fintech Setting

The authors of this study want to analyze organizational purpose while focusing on the adoption of hybrid project management (HPM) methodology in FinTech system development. It is critical to identify the internal and external elements that influence organizational decision-makers intentions for HPM adoption. This study intends to use a theoretical approach that combines the Technology Organization Environment (TOE), which investigates the factors that influence FinTech organizations' decisions to incorporate HPM into their software development projects, with the Theory of Planned Behavior (TPB), which investigates behavioral intention. It tackles the elements that influence organizational decision-makers preparation for HPM deployment and their willingness to employ it. When the independent, dependent, and moderating variables are combined, the results show that relative advantage, top management support, and industry pressure all have a positive impact on an individual's attitude towards HPM adoption in FinTech and sustainability in Quality 4.0. The authors also examined the impact of attitudes and perceived behavioral control factors on the long-term intention to use HPM in the FinTech business. The stated hypotheses were verified using partial least squares structural equation modeling (PLS-SEM), except for the direct effect of top management support or attitude on intention to adopt.

CORRELATION BETWEEN PERSONNEL' AUTHENTICITY IN THE WORKPLACE, BURNOUT AND WELL-BEING

To be authentic is to be oneself, needs, true and original, to be aware of one's identity, to act in accordance with values, needs and desires, which naturally contributes to quality of life. Well-being is a universal life goal and one of the most important strategic priorities and human resource trends in organizations today. A large part of people's lives is spent at work, which today is characterized by uncertainty, competitiveness, and stress, so it is in the interest of organizations to contribute authentic expressions in their employees, making them feel better and thus more productive, while attracting new talents who value authenticity at work as a psychological benefit. The aim of the research is to explore personnel’ authenticity in the workplace in relation to burnout and well-being and to develop proposals to human resource managers and managers for enhancing personnel’ authenticity and well-being and reducing burnout. Three research questions: Are there correlations between personnel' authenticity in the workplace, burnout, and well-being; Are there differences in variables between age groups, by organization size, between seniority groups and different types of work models; Does authenticity in the workplace affect burnout and well-being. The following methods were used: Relational Authenticity Questionnaire; Maslach Burnout Inventory – General Survey; Index of Psychological Well-Being at Work; two open questions created by the authors of the study and socio-demographic survey. Based on the results, it was found that there are correlations between variables, namely, a positive relationship between relational authenticity and well-being and a negative – between both exhaustion and cynicism burnout subscales. There are differences in variables between age groups, seniority groups and different types of work models, and the impact of authenticity on both burnout and well-being was found. Results help to draw the attention of employers to promotion of authenticity as a tool for enhancing well-being and preventing burnout, proposals can be used for aforementioned purposes in organizations.

Breaking the inequality reproduction circle in the NHS: the importance of senior management team's actions (SMTA)

PurposeThis study examines potential ways to break the inequality reproduction circle faced by ethnic minority health workers and sustained by key performance indicators (KPIs)-centred management in the National Health Service (NHS) in England. It does so through the lens of signalling theory.Design/methodology/approachThree years panel data for 2018–2020 covering 207 hospitals was compiled from the annual NHS staff survey and matched with relevant administrative records. Structural equation modelling was used to test the proposed hypotheses at the organisational level.FindingsThe moderated mediating model reveals that persistent racial discrimination by managers and coworkers can disadvantage the career progression of ethnic minority health workers, which in turn reinforces and reproduces economic and health inequalities among them. More importantly, we show how the collective agreement that the senior management team acts (SMTA) on staff feedback can break this vicious circle.Research limitations/implicationsWhile our research focuses on the not-for-profit health care sector, it opens important opportunities to extend the proposed model to understand organisational inequality and how to address it.Practical implicationsPerceived SMTA can send strong signals to reduce deep-rooted discrimination (race, gender, age, etc.) through resource allocations and instrumental functions. This is also a way to address the current staff burnout and shortage issues in the healthcare sector.Social implicationsThis article reveals why the purpose of organisations that provide public service to reduce social inequality was comprised during their business-like operations and more importantly, how to reflect their foundational purpose through management practice.Originality/valueThis study offers a way forward to resolve one of the unintended consequences of KPI-centred management in the not-for-profit sector through unpacking the process of inequality reproduction and, more importantly, how it is possible to break this vicious circle.

Relationship between entrepreneurial orientation, performance, and environment from the perceptcion of cooperative managers

Entrepreneurial orientation assists in the strategic decision-making process in which managers define organizational purposes, thus seeking to create competitive advantage. The study evaluates the relationship between entrepreneurial orientation (EO), performance, and environment based on the perception of cooperative leaders. For EO the dimensions of Miller (1983) were used, for environment the proposal of Duncan (1972) and performance was measured subjectively. The approach is quantitative, with a descriptive-correlational character. OE and performance were analyzed by factor analysis. The perception of the environment made it possible to perform “Anovas”, which showed significant differences for the second factor of OE. The correlations between OE and performance were positive and significant. The regressions for performance with EO as predictor were not affected by the environment, indicating lack of influence.

Who is responsible for refugee education? A multilevel analysis of integration and localization in Colombia

This study examines the impact of integrating refugee children into host states' education systems and localizing humanitarian responses on the authority and responsibilities distributed among global and local actors. Focused on Venezuelan refugee education in Colombia, our multilevel analysis reveals sporadic horizontal dialogue and fair coordination only when local expertise serves the purposes of humanitarian organizations. These positive effects coexist with power imbalances and responsibility dilution, primarily affecting local actors. These disparities yield suboptimal interventions for refugee children. Mapping the global-local chains of authority and responsibility, the study elucidates the possibilities and limitations of current governance arrangements for refugee education.

A FRAMEWORK FOR TRANSFORMING CORPORATE PURPOSE INTO ORGANISATIONAL CULTURE

Purpose: One of the most powerful and talked about approaches in the management and leadership of modern business today is Organisational Purpose. When placed at the heart of strategy, it is said to increase employee engagement exponentially, resulting in the unlocking of human potential, lighting up passion and enthusiasm within people, and beating the line in financial performance through overservicing and delighting customers, by as much as 42% compared to the stock market. However, as much as Organisational Purpose is heralded as the core motivation behind the sustainable success of any organisation, 90% of these purpose-led strategies fail in implementation. The article investigates this phenomenon. Theoretical Framework: This study falls within the framework where leadership and strategy implementation meet. One of the most profound gaps identified during the literature reviewed for this article is that the purpose (‘deep self’) of an organisation cannot be defined or even implemented without defining the individual purposes (‘deep self’) of its leadership, in that an organisation can only ever be as conscious as its leader. Design/ methodology/ Approach: This study, therefore, sets out to create a framework that can guide leaders towards implementing corporate purpose into organisational culture through raising leadership and organisational consciousness and, in doing so, overcoming this persisting barrier to implementation. By choosing Action Design Research as the methodology for this research, the researchers co-create a potential solution with 14 Chief Executive Officers, each a market leader within their diverse industries. Findings: A solution that suggests that the successful transformation of corporate purpose into organisational culture lies at the intersection of the individual purpose of each executive leader, the purpose of the organisation, and the individual purpose of each of its employees. Against the plethora of existing frameworks, which are by and large said to be unsuccessful in the face of implementation failure, the framework presented as a product of this study offers an alternative solution. Research, Practical & Social Implications: A practical solution that puts the potential of people at its heart is offered as a framework for implementation. Originality/Value: The framework is called: ‘The Growing Greatness Implementation Framework’. This presents a new and unique contribution to the current literature about Strategic Business Management.

Unlocking the value and transitional purpose of plant-based meat alternative companies in the German market

Meat-free foodstuffs that emulate key properties of meat, meat alternatives, are portrayed as instruments to contribute to a dietary transition towards more protein from non-animal sources, a protein transition. Although they promise the large audience of meat-eating consumers easy sustainability gains, truly sustainable diets require changes beyond the replacement of animal by other proteins, a full-fledged protein transition. Meat-alternative companies are in a central position to support and to shape the form of the protein transition. So far, however, it is not entirely clear for “how much transition” enterprises actually aim, what activities they engage in to get there, and what limits their efforts. Our research contributes to elucidating these questions. Drawing from the concept of organizational purpose and from sustainability marketing scholarship, we investigate the transitional purpose of companies in the German market for plant-based meat alternatives. Through a series of semi-structured interviews and by studying the websites of key firms, we find that enterprises indeed largely aim for a protein transition, which replaces meat by meat-like substitutes. Also, there seems to be little company activity to facilitate dietary changes at the level of consumers or society. Nonetheless, our work indicates that wider changes are possible - e.g., even firms’ standard marketing activity could stimulate changes. In doing so, it lines out a path for future research that could help to better assess the potential role of meat-alternative businesses for a full-fledged protein transition.