Model Of Organizational Behavior Research Articles

Reimagining our futures together: An early bird's‐eye view of inclusive organizational behavior

SummaryThe world has witnessed high‐intensity and low‐occurrence crises such as the COVID‐19 pandemic that have radically changed not only the discourses of health and safety but also permanently changed the realities of the workplace. The COVID‐19 pandemic‐related new normal has resulted in the exponential increase in the acceptance of “homeplace” or “work from home” in work‐related domains. With this sudden dramatic shift in the way the present and future work is being conceptualized, there is every reason to believe that employees struggle with a plethora of intertwined thoughts and emotions, particularly a heightened sense of social isolation and exclusion from their work environment. The present study is an attempt to address this concern in the broader ambit of inclusive organizational behavior. Using an interpretivist research approach, we dwell on the genesis of organizational behavior in changing times, particularly digitalization and social isolation. We employ inductive analysis of the employee data generated over two waves and use grounded theory to explain how inclusive behavior could be fostered within organizations. Our study provides an early conceptualization of inclusive organizational behavior by identifying four factors, namely, inclusive support, inclusive work design, inclusive culture, and inclusive mindset. Furthermore, based on the findings of the study, a three‐tier model of inclusive organizational behavior is proposed that links individual, group, and system‐level dynamics in the organizations.

The Effect of Implementing Training Program on Organizational Citizenship Behavior Model for Nurse Managers on Organizational Effectiveness

The Effect of Implementing Training Program on Organizational Citizenship Behavior Model for Nurse Managers on Organizational Effectiveness

Perilaku Organisasi dalam Penanggulangan Bencana Daerah di Kabupaten Buton Selatan

This research describes organizational behavior in disaster management in South Buton Regency. The study employs a qualitative method with data collection techniques using triangulation (interview, observation, and documentation). Data substance reduction is then presented for analysis. The analysis in this research utilizes Robins & Judge’s organizational behavior model with three levels of analysis. The findings of research include, among others, at the individual level, the South Buton Regency’s Disaster Management Agency (BPBD) exhibits diverse attitude, perception sensitive to disaster mitigation, and motivation requiring effective management. To achieve optimal performance in disaster management, there is a need for management strategies that understand the uniqueness of each individual, create a supportive organizational culture, and motivate employees with clear guidance. At the group level, effective leadership, structured communication, and proper conflict resolution are essential for achieving goals and optimal performance in BPBD South Buton Regency. At the organizational level, organizational structure, organizational culture, and human resource management in BPBD South Buton Regency have been formed and operated effectively. This structure aims to establish formal task distribution, create unity, and enable effective coordination and collaboration in achieving organizational goals.

Presentation of an Organizational Citizenship Model Based on Discourse Theory (Education Management in Basra Province)

Objective: The purpose of this research was to present a model of organizational citizenship behavior in the education sector of Babylonia Province, based on discourse theory. Methodology: This study is applied in nature and qualitative in methodology. The sample consisted of 12 experts including managers and employees from the Babylonia education sector. The qualitative analysis involved interviews, open coding, selective coding, and axial coding to extract themes and concepts. The result of this phase identified 16 axial codes and 87 open codes, with a frequency of 210 instances. These factors derived from the interviews were then explained through discourse theory and examined at three levels. Findings: The findings from discourse theory revealed that for some employees, organizational citizenship behavior is viewed almost as a taboo, seen as a means to enhance further activity but perceived negatively. For others, it is considered a natural part of any organization, and finally, some other employees see organizational citizenship behavior as an organizational necessity, which, when increasingly supported by managers, becomes a widespread practice. Conclusion: The more the organizational environment is friendly, the easier it will be to exhibit organizational citizenship behavior, and the existence of a culture of collaboration and togetherness will facilitate this type of behavior.

IT software purchase decisions in terms of business customer experience

The aim of this study is to compare experience of customers making decisions in teams and individually during the process of purchasing IT software supporting management processes in their organization.The research sample consisted of 114 companies from all over Poland that purchased management-supporting software in the last 3 years. Quantitative research method was used to achieve the adopted research objective. A questionnaire was applied as a research tool, while Manna-Whitney U test - was used to determine differences in experiment levels.This article refers to the models of organizational behavior, paying special attention to group and individual factors that business customer experience. The research results show that the experience of people who decide to purchase software as a team is better at all stages of the decision-making process compared to the experience of people making decisions individually.The collected research material, and, above all, the conclusions drawn from it, contribute to the knowledge about the quality of business customer experience in the IT sector, and outline the differences in the quality of such experience between those making decisions in the organization in a team and in an individual manner.

MILITARY LEADERSHIP AND LEADER PERFORMANCE: THE MEDIATING ROLE OF ORGANIZATIONAL MILITARY BEHAVIOR

This study aims to examine the effectiveness model of military leadership and organizational military behavior (OMB) on the organizational performance of the Indonesian National Armed Forces (TNI). This research uses descriptive and explanatory survey methods. The population in this study were 69 POMDAM and DENPOM units throughout Indonesia. The data collection technique uses cross-sectional techniques through Google Forms. The data analysis used is the Partial Least Square-Structural Equation Model. The findings of this study conclude: (1) the new concept has valid and reliable indicators; (2) military leadership and OMB significantly affect performance; (3) military leadership significantly affects organizational performance through OMB as mediation. Therefore, this research is expected to assist one of the crucial sectors in Indonesia and be considered in research in the military sector. Furthermore, the concepts and models in this study should be empirically tested in further research.

Organizational citizenship behavior in civil society workplaces

AbstractOrganizational citizenship behavior is argued to be particularly important to civil society organizations (Akhtar, Hakeem, & Naeem, 2017). However, organizational citizenship behavior needs further theoretically driven research in the civil society sector, which is the overarching aim of this study which compared two competing models of organizational citizenship behavior within the New Zealand's civil society sector: Organ (1988) and Williams and Anderson (1991) models. Participants were N = 442 employees from 217 civil society organizations in New Zealand. Confirmatory factor analysis tested these two competing measurement models of organizational citizenship behavior. Results suggested employees of civil society organizations tended to perform citizenship behavior in accordance with Organ (1988) structured five‐factor model, independent of their organization. Results are discussed, with a focus on why employees working in New Zealand's civil society sector seem to be more likely to perform Organ (1988) model of organizational citizenship behavior, and practical implications presented.

ORGANIZATIONAL BEHAVIOR: USE AND ITS IMPORTANCE

This research publication intends to investigate the value of organizational behavior (OB) and how it is used in modern organizational settings. The study of organizational behavior includes both individual and group interactions as well as how their actions impact the organization's overall efficiency, production, and success. The results demonstrate the value of OB in raising employee satisfaction, motivation, and productivity as well as in fostering better teamwork, communication, and organizational culture. In order to optimize operations and achieve sustainable growth, organizations can use a variety of OB ideas, models, and practices, which are covered in the paper as well. Keywords: organizational Behavior, Employee satisfaction, Team work, Organizational ideas and practices.

Motivations and commitment to work in the hospitality industry: investigating employee psychology and responsible organizational behaviors

ObjetivoUna gran parte de las empresas hosteleras carecen de personal suficiente y experimentan una grave escasez de mano de obra, en diversos contextos. En muchos casos, los hoteles y restaurantes tienen dificultades para retener y contratar a empleados motivados. En vista de ello, esta investigación utiliza constructos clave relacionados con la teoría de la autodeterminación (TAD) y los integra con una medida de gestión responsable de los recursos humanos (GRH), para investigar el compromiso de la organización de los empleados de hostelería.Diseño/metodología/enfoqueLos datos primarios se obtuvieron mediante un cuestionario en línea distribuido a través de grupos populares de LinkedIn que representan a empleados de hostelería. Se utilizó un enfoque de modelización de ecuaciones estructurales basado en compuestos para confirmar la fiabilidad y validez de los factores elegidos y arrojar luz sobre las vías causales del modelo propuesto en esta contribución.ResultadosLos resultados indican que en este estudio existen efectos directos e indirectos altamente significativos, en particular entre las motivaciones extrínsecas - el compromiso de la organización y entre la GRH responsable – el compromiso organizacional. Estas relaciones están mediadas por las motivaciones intrínsecas.Limitaciones/implicaciones de la investigaciónEsta contribución avanza un modelo robusto de Comportamiento Organizacional Responsable (ROB) que comprende la GRH responsable, las recompensas extrínsecas, la motivación intrínseca y el compromiso de la organización.Implicaciones prácticasEsta investigación implica que los profesionales deben incentivar y recompensar a los empleados más trabajadores, de forma proporcionada, para ofrecerles entornos de trabajo idóneos, así como condiciones de empleo adecuadas, con el fin de aumentar su lealtad, minimizar las tasas de rotación y atraer a talentos prometedores.Originalidad/valorEste estudio empírico incorpora un constructo de GRH responsable con motivaciones extrínsecas e intrínsecas. Confirma que son antecedentes significativos del compromiso de la organización. A diferencia de investigaciones anteriores, esta contribución se centra en la psicología de los empleados, así como en los comportamientos organizativos estratégicos en un momento en el que las empresas turísticas están experimentando un aumento de la demanda de sus servicios, tras la pandemia del coronavirus (COVID-19). Asimismo, sensibiliza sobre los retos perennes de la industria a la hora de atraer y retener a los empleados.

Corporate Citizenship (CC) And Organizational Citizenship Behavior (OCB)

The main objective of this article is to explore the relationship between corporate citizenship (CC) and organizational citizenship behavior (OCB), for which an approximation is made to the reality that organizations face, using the ordinatio method proposed by Pagani; Kovaleski; and Resende, (2015) to carry out a review in the Scopus, WoS databases and based on it, establish the background, the concept of corporate citizenship, organizational citizenship behavior (OCB) and the results of research on corporate citizenship. (CC) and organizational citizen behavior (OCB) and as a result, t four hypotheses and a model of Corporate Citizenship (CC) and Organizational Citizen Behavior (OCB) and some conclusions are proposed.

ORGANIZATIONAL CULTURE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE MEDIATING ROLE OF LEARNING ORGANIZATIONS AND ORGANIZATIONAL COMMITMENT

This study aims to find out how the Organizational Citizenship Behavior Model Based on Organizational Culture is mediated by Learning Organizations and Organizational Commitment. The sample size in this study was tailored to the analytical model used, namely Structural Equation Modeling utilizing the Maximum Likelihood Estimate (MLE) estimation model requires 100-200 samples. As a result, the sample size for this study was 200 permanent lecturers at Private Universities in North Sumatra. The data analysis method used Structural Equation Modeling. The results showed that Organizational Culture, Learning Organization, and Organizational Commitment had a significant positive effect on Organizational Citizenship Behavior. Organizational Culture and Learning Organization had a significant positive effect on Organizational Commitment. Learning organizations mediated positively the effect of Organizational Culture on Organizational Citizenship Behavior and Organizational Commitment mediate the effect of Organizational Culture on Organizational Citizenship Behavior.

Ranking the Recreational Leadership Factors in the Behavioral Dimension and Selection of the Most Ideal Organizational Citizenship Model

The concepts of management and organization are concepts that have existed throughout human history and are necessary for regular human life. Since people live in groups, management is needed to ensure the order of these groups, to establish a hierarchical structure, and to achieve goals and objectives. In order for these groups to reach their goals and objectives, someone (from within the group or outside of the group) needs to take a managing and guiding role. It is possible to state that these guides are leaders who can gather people around certain goals and objectives with their own beliefs and opinions, rather than being appointed by someone, who can influence and mobilize them. Therefore, the concept of leadership also emerges as a phenomenon that has existed in every period of history. For this reason, leadership styles and behaviors are important issues that need to be focused on, regardless of any field such as production, management, marketing, tourism, engineering. In this study, it is aimed to rank the recreational leadership factors of tourist guides in behavioral dimension according to their importance and to determine the most ideal organizational citizenship behavior model at this point. According to the results of the study, in which Entropy and Grey Incidence Analysis (GIA) methods were used, it was determined that the most important criterion in behavioral recreational leadership factors was “paternalistic leadership”, and the most ideal organizational citizenship model alternative criterion was "altruism". Therefore, it can be said that it would be more beneficial for the tourist guides, who constitute the sample group of the study, to exhibit leadership behavior at the paternalistic level and organizational citizenship behavior in the altruism dimension.

Factors in the formation of visitor’s environmentally responsible behavior (ERB) in damavand mountain, Iran

ABSTRACT Since tourist behavior plays the primary role in protecting the environment, this study has been conducted to extend the psychological perspectives of visitors' environmentally responsible behavior (ERB) in one of the most important natural heritage sites in Iran (Damavand Mountain) in the COVID-19 pandemic timeline and provide awareness for destination environmentalists as well as managers on how to control visitors' behavior. Likewise, Robbins (2002) Organizational Behavior model has been tested on ERB in ecotourism. Generally, 260 reliable questionnaires have been analyzed by using PLS-SEM2.0. The findings showed that (1) Visitors' attitude and ability toward nature would positively affect their ERB; (2) Motivation and learning mediate the impact of visitors' attitude and ability on their ERB; (3) Ability plays a significant role in the formation of visitors' ERB. Thus, the best way to change visitors' behavior is to educate them to make ERB more like a habit.

OPTIMIZING COMMUNICATION FLOWS USING A STANDARD BIM ORIENTED RACI MATRIX

The AEC industry has witnessed a growth in complexity during design and construction phase driven by clients’ increasing expectations related to technology applications (i.e., BIM), quality delivered, time to execution and cost effectiveness. Hence, leveraging on productivity improvement techniques and organizational behavior models is becoming crucial to more efficiently co-ordinate heterogeneous stakeholders and designers. Previous research has recognized the importance of structured management solutions such as the RACI matrix (a particular type of RAM) as an enabler for efficient communication flows and prompt assignment of roles and responsibilities. However, rarely has been outlined the importance of having a standard RACI framework to be then integrated with specific add-ons in line with the characteristics of the project in scope. These include a Common Data Environment within BIM for data collection enabling a cross information approach between different design disciplines and stakeholders’ information requirements. The paper therefore proposes a method to integrate the above-mentioned RACI standard framework for project management with project-specific add-ons and illustrates the main advantages obtained. These were empirically obtained through ad hoc AEC industry surveys and validated by qualitative impact analyses on renovation projects chosen for their high degree of complexity. Results suggest that the application of the above-mentioned standard framework drives more efficient communication flows and effectively assigns roles and responsibilities, ultimately improving time to execution and cost effectiveness.

A Newly tested Transformational Leadership - Organizational Citizenship Behavior model: Among the Employees of the Jordanian Universities: An Empirical Study

The optimizations of a university’s achievement require an effective leadership style to create an organizational citizenship behavior (OCB), as the excellence of such universities relies on mutual and collaborative efforts among their leaders, faculty members, employees, and students. The main objective of this study is to address and identify the impact of the transformational leadership style (TLS) on (OCB) in the universities in Jordan. The author has focused on five key aspects of (TLS) which are idealized behaviors, inspirational motivation, intellectual stimulation, individual consideration, and idealized influence, and five key aspects of (OCB), which are Conscientiousness, Sportsmanship, Civic virtue, Courtesy, and Altruism. This was achieved by validating the predesigned constructs of (Bass and Avolio, 2004) and (Podsakoff, et al., 1990) for the Jordanian university context by using structural equation modeling (SEM), both CFA and path analysis. Indeed, this required testing for the unidimensionality, reliability, and validity of the data which was randomly collected from 392 participants from the universities of Jordan, alongside testing the 5-5 model fit of (OCB) and (TLS) constructs in the Jordanian universities context and finally the path analysis to uncover the impact of (TLS) on (OCB). The results revealed that the pre-designed model was modified to include 18 items for the five components of (TLS) rather than the original 20 items, and 17 items for the five components of (OCB) rather than the original 24 items. Moreover, the five latent components of (TLS) loaded successfully into (TLS) general construct, whereas the five latent components of (OCB) loaded successfully into (OCB) general construct as well, where the respecified model was accepted based on the overall assessment of the model fit indices. Finally, (TLS) appeared to have a significant effect on (OCB), where (OCB) = 0.411*(TLS)+ 3.480+e, which means that (TLS) is a good predictor of (OCB), i.e., when TLS goes up by one unit, (OBC) goes up by 0.411 unit. Consequently, the author suggests practical implications for organizations and business practitioners, where, first, organizations should encourage their employees to recognize (TLS) and second, leaders should recognize their potential effect on employees’ behavior and attitude, especially in the individual consideration to be fully engaged in their citizenship behavior for the good of their organizational success.

Analyzing Dimensions, Consequences, and Inequalities of Organizational Citizenship Behaviour in Non-governmental Organizations of Crisis Management (Experimental Evidence: Red Crescent Society of the Islamic Republic of Iran)

INTRODUCTION: This research aimed to provide a dynamic model of organizational citizenship behavior (OCB) in crisis management non-governmental organizations with a social approach (experimental evidence: Red Crescent Society of the Islamic Republic of Iran). METHODS: This applied research was conducted using a mixed (quantitative-qualitative) method to analyze the data. The statistical population consisted of university professors as well as the managers and experts of the Iranian Red Crescent Society, who were selected by the snowball sampling method. The total number of experts in the Iranian Red Crescent Society and in the academic community accounted for 10 individuals (n=5 each), and the sampling continued until reaching theoretical saturation. The required information was collected through observation, in-depth and semi-in-depth interviews, review of documents, and experts' opinions; finally, by using the exploratory factor analytical statistical method, appropriate measurement tools were prepared. In this research, the Delphi technique and the Decision-Making Trial and Evaluation Laboratory-based Analytic Network Process were employed to determine and prioritize criteria and sub-criteria. For this purpose, the pairwise comparison matrix was used to determine the weight of the criteria. FINDINGS: In this study, helping behaviors, individual initiatives, organizational obedience, organizational loyalty, chivalry, civic virtue, and personal development were among the dimensions of OCB in descending order. CONCLUSION: The results of this research showed that the consequences of OCB included an increase in performance productivity and effectiveness, the promotion of positive relations between employees, more efficiency in allocating resources, reduction in maintenance costs, the provision of necessary flexibility for innovation, improvement of customer service, and effective use of scarce resources.

Developing Systemic Contributors and Adaptations Diagramming (SCAD): systemic insights, multiple pragmatic implementations

Traditional event exploration techniques in safety operations such as RCA and FMEA focus on developing explanations of specific events and in so doing, risk producing over-simplified highly linearized models of organizational behavior which are largely divorced from the realities of the work. Techniques such as FRAM, STAMP, and AcciMap, produce highly accurate models of system behavior but are often prohibitively resource intensive. These difficulties have made the types of inquiry which can inform Safety-II-style analysis difficult and expensive. In a review of four recent studies, we discuss implementation of the Systemic Contributors and Adaptations Diagramming (SCAD) framework, demonstrating its value in rapidly identifying useful cases, engaging a wider range of organizational roles, and arriving at useful insights more quickly and with reduced resource burden. Rather than focus on a specific event, SCAD explores the distribution of pressures across the system and the associated adaptive behaviors which employees undertake to address those pressures.

Creating a Robust Community of Practice as a Foundation for the Successful Development of a Pediatric Neurocritical Care Program

BackgroundThere has been a growing impetus for developing pediatric neurocritical care (PNCC) programs to improve care delivery for children with critical neurological conditions. We sought to develop a unique PNCC program using the concept of Community of Practice (CoP). MethodsThis is a process improvement project in an academic Children's Hospital. Using CoP framework (domain, community, practice), we created a domain of PNCC with a stated vision and formal organizational structure, a core community of intensivists and neurologists interested in PNCC, and a standardized practice approach by establishing core competencies for PNCC and implementing practice guidelines. ResultsWe evaluated the program through the Four-Frame Model of Organizational Theory and Behavior (structural, human resource, political, symbolic) and by the Neurocritical Care Society's (NCS’s) standards for a Level I Neurocritical Care Unit (Neuro-ICU). Structural frame included opening a pediatric Neuro-ICU, identifying PNCC leaders across specialties, and developing a multidisciplinary care delivery model. Human resource frame included forming physician and nurse groups with a primary role in PNCC and ongoing education through workshops, lecture series, and certification. Politically, program implementation was tailored to each department gaining institution-wide support for program initiatives. Symbolically, the PNCC program highlighted the vision to advance knowledge and best practices. Our program met 232 of 252 (92%) proposed NCS standards. ConclusionsThe CoP as the foundation for program development has enabled us to achieve the majority of standards proposed by NCS for a Level I Neuro-ICU. The generalizability of these frameworks may facilitate the development of a PNCC program for other institutions.

Organizational commitment in Islamic boarding school: the implementation of organizational behavior integrative model

Introduction. The goal of the mediation analysis is to see if the Islamic work ethic has a more significant effect on the instructors' organizational commitment than the direct effects of Islamic organizational culture, leadership, and Islamic spiritual intelligence. The importance of this study is to examine these variables in Islamic context. Materials and methods. The population of this research include teachers of Islamic boarding schools on Java region, Indonesia. Participants included 360 teachers who were selected randomly from Islamic boarding schools and questionnaire was distributed online through google forms. SPSS AMOS was used as a technique for structural equation modeling to evaluate the expected direct effect of variables on commitment. To test the hypothesized indirect effect, Sobel test was employed. AMOS was used to evaluate the structure of interrelationships with one comprehensive technique. Research results. Islamic organizational culture, Islamic leadership, and Islamic spiritual intelligence significantly affect Islamic work ethic with (β=0.085, 0.292, 0.244) Respectively. When it comes to Islamic corporate culture, Islamic leadership, Islamic spiritual intelligence, and Islamic work ethics have a significant impact with (β= 0.060, 0.250, 0.206, 0.112) respectively. The findings of the mediation study reveal that Islamic organizational culture, leadership, and spiritual intelligence influences organizational commitment through Islamic work ethic with (β= 0.019, 0.027, 0.044) respectively. The total effect analysis shows that the most effective path to increase teachers’ organizational commitment is Islamic leadership – Islamic work ethic – organizational commitment. Conclusion. This study evaluates the Integrative Model of Organizational Behavior by Colquitt (2016) applied in Islamic Boarding School. The model consists of contemporary leadership and individual characteristic as the antecedent. The mediating variables of the model consist of individual mechanisms such as trust, justice, and ethic. Individual performance and organizational commitment are the model's outcomes. These variables, on the other hand, do not represent the Islamic viewpoint as a whole. As a result, this study aims to assess the role of Islamic principles in the model. The study employs reliability and validity tests to get reliable and valid measures. The findings revealed that the evaluation model is proven to improve organizational commitment at Islamic Boarding School. Another theoretical contribution of this research is to provide more information to answer why there are differences in result of research’s.

Antecedent Organizational Citizenship Behavior Model: a Literature Review

Employee contributions that exceed their job descriptions or exceed the demands of their roles in the company are part of organizational citizenship behavior (OCB). Once the importance of OCB in achieving company goals makes us interested in research with the aim of providing recommendations for OCB antecedent models and solutions to these models at PT. Sejahtera Usaha Bersama (PT. SUB). This study uses a literature review method. Where the results of this study are recommendations for OCB antecedent models for PT. SUB, namely organizational communication, servant leadership, organizational commitment, job motivation, employee age, and organizational culture, it is hoped that these antecedents can strengthen the OCB dimensions, namely altruism, courtesy, sportsmanship, civic virtue and conscientiousness. And there are 6 solutions that we offer to PT. SUB.