Organizational Behavior Management Research Articles

Breaking the WAVE and shattering stereotypes: addressing organizational change and team dynamics with female leaders

Research methodology The research consisted of a questionnaire and in-depth interview with the CEO. Secondary research was conducted to read through various articles and literature available on the organization. Relevant courses are organizational behavior/organization development/strategic management. Case overview/synopsis In a landscape traditionally dominated by male leadership, this case study highlights the compelling narrative of a new leader with an unconventional leadership style. This purpose of this case study aims to explore the change management challenges faced by Molade, CEO of WAVE, a leading vocational education social enterprise based in Lagos, Nigeria, as she grapples with the issue of organizational culture and gender bias and their impact on team dynamics while implementing a new strategy. Her leadership journey reflects not only personal triumphs but also the broader impact of diverse perspectives at the helm of organizational decision-making. Despite having over a decade of industry experience and being well-respected in her field, Molade is met with resistance and patronizing behavior from some of the existing team members who question her authority and decision-making abilities. The case discusses leadership challenges faced by Molade, a female leader, its negative implications on her performance and her ability to implement change within the organization. Ultimately, Molade’s perseverance and strategic thinking enabled her to successfully navigate her dilemma. Complexity academic level Undergraduate business course(s) which include organizational behavior, organization development and strategic management.

Analysis of Determinants Factors Affecting Organizational Citizenship Behaviour in Post-Merger Sharia Banks

Purpose: This study investigates the determinants of Organizational Citizenship Behavior (OCB), focusing on the relationship between Organizational Culture, Organizational Commitment, Career Development, and OCB.   Method: Using a Literature Review approach, this study analyzes scholarly articles published from 2016 to 2020 to identify gaps in research and explore the mediation effect of Career Development on the relationship between Organizational Culture and Organizational Commitment in influencing OCB.   Results and conclusion: The findings highlight the importance of Organizational Culture, Organizational Commitment, and Career Development in shaping OCB. While existing literature extensively examines OCB's relationship with organizational factors, such as culture and commitment, this study emphasizes the need for further research on the mediating role of career development. It also suggests that OCB is influenced by changes in organizational strategy and the implementation of human resource management practices, particularly in Indonesian companies.   Research implications: The study provides theoretical insights into OCB determinants and practical implications for organizational management in fostering OCB. It underscores the significance of considering career development alongside cultural and commitment factors.   Originality/value: This research contributes to the literature by addressing gaps in research and emphasizing the importance of career development in shaping OCB. It offers valuable insights for organizational management and contributes to the advancement of knowledge in organizational behavior and human resource management.

Performance: Confirming, refining, and refuting theories

Performance is a central concept in management because it is consistently a critical outcome of interest across levels of analysis and subfields. For example, organizational behavior and human resource management focus on individual performance, and strategic management centers on firm performance. Given the centrality of this construct, it is unsurprising that more than 200 theories of performance have been proposed. We used the CORE model of performance (i.e., Performance [P]  = Capacity [C]  + Opportunity [O]  + Relevant Exchanges [RE]) to offer specific suggestions to confirm, refine, and refute performance theories at the individual and firm levels of analysis. Specifically, we recommend conducting six types of studies: (a) constructive reproducibility studies, (b) literal and constructive replication studies, (c) generalizability studies, (d) tests of competing theories, (d) empirical explorations of theoretical assumptions underlying existing theories, and (e) tests of previously published untested theories or theoretical models. We hope our article will help the management field improve the understanding of one of its most central constructs, not by creating new theories that seemingly offer “novel contributions.” Instead, we suggest improving our understanding of performance more meaningfully by confirming, refining, and refuting already existing performance theories.

A Review of Applied Goal Setting Studies in the Behavior Analytic Literature (1990-2022)

ABSTRACT Goal setting is a common intervention in organizational behavior management (OBM) and the larger management literature in general. Even though goal setting is ubiquitous in the OBM literature, there have been no systematic reviews of the effects of goal setting on employee performance. The current review includes applied studies in the behavior-analytic literature published between 1990 and 2022 that used goal setting as a component to improve performance. We coded 46 separate studies by study characteristics and goal-setting characteristics. The use of goals in applied settings is discussed.

Conflict Management Styles and Organizational Behavior of Public School Heads in The New Normal

This study evaluated the organizational behavior and conflict resolution approaches used by public school heads in Calamba City's Cluster 9 Division. The study was conducted from April to May of 2023. Survey questionnaires were used in the study's descriptive correlational design and stratified random sampling to determine organizational behavior and conflict management approaches. The participants in the study were the school heads and teaching personnel in Cluster 9. There were 140 target respondents in all, and the cluster consisted of 6 public elementary and 2 secondary institutions. The researcher-made questionnaire underwent reliability testing using Cronbach's Alpha and pilot testing before data collection, with five experts validating it. The four-point Likert scale, mean, and Pearson r were used to assess the degree of organizational behavior and conflict management styles' application. An expert statistician who used thew the SPSS software received the collected data. The findings showed that school heads are proactive and skilled communicators with their staff. They use cooperative and accommodating resolution strategies, which is consistent with a supportive and less autocratic workplace. To improve the practices and utilization of conflict management techniques, a proposed enhancement program named Project CARP (Conflict Activity Resolution Program for School Heads in Cluster 9 Division of Calamba) was developed.

Medical school department chair performance improvement: A qualitative study.

In medical education, department chairs should play a significant role. The present qualitative study was conducted to identify factors that influence the performance improvement of department chairs at medical schools in Iran. The study was conducted in Iran in 2022 and used a thematic analysis method. Using a purposeful sampling method, 20 participants were invited to participate, including medical school deans and department chairs. Focus group discussion (FGD) was used for qualitative data gathering. Braun and Clarke's thematic analysis was used to analyze data. There were 18 males and 2 females among the participants. The mean age of the participants was 45±4 years. Five overarching themes were formulated: human resource management, organizational behavior management, performance support system, leadership, and financial resources. Also, nine subthemes emerged, including performance evaluation, job and work design, educational and non-educational support, motivational efforts, organization culture, organizational knowledge management, planning for change, and financing. In this study, we found factors influencing DC performance improvement. Department chairs' effective performance may have a positive impact on department operations, processes, or outcomes.

Organizational Behavior Management Approaches to Advancing Compassionate Care in Research and Practice

Organizational Behavior Management Approaches to Advancing Compassionate Care in Research and Practice

Psychometrics of Emotional Intelligence in Hospitality: A Cross-Sectional Study on Human Capital and Quality of Service

Little research has been conducted specifically on emotional intelligence (EI) and perceived quality of service in the hospitality industry. The main goal of this research consists of providing empirical evidence related to EI regarding its importance in quality of hospitality service (QHS). To do so, a hypothetical and conceptual model was tested by Partial Least Square-Structural Equation Modeling (PLS-SEM) techniques based on a sample of 408 employees in the hospitality sector in the region of Murcia (Spain). The findings of this work reveal the incidence that EI has on the QHS of human capital, despite a scenario that is characterized by a high rate of talent shortage worldwide and an increasing digitalization that could reduce human interaction. Also, implications are given so that EI could be more deeply analyzed for EI strategy-building within organizational behavior and human resource management areas from a practical approach, increasing engagement and preventing the so-called quality service sabotage.

Using general‐case procedures outside of autism intervention: A systematic review

AbstractRecently, there has been a call for the application of behavior analytic technology to more diverse domains. Although general‐case procedures are most often applied in autism service delivery, they can be applied to more diverse domains ranging from organizational behavior management to public health initiatives. This literature review, therefore, provides an overview of technological descriptions of general‐case procedures and their applications in areas other than autism intervention. Evaluated variables include the population, independent and dependent variables, generalization measures, and social validity assessments. The results suggest that most researchers are not using a technological description of general‐case procedures nor are they assessing for generalization. Recommendations for future researchers and clinicians include better descriptions of general‐case procedures, evaluation with different populations, assessment of acceptability and more comprehensive evaluations of generalization.

Conceptualizing Job Burnout Through a Behavioral Lens: Implications for Organizational Behavior Management

ABSTRACT Provider burnout is a prevalent concern within the workforce. This is particularly true among behavioral providers serving autistic and neurodivergent individuals. Burnout warrants consideration given its known harmful effects on providers, their services, and the organizations within which they serve. To date, burnout has been largely conceptualized through mentalistic frameworks. This approach coupled with limited guidance on developing, implementing, and evaluating cost-effective systems- and organization-level interventions to address or reduce burnout, may contribute to findings that burnout interventions produce small and inconsistent effects. As a result, organizations may be less able or likely to invest in burnout prevention and management strategies. Organizational behavior management (OBM) may offer unique insights into addressing burnout. In this paper, we discuss how burnout may instead be conceptualized through a behavioral lens with a focus on burnout consistent behavior. We then describe the relevance of OBM practitioners in assessing burnout and functionally relevant stimuli/events (e.g. positive reinforcers, such as praise for overwork; negative reinforcers, such as escape/avoidance of aversive work tasks or client interactions), and considerations for using their existing skill set to inform the development of interventions to effectively prevent and/or manage burnout within organizations.

Analyzing the effects of Spiritual Intelligence, Innovation and Competence on Employee Appearance at PT. Asam Jawa

The research is conducted at PT. Asam Jawa in Medan, North Sumatra, from September to October 2023. The research population comprises all employees of PT. Asam Jawa, totaling 50 individuals, and the sampling is done exhaustively involving all population members. From the research results and discussions, the following conclusions can be drawn: (1) Spiritual Intelligence has a positive and significant influence on the improvement of Employee Appearance at PT. Asam Jawa. (2) Innovation has a positive and significant influence on the improvement of Employee Appearance at PT. Asam Jawa. (3) Competence has a positive and significant influence on the improvement of Employee Appearance at PT. Asam Jawa. (4) Spiritual Intelligence, Innovation, and Competence have a positive and significant influence on the improvement of Employee Appearance at PT. Asam Jawa. Recommendations for the company involve engaging in the development of spiritual intelligence, fostering an innovative culture, and focusing on the development of employee competence. The research results can serve as a reference for companies to understand the impact of these factors on appearance improvement. For future research, it is suggested to include additional variables such as leadership, job stress, organizational behavior, and other management variables.

Organizational Behavior Management in Creating Competent Human Resources

This research aims to analyze employment planning in the school environment, including analysis of activities and workload, as well as evaluation of recruitment, selection, training and development of teaching staff. Research background shows that good workforce planning can improve school efficiency and effectiveness. The research method used is analysis of activity and workload data, as well as evaluation of teacher recruitment, selection, training and development. The research results show that workforce planning is more focused on academic and non-academic aspects in recruitment and selection, with less emphasis on behavior change through training. Evaluations are carried out periodically, but there are gaps in program progress and implementation. The implications of these findings indicate the need for increased focus on aspects of behavior change in teacher training and development programs as well as improvements in the assessment and implementation of employment evaluations in schools.

HUBUNGAN KEADILAN PROSEDURAL TERHADAP KEPERCAYAAN ORGANISASI

The research method employed a literature study (library research), involving the collection of data from various literature related to the research topic. The research findings indicate that procedural justice by management positively contributes to employee trust. Employees who believe in procedural justice tend to have high organizational trust. The conclusion of this research provides a valuable contribution to the field of management, particularly in leadership, organizational behavior, and human resource management. The research findings also offer insights for organizational management in designing strategies to prevent behaviors that could undermine organizational trust. The results of this research highlight the crucial role of leadership in shaping positive attitudes and behaviors among employees in the organizational context.

Organizational behavior and human resource management perspectives on entrepreneurship: Lessons learned and new directions

AbstractThis special issue of Personnel Psychology is devoted to micro‐based research on entrepreneurship, an emerging field that heretofore has been highly influenced by scholars in economics, strategy, and sociology. A theme of this special issue is that to further advance research on entrepreneurship, we need to develop a greater understanding of the role of individuals and teams in entrepreneurial activity from an OB/HR perspective. Accordingly, the goals of our overview article are twofold. First, we summarize the articles in the special issue, which address a number of important micro topics, including HRM practices in the entrepreneurial firm, leadership, identity, teams, well‐being, diversity/equity/inclusion, and careers and hiring. These articles are based on a variety of research methods and data sources from multiple nations. Second, we identify additional important topics for OB/HR scholars who are interested in conducting research on entrepreneurship. They include a global perspective, the bright versus dark side of entrepreneurship, entrepreneurship and STEM workers, and genetic and biological determinants. We conclude with a consideration of methodological and research design issues.

Implications of Social Media for a Changing Work Landscape

More than half of the global population now uses social media. This technological ubiquity has transformed the way that individuals communicate and engage with the world around them, and consequently has had drastic effects on modern work. In the 20 years since early social media platforms such as LinkedIn and Myspace were first launched, much research on the consequences of social media has been conducted in the fields of organizational psychology and organizational behavior. In this article, we review this body of literature, highlighting the ways that social media has changed modern work, both in changing organizational behavior and human resource management and in changing the nature of work itself. We detail ethical, legal, and practical challenges that have arisen in this changing landscape and conclude with recommendations for additional research on this topic.

The development and evaluation of the worker-occupation fit inventory

BackgroundPerson-environment fit (PEF) theory, one of the foundational theories of occupational stress, has primarily found applications in organizational behavior and human resource management. Given the alignment between the definition of occupational stress and the essence of PEF, we introduced the concept of worker-occupation fit (WOF). To validate our theoretical model, the development of an instrument to measure WOF becomes imperative.MethodsThe Worker-Occupation Fit Inventory (WOFI) comprises three dimensions: personal trait fit (PTF), need-supply fit (NSF) and demand-ability fit (DAF). Job-related mental disorders (JRMDs) were assessed using the DASS-21. During the pre-investigation, items of the WOFI underwent screening through classic test theory (CTT) analysis. In the formal investigation, item response theory (IRT) analysis was employed to evaluate the selected items. The relationship between WOF and JRMD was verified by Pearson’s correlation analysis and multiple logistic regression analysis.ResultsThe initial version consisted of 26 items. Three common factors were extracted by exploratory factor analysis (EFA): 6 items were included in the PTF, 6 items were included in the NSF, 4 items were included in the DAF, and 10 items were deleted because of unacceptable factor loadings. The confirmatory factor analysis (CFA) verified the structure of the WOFI with χ2/df = 1.822, CFI = 0.947, and SRMSR = 0.056. The Cronbach's alpha coefficients of the PTF, NSF, and DAF were 0.91, 0.92, and 0.80, respectively. In IRT analysis, the discrimination values of all items ranged from 1.25 to 2.53, and the difficulty values of all items ranged from -6.28 to 1.30 (with no difficulty of reversal). The WOF was negatively related to job-related stress (r = -0.34, p<0.001), anxiety (r = -0.37, p<0.001), and depression (r = -0.41, p<0.001). The multiple logistic regression analysis suggested that a high level of WOF was a protective factor against job-related mental disorders, with ORs all less than 1 (p<0.001), and a low level of WOF was a risk factor for job-related mental disorders, with ORs all more than 1.0 (p<0.001).ConclusionsThe results of CTT and IRT analysis indicated that the WOFI exhibits reliability and validation. The WOF effectively predicted job-related mental disorders. Subsequent studies will delve into the influence of WOFI on diverse professions and various health outcomes.

Finding a Meaningful Career Using Organizational Behavior Management.

Students, early career behavior analysts, and professionals who are retreading and interested in organizational behavior management (OBM) often seek guidance on potential career paths. In this article, we offer several factors to consider before pursuing a career related to OBM, including strategies to narrow interests, gain experience, and communicate those experiences to hiring organizations. Next, we outline potential career paths and give specific examples of job titles and duties. The job areas described are academia/research, operations, internal consulting, and external consulting. Finally, we discuss how OBM training is relevant to each area and other skills necessary to be competitive for those positions.

Can Ethical Leaders Enhance Knowledge Sharing? The Role of Psychological Capital and Anticipated Reciprocal Relationships

The aim of the paper is to empirically investigate the influence of ethical leadership and psychological capital on knowledge sharing in business organizations. Furthermore, the paper investigates the mediating role of psychological capital and moderating role of anticipated reciprocal relationships in the relationship of ethical leadership with knowledge sharing. The analysis has been conducted on data gathered from 248 members of information technology (IT) companies by making use of survey questionnaire. Hypotheses are tested by analysing the data using structural equation modelling (SEM) and PROCESS macro. The study found that ethical leadership and psychological capital have positive effect on knowledge sharing. Ethical leadership also impacts psychological capital positively. Further, psychological capital acts as a mediator and anticipated reciprocal relationships act as moderator in the relationship of ethical leadership and knowledge sharing. This study establishes new antecedents of knowledge sharing, emphasizes the importance of ethical aspects of leadership in managing knowledge resources and enrich literature of Knowledge Management (KM), leadership, positive organizational behavior and human resources management. It further gives new perspectives to practitioners by recognizing the significance of ethical leadership, psychological capital and anticipated reciprocal relationships to enhance knowledge sharing. To the best of authors’ knowledge, this study is one of few initial studies to examine the linkages between ethical leadership, knowledge sharing and psychological capital as well as the role of anticipated reciprocal relationships therein.

KEPEMIMPINAN ETIS DAN PERILAKU KERJA INOVATIF

The research method employed a literature review (library research), collecting data from various literature related to the research topic. This study explores the relationship between ethical leadership and innovative work behavior, considering the increasing recognition of ethical leadership as a distinct leadership style. Based on Social Exchange Theory, this research investigates the impact of ethical leadership on employees' innovative work behavior, emphasizing the holistic perspective of ethical leadership. The findings contribute valuable insights to management studies, specifically in leadership, organizational behavior, and human resource management. Additionally, the research emphasizes the role of ethical leadership in shaping positive and innovative work behaviors among employees, providing guidance for organizational management to design strategies preventing behaviors that may undermine innovative work behavior.

KEPEMIMPINAN ALTRUISTIK DAN KEBAHAGIAAN DI TEMPAT KERJA

The research method uses library research, by collecting data from various literature related to the research topic. This study aims to explore the relationship between altruistic leadership and happiness in the workplace, addressing this research gap. Based on Social Exchange Theory, this study investigates how altruistic leadership influences employees' workplace happiness from a holistic perspective. These findings contribute valuable insights to management studies, particularly in leadership, organizational behavior, and human resource management. Additionally, this research underscores the importance of altruistic leadership in fostering positive and happy workplace behavior among employees, providing guidance for organizational management to design strategies that increase workplace happiness.