Organizational Behavior Theory Research Articles

The dark side of AI-enabled HRM on employees based on AI algorithmic features

PurposeAI is an emerging tool in HRM practices that has drawn increasing attention from HRM researchers and HRM practitioners. While there is little doubt that AI-enabled HRM exerts positive effects, it also triggers negative influences. Gaining a better understanding of the dark side of AI-enabled HRM holds great significance for managerial implementation and for enriching related theoretical research.Design/methodology/approachIn this study, the authors conducted a systematic review of the published literature in the field of AI-enabled HRM. The systematic literature review enabled the authors to critically analyze, synthesize and profile existing research on the covered topics using transparent and easily reproducible procedures.FindingsIn this study, the authors used AI algorithmic features (comprehensiveness, instantaneity and opacity) as the main focus to elaborate on the negative effects of AI-enabled HRM. Drawing from inconsistent literature, the authors distinguished between two concepts of AI algorithmic comprehensiveness: comprehensive analysis and comprehensive data collection. The authors also differentiated instantaneity into instantaneous intervention and instantaneous interaction. Opacity was also delineated: hard-to-understand and hard-to-observe. For each algorithmic feature, this study connected organizational behavior theory to AI-enabled HRM research and elaborated on the potential theoretical mechanism of AI-enabled HRM's negative effects on employees.Originality/valueBuilding upon the identified secondary dimensions of AI algorithmic features, the authors elaborate on the potential theoretical mechanism behind the negative effects of AI-enabled HRM on employees. This elaboration establishes a robust theoretical foundation for advancing research in AI-enable HRM. Furthermore, the authors discuss future research directions.

The modified democratic management model: an ideal leadership model for healthcare?

This article proposes a new, modified version of the democratic management model as a leadership structure that could be effectively used in healthcare, particularly when an organisation is led by a transformational leader. The modified democratic management model combines many existing motivational and organisational behaviour theories, along with components of trait and behavioural theories of leadership. The management style advocated by this model varies depends on the team approach and functional participation. To avoid functional areas within an organisation from becoming ‘silos’, a horizontal communication style between divisions is endorsed. In the different specialty areas, the model prescribes a combination of participative and collaborative management styles among the workforce, while managers should use coaching and transformational management styles. New components of this modified democratic management model include: 1) an occasional and temporary authoritative management style that can be used by the transformational leader during unexpected crises, when fast decision making is required; 2) implementation of internal and external checks and balances, such as mandatory employee debriefing and mandatory board reporting after each authoritative decision. The modified democratic management model can be applied to different employment levels in healthcare. This article discusses this theoretical model and how it could be implemented in practice to provide a fair, transparent and accountable management system in healthcare, helping to motivate staff to excel.

The Stimulus-Organism-Response (S-O-R) Paradigm as a Guiding Principle in Environmental Psychology: Comparison of its Usage in Consumer Behavior and Organizational Culture and Leadership Theory

The Stimulus-Organism-Response (S-O-R) paradigm developed by Mehrabian and Russell in 1974 is a guiding principle of environmental psychology theory and transferred from consumer behavior to organizational behavior and leadership studies. The S-O-R model suggests that an organism’s internal feelings or Behavior (person) are caused by the external environment (stimuli). This internal processing of the activation can be conscious or unconscious and includes perceptions and environmental interpretations that influence someone’s feelings. This influence further triggers an emotion that leads to a response and decision-making. The S-O-R paradigm is a leading concept in multiple global management theories and is, therefore, a model mainly developed and used in various research fields. This paper presents an analysis in the form of a scoping literature review of prior and current research dimensions of the S-O-R model in branding and consumer behavior theory. It compares the usage of the model in branding theory to the usage in organizational Behavior and leadership theory. Besides a summary of similarities of the same model used in both research fields, three main differencing correlations and characteristics have been developed and described. The main differencing factors are the motivation and aim of usage of the model itself, the process and relation of the stimuli-organism-reaction stages, and certain moderating variables and influencing factors throughout the decision-making process, such as marketing, branding on the one hand or leadership and organizational culture on the other hand.

Metode Pembelajaran Pembentukan Karakter dalam Perspektif Teori Perilaku Organiasi

Natural school is an alternatve school regarding the school system with the concept of universe-based education. One of the strategies for building alternative education is to organize a factual and conceptual learning processes, orgenaize education with educational enviromental conditions, organize environment-based learning processes, orgenaize learning that build cognitive, affective and psychomotor abilities, foster creative, and so on. The idea of this natural school was initiated by Lendo Novo based on his concern that the cost of education which is increasingly out of reach for the community. To get to know natural school, the author conducted a mini research into a natural school in the city Sukabumi, namely SD Islam Alam Fathia which is located at Ciberuem Sukabumi City, West Java. This study aims to determine the Character-buliding, learning method inn the perspective of organizational behavior theory at SD Fathia’s natural School. The method used in this research is descriptive qualitative methode. Where the researcher tested the validity of the data by triangulation of sources, namely by conducting interviews, observation and documentation. The finding of this study. Researchers found a new concept in learning, namely by learning with nature and making nature a medium for unlimited creativity for children. School such us the Alam Fatihia Islamic Elementary School are school that are indeed being sought by paraents, in order to make their children knowleadgeable and have character based on faith, science and nature.

A Study on the Continued Development of Darry Ring Based on "True Love Marketing" in the Future Chinese Market

With fierce competition in nowadays Chinese jewelry market, Darry Ring has become one of the most popular brands by using integrated marketing communication based on the True Love Marketing. The aim of this paper is to analyze the strengths and possible problems that Darry Ring may face in its future continued development, in the Chinese market. And the possible of continued development is investigated from four aspects, which are: brand concept, marketing, sales model, and consumer stability. This paper mainly uses methods of desk study and SWOT analysis. And there are four main findings. Firstly, the Darry Ring brand concept will be its unique selling point in the future Chinese market. Secondly, the marketing method used by Darry Ring, i.e., new media marketing, will be one of the strengths for its future development. Thirdly, DR's existing sales model will help it improve its market sensitivity. However, with the used of organizational behavior theory, over-reliance on Ture Love Marketing will reduce customer brand loyalty to Darry Ring. And it might become a serious hidden problem in the future development of Darry Ring. The conclusion is that the "True Love Marketing" is not only an opportunity for Darry Ring, but also a pitfall.

Applying organisational behaviour theory to aid emergency staff retention

The purpose of this theoretical concept article is to spark a dialogue on the use of organisational behaviour theory to address emergency responder retention. In the United States, emergency medical services (EMS) appear to be burdened with continuing problems of retaining staff. Poor responder retention affects the ability of EMS to deliver high-quality services; without trained, educated and experienced first responders, the EMS system struggles, and what suffers is the ability to provide medical care. The authors set out to construct a pathway for addressing the underlying issues leading to the exodus of professionals using organisational behaviour theory. To develop the idea, an inductive logic approach was used to address underlying negative factors influencing poor retention and discuss the promise of organisational behaviour theory in improving the retention of responders.

Assessing the Effect of Career Adaptability on Employee Engagement through Public Service Motivation: Study of Civil Servants in Indonesia

This study aimed to examine the effect of civil servant career adaptability on employee engagement mediated by public service motivation. This study adopts the theory of job demand resources and takes the perspective of organizational behavior theory to explain personal resource variables. The proposed hypothesis was tested by conducting a partial least square - a structural equation model on data collected from 599 millennial civil servants in Indonesia. This study found that career adaptability, directly and indirectly, affects employee engagement with public service motivation as a mediating variable. This study offers academics significant insight in providing empirical evidence of organizational behavior theory for a direct relationship between career adaptability and public service motivation. The implication of this research for human resource management in government organizations is awareness of designing programs to increase the career adaptability of millennial civil servants, so that it will have significant impact on public services because of their motivation and engagement to stay in the public sector.

Women's career motivation: social barriers and enablers in Sudan.

This study presents an original contribution by examining an often-neglected country in the Middle East and Northeast Africa (MENA), with a specific focus on women's career research. It identifies challenges that have created barriers for Sudanese women's career progression, consequently limiting their opportunities for career and leadership growth. To conceptualize understand women's career motivations on a global and regional scale, the study conducted an in-depth review and analysis of literature, benchmarked similar countries, and incorporated psychological and organizational behavior theories, alongside examples of women's empowerment cases from the MENA region. The study employs a multifaceted approach that involves exploring psychological and organizational theories, drawing insights from self-efficacy, stereotype, and implicit bias theories, as well as MENA empowerment cases. Additionally, an empirical investigation is conducted through an extensive three-round Delphi study involving 75 Sudanese women leaders from diverse sectors. The empirical findings are crucial for understanding obstacles faced by women and the impact of Sudan's unique social context on their career paths. The research findings shed light on the complex interplay of factors creating roadblocks for Sudanese women's career advancement. Sudan's distinctive social context significantly shapes and influences women's career motivations in diverse and interconnected ways. Empirical evidence from the Delphi study underscores the broad impact of these roadblocks, highlighting the multiplicity of challenges faced by women in Sudan. This comprehensive analysis not only aids in comprehending workplace obstacles but also provides valuable insights into the diverse experiences and needs of female employees. The findings emphasize the broad impact of these barriers on women, underscoring their varied challenges. The research holds far-reaching implications. By contextually identifying barriers that impede Sudanese women's career motivations, the study lays a foundation for targeted solutions. This understanding is grounded in historical, theoretical, and policy-making perspectives, enabling informed strategies to support women's advancement. The study also offers actionable policy recommendations for governments, workplaces, and stakeholders, facilitating women's career growth through policy reforms and capacity-building initiatives. Furthermore, its significance extends beyond Sudan, acting as a catalyst for developing gender-responsive policies in similar MENA countries and beyond.

Impact of Organizational Commitment on Nurse Performance with Organization Citizen Behavior as a Mediation Variable in XYZ Hospital

This study aims to determine the impact of organizational commitment on nurse performance with the variable organization citizen behavior as a mediating variable at XYZ Hospital. XYZ Hospital provides a wide selection of rooms that can be selected according to the needs and costs that the patient wants. However, in the midst of the ongoing progress, there is a gap between old employees and new employees, especially in the paramedic section, namely nurses. There is a decrease in balance in the work environment which makes gaps occur when doing team work, in this case the researcher relates it to the theory of organizational citizen behavior. The object of this research is XYZ Hospital Nurse. This research was conducted on 44 respondents using a quantitative descriptive approach. Therefore, the data analysis used is statistical analysis in the form of multiple linear regression test. The results showed that the value of tcount > ttable, then Ha1 is accepted, which states that Organizational Commitment (X1) partially has a significant effect on the nurse’s performance variable (Y). The value of tcount < ttable, then Ha2 is rejected, which states that Organization Citizen Behavior (X2) partially has no significant effect on the nurse’s performance variable (Y). fcount > ftable, then Ha4 is accepted, it can be concluded that Organizational Commitment (X1) and Organization Citizen Behavior (X2) simultaneously have a significant effect on the nurse’s performance variable (Y).
 Keywords: commitment, organization citizen behavior (OCB), nurse

Hope during the COVID-19 lockdown – the role of organization interventions

PurposeThe study aims to investigate organization interventions experienced by employees during the lockdown for Coronavirus disease-2019 (COVID-19), and the effect of these organization interventions on hope.Design/methodology/approachThe respondents for the study were employees in full-time white-collar or professional job positions; they performed their job roles by way of work from home (WFH) in Sri Lanka during the COVID-19 lockdown. Structural equation modelling was used to analyse the data.FindingsResults showed that employees maintained high levels of hope while working from home. The study identified four organization interventions that (a) promote collaborative and coordinated work, (b) promote meaningful goals and a sense of social support, (c) alleviate psychological strain and (d) assist in maintaining physical health. These four organization interventions increased hope during the COVID-19 lockdown while working from home.Originality/valueThe literature calls for research on intervention studies explaining the promotion of hope. The present study was built on the theories of positive organizational behaviour, conservation of resources theory and hope theory. The findings support that these three traditional theories have lasting theoretical resonance in explaining present-day phenomena with unique applications.

EXTRA ROLE BEHAVIOR OF THE APPARATUS IN THE IMPLEMENTATION OF THE PERATURAN GUBERNUR PROVINSI DKI JAKARTA NOMOR 115 TAHUN 2016 CONCERNING KETUK PINTU LAYANI DENGAN HATI PROGRAM

This article aims to describe the extra role behavior carried out by the apparatus in implementing Ketuk Pintu Layani Dengan Hati Program and the factors that influence it. As an effort to reduce the rate of disease transmission in DKI Jakarta, the DKI Jakarta Provincial Government issued DKI Jakarta Governor Regulation Number 115 of 2016 concerning Ketuk Pintu Layani Dengan Hati Program. The scope of this program includes promotive, preventive, and curative with a door-to-door service mechanism. In implementing the program, it involves Public health center officers and health cadres in the DKI Jakarta province. To explain extra role behavior, Organ's theory of Organizational Citizenship Behavior is used. The research method used is descriptive qualitative. Data was collected by means of interviews, observations, and documents. The technique of determining informants is through purposive sampling, by determining key informants who develop into snowballs. The results of this study indicate that in the implementation of the Ketuk Pintu Layani Dengan Hati Program in DKI Jakarta Province, the apparatus must apply extra role behavior. Doctors, nurses, midwives, and health cadres must carry out their duties beyond their main duties. This can be identified from the dimensions of altruism, sportsmanship, civic virtue, conscientiousness, and participation. While the factors that influence the extra role behavior of the apparatus are cultural factors and organizational climate and job satisfaction factors.

Increasing Business Performance in Property Management by Implementing the Green Habit

The objective of this study is to analyze the impact of green habits on property management business performance in Indonesia. This research is relatively new because the variable used, that is the green habit. The data used are the primary data in accordance with a mixed methods approach. The research findings have proven that green habits have a significant influence on business performance, which means green habits can improve business performance. Consumer habits toward environmental sustainability are the determinants of product sales and will ultimately have an impact on increasing sales and company performance. The results of this study contributed both scientific and practical aspects. From the scientific aspect, it supports the theory of organizational behavior, in which companies can run more effectively and influence performance improvement by applying science or something new that is useful. From the practical aspect, the company not only pays attention to profits but must pay attention to environmental aspects and the community around the company, especially property management. It is time to implement sustainability, one of which is green habits so that they can be more developed by increasing business performance and competitiveness.

Welcome on Board? Appointment Dynamics of Women as Directors

Increasing the participation of women in top-level corporate boards is high on the agenda of policy-makers. Yet, we know little about director appointment dynamics and the drivers and impediments of women appointments. This study builds on organizational and group-level behavior theories and empirically investigates how ex-ante board structures and gender-specific board dynamics impact the representation of women on corporate boards. We study boards of listed firms in Europe between 2002 and 2019 and find a declining appointment probability for every additional woman, i.e., the share of women already on the board negatively predicts the likelihood of additional women appointments. Further, we find evidence of a replacement effect, i.e., the likelihood of a woman being appointed as director is significantly larger when a woman, compared to when a man, leaves the board. We do not find spillover effects from non-executive to executive boards. These results are robust to econometric model specifications that address potential endogeneity concerns using matching and instrumental variables. Our results confirm that board director appointments are gender specific and suggest that demand-side factors such as explicit and implicit norms drive women appointments up to a certain threshold.

A Study on the Adaptability of Starbucks Organizational Management about Chinese Operation

The transnational catering industry is facing a significant challenge. To improve the quality of their services and their competitiveness, it is now of the utmost importance for transnational organizations to consider how to increase the leadership effectiveness by implementing the theory of organizational behavior. In this article, Starbucks serves as a case study to analyze such issues present in the transnational catering industry. The Starbucks globalization process, and the sinicization process, in particular, present a number of opportunities and threats that would be analyzed using the SWOT framework. In addition, this study would explore how Starbucks issues in China can be resolved using organizational behavior theory and four strategies, including strengthening corporate culture, building a learning team, implementing incentive mechanism, identifying individual differences among employees. In conclusion, the findings of this study can be illuminating for business leaders and transnational corporations develop more effective organizational models appropriate to the context and conditions of the modern business world.

The Adaptability of Costa Coffees Organisational Management in Its Sinicization Operation

The research aims to understand the difficulties that Costa Coffee is facing during its development in China. Key research findings indicate that marketing strategy, low brand awareness and high turnover are the main issues for Costa Coffee. Furthermore, Costa Coffees current challenges could result in financial losses, failed market share acquisition, and eventual failure to grow in the Chinese market. Hence, it is critical to address the issues raised in this study related to Costa Coffee. This research demonstrates two suggestions based on organizational behavior theory related to solve the existing issues. With the help of Maslows hierarchy of needs and McGregors Theory X and Theory Y, Costa Coffees current challenges in the Chinese market can be effectively solved.

The direct and indirect effect of organizational justice on employee intention to comply with information security policy: The case of Ethiopian banks

Organizations today are greatly challenged by information security threats, which is often due to employee non-compliance with the information security policies (ISPs). By drawing on the organizational justice and citizenship behavior theories, this study develops a theoretical model that examines how each dimension of organizational justice such as perceived distributive justice, perceived procedural justice, perceived informational justice, and perceived interpersonal justice and citizenship behavior affect employees’ ISP compliance intention. We empirically tested the proposed theoretical model with 276 survey responses collected from IS users in governmental and private banks in Ethiopia. Employees’ perceived fairness of security policy compliance outcome, procedures used to design and implement security policies, adequacy of information regarding security policies and interpersonal treatment employees received during ISPs enforcement are found to directly influence employee ISP compliance intention. The study results also suggest that security related citizenship behavior partially mediates the effects of procedural justice, informational justice, and interpersonal justice on ISP compliance intention. This study contributes to the behavioral information security literature by showing the significance of perceived organizational justice and citizenship behavior on employee ISP compliance behaviors. Our results are also helpful for organizations seeking to improve their employees ISP compliance behavior.

Research on Apples Motivational Behavior for Knowledge Workers

With the progress of society, the factors that affect the development and management of enterprises are also more diversified. Among them, the incentive mechanism for employees is a necessary factor to promote the development of enterprises; and knowledge-based employees, as products of the information age, are an important force to promote enterprises. This paper takes Apple as a case study to study the incentive mechanism of knowledge workers. Based on the definitions of motivational behavior and knowledge workers, the article looks for the application of motivational theories in organizational behavior such as Maslows Hierarchical Theory of Needs in Apple. By analyzing the research on the incentive mechanism of knowledge workers, it is found that Apple is more controversial in the two aspects of internal incentives and salary fairness for knowledge workers. Therefore, this article concludes based on the research results: Two-factor theory and fairness theory are what Apple needs to pay special attention to and use when conducting incentive behaviors. The significance of this research is to analyze the motivational behavior of the enterprise, improve it with the theory of organizational behavior, and practice it in the future enterprise management, so that the strengths of knowledge workers can promote the growth of the enterprise.

Research on operation management problems in the takeaway express delivery industry: A case study on the operation and management of "Meituan" takeaway

In recent years, people's standard of living has been rising and the pace of life has become increasingly fast, with higher demands on dietary conditions as well as the need for more efficient and convenient meal times to save time for work and other activities. As a result, there is a clear prospect of a booming takeaway industry, which is of wide interest to all sectors of society. This study will use literature search and case studies as the main research methods, focusing on the operation and management of Meituan's takeaway, and analyses its business model, business pain points and dilemmas, and make suggestions for improving and refining the management of the organization from theories of organizational behavior and management.

Psychological capital and breakthrough innovation: The role of tacit knowledge sharing and task interdependence.

Compared with incremental innovation, breakthrough innovation is essential to sustaining competitive advantage, but breakthrough innovation has the characteristics of high standards and strict requirements. As the main body and foundation of enterprises, the attitude and behavior of employees play a vital role in enterprise innovation. Based on the positive organizational behavior theory and knowledge management theory, the purpose of this paper is to investigate the relationship between psychological capital and breakthrough innovation, and we also integrate tacit knowledge sharing and task interdependence into the research framework, so as to further explore the influence mechanism of employees' psychological capital on breakthrough innovation. Utilizing a quantitative method, this study takes employees of Yunnan coffee enterprises as investigation objects, the data was analyzed using regression analysis through SPSS 24.0, and the existence of mediation was further verified by Bootstrap test. The results showed that the psychological capital of employees have a positive impact on breakthrough innovation; tacit knowledge sharing partially mediates the relationship between psychological capital and breakthrough innovation; and task interdependence plays a moderating role, that is, the stronger the task interdependence, the stronger the influence of employee psychological capital on breakthrough innovation. This study enriches the research on the influencing factors of breakthrough innovation of Yunnan coffee industry, expands the application scenarios of the related theory, emphasizes that the importance of psychological capital and the breakthrough innovation is the result of the interaction and value-added linkage of various internal and external resources.

Unlocking the benefits of diversity among healthcare workforces: a holistic view

PurposeThe increasing diversity among workforces – as well as the increasing diversity among patient populations served – offers a variety of opportunities and potential pitfalls for healthcare organizations and leaders. To unravel this complexity, the authors aim to holistically understand how to maximize provider and patient experiences regardless of (1) the degree to which diversity is present or lacking, and (2) the type(s) of diversity under consideration.Design/methodology/approachThis conceptual paper develops a framework that combines three organizational behavior theories – emotional labor theory, similarity-attraction theory and climate theory – with evidence from the broader healthcare literature.FindingsAuthentic interactions yield positive outcomes for providers (i.e. improved job attitudes and work-related well-being) and patients (i.e. patient satisfaction) and acts as a mediator between demographic diversity and positive outcomes. Demographic similarity facilitates authentic interactions, whereas demographic diversity creates an initial barrier to engaging authentically with others. However, the presence of a positive diversity climate eliminates this barrier.Originality/valueThe authors offer a conceptual model to unlock positive outcomes – including reduced absenteeism, better morale and improved patient satisfaction – regardless of the level and types of diversity present within the workforce. In addition to deriving an agenda for future research, the authors offer practical applications regarding how diversity can be more effectively managed and promoted within healthcare organizations.