Organizational Prestige Research Articles

The effects of candidates’ negative attitudes toward cybervetting on organizational attractiveness: the role of gender

Purpose This study aims to investigate the effects of candidates' perceptions of cybervetting – the evaluation of social media profiles by employers – on the perceived attractiveness and prestige of organizations and the role of gender as a moderator in these relationships. Three perceptions – perceived injustice, privacy invasion and surface validity – are used to evaluate candidates' attitudes about cybervetting. Design/methodology/approach The sample is comprised of third- and fourth-year undergraduate students at a university in Ankara, Türkiye. A survey technique was used to collect research data. The survey form was prepared on an online platform. Findings Survey results revealed that negative perceptions of cybervetting significantly affected perceived organizational attractiveness, prestige and intention to pursue the organization. Still, no significant difference was found between the women and men groups in this effect. Men candidates are more concerned about the validity and fairness of cybervetting. Originality/value The research's findings are anticipated to shed significant light on how cybervetting is conceptualized, specifically whether feelings of injustice, privacy invasion and validity constitute core components of cybervetting. Besides, the findings are expected to reveal whether candidates' attitudes toward cybervetting affect their perceptions regarding the general attractiveness and prestige of the organizations.

Does gender predict research awards among prolific suicidologists? A research note.

Rewards can both validate and promote the stature of a researcher in their field. Research has been mixed on the role of gender as a predictor of receiving scholarly awards, but much of it lacks control for research excellence, and awards in interdisciplinary associations have been neglected. This study fills these gaps for suicidology. Bibliometric data from the Web of Science was utilized for this study. To control for research excellence the analysis is restricted to the 116 most highly prolific researchers, each with 70 or more works published on suicide, from the Web of Science. The research awards in suicidology, given by three different interdisciplinary associations, include the Louis I. Dublin Award, the Morselli Medal, and the Stengel Research Award. The link between gender and receipt of a major award is adjusted for possible mediators including long-term research productivity (h-index), years of experience, and organizational prestige. While the percentage of women winning awards is less than that of men, we find that there is no significant difference between the genders. The quality of research and years of experience predict the receipt of each award. Based on a bibliometric analysis, women are not at a disadvantage in receiving research awards in suicidology. These results are consistent with recent research on gender and awards in economics, mathematics, and psychology.

THE RELATIONSHIP BETWEEN ORGANIZATIONAL RESPECTABILITY AND ORGANIZATIONAL IDENTIFICATION IN PHYSICAL EDUCATION AND SPORTS TEACHERS

The aim of this study is to examine the relationship between organizational prestige and organizational identification in physical education and sport teachers. The research was designed in relational survey model. The sample of the study consisted of 220 physical education and sports teachers determined by simple random sampling method. In the analysis of the data, descriptive statistics such as mean and standard deviation of the variables were used. Firstly, it was determined whether the organizational prestige scale and organizational identification scale complied with the normal distribution hypothesis by looking at the skewness and kurtosis coefficients and parametric test methods were preferred. The relationship between organizational dignity and organizational identification, which are the variables of the study, was examined with Pearson Product Moment Correlation Coefficient. As a result, it was determined that there was a significant, moderate, positive relationship between organizational prestige levels and organizational identification levels of physical education and sports teachers. In other words, it can be said that as the organizational prestige levels of physical education and sports teachers increase, their organizational identification levels also increase.

Navigating Misfit Feedback: The Role of Organizational Prestige in Early-Stage Recruitment

AbstractRecognizing the ability of organizational prestige to meet financial, career, social, and status needs, we posit that job seekers will desire employment with prestigious firms in the face of person–organization (PO) misfit feedback. Drawing upon social identity theory, the theory of symbolic attraction, and the motivational model of fit, we suggest that when job seekers disagree with PO misfit feedback, prestige and the imagined benefits of employment motivate job seekers to desire employment. These imagined benefits serve as a needs-meeting mechanism aiding self-esteem, self-worth, and perceived social status. We conducted a between-subjects experiment investigating PO fit feedback, agreement with PO fit feedback, and employer image to explore this phenomenon. Notably, we found that when job seekers disagreed with misfit feedback, they reported greater organizational desirability when the organization was impressive (versus respectable). We discuss the theoretical and practical implications of job seeker reactions to PO fit feedback and organizational prestige as a needs-meeting mechanism.

The impact of Top Management Team Behavioral Integration in enhancing organizational prestige: An exploratory study of the opinions of academic leaders at the University of Mosul

يهدف البحث إلى معرفة أثر التكامل السلوكي لفريق الإدارة العليا بأبعاده الفرعية المتمثلة بـ(السلوك التعاوني ،تبادل المعلومات، التشارك في صنع القرار) في تعزيز الهيبة التنظيمية بأبعادها المتمثلة بـ(الهيبة التنظيمية الداخلية، الهيبة الخارجية المدركة)، كما تتمثل اهمية البحث من خلال توضيح الدور الهام الذي يؤديه فرق الادارة العليا في الجامعة المبحوثة لتصبح الجامعة ذات هيبة عالية وفعالة وقادرة على التعريف بذاتها وحضورها ومواكبة التغيرات السريعة محلياً وعالمياً للوصول إلى العالمية بالمقارنة مع الجامعات الاخرى في الدول المتقدمة. وقد جرى اختيار جامعة الموصل ميداناً للبحث، حيث طبق البحث أسلوب الحصر الشامل، على عينة الباحث البالغة عدده (214) قائداً تتمثل بـ (رئيس الجامعة ومساعديه، وعمداء الكليات والمعاونين، ورؤساء الأقسام فضلاً عن المراكز العلمية) في جامعة الموصل الا أن مجموع الاستمارة المستلمة بلغ (189) و(25) استمارة استبانة لم يتم استلامها. وأستخدم الباحث الاستبيان للحصول على البيانات، وتبنى البحث المنهج الوصفي التحليلي من أجل بلوغ النتائج باستخدام البرنامج الإحصائي (AMOS V.25)، وخرج البحث بجملة من الاستنتاجات اهمها ان التعاون وتبادل المعلومات يجعل أعضاء فريق الإدارة العليا يظهرون التضامن والتماسك ويترجم هذا التماسك إلى عمليات اتخاذ قرار أكثر سلاسة، وتخصيص الموارد بكفاءة، والتنفيذ الاستراتيجي، وكلها تساهم في تحقيق هيبة المنظمة، كما قدم الباحث مجموعة من المقترحات أهمها "ضرورة توسيع قاعدة التشارك بصنع القرار وعدم اقتصارها فقط على اعضاء مجلس الجامعة من خلال اشراك الخبراء في العمل الموظفين الاكاديمي من الاساتذة واصحاب الالقاب العلمية المتميزين في الادارات التنفيذية لغرض الوصول الى مستوى من الكفاءة عند وضع القرار وتنفيذه بفاعلية".

The impact of strategic architecture on organizational prestige: Exploratory research in the Baqubah Municipality Directorate

The impact of strategic architecture on organizational prestige: Exploratory research in the Baqubah Municipality Directorate

What adds to job ads? The impact of equality and diversity information on organizational attraction in minority and majority ethnic groups

AbstractPrior research suggests that job search activities of underrepresented groups are sensitive to diversity cues in recruitment materials, but less is known about the impact of different types of cues. Despite widespread use, employment equality monitoring (EM), or data collection on legally protected characteristics (like gender or ethnic background), has received scant empirical attention. Two experiments used fictitious job advertisements to examine the effects of a strong equality/diversity/inclusion (EDI) value statement and descriptions of EM use by employers. In Study 1, we found that advertisements containing an EDI statement and a statement of EM together produced the highest ratings of organizational prestige, and, in minority respondents, stronger job‐pursuit intentions. Study 2 examined various framing conditions of EM using a between‐subjects design. The inclusion of any EDI information was positively received, but minority ethnicity respondents were less positive when an EM statement was provided without an explanation for why it is done. The practical implications are that both value statements and EM information together could help increase attraction among jobseekers from underrepresented groups, with potential to contribute to diversity branding. However, minority groups are still sceptical of employer EDI credibility and employers must do more than talk the talk.

The Pattern of Relationship between Virtuous Leadership and Organizational Reputation: A Comparative Analysis

The purpose of the study is to examine the relationship pattern between school administrators' virtuous leadership behaviors and organizational prestige of schools. In order to examine the relationship pattern between variables, relational survey model (predictive design) was preferred among quantitative research methods. The study group of the research consists of 489 teachers actively working in Maltepe, Kartal, Pendik and Tuzla districts in 2023. Personal information form, Virtuous Leadership Scale and Organizational Respectability Scale were used to collect the data. Pearson correlation and regression analyses were used to analyze the data. According to the findings of the study, according to teachers' perceptions, the level of virtuous leadership of school administrators is high and the level of respectability of schools is medium. There is a positive and moderately significant relationship between the virtuous leadership behaviors of school administrators and the organizational prestige of schools. It was determined that virtuous leadership has the ability to predict the organizational prestige of schools positively. This study has made theoretical contributions to the field by identifying the virtuous leadership of school administrators and the organizational prestige of schools and revealing the relationship pattern between these two variables. Considering the findings and results, inferences were made about the virtuous leadership behaviors of school administrators and the dignity of schools and suggestions were made for practitioners, decision makers and researchers.

Why are University Teachers in Northeastern China Lost? An Analysis based on the Survey of Teachers’ Intention to Leave

Abstract In recent years, universities in northeastern China have been losing teachers. This paper uses the survey results of university teachers in Northeastern China to analyze the factors that cause the loss of teachers in universities in Northeastern China. Based on the findings of this study, the factors that affect the flow tendency of teachers at worklife include promotion and development, university management, working conditions, salary and interpersonal relationship, of which promotion and development has the greatest impact. The factors that affect the flow tendency of teachers in the external environment include family responsibility, organizational prestige, conditions for talent acquisition and urban living environment, of which organizational prestige has the greatest impact. To alleviate the loss of teachers in universities from northeastern China, universities can improve the promotion and development channels of teachers, perfect their working conditions and management level, raise the basic salary standard of teachers and establish a remuneration system for distribution according to performance. For good measure, they can also stabilize the current teachers while attracting more outstanding talents by exploiting the advantages of location, making more efforts to build high-level disciplines, and offering more favorable conditions for talent introduction.

PERCEIVED ORGANIZATIONAL SUPPORT AS A PANACEA FOR GOOD EMPLOYEE PERFORMANCE: A BANKING CONTEXT

Perceived Organization Prestige (POS) defines how employees feel that the organization(s) they work in appreciate and value their effort, and hence determines their performance and that of the organization at large. Therefore, this study examined POS as measured by employee recognition and how it impacts employees' task performance in selected deposit money banks in Southeast Nigeria. A survey research design was adopted by the study. A total of 10 banks were selected for this study with a population of 789 and it had a sample size of 257. A structured questionnaire was used in data collection and analyzed using correlation analysis, while the hypothesis was tested at a 5% level of significance. Findings showed that employee recognition has a statistically significant positive nexus with task performance in the selected deposit money banks in South East Nigeria (r = .974, p-value < 0.05). It is, therefore, concluded that POS is positively and significantly related to employee task performance. The study recommended that the management of the studied banks need to be recognizing exceptional performance in the presence of others as it will motivate them to continue while encouraging others to put in more effort so as to also get recognized.
 Keywords: Perceived Organizational Support, Employee Task Performance, Employee Recognition, Banks and Nigeria.

The role of organizational prestige in reducing organizational failure - an analytical study of a sample of the opinions of senior and middle management in the General Directorate of Education in Najaf Governorate

الغرض: الغرض من هذا البحث السعي إلى التعرف على دور الهيبة التنظيمية في الحد من القصور التنظيمي, واقتراح أليات جديدة تهدف الى التغلب على مسارات عدم تماسك المديرية المبحوثة بالاستراتيجيات السابقة لتجنب حدوث القصور التنظيمي.
 تصميم الدراسة : تضمن البحث التحليل النوعي للبيانات ذات الصلة بالمديرية المبحوثة في محافظة النجف الاشرف قيد الدراسة وشملت عينة الدراسة عينة من المدراء ومعاونيهم ورؤساء الاقسام والشعب والوحدات في هذه المديرية والبالغ عددهم (199) فرد، وقد سعت الدراسة لإختبار عدد من الفرضيات المتعلقة بعلاقات التأثير بين متغيرات الدراسة. وتمت معالجة البيانات من خلال الأساليب الإحصائية باستخدام البرنامج (SPSS).
 النتائج: أظهرت نتائج تحليل الإحصائي للبيانات التي تم جمعها من خلال أداة الاستبيان المعدة لهذا الغرض، بالإضافة الى الإستنتاجات النظرية منها قدرة مديرية تربية النجف الاشرف على بناء الهيبة التنظيمية وتجاوز حصول القصور التنظيمي.
 المساهمة / القيمة: تساهم هذه الدراسة كمحاولة للمساهمة في الكشف عن بناء الهيبة التنظيمية كوسيلة حديثة للمديرية المبحوثة لتجنب حدوث القصور التنظيمي.

Ethical tax decision-making: Evaluating the effects of organizational prestige valuations and tax accountants’ financial situation

This study investigates interactive influence of two dimensions of perceived organizational prestige (POP) on ethical decision-making (EDM). The study also examines moderating effect of the decision-maker’s financial situation on the POP-EDM relationship. A Survey data from 356 tax accountants in two public-interest organizations were analysed using partial least square structural equation modelling. The study found that perceived external prestige (PEP) dimension of POP predicts EDM. Self-perceived prestige (SPP) dimension of prestige does not directly predict EDM but is a significant antecedent of PEP. Furthermore, decision-maker’s financial situation does not moderate PEP-EDM relationship. The paper holds implications for image-building policies for public-interest organizations. Towards improving EDM, the paper recommends for organizations to focus on PEP-enhancing programs. This paper is foremost in establishing POP-EDM relationship. Further, the paper contributes to social identity theory by examining the EDM effect of both social identity motivations and potential ethical pressures on tax practitioners.

Perceived Organizational Prestige: A Predictor of Organizational Identification in Public Universities in Anambra State

Employees who are very crucial for almost all organizations have some things that can trigger them to perform well, one of such thing is perceived organizational prestige (POP). Hence, this study sought to examine perceived external prestige as a measure of POP and how it affects organizational identity. The work adopted a survey research design. The area of the study is Anambra State and the population consisted of 11298 non-academic staff at public universities in Anambra State. A sample size of 371 was used and the instrument for data collection was a structured questionnaire. Simple regression analysis was used in data analysis and the hypothesis was tested at a 5% level of significance. The findings showed a high degree of relationship between the variables and that 91% change in organizational identity is accounted for by changes in the PEP (R = .956; R-square = .914 p-value < 0.05). The study, therefore, concluded that POP plays a sterling role in determining the identification of the employees in the organization. Hence, it was recommended among others that in addition to treating the employees well, the organizations and their management should try its possible best to also mould a positive image in the mind of the public and the family members of the employees.

Prestige and technology-transaction prices: Evidence from patent-selling by Chinese universities

Pricing is important to the functioning of markets for technology. A considerable body of research has studied how various factors contribute to determining prices, yet the effects of both technology providers’ and buyers’ prestige on prices remain underexplored. This study investigates how prestige affects pricing in university–firm technology transactions. We argue that prestige shapes prices by influencing both technology valuation and negotiations. Using transaction data on patented university technologies in Zhejiang Province in China during the period spanning 2017–2019, we examine the relationship between inventor team prestige and transaction prices. We also investigate how this relationship depends on organizational prestige, specifically that of a supplying university and a buying firm. We find a positive relationship between inventor team prestige and transaction prices. Furthermore, this relationship is positively moderated by university prestige, while it is negatively moderated by firm prestige. This study generates implications for universities as they manage technology transfer to firms.

Program accreditation for enterprise change: how organizational support and commitment impact citizenship behaviour in Oman

PurposeThis study aims to investigate a mediated-effects model of organizational support and citizenship behaviour. The model proposes organizational support as an antecedent of citizenship behaviour and commitment to change (CTC) as a mediator in the organizational support–citizenship behaviour relationship.Design/methodology/approachCross-sectional survey data were collected from university faculty (n = 221) and analyzed using structural equation modelling.FindingsThe findings showed that organizational support significantly contributes to increased citizenship behaviour and commitment of university faculty to program accreditation as an enterprise change process. The authors conclude that university-level organizational support shapes faculty’s CTC both directly and indirectly. The findings have significant practical implications for higher education institutions (HEIs) where new practices that aim at improving institutional effectiveness are embraced.Research limitations/implicationsThe study is cross-sectional (i.e. one-time data collection), which restricts the ability to make generable inferences about cause-and-effect relationships. Although the authors tested a model, longitudinal research is needed to unpack the processes of organizational support, commitment and citizenship behaviour. During enterprise change management, organizations work tirelessly to build and maintain citizenship behaviour. Therefore, considering citizenship behaviour in relation to other processes over time is important. However, relying on one source of data may represent another limitation, which increases concerns about common method bias in the current investigation.Practical implicationsThe study findings offer a number of implications to HEIs in contexts where accreditation is perceived as an enterprise change process. Universities, similar to any other organizations, rely consistently on methods and mechanism through which employees’ professional performance, engagement and involvement can be enhanced. Accreditation has always been examined by exploring externally focused variables such as global reputation, organizational prestige and international prominence. The present study, however, draws attention to how perceived organizational support (POS) may be an equally important lever that needs to be considered before accreditation is introduced in HEIs. University chancellors, deans and other university leaders can directly influence organizational support by creating a system that weighs the extra work needed, the human resources and the incentives, and developing a plausible action plan.Social implicationsIt is unlikely that all faculty members will maintain quality relationship with the university leadership and immediate leaders such as department chairpersons or the college dean. This unlikelihood increases during crisis and change time. The study findings showed that POS contributes significantly to organizational citizenship behaviour. Therefore, it could be argued that the resistance to change that tends to be associated with accreditation can be mitigated by showing employees that support is accessible and attainable from up-line and immediate leaders. The findings suggest that commitment serves as an integral mediating mechanism between organizational support and citizenship behaviour. Indeed, commitment can be fully examined in practice from the perspective of its three-pronged structure (i.e. affective, continuance and normative). The findings provide credence to the notion that accreditation as an enterprise change process cannot be achieved without employee commitment and organizational support.Originality/valueAs a result of adopting globalized techniques, HEIs in Arab nations have undergone significant changes. In the Arab context, the adoption of academic program accreditation in HEIs has been seen as an enterprise change process with both supporters and detractors. In other words, implementing new systems or procedures results in changes that might upend personnel at any given organization. Therefore, it is contended that how well an organization responds to resistance to change will likely depend on the interaction of organizational, contextual and individual-related characteristics.

How ex-employee citizenship behavior is generated: From the perspective of legacy identification.

The termination of employment is not the end of an organization-employee relationship. As ex-employees can provide various benefits to their former organizations, and a large number of ex-employees have accumulated in enterprises because of increased employee mobility, research on ex-employees' contribution behavior, and how it is generated are significant to organizations in making use of their ex-employees effectively and consequently improving organizational efficiency. Based on the research into organizational citizenship behavior, Study 1 extended the focus of organizational citizenship behavior research to include ex-employees, introducing the concept of ex-employee citizenship behavior. The measurement of ex-employee citizenship behavior was developed based on Hinkin's tutorial. Using social identity theory, Study 2 discussed how ex-employee citizenship behavior is generated. A two-wave survey of 291 former employees was conducted. Hierarchical regression analysis and the bootstrap method were then applied to test the hypotheses. The results showed that legacy identification was positively related to ex-employee citizenship behavior. Furthermore, the interaction between perceived organizational prestige and perceived insider status was positively related to legacy identification. Perceived organizational prestige and perceived insider status were also indirectly and interactively related to ex-employee citizenship behavior through legacy identification. The positive relationship between legacy identification and ex-employee citizenship behavior was moderated by the cooperative relationship between the current and former organizations. Additionally, the indirect positive effect of the interaction between perceived organizational prestige and perceived insider status on ex-employee citizenship behavior through legacy identification is moderated by the cooperative relationship between the current and former organizations. The theoretical and practical implications of this study were discussed. Finally, the limitations of this study were presented alongside suggestions for future research.

“Best Employers”: The Impacts of Employee Reviews and Employer Awards on Job Seekers’ Application Intentions

While hospitality researchers have examined the impacts of user-generated content on customers, research regarding the impacts of employee reviews on job seekers’ application intentions is scarce. Yet, labor shortages in the hospitality industry have been amplified in recent years. The tight job market requires organizations to use aggressive and proactive recruitment strategies. As online employee reviews can attract both active and passive job seekers, organizations are increasingly advertising their jobs on these sites. This study draws on the elaboration likelihood model (ELM) and tests the boundary condition of work experience on the effects of overall star-ratings and employer awards on job seekers’ application intention. Through an experimental survey, this study sought to fill the gap regarding the impacts of employee-generated star-ratings and employer awards on job seekers’ application intentions. Both star-ratings and employer awards are positively related to organizational prestige. Hospitality work experience moderates the relationship between star-ratings and organizational prestige. The relationship is stronger for novice job seekers than for experienced job seekers. Organizational prestige, in turn, increases job seekers’ application intentions. Our findings extend the recruitment literature and highlight the potential usage of ELM as an explorative framework in hospitality recruitment research. The study also provides suggestions for hospitality employers to attract job seekers.

Relationships among Perceived Internal Corporate Social Responsibility, Organizational Trust and Perceived External Prestige

This paper aims to evaluate the relationship among internal corporate social responsibility perception, perceived external organizational prestige and organizational trust. There were 149 respondents from 4 commercial banks of Nepal. The data were collected in 2020 AD, through self-administered questionnaire for each variable. The findings show that internal CSR and trust has positive and significant relationship. However, Internal CSR and perceived external prestige of organization as well as trust and prestige have insignificant relationship.

Employees Entrepreneurial Behavior: TheEeffect of CSR for Employees and Organizational Prestige

Research about the micro-level processes of intrapreneurial behavior is scarce. Based on the self-determination theory and cue consistency theory, we explore the emergence of employees’ intrapreneurial behavior. We propose that perceptions of internal corporate social responsibility (CSR) enact employees’ intentions for self-determination (conceptualized as intrapreneurial intentions), and this relationship should be stronger when employees perceive greater organizational external prestige (PEP). Also, this interaction will carry consequences for employees’ intrapreneurial behavior. Using a multimethod approach – a field study and an experiment– we found that high congruency between CSR for employees practices and PEP enacts employees’ intrapreneurial intentions and, consequently, influences their intrapreneurial behavior.

The Impact of Interpersonal Conflicts on Job Depression and Turnover Intention: The Mediating Role of Employer Attitude

The current study aims to explore the influence of interpersonal conflicts at the workplace on job depression and turnover intention. To meet the respective research aim, the current study collected data through an online survey. The study relied on primary data collection by considering 215 employees working in different banks in Pakistan. The direct effects of the structural equation modeling revealed that changes in interpersonal conflicts are responsible for around 41.9%, 15.4%, and 15.8% variations in job depression, turnover intention, and organizational prestige. The findings of current study showed that interpersonal conflict positively influences job depression and turnover intention at a 10% significance level while negatively influence the organizational prestige at 5% significance level. The employer attitude towards conflict management significantly reduces the job depression and turnover intention. The mediation results suggested that employer attitude significantly improves the organizational prestige through reducing the interpersonal conflicts in the organization. For achieving higher organizational growth and performance, organization need to promote merit based culture, encourage employee frankly policies, and reduce favoritism.