Organizational Phenomena Research Articles

НАВЧАЛЬНІ ПОТРЕБИ ПЕРСОНАЛУ ПРОБАЦІЇ ЯК ІНДИКАТОР ОРГАНІЗАЦІЙНОГО РОЗВИТКУ. ЕМПІРИЧНЕ ДОСЛІДЖЕННЯ

Educational needs of personnel are an important characteristic of the current state of an organizational culture and an indicator of its development directions. The peculiarities of training needs remain traditionally relevant, both for everyday management practice and in the sense of interdisciplinary studies of the nature and causality of organizational phenomena. The purpose of the article is to highlight the empirical results of an experiential-inductive study of training needs in the context of the problems of organizational development of probation. The results. It was found that there has been an internal organizational request for training in a wide range of areas in probation. The most in demand is training in the following thematic areas: psychology of working with clients, information technologies and computer programs, cooperation with other organizations and institutions, professional rights and responsibilities. The peculiarities of the connection of gender, age, status and other characteristics of the respondents with various issues of training are determined. The specifics of the training interests of the employees were also investigated in view of the frequency of their work meetings with subjects of probation. The conducted factor analysis established that the greatest potential for simultaneous satisfaction of personnel needs and organizational development as a result of training is, on the one hand, a certain “psychologicalization” of this process. On the other hand, the training process must be implemented against the background of activated interpersonal relations of employees (group training format). The combination of the specified methodological features determines the expediency of using such an educational format as complex business games along with classic lectures, webinars and seminars. The application of regression analysis made it possible to reach conclusions about the relationship between various educational needs and such variables as job satisfaction, relationships with colleagues, future plans, socio-demographic differences of respondents, etc. In general, the obtained results prove that educational needs are an important indicator not only in the sense of planning and organizing corporate training to improve the professional competence of personnel, but also an effective indicator of management culture, improvement of the general organizational atmosphere, and effective direction of personnel policy. Key words: training needs, organizational development, probation, factor analysis, regression analysis.

Walking interviews in organizational research

The aim of this paper is to discuss the benefits of walking interviews in organizational research. We discuss five specific strengths of walking interviews and compare them to sit-down interviews and shadowing. Cognisant of the importance of place within which research is conducted, we analyze the walking interview method of collecting research material, and we put forward socio-spatial methodology for application in organizational research. The key theme running through this paper is that the place where research takes place matters; it matters when the focus of research is on materiality of organizations, but it also yields insights into other (place-sensitive) organizational phenomena. We identify five strengths of walking interviews: co-creation of meaning, reversal of power between interviewer and interviewee, places as prompts, the interview as a sensory experience, and insights into emotions. We discuss limitations of walking interviews, as well as strategies for mitigating these limitations.

The Hero-Villain-Fool Narrative Construction Method: Assessing hidden organizational phenomena.

In the following paper, I present the hero-villain-fool narrative construction method in order to assess hidden organizational phenomena. Psychologists can analyze organizations in two ways either by focusing upon formal networks (e.g. organigram) or by taking a closer look into informal networks. The present paper tries to help organizational psychologists to generate meaning making within informal networks. These informal networks are important semiotic spaces where knowledge is generated that lies in the taboo zone of talking for the formal networks. Thus, my open interview guide proposes a flexible method that can reverse the taboo zone of talking and expand the talkability zone. As a consequence, meaning making is generated that bears conflicts showing urgent - yet not fulfilled - needs within the organization. The proposed method is instanced by a microgenetic analysis of a single case study showing that the hero works as a meta-organizer for adaptive trajectories that lead into a multilateral negotiation of concrete strategies fulfilling urgent pressing needs within organizations. Limitations are made explicit such as by arguing for expanding the research design into focus groups inviting various employees and leaders to the generation of meaning making that operates between the talkability and taboo zone of talking.

The Digital Undertow and Institutional Displacement: A Sociomaterial Approach

As “the digital” becomes pervasive within organizations and industries, it is increasingly evident that how we live, work, connect, coordinate, and govern are being significantly changed by digitalization. Many of these digital transformations are highly visible and dramatic, involving a purposeful repositioning and restructuring of organizations and industries. But in addition to these direct and visible changes, we argue that processes of digitalization are also producing less visible transformations in core institutional values, norms, and rules, which are indirectly, yet more profoundly, reconfiguring how organizations and industries perform. Referencing findings from two different sectors, we posit that the corollary effects of waves of digitalization—what we conceptualize as the “digital undertow”—are generating a set of dynamics that are displacing institutional apparatuses from their positions of primacy and authority within industries. We further suggest that our conventional toolkits for studying organizational phenomena are not well equipped for examining such corollary effects of digitalization. In addressing this challenge, we consider how the relational and performative theorizing of strong sociomateriality provides a powerful analytic for investigating these effects and we highlight how it offers valuable insights into the institutional displacements arising in the digital undertow.

The origins of organisation: A trans-methodological approach to the historical analysis of preindustrial organisations

Conventional wisdom dictates that the advent of large organisations engaging innovative managerial practices is a natural by-product of the rationality and technological advancements ensuing from the Industrial Revolution. Accordingly, except for a few studies on medieval and early modern institutions such as armies, feudal estates and governments, preindustrial organisations remain largely unexplored by historians. Arguing for a trans-methodological approach that combines the narrative construction of theoretical constructs with a comprehensive description of events within the historical context in which they evolved, I present a microhistorical case study of the ducal chancery of Renaissance Venice as an exemplar of organisation. Placing particular emphasis on the instrumentality of historical context for the study of preindustrial organisations, I foster a fresh debate on what constitutes ‘organisation’ as a unit of historical analysis, arguing that the phenomenon of organisation was conceived and given meaning in the early modern era.

Does dispositional greed predispose employees to hide knowledge?

PurposeAs knowledge hiding is prevalent and often leaves severe detrimental consequences in its wake, it is imperative to place strategies on the front burner to identify its potential antecedents forthwith if there is going to be any headway to curtail the incidence of this phenomenon in organizations. Therefore, this study aims to examine the relationship between dispositional greed and knowledge hiding with the perceived loss of knowledge power as an underlying mechanism.Design/methodology/approachA multi-wave, three weeks apart strategy was used for data collection. A sample of 262 employees working full-time in various organizations operating across different industries in Nigeria participated in this study. Data were analyzed with partial least squares structural equation modeling.FindingsThe results showed that dispositional greed related positively to a perceived loss of knowledge power but insignificantly to any of the three dimensions of knowledge hiding (i.e. playing dumb, evasive hiding and rationalized hiding). On the other hand, the relationship between perceived loss of knowledge power and the three dimensions of knowledge hiding was positive. Finally, dispositional greed had an indirect positive relationship with the three dimensions of knowledge hiding through perceived loss of knowledge power.Research limitations/implicationsAll the variables were self-reported, which may lead to the same source bias.Practical implicationsHuman resources managers can subject employees to cognitive restructuring training to help them identify thinking patterns that contribute to the perception of losing their power in the organization if they share knowledge and help reshape their perceptions regarding knowledge sharing. Management can use rewards to encourage employees to adopt knowledge sharing and refrain from knowledge hiding as a desired organizational norm.Originality/valueThis study offers novel insights that identify an underlying mechanism that encourages greedy employees to enact knowledge hiding.

Workplace suspicion, knowledge hiding, and silence behavior: A double-moderated mediation model of knowledge-based psychological ownership and face consciousness.

Silence behavior is a common and influential phenomenon in organizations. Scholars have explored a lot of antecedents for silence behavior, but rarely from the perspective of colleagues. Based on the conservation of resources theory and self-regulation theory, the study constructs a double-moderated mediating model to explore the relationship between workplace suspicion and silence behavior as well as its mechanism. This study conducts a three-wave questionnaire survey and adopts 303 valid pairs of samples from 23 companies in China to validate the research hypotheses. A confirmatory factor analysis in the AMOS software and the PROCESS bootstrapping program in SPSS is used in this study. Our findings indicate that workplace suspicion is positively correlated with silence behavior; knowledge hiding mediates the relationship between workplace suspicion and silence behavior; knowledge-based psychological ownership moderates this mediating effect by strengthening the negative impact of workplace suspicion on knowledge hiding; and face consciousness moderates the mediating effect by weakening the positive impact of workplace suspicion on knowledge hiding. Managerial and practical implications, limitations, and future research directions are discussed and offered.

Impact of inclusive leadership on employees' innovative behavior: A relational silence approach.

Although employees' silence is a common phenomenon in organizations, the mediating role of relational silence has not been studied in inclusive leadership and innovative behavior. In this study, based on the theory of social exchange, relational silence is used as a mediating variable to explore the internal mechanisms of inclusive leadership on employees' innovative behavior. Data from 263 in-service leaders and employees were collected using convenience sampling and analyzed using Amos and SPSS statistical software package via questionnaires distributed to companies in six cities in the Guangdong province of China. The results showed that inclusive leadership has a significant positive predictive effect on employees' innovative behavior (β = 0.590, p < 0.01), while inclusive leadership is negative and significantly correlated with relational silence (β = -0.469, p < 0.01). More so, relational silence has a significant negative correlation with employees' innovative behavior (β = -0.408, p < 0.01), and relational silence partially mediates the relationship between inclusive leadership and employee innovation behavior. The mediating role of relational silence between inclusive leadership and employees' innovative behavior is revealed for the first time, theoretically broadening and enriching the connotation of inclusive leadership's influence mechanism on employees' innovative behavior and providing new ideas in practice for constructing inclusive leadership styles, reducing the incidence of relational silence, and evoking employees' innovative behavior.

Analysis of Structural Theory in Economic and Social Tensions: Guatemala Country Case Study

One of the relevant issues in the field of studies into not-for-profit organizations is to understand the singular characteristics of this organizational phenomenon. In this work we have turned to the basis of the Structuration Theory for analyzing such organizatiosn. We propose that its contribution to the advance of knowledge in this field is its use of the concept of structural processes, prepared from work originally done by British sociologist, Anthony Giddens. The conceptual framework identiefis and analyses the ideas contained in the main theoretical perspectives found in academic works on Social Economics and not-for-profit organizations (NPO). This work makes a double contribution: by means of a case study, it offers empirical experience that takes a structuration analytical approach, and moves forward the discussion on singlaur characteristics of not-for-profit organizations as an organizational phenomenon, which increased during the last two decades of the XXth century. The concept of structuration processes allows for the analysis of organizational paradoxes and conflicts, taking the structure not as a stiac object that defines the restrictions to action or limits the scope of authority, but as an abstraction that reveals how the rules and resources oaf social system relate with each other in a process defined by Giddens as the duality of structure.

PERSONALITY AS A KEY DETERMINANT OF THE ORGANIZATIONAL SILENCE IN IRANIAN STARTUPS

Addressing the lack of research and knowledge about organizational silence in the nascent but promising Iranian startup ecosystem, this study examines the relationship between personality factors and organizational silence in Iranian startups. Data were collected using Vakola and Bouradas Organizational Silence Questionnaire and NEO Personality Inventory filled by 532 startup employees in Iran, then analyzed by Pearson and multivariate regression tests. Hypotheses were tested through SPSS. Data analysis demonstrated that personality factors predict 17.0% of the variance of organizational silence, and there is a significant relationship between each personality factor with organizational silence in startups. The strongest and weakest correlations with organizational silence were observed for openness to experiences and conscientiousness, respectively. The study is cross-sectional, so its results cannot be casually inferred; longitudinal studies are needed to obtain more comprehensive information. Access to qualified respondents was challenging because of startup managers’ overall conservativeness spirit and tendency to withhold information about their employees. This study has implications for startup managers and decision-makers. Since it has examined a destructive organizational phenomenon in the specific context of startups, this knowledge will help managers recognize and resolve organizational silence. This study has filled the research gap by examining the organizational silence in Iranian startups for the first time and has implications for theoretical development in this novel context; furthermore, it helps startup managers to deal with organizational silence more effectively.

Strategy for staff rotation in a Department Store from the perspective of organizational psychology

Since the existence of organized groups to develop paid work, there is staff turnover, considered as the action of the collaborator to leave the organization during a determined period that requires a replacement; This absence in the work environment has significantly influenced the development, operation and functioning of organizations. Currently, the private initiative pays more attention to this organizational phenomenon with a view to achieving roots, stability or retention of personnel to create safe and reliable environments with favorable results in the medium and long term. In this sense, the research, based on the case study methodology, provides the results of the implementation of an intervention strategy from the perspective of organizational psychology, to study the rotation of the sales position of a commercial store and indicate its impact. on retention and organizational commitment. For this purpose, a theoretical journey on the topics under study is presented, the situational characteristics of the position are described, the methodological strategy applied, the results and the conclusion on the case under study that allow to make evident the participation of organizational psychology and its contribution to social welfare in the organization.

Grounding in the unconscious: “The field” in psychosocial organizational ethnography

Psychosocial research, which explores the unconscious and affective dynamics of organizational and social phenomena from critical perspectives, often adopts ethnographic methods. However, its locus, the unconscious, has an obscure, diffuse and dynamic nature that calls into question two central assumptions of conventional organizational ethnography: that an organization is a self-contained physical (research) site, and ethnographic research is best led by participant observation. The unconscious is produced by countless agents dispersed across time and space, making it impossible to readily identify a research site. Furthermore, psychosocial phenomena cannot be physically demarcated because a multitude of discourses, imagery, psyches, bodies, and objects are enmeshed in them. These raise contentious ontological, epistemological, and methodological questions for psychosocial researchers. In this article, we ruminate on “the field” in psychosocial organizational ethnography, seeking a robust epistemological and methodological approach to constructing and dwelling in an unconscious research site. Drawing on Lacanian psychoanalysis, we present a conceptual discussion of these issues and translate them into ethnographic methods illustrated by examples from the authors’ research. By critically re-evaluating the question of “the field,” we contribute to ethnographic studies of organizational phenomena with “fuzzy fields” without self-evident boundaries that draw on diverse onto-epistemologies.

No News Is Not Good News: The Mediating Role of Job Frustration in the Perceptions of Organizational Politics and Employee Silence

Building on the affective event theory, we investigate the mediating role of job frustration in the relationship between perceptions of organizational politics (POP) and employee silence. We suggest that job frustration induced by POP leads employees to become more passive in organizational participation, reflected in increased employee silence. Results from data collected from 459 employees of an Iranian organization indicate that POP has both a direct and an indirect effect on various employee silence motives. The study extends prior research by examining an affective mechanism linking POP to employee silence. The results suggest that frustration may be expressed silently in politicized work environments. The study attests to the need to explore the role of context-relevant discrete emotion in organizational phenomena. It also points to the need for organizational leaders to identify the emotional undercurrent of employee silence and to reduce negative politics in organizations.

The Model of Employee Presenteeism: A Systematic Review of Studies with a Meta-Synthesis Approach

Background. The health of employees and the work environment is important for any organization, but some organizational phenomena challenge this issue. One of the emerging organizational phenomena is presenteeism, which causes an employee to decide to be at work despite being sick (physical or mental) and feeling unwell. The aim of the current research is to provide a model of employee presenteeism based on factors affecting this behavioral phenomenon. Methods. In this study, by Meta-synthesis method, all the researches of reliable databases that were related to the research topic from 1991 to 2022 were systematically examined and finally, following the entry and exit criteria, 78 articles were identified and analyzed. Results. The results showed that the most important factors affecting employee attendance can be designed in the form of a three-dimensional model with 13 core categories and 60 components. In this model, three main dimensions include behavioral, structural and contextual dimensions. 13 core categories also include organizational characteristics and procedures, job characteristics, human resources management of the organization, organizational culture, health status of the individual, employee's attitude and perception towards the consequences of absenteeism or presenteeism, Organizational communications and interactions, Individual characteristics, Individual personality, Job and organizational attitude, Cultural and social factors, Economic factors of society and Legislation and infrastructure. Conclusion. The results of the synthesis and analysis of 78 articles in this research showed that presenteeism is a complex and multidimensional phenomenon that is caused by various factors, and the correct management of this behavior in the organization depends on careful attention to the pattern identified in this research.

Capitalismo Consciente e Construção de Relações Humanizadas: Um Estudo em uma Cooperativa de Crédito sob a Perspectiva do Sensemaking

ABSTRACT Objective: this study aims to understand how the purpose of a credit union organization focused on humanizing financial relations can be institutionalized from the stakeholder’s interpretation and action. Theoretical Framework: this purpose was analyzed based on the concepts of an integrated perspective in terms of sensemaking, construction of humanized relations, conscious capitalism, and organizing, which allowed for a contextualized and non-linear reflection on the studied phenomenon, going beyond formal and tangible parameters of the manifested expectations of the cooperative’s strategic guidelines. Methods: the research strategy is a case study for presenting the uniqueness of a specific phenomenon, using content analysis as a technique from the data triangulation of semi-structured interviews, participant observation, and document analysis. Results: as a result, it was possible to conclude that the legitimacy of the cooperative’s strategic purpose goes through an interpretative process of individuals and their different roles that, when interacting among themselves, provide a basis for actions toward incorporating the purpose with a focus on humanized relations because it is a process of social construction and retrospective re-signification of strategic parameters that delineate behaviors. Conclusions: this study provides an expanded look at a specific phenomenon (humanized financial relations) in organizations guided by particular and universal principles (credit unions) that, while competing with non-cooperative financial institutions (banks), need to balance economic and social interests, without ceasing to be competitive.

Desempenho individual no trabalho: Proposições para uma mensuração personalizada e um diagnóstico abrangente

Abstract Purpose: Individual job performance is an important phenomenon for organizations but is difficult to measure and often with restricted diagnoses. The aim of this study was to present a set of general indicators of individual performance at work that contemplate different dimensions of this construct to support a personalized measurement and a comprehensive diagnosis. Originality/value: It presents a set of items, composed of eight behavioral categories, that allows for a comprehensive approach to work performance and a personalized way of measuring it in different professional areas and roles. Design/methodology/approach: This work followed a theoretical stage and an empirical one. In the former one, the theoretical model was chosen, the construct was operationalized, and job performance scales’ items were selected. In the empirical stage, the items were classified, selected, and adapted according to the dimensions of the chosen theoretical model, based on judges’ analyses (n = 16), expert panel (n = 6), and semantic validation by professionals (n = 9). Findings: The study generated 56 items for measuring job performance, divided into eight dimensions, according to the theoretical model adopted. Its use will allow a careful measurement of performance, with comprehensive diagnostics on the topic. Additionally, the findings allow academics and managers to raise the level of the debate about the construct to favor theoretical and methodological advances in the area.

The impact of ethical climate and the LMX relationship on nurses’ burnout in hospitals in Serbia

Burnout contributes to the emergence of numerous negative organisational phenomena. Nurses are exposed to high stress working conditions every day, making it important to study burnout among nurses in health care systems. The aim of the paper is to investigate the impact of ethical climate and the LMX relationship on burnout among nurses, as well as to examine the effects of the three moderators (gender, self-awareness and social skills among nurses) on the observed relationships. The sample consists of 326 nurses from 23 hospitals in Serbia. Standardised questionnaires were used, while correlation analysis and hierarchical regression analysis were employed for statistical processing. The dimensions of the ethical climate and LMX relationship have statistically significant impacts and predictive effects on the burnout dimensions. Raising the level of the ethical climate and LMX relationship positively affects burnout: it reduces emotional exhaustion and depersonalisation, and increases personal accomplishment and involvement. An adverse ethical climate and unfavourable LMX relationships among men cause greater emotional exhaustion. For nurses with high self-awareness and high social skills, a favourable ethical climate and positive LMX relationships reduce emotional exhaustion, and increase personal accomplishment. For nurses with low self-awareness and low social skills, a favourable ethical climate and positive LMX relationships reduce depersonalisation. Recommendations are made for improving the ethical climate and LMX relationships in hospitals in Serbia.

Feito Moby-Dick: Uma leitura organizacional da monomania privatista de Paulo Guedes como estratégia discursiva da liderança autoritária neoliberal no Brasil

Abstract Authoritarian leadership is a challenge for organizational analysis. The perplexity regarding how we have accepted its occurrence various times throughout history runs through the thinking of intellectuals such as Adorno, Habermas, Sloterdijk, and Arendt. A complementary way of studying it is through literature. Literature has enormous potential for interpreting the world and, given the creativity of its authors, it can deal with complex themes, characters, and events, with a freedom that, due to its methodological rigor, science often does not allow. As organizations are also constituted discursively, the textual elements of literature give us an epistemological freedom, enabling analyses that can address traditional organizational topics, such as leadership, in another way. This theoretical essay proposes to use a classic of literature, the novel Moby-Dick , to conduct a critical discourse analysis, based on Norman Fairclough, of the neoliberal-authoritarian monomaniac leadership of Paulo Guedes, the Minister for the Economy of Jair Bolsonaro’s government. The objective is to demonstrate the potential and richness of using literature combined with discourse analysis to understand organizational phenomena. The interpretation will be guided by the leadership style of the character Ahab, ship captain of the Pequod, who as a result of his obsession with hunting the giant white sperm whale, Moby Dick, leads his vessel to a tragic end, similar to what has occurred to Brazil due to the hatred toward the State present in Paulo Guedes’ discourses.

The Role of Environmental Analysis in Reducing Strategic Anxiety: Analytical Research in the Iraqi Airways Company

The current research aims to test the effect of environmental analysis in reducing the Strategic Anxiety of the Iraqi Airways Company. Given the importance of the two variables for the company from the perspective of society and the sample resulting from directing various organizational phenomena to reduce its strategic anxiety as a goal that should be viewed from multifaceted perspectives(Not sure, relational disorder, competitive disorder, resources). It was embodied by choosing the exploratory analytical method as the most appropriate in that aspect, To prepare the research questionnaire from solid scientific standards adopted by previous studies, with the introduction of some expert professors and arbitrators to it with appropriate modifications, As the research sample was intentional stratification from the community of leaders, who numbered by comprehensive enumeration, to be distributed to a sample (98) of the company's leaders (General manager and department managers, and officials of the people). As it was retrieved (83) questionnaire subject to analysis in addition to the use of some statistical programs (SMART PLS V.3.4 , SPSS V.28) and use appropriate statistical methods K (normal distribution tests, Testing the scale's validity, stability and confirmation after it has been explored, Descriptive and inferential statistical analysis through the weighted arithmetic mean, standard deviation, Relative importance, Relative coefficient of difference, Pearson correlation coefficient, Multiple regression by regressive elimination method, And test the influence of the mediator by the method of Barron and Kenny, and Sobel's touchstone, and structural modeling), The practical analysis, through the data obtained by the researcher from the sample answers, reached the most prominent result (Enabling Iraqi Airways to adopt environmental analysis to reduce its level of strategic Anxiety)

The Model of Employee Presenteeism: A Systematic Review of Studies with a Meta-Synthesis Approach

Background. The health of employees and the work environment is important for any organization, but some organizational phenomena challenge this issue. One of the emerging organizational phenomena is presenteeism, which causes an employee to decide to be at work despite being sick (physical or mental) and feeling unwell. The aim of the current research is to provide a model of employee presenteeism based on factors affecting this behavioral phenomenon. Methods. In this study, by Meta-synthesis method, all the researches of reliable databases that were related to the research topic from 1991 to 2022 were systematically examined and finally, following the entry and exit criteria, 78 articles were identified and analyzed. Results. The results showed that the most important factors affecting employee attendance can be designed in the form of a three-dimensional model with 13 core categories and 60 components. In this model, three main dimensions include behavioral, structural and contextual dimensions. 13 core categories also include organizational characteristics and procedures, job characteristics, human resources management of the organization, organizational culture, health status of the individual, employee's attitude and perception towards the consequences of absenteeism or presenteeism, Organizational communications and interactions, Individual characteristics, Individual personality, Job and organizational attitude, Cultural and social factors, Economic factors of society and Legislation and infrastructure. Conclusion. The results of the synthesis and analysis of 78 articles in this research showed that presenteeism is a complex and multidimensional phenomenon that is caused by various factors, and the correct management of this behavior in the organization depends on careful attention to the pattern identified in this research.