Organizational Behavior Research Articles (Page 1)

Urban heat is a growing concern especially under global climate change and continuous urbanization. However, the understanding of its spatiotemporal propagation behaviours remains limited. In this study, we leverage a data-driven modelling framework that integrates causal inference, network topology analysis and dynamic synchronization to investigate the structure and evolution of temperature-based causal networks across the continental United States. We perform the first systematic comparison of causal networks constructed using warm-season daytime and nighttime air temperature anomalies in urban and surrounding rural areas. Results suggest strong spatial coherence of network links, especially during nighttime, and small-world properties across all cases. In addition, urban heat dynamics becomes increasingly synchronized across cities over time, particularly for maximum air temperature. Different network centrality measures consistently identify the Great Lakes region as a key mediator for spreading and mediating heat perturbations. This system-level analysis provides new insights into the spatial organization and dynamic behaviours of urban heat in a changing climate.This article is part of the theme issue 'Urban heat spreading above and below ground'.

Digital transformation in public services is an absolute necessity in the era of the Industrial Revolution 4.0, including in local government personnel management. This research analyses the digital transformation of civil servants’ (ASN) promotion services through the implementation of the Promotion Management System (SIPEKAT) at the Regional Personnel Agency of Sidoarjo Regency. Employing a qualitative approach with data collection techniques through in-depth interviews, participant observation, and documentation study, this research explores the transformation process from a manual to a digital system, the implementation challenges, and its impact on service effectiveness and efficiency. The results indicate that the digital transformation via SIPEKAT successfully increased processing time efficiency by up to 60%, reduced the use of physical documents by up to 85%, and improved the transparency and accountability of the services. However, challenges were found, including a digital competence gap among employees, limitations in technological infrastructure in several Regional Government Work Units, and resistance to change from some stakeholders. The novelty of this research lies in the comprehensive analysis of the digital transformation ecosystem of personnel services, integrating technological, organisational, and user behaviour perspectives, whilst producing an e-government implementation model for personnel services that can be adopted by other local.

ABSTRACT Organizational Behavior Management (OBM) applies behavior-analytic procedures to improve performance and processes in workplace settings. Experimental analyses are essential for establishing functional relations between independent and dependent variables in OBM research. However, organizational contexts often present time constraints that limit opportunities to observe behavior change. Nonconcurrent multiple baseline (NCMBL) designs provide a flexible alternative suited to these logistical and temporal challenges. NCMBLs can be adapted to examine interventions across organizational divisions, offices, or teams while maintaining methodological rigor. This paper highlights the utility of NCMBL designs for evaluating performance management, feedback, staff training, and systems analysis. Methodological considerations, including threats to internal validity and strategies to strengthen experimental control, are also discussed. Leveraging NCMBL designs may enhance OBM researchers’ capacity to study complex organizational dynamics, improve intervention outcomes, and uphold rigorous research standards.

Change is an inevitable fact of life from birth to death, affecting cultures, countries, and societies. Especially today, change is happening faster than in the past, and this causes societies and organizations to face much more change than they need to keep up with. Organizations can only survive if they change themselves by adapting to these rapid changes. In this study, definitions of organizational change were given, and the factors that cause organizational change were described. Then, the theories of change were mentioned depending on the reason for the change and the changes it brings about in the organization. Then, resistance to change, management of organizational change, organizational development and organizational behavior were examined.

Unethical behavior in organizations has garnered considerable scholarly attention, with ethical leadership identified as a key factor in curbing misconduct. However, leaders are not the sole source of social influence—peers also play a profound role in shaping employees’ unethical conduct. While ethical leadership scholars have acknowledged that employees both “look up” to leaders and “look around” to peers for ethical guidance, how these influences, which may converge or diverge, interplay to affect employees’ unethical behavior is insufficiently understood. Drawing on substitutes for leadership and cue consistency theories, we develop competing hypotheses regarding the interaction between ethical leadership and observed peers’ unethical behavior in predicting individuals’ unethical behavior. Two multi-source studies provided converging evidence that perceiving workgroup coworkers engaging in higher levels of unethical behavior strengthened the negative effect of ethical leadership on individuals’ unethical behavior, supporting the hypothesis derived from substitutes for leadership theory. We discuss theoretical and practical implications of these findings.

Recent research on trust in organizational behavior has largely centered on perceived leader trust (PLT), shedding light on how being trusted influences employee behavior. However, this focus has often neglected expected leader trust (ELT)—employees’ internal expectations of being trusted—thus limiting insight into behavioral differences and the psychological mechanisms driven by trust discrepancies. To address this gap, the present study incorporates both ELT and PLT to provide a more holistic understanding of subordinates’ psychological dynamics and behavioral responses in trust relationships. Grounded in relational identity theory, we investigate how distinct trust configurations affect upward ingratiation (UI) and examine the mediating role of ambivalent relational identity (ARI). Employing a mediated Rising Ridge Congruence Asymmetry approach, we analyzed three-wave dyadic data from 330 supervisor–subordinate pairs. The findings reveal that: (1) UI is significantly lower when ELT and PLT are aligned; (2) When trust discrepancy is held constant, higher overall trust levels—particularly high ELT—are associated with increased UI; (3) Given the same average trust level and magnitude of discrepancy, UI is more pronounced when ELT exceeds PLT than when PLT exceeds ELT; (4) Across all trust configurations, ARI significantly mediates the relationship between ELT–PLT configurations and UI, indicating that identity conflict stemming from trust misalignment is a key psychological mechanism behind strategic ingratiation. This study extends the theoretical scope of trust research, offers deeper insight into its dynamic nature, and provides new empirical support for applying relational identity theory in trust-related contexts.

Empathy in leadership is a reflection of humanity. The more artificial intelligence is used in business and work environments, the greater the need to humanize leadership with empathy as a key emotional intelligence competency. Due to the multifaceted and multilevel effects of empathy in leadership, further research on this topic could contribute to both leadership theory and practice. Bibliometric reviews can advance a research field by providing objective and reproducible overviews of published research. This paper aimed to provide a bibliometric review of the research field of leadership and empathy and offer insights into its past, present, and future. Science mapping was conducted using three bibliometric techniques: co-citation analysis, bibliographic coupling, and co-word analysis. A systematic bibliometric review of two decades of research on leadership and empathy is provided based on articles from the Web of Science Core Collection database published from 2004 to 2024 in areas relevant to management and organizational behavior in a business context. The study includes co-word analyses conducted separately for the periods before and after the declaration of the pandemic, when there was a significant increase in the number and thematic scope of research on leadership and empathy. The findings indicate that the past of the research field was mostly concerned with the construct of emotional intelligence and the multifaceted effects of empathy in leadership. The present is focused on employee-level outcomes, crisis management and communication, and ethical, servant, transformational, responsible, and women’s leadership. The future of the research field could be directed toward advancing knowledge on the effects of leader empathy on organizational-level outcomes, the impact of enhancing empathy through leadership development programs, and the role of empathy in inclusive and adaptive leadership. The findings of this study could also raise awareness among leadership practitioners that empathy is not only inherent to what is labeled as empathetic or compassionate leadership, but can also contribute to humanizing various leadership approaches.

Emotional well-being in the workplace is a critical determinant of employee performance, organizational culture, and long-term sustainability. As businesses evolve amidst economic uncertainties, restructuring, and global crises, the psychological health of employees becomes increasingly vulnerable. This paper examines the multifaceted nature of emotional well-being, offering insights into its definition, measurement, and differentiation from general life satisfaction. It examines the impact of emotional well-being on productivity, identifies key stressors in the workplace, and highlights signs of emotional distress. The role of leadership, emotional intelligence, and training is discussed as foundational to shaping a supportive work environment. Furthermore, real-world case studies demonstrate the effectiveness of well-being programs when implemented with employee input and sustained leadership commitment. Challenges in implementation, particularly in emotionally repressive cultures or resource-limited organizations, are also addressed. This study advocates for a systemic, organization-wide approach to emotional well-being as a vital strategy for enhancing employee satisfaction, engagement, and corporate success. Keywords: Emotional well-being, workplace health, organizational behavior, emotional intelligence, leadership, stress management, employee engagement.

Purpose This paper articulates the strategic imperative for CEOs to harness serendipity and hyper-learning in the smart machine age. Design/methodology/approach This paper is explicitly conceptual in nature and highlights the under-explored intersection of CEO hyper-learning with serendipity as a prelude to organizational renewal. In so doing, insights from multiple literatures are integrated—serendipity, adult learning, and human–intelligent machine interaction. The paper follows a logical and progressive roadmap moving from the macro context of smart machines and serendipitous discovery, to CEO personal development, then to organizational design. The inclusion of diagnostic tools and a strategic agenda enhance practical relevance and design. Findings The core contributions include a conceptual roadmap of hyper-learning integrated with the notion of serendipity. The roadmap includes four evolutionary steps including mastery of self, inner peace, hyper-learning mindset, and hyper-learning behaviors. Suggestions for designing a digital-age serendipitous organization are proffered including building blocks such as human development, enabling organizational structure, leadership model, culture, and behaviors. Each building block offers affordances linked to a serendipity typology. The paper emphasizes inner stillness as a foundational element and positions serendipity as a human differentiator in the smart machine age. Research limitations/implications The paper relies on conceptual arguments and anecdotal confirmatory evidence engaging with executives. Suggestions for research include the need to empirically examine the CEO as the unit of analysis within self-learning and development theory. Practical implications The paper provides diagnostic tools and actionable insights for CEOs to harness serendipity and hyper-learning for self-development, organizational preparedness and renewal. Social implications The paper implies possible social implications such as higher-order educational requirements and job displacement due to advancement of smart machine technologies. Originality/value The paper combines hyper-learning literature with Mertonian discovery framing self-development as a vector of adaptive serendipitous capacity and strategic agility. Barriers to recognizing and socializing serendipity are also identified including retrospective falsification, ephemerality and pride, plus jealousy and hostility.

Job satisfaction is a key driver of organizational effectiveness, influencing productivity, employee retention, and overall workplace well-being. While extensive research exists in developed economies, there is limited evidence on how gender differences influence job satisfaction in the entrepreneurial ecosystems of emerging countries. This study examines gender-based variations in job satisfaction among 399 entrepreneurs from Ecuadorian startups operating in the production, commerce, services, and gastronomy sectors. A quantitative, cross-sectional design was employed, utilizing a structured questionnaire based on a multidimensional framework comprising five dimensions: work content, working conditions, remuneration, teamwork, and well-being. Descriptive statistics, Chi-square tests, and correlation analyses were conducted. The results reveal significant gender differences in autonomy, task meaning, and task identification (work content); hygiene, aesthetics, and ergonomics (working conditions); sufficiency and equity (remuneration); and work schedule (well-being). In contrast, teamwork-related variables showed no significant disparities, suggesting that the collaborative culture of startups may buffer against traditional gender gaps. The findings extend organizational behavior and social psychology literature by providing empirical evidence from a Latin American entrepreneurial ecosystem, highlighting the role of socio-cultural norms, domestic responsibilities, and sectoral conditions in shaping job satisfaction. From a managerial perspective, the study highlights the importance of equity-oriented policies—such as transparent remuneration systems, ergonomic workplace design, and flexible scheduling—to promote inclusive, sustainable, and competitive startup environments.

Purpose This study aims to explore how the components of risk: human vs. non-human have shaped SMEs risk management in a Muslim country such as Saudi Arabia as informed by Schatzki’s perspective on practice theory as flat ontology. Design/methodology/approach The methodology of this study based on Adams’ (2017) deductive-inductive data coding and interpretative approach to operationalize Schatzki’s (2005) key principles of practical understanding, rules, teleoaffective structures and general understanding to examine the risk management practices in SMEs in Saudi Arabia. A total of 10 semistructured interviews were conducted. This synthesized methodological approach is essential in bridging the gap in Schatzki’s (2005) practice theory for non-Western sites and introduces a hidden practiced concept often employed by SMEs in risk management in those sites, such as the deontological concept of tawakkul (reliance upon Allah). We argue that this concept is pivotal component contributing to the underpinning theory of Schatzki’s (2005) practice theory. Findings The findings indicate that tawakkul (reliance upon Allah) is significantly embedded into the risk-management practices by the owners of SMEs in Saudi Arabia as a means to mitigate risks for such small enterprises. This value infuses a significant sense of individual agency into the owners’ daily business practices. The results further suggest that despite the existence of extensive risk-management processes in SMEs (i.e. the teleoaffective structures and rules that enable, constrain and orient human-centered risk-management activities), in reality, risk-management practices in such firms are largely shaped by tawakkul and by the SME owners’ general and practical understanding of the current and forecasted future business conditions, hence bridging the gap in Schatzki’s (2005) practice theory for non-Western sites. Originality/value The findings provide a novel contribution to the existing literature on the risk-management practices of SMEs in Muslim countries. Specifically, it elucidates that the risk-management practices of these SME owners appear to be determined by their general understanding and practical understanding of the current (and likely future) business conditions. This study paves the way for future researchers to apply Schatzki’s (2005) practice theory to better understand organizational behavior, like risk management, in previously unresearched settings.

In recent years, the urgency of addressing environmental degradation has intensified the call for businesses to adopt more sustainable practices. While Corporate Environmental Responsibility (CER) has become an established component of Corporate Social Responsibility (CSR), there remains a lack of comprehensive understanding of how CER translates into sustainable business practices across diverse organizational contexts. This gap highlights the need to synthesize current research to clarify how CER contributes to long-term business resilience, stakeholder trust, and ecological stewardship. The aim of this study is to critically examine the relationship between CER and sustainable business practices by identifying consistent, rising, and novel themes emerging from the literature. The study employed a structured literature review approach, drawing on peer-reviewed publications indexed in Scopus. A thematic analysis was conducted to categorize findings into three levels: consistent themes, such as the enduring role of CSR and green innovation in sustainability; rising themes, including the growing focus on the link between sustainability practices and financial performance; and novel themes, notably Green Human Resource Management (Green HRM) and corporate environmental governance in China. The findings indicate that CER serves as both a strategic imperative and a driver of innovation, with consistent themes underscoring the enduring relevance of CSR in aligning business goals with sustainable development. Rising themes suggest a stronger business case for sustainability, as organizations increasingly recognize financial gains associated with environmental responsibility. Meanwhile, novel themes expand the discourse by integrating human capital and regional governance into the sustainability agenda. The study carries both theoretical and practical implications. Theoretically, it advances sustainability scholarship by integrating environmental governance, innovation, and organizational behavior perspectives. Practically, it highlights pathways for businesses to embed sustainability into core strategies, foster green corporate cultures, and align with global sustainability goals. These insights provide a foundation for future research exploring the multidimensional impacts of CER.

Abstract: The rapid diffusion of generative artificial intelligence tools is fundamentally reshaping professional boundaries within organizations. As accessible AI systems enable individuals to perform tasks previously requiring specialized training—coding, design, content creation, data analysis—organizations face a novel form of role conflict driven not by resource scarcity but by capability abundance. This article examines AI-driven role conflict as an emergent organizational phenomenon characterized by tension between traditional role boundaries and AI-enabled capability expansion. Drawing on research from organizational behavior, human-computer interaction, and change management, we analyze how this capability democratization creates both acceleration opportunities and defensive retrenchment. Evidence from multiple industries reveals that organizations respond along a spectrum from territorial protection to deliberate role fluidity experimentation. We propose evidence-based interventions including transparent reskilling pathways, contribution-based evaluation frameworks, and collaborative workflow redesign. Long-term organizational resilience requires psychological contract recalibration, distributed expertise models, and continuous learning systems that acknowledge AI as a capability amplifier rather than role replacement. Organizations that proactively address these tensions can harness cross-functional acceleration while preserving specialized expertise depth.

Organizations increasingly rely on quantitative metrics to guide decision-making, resource allocation, and performance evaluation. While measurement provides valuable insights, it simultaneously creates powerful behavioral incentives that can systematically undermine organizational effectiveness. This article examines the phenomenon of measurement distortion—the process by which metrics shift organizational attention, resources, and values away from unmeasured but critical activities. Drawing on research from organizational behavior, public administration, healthcare management, and educational policy, we explore how measurement systems create unintended consequences across industries. We analyze the mechanisms through which metrics reshape organizational culture and present evidence-based strategies for designing measurement systems that illuminate rather than distort. The article provides practitioners with frameworks for balancing quantitative accountability with the protection of unmeasured value, ultimately arguing that measurement mastery requires equal attention to what organizations choose not to measure.

Exploring innovation in healthcare: the mediating role of safety perception between organizational climate and innovative work behavior

Public procurement serves as a key instrument for achieving good governance, transparency, and value for money in the management of public funds. In Malaysia, the government has established comprehensive procurement policies, procedures, and regulatory frameworks designed to promote accountability and integrity. Despite these measures, incidents of non-compliance among public procurement personnel continue to pose significant challenges, leading to financial inefficiencies, loss of public trust, and reputational risks for public institutions. This concept paper explores the underlying factors contributing to non-compliance among procurement personnel in Malaysia’s public sector. Focusing on three key organisational determinants, such as training and development, leadership quality, and information systems, it investigates how gaps in these areas contribute to rule violations, audit irregularities, and procedural breaches. Utilising a library research methodology, this study synthesises insights from existing literature to explain how these organisational factors shape individual behaviour, institutional culture, and procedural integrity. The findings are conceptual in nature and are intended to inform future empirical research and procurement reform strategies. The paper argues that while regulatory and procedural frameworks exist, individual, organisational, and systemic factors remain underexplored and may play critical roles in shaping compliance behaviour. The expected outcome is developing a conceptual framework that explains non-compliance behaviour in public procurement and provides practical recommendations for enhancing compliance. The findings of this study will contribute to strengthening Malaysia’s public procurement system by informing policy reforms, capacity-building initiatives, and integrity-driven organisational practices. Ultimately, the study seeks to support the government’s broader objectives of promoting good governance and restoring public confidence in public sector procurement processes.

We examine the integration of critical paradigms into institutional theory to address racial inequities, particularly anti-Black racism. Amid a growing literature calling for explicit recognition of systemic racism, we explore the integration (and lack thereof) of a critical orientation within institutional theory. Through a poststructuralist paradigm, we propose a critical institutionalism framework, integrating Foucauldian poststructuralism, to provide clearer conceptual distinctions and uncover the genealogical roots of white supremacy within structural regimes. We emphasize the necessity of understanding institutional behavior and structures in the context of their historical and ongoing evolution as part of a white supremacist project. Through this Perspectives Essay, we intend to spark meaningful conversations in sport management in regard to how we study and theorize organizational behavior and racial power dynamics. We extend our analyses beyond explicit instances of racism to, instead, study the mundane, everyday, and taken-for-granted structures perpetuating racial inequities.

This is crucial due to the high resource consumption in healthcare. When using resources, environmental damage must also be considered. Healthcare professionals play a crucial role in this regard. Raising awareness and raising healthcare professionals' awareness of sustainability will not only help reduce the environmental damage caused by healthcare but also contribute to the efficient use of resources, ensuring their continued success for future generations. This study aims to examine the relationship between healthcare professionals' awareness of sustainable development and their environmental organizational citizenship behaviors. This study employed quantitative research methods and included healthcare professionals working in Turkey. Data were collected using a 55-item survey consisting of an 8-question demographic information form, a 37-question Sustainable Development Awareness Level Scale, and a 10-question Environmental Organizational Citizenship Behavior Scale. Data were collected via online and face-to-face surveys, and the sample was determined using a convenience sampling model. Because the population size was uncertain, the sample size was calculated using the G-Power program. Based on analysis results from other studies in the literature, reaching 262 participants was deemed sufficient, and data obtained from 361 participants was used. IBM SPSS 27.0 was used for statistical analysis of the research data. The relationship between healthcare professionals' sustainable development awareness levels and environmental organizational citizenship behaviors will be effective in integrating sustainability into the healthcare field and reducing environmental damage during the delivery of healthcare services. The study found a positive, low-level, and statistically significant relationship between sustainable development awareness and environmental organizational citizenship behaviors. Increasing individuals' awareness also positively affects environmental organizational responsibility behaviors.

With changing technology and Generation Z joining the work life, the perception of leadership has transformed. Leadership practices aligned with the expectations and needs of the new generation should now be discussed in the literature. This conceptual qualitative review investigates the competencies leaders should have in line with the expectations of Generation Z. Studies in the literature published between 2000 and 2025, based on the concepts of leadership, organizational behavior, and generation, were systematically analyzed. As a result of the thematic synthesis, five competency axes were determined in contemporary leadership approaches that align with the expectations of Generation Z, which are empathy, flexibility, participation, psychological safety, and ethical transparency. These five competencies indicate that leadership practices have shifted from control in traditional approaches to a connection-centered paradigm. This transformation tells us that concepts like meaning, trust, and value have now become the fundamental components of organizational commitment and sustainability. This study introduces the concept of "Adjusted Leadership," which argues that leadership is a process that constantly adjusts to context, culture, and generational dynamics, adapting to both psychological and cognitive transformation, rather than a standard set of competencies. This approach prioritizes the changing emotional states and needs of followers and provides an environment of psychological safety. Future studies will empirically test this approach across cultural and sectoral contexts and contribute to the development of a leadership theory centered on human experience.

Human Resource Management (HRM) has the potential to develop an innovative culture that can improve the competitiveness of companies in the property sector. This study aims to investigate how employee development and organizational support impact employee innovative behavior. This study was conducted on 42 employees of PT. Setiabudiland in Sukabumi. The sample selection was carried out using a saturated sampling technique. For data analysis, the study used multiple linear regression analysis with the SPSS 27 application. The results showed that employee development and organizational support had a positive effect on employee innovative behavior. These results highlight the importance of a systematic employee development strategy and comprehensive organizational support as a basis for creating an innovative culture in the workplace. The limitations of this study include the narrow study area and the number of variables that were not analyzed.