Organizational Settings Research Articles

Power shapes power construal: the mediating role of entitlement

IntroductionThis article investigates the effect of power on power construal through psychological entitlement as a mediator across three empirical studies (N = 895).MethodsWe examine how people in powerful and powerless conditions construe power, with psychological entitlement as a key mediator.ResultsWe uncover a nuanced association whereby people in powerful conditions predominantly adopt socialized orientations to construe power, whereas in powerless conditions, people tend to construe power as a paradox. These different construals appear to be significantly mediated by the perceived psychological entitlement of powerful people.DiscussionOur research provides insights into the nature of power by revealing two interesting phenomena: the powerful people prosocial gloss and the powerless people paradox. By extending the theory of culturally nurtured power concepts to include the impacts of power itself on power construal, our research offers insights into how power is construed differently based on one’s power position (i.e., with or without power), enriching our understanding of power. This exploration broadens theoretical frameworks and implicates practical considerations in organizational and social settings.

The impact of leadership on workplace safety climate and employees’ well-being with particular focus on transformational leadership

Objectives. Interest regarding the associated impact of leadership style on employee safety and well-being across organizational settings is on the rise. Transformational leadership forms part of the six leadership constructs with significant research-focused settings. On this premise, this study examines the role played by the transformational leadership style in enhancing a positive safety climate that promotes safety participation and employee well-being in organizations. Method. Data were generated using the Preferred Reporting Items for Systematic Reviews and Meta-analysis (PRISMA). A qualitative literature review of 350 published studies between 2013 and 2023 was performed and 31 studies informed the study outcome. Results. Based on the analysis of each article, the study concluded that transformational leadership does have a positive role in the development of a strategic workplace safety climate and enhancement of employees’ psychological well-being and productivity. The study also reveals existing research gaps in this context and provides useful suggestions for future research in both academia and industry. Conclusion. Further research that examines other factors that mediate the relationship between leadership behaviour and employee well-being will assist with understanding of the role of transformational leadership and the promotion of job satisfaction and performance.

The role of rule-following and accountability leadership and management support in internal control effectiveness moderated by organizational culture

PurposeThe current study intends to explore the internal control effectiveness through leadership who follow rules and emphasize accountability with support from management. It also examines the influence of organizational culture. Current research aims to enhance the internal control effectiveness in organizations by examining leadership roles, support from management and organizational culture specifically in the segment of accounting and finance.Design/methodology/approachThe study surveys professionals from the accounting and finance segment to accumulate insights into the influence of leadership, management support and organizational culture on internal control effectiveness. Statistical tools were applied by using the AMOS and SPSS program to draw practical recommendations for the optimization of internal control mechanisms.FindingsThe findings direct that internal control effectiveness is positively linked to rule-following and accountability leadership while presenting a negative association with top management support. Prominently, organizational culture demonstrates a central moderating role, highlighting its significant influence on internal control effectiveness.Practical implicationsThe study provides real-world insights to aid accounting and finance professionals in implementing effective internal controls. The findings provide actionable recommendations for top management to improve organizational practices and financial processes.Originality/valueThe unique combination of exploring leadership impact, top management support and organizational culture adds value to existing knowledge. The findings provide a novel perspective for practitioners and researchers seeking to enhance internal control mechanisms in organizational settings.

Governance of ESG implementations: governance dimensions and their structural implementation

PurposeThis study identifies the various governance dimensions for environmental, social and governance (ESG) implementations, including reporting. Subsequently, it investigates the governance structures in place to steer these dimensions in project-based and project-oriented organizations.Design/methodology/approachA systematic literature review identifies 11 organizational governance dimensions for ESG implementations, followed by a conceptual mapping of these dimensions to the most likely governance structures being set up for their implementation (i.e. single-level, multi-level and polycentric governance).FindingsEleven governance dimensions are identified and categorized under (1) organizational settings, (2) ESG strategy and (3) implementation. The conceptual mapping of these dimensions against the governance structures for their implementation identifies an inverse relationship between the governance level in the organizational hierarchy and the complexity of governance structures needed for steering these dimensions. The paper suggests a variety of context-dependent governance structures and contributes to the governance literature on the interface between projects and their parent organizations.Research limitations/implicationsAcademics benefit from an organization-wide model and the first taxonomy on the relevant governance dimensions for ESG implementation and reporting projects, thus a first approach to theorizing the governance of ESG implementations.Practical implicationsThe results are of value for practitioners by allowing them to understand the diversity of dimensions and the structural implementation of ESG and its reporting.Social implicationsOne of the first studies to address governance of ESG implementation and reporting across intra-organizational boundaries between the permanent and the project-based parts of the organization. This provides for organization-wide improvements in the governance toward the UN Sustainability Goals.Originality/valueThe paper investigates the under-researched link of governance implementations from the corporate level to individual projects in the context of ESG implementations, including reporting.

The VAC Rotterdam's Work on Model Home Exhibitions (1951-1956): Women's Voices in Housing Must be Heard

In the post-World War II period in the Netherlands, a women’s organization set the agenda for improving the quality of social housing projects. Beginning in 1946, the Vrouwen Adviescommissie (Women Advisory Committee, VAC) in Rotterdam established a pathway in the 1950s for women’s interventions at a municipal level through bureaucratic procedures, particularly by engaging in intensive advisory activities. Consciously or not, those voluntary consultants were also making politics and defining space: their expertise influenced housing and urban design. However, their early role as organizers of model home exhibitions has been little explored. Why did the VAC Rotterdam believe that such exhibitions were necessary? This article documents the conceptual and design work of the VAC through the model homes exhibitions they produced in the postwar neighborhoods of Rotterdam from 1951 to 1956. Even before the well-known model homes were exhibited in the mid-1950s and 1960s in the Netherlands by the organization Goed Wonen (Good Dwelling) to improve standards for furnishing homes, the VAC made visionary efforts to strengthen the public’s relationship with social housing and practical interior design.

Boosting Employee Performance through Empowerment and Job Satisfaction in Indonesia

This research investigates the impact of Employee Empowerment, Work Environment, and Work Stress on Employee Performance, with Job Satisfaction as an intervening variable at PT. Rui Xue International. Despite the recognized importance of these factors, there is limited understanding of their combined effects in the context of Indonesian companies. The study employs a quantitative survey method with a descriptive approach, encompassing a sample of 61 employees selected through saturation sampling. Data were collected via questionnaires and analyzed using Partial Least Squares (PLS) path analysis with Smart PLS Version 3.0 software. Findings reveal that Employee Empowerment and Work Environment positively influence Employee Performance and Job Satisfaction. Work Stress does not significantly affect Employee Performance directly but significantly impacts Job Satisfaction, which in turn affects Employee Performance. The results underscore the importance of fostering employee empowerment and a conducive work environment to enhance performance, while managing work stress through improving job satisfaction. These insights contribute to the strategic management of human resources in similar organizational settings. Highlight: Employee empowerment significantly enhances both job satisfaction and employee performance. A positive work environment greatly impacts job satisfaction and performance. Work stress affects performance indirectly through job satisfaction. Keywords: Employee Empowerment, Work Environment, Work Stress, Employee Performance, Job Satisfaction

AI in the Workplace: Driving Employee Performance Through Enhanced Knowledge Sharing and Work Engagement

In spite of the massive adoption of AI technologies in organizational settings, there is a mix of empirical evidence on how such technologies affect employee performance. Underpinned theoretically by social exchange theory, this study investigates how AI affects knowledge sharing and work engagement among employees. The present study also investigates the moderating role of perceived risk in the relationships between AI and knowledge sharing and work engagement. For analysis of the data collected from a sample of 447 Chinese workers, Structural Equation Modeling (SEM) was used. The results found a positive link between AI and both knowledge sharing and work engagement. It was also found that knowledge sharing and work engagement significantly influence employee performance. Moreover, the results suggest a positive correlation between knowledge sharing and work engagement. Additionally, the research has drawn attention to a fact that perceived risk moderates negatively the relationship between AI and knowledge sharing and work engagement. From these findings emanate important management implications for both management and employees on the strategic use of AI technology to enhance employee performance.

Personality and sex differences in mattering and purpose-in-life

AbstractMattering and purpose-in-life are key aspects of individuals’ perception of who they are and their relationships with others. However, their associations with personality, as well as sex differences within these associations, remain relatively unexplored. Three studies investigated, respectively, the correlation between mattering and purpose-in-life across sexes (N1 = 906), their measurement invariance by sex and associations with the Big-Five (N2 = 400), and with antagonistic traits (N3 = 178), including potential sex differences in these associations. Study 1 found lower purpose-in-life in women compared to men, but no difference in mattering. Additionally, a positive and moderate correlation between mattering and purpose-in-life was observed, but no sex differences. Study 2 found higher factor covariance in men than women. Moreover, it showed that conscientiousness positively predicts mattering and purpose-in-life, neuroticism negatively predicts both, and agreeableness positively predicts purpose-in-life. Study 3 showed that primary and secondary psychopathy negatively predict mattering, grandiose narcissism positively predicts mattering and purpose-in-life, and secondary psychopathy negatively predicts purpose-in-life, in all cases showing no sex differences. These results highlight the importance of mattering and purpose-in-life in personality research and intervention, offering insights for personality development by addressing dysfunctional perceptions and fostering personal and professional growth across various applied settings. For instance, in counseling, leveraging mattering and purpose-in-life could help clients strengthen their resilience and coping skills. In educational settings, mattering and purpose-in-life could support learners’ self-efficacy and improve educational outcomes. In organizational settings, they could drive change by enhancing individuals’ confidence, productivity, and leadership.

The Effect of Practicing Taekwondo on Some Psychomotor Characteristics of Medical Students

The profession of a doctor is a noble, demanding one, which involves many responsibilities and risks, but also a good knowledge of one's own body scheme, which involves motor adjustments that depend on mental activity. Through its content, the taekwondo course contributes to the knowledge, improvement and completion of specialized knowledge about the human body, its reactions to different stimuli and in complex moments, it can also contribute to the enrichment of knowledge about one's own reactions in extreme cases and their correction in favorable situations. Thus, practicing taekwondo in an organized setting helps us develop our coordination, neuromuscular elasticity, balance, agility, spatial-temporal orientation, effort capacity. In this sense, the research was carried out within the "Carol Davila" University of Medicine and Pharmacy on the groups that chose to take the taekwondo course. Purpose: This research wants to statistically highlight the effects of taekwondo, on some psychomotor characteristics, for medical students. Methods: The research was carried out on 130 students, who opted for the basic course in the sports branch of taekwondo, they had not previously practiced another sport in an organized setting, with height (168.35±6.97cm), weight (59.12 ±9.57 kg) and age (20.6±1.56 years). In carrying out this research, the test RCM1 (Complex Motor Reactivity 1) was used, administered as part of the initial test, at the beginning of the course in the first year, in the final test, at the end of the second year of study. Results: after processing the data, it emerged that taekwondo practiced in the basic course by medical students offers an increase in the indices of psychomotor characteristics by an average of 34.62%.

Advancing Corporate Social Responsibility in AI-driven Human Resources Management: A Maturity Model Approach

Artificial Intelligence (AI) in the corporate environment has been the subject of several current social debates of many scientific studies in reshaping human resource management (HRM) practices. There is a significant research gap in understanding how artificial intelligence (AI) can be ethically and effectively integrated into human resources management (HRM), particularly in relation to corporate social responsibility (CSR). This study aims to address this gap by proposing a maturity model to assess and guide the responsible implementation of AI in HRM practices. The research goal focuses on how AI can be aligned with CSR principles to ensure ethical, transparent, and socially responsible usage in organizational settings. The methodology includes a comprehensive review of 52 academic papers, employing bibliometrics, network analysis, and thematic content analysis to explore the interplay between AI, CSR, and HRM. These analyses allowed the identification of key ethical concerns and challenges in AI-driven HRM practices, such as bias in AI algorithms, data privacy issues, transparency, and the need for technical proficiency among HR professionals. The findings reveal a five-level AI maturity model, each stage representing progressive alignment with CSR principles. Organizations at lower maturity levels tend to have ad-hoc AI implementations with minimal CSR focus, while those at higher levels demonstrate full integration of ethical AI practices. Additionally, the study highlights the importance of transparency, accountability, and employee empowerment as critical elements for advancing AI maturity in HRM. This research contributes by offering organizations a practical tool to assess and enhance their AI-driven HRM processes through a CSR lens. It also provides a foundation for future research on strategic policy development, ethical AI governance, and continuous improvement in the integration of AI in HRM. Scholars are encouraged to explore these areas further, particularly in understanding how AI can foster not only organizational efficiency but also social responsibility and ethical standards.

Advanced Integration of ES-MADM II in HRM: A Balanced Approach to Appraisal and Promotion Decisions

Personnel appraisal and promotion are fundamental processes in Human Resource Management (HRM), requiring advanced methodologies that adeptly combine objective data with subjective assessments. This paper introduces ES-MADM II, an enhanced iteration of the Entropy Synergy Multi-Attribute Decision-Making model, designed to strengthen decision-making robustness and stability. The model incorporates key entropy-based indices such as Normalized Mutual Information (NMI), Criteria Effectiveness Score (CES), Conditional Stability Factor (CSF), and the newly introduced Alternatives Distinction Index (ADI). Together, these indices offer a comprehensive framework for assessing not only decision accuracy but also the overall resilience and clarity of the evaluation process. The effectiveness of ES-MADM II is showcased through military HRM case studies, illustrating how the model enhances personnel performance appraisals and promotion decisions by harmonizing subjective judgments with objective metrics. A detailed sensitivity analysis further demonstrates the model’s adaptability to variations in input data while preserving decision integrity. ES-MADM II ultimately fosters a more transparent, balanced, and equitable decision-making process, making it an indispensable tool for HR decision makers in complex organizational settings. This refined approach underscores the model’s capacity to navigate the complexities of HR evaluations with rigor and fairness.

Tracing the Displacement of Data Work in AI: A Political Economy of “Human-in-the-Loop”

In this study, we trace the evolution of a data work team in an artificial intelligence (AI) startup in India. By bringing attention to data work, which is the indispensable work of preparing annotated datasets for training AI systems, conducted within a formal organisational set up, we underline: 1. how organisational approaches adopted to balance investor and client preferences shape work arrangements and spatial division of the data workers; 2. how relations between the data team and the ‘core’ technical team serve to invisibilise human labour in the production of AI; and 3. how increasing codification of data work leads to devaluation of data work within the organisation and deskilling of young data workers at large, making them vulnerable in choosing a meaningful career path of their choice. In tracing this trajectory of displacement of data workers employed in a formal sector, we show that the prevalent characterisation of data work as being invisible or precarious is not inherent to AI nor inevitable in its labour processes. Rather, it is produced through the specific embedding of AI production within the political economy of startup capitalism. Through this, we seek to recentre the discourse on AI and future-of-work away from deterministic projections of AI’s impact on work and towards the specific labour processes of AI and its implications for the skills and career trajectories of a young and growing workforce in the Global South.

Conceptualizing mental health stigma in organizational settings: a sociolinguistic perspective

BackgroundSociolinguistic research on workplace mental health stigma is scarce and consequently, there are a lack of relevant conceptual models. Drawing on Goffman’s notion of stigma as a ‘language of relationships’, and Heller’s concept of ‘discursive space’, this paper offers a conceptual model of how stigma is produced and reinforced in workplace settings. Specifically, the model maps the complex discursive processes of mental health stigmatization through workplace discursive practices.MethodsThe model is empirically grounded and draws on 23 in-depth participant interviews with professional services employees in Hong Kong. Through a meta-discursive analysis of the employees’ experience in the workplace, the paper investigates how mental health stigma is produced in the workplace.ResultsConceiving the workplace as a discursive space, the model demonstrates that mental health stigma unfolds across three discursive layers, namely immediate encounters, organizational practices, and societal ideologies. Mediated by discursive practices, such as identity management, stigma is both produced and perpetuated across the three layers.ConclusionsThe paper provides a model for analyzing the production of mental health stigma through dynamic discursive activities in the workplace. By doing so, it offers a way to systematically map how stigma, brought about through discourse in organizational settings, can regulate both interpersonal relationships and resource allocation (such as career prospects).

Hybrid Entrepreneurial Intentions: The Influence of Team-Member Exchange

Full-time entrepreneurs are an integral part of economic growth, the rise of a distinct category of entrepreneurs known as hybrid entrepreneurs is no exception. Hybrid entrepreneurship has re-ceived notable attention in recent years. Therefore, this study seeks to examine the influence of team-member exchange (TMX) on hybrid entrepreneurial intentions (HEIs) within organizational settings, elucidating the mediating role of perceived desirability of entrepreneurship (PDE), per-ceived normativeness towards entrepreneurship (PNE) and perceived feasibility towards entrepre-neurship (PFE). Through the lens of the theory of planned behavior (TPB), a research model is pro-posed to explore these relationships. More so, by employing a quantitative research design, data will be collected using a questionnaire in an online survey utilizing a convenience sampling technique. Regression analysis will be adopted to assess the direct and indirect effects of TMX on HEIs through the proposed mediators. The aim of this study is to advance theoretical understanding of HEI, extending TPB and contributing to the existing board of literature on hybrid entrepreneurship. Moreover, the study also has practical implications to policy makers, managers and employees.

개인의 사회적 관계 다양성이 창의적 성과에 미치는 영향력과 심리적 안전감 및 다양성 지원 분위기의 조절효과 분석

This study aims to explore the impact of intrapersonal diversity, specifically gender diversity in voluntary social relationships, on creativity. While prior research on individual creativity has primarily focused on intrinsic motivation and dispositional characteristics, this study adopts a relational perspective to investigate the influence of diversity in individuals’ social relationships. Unlike traditional diversity research, which often conceptualizes diversity as a group-level structural characteristic, this study focuses on the individual level, specifically the diversity of voluntary social networks, and empirically examines its effects. Additionally, this research takes a contextual approach to analyze when, how, and why intrapersonal relationship diversity affects creativity. Among contextual factors influencing team dynamics, this study focuses on team climate variables, such as psychological safety and diversity climate, as moderators. The hypotheses were tested using a multi-level mixed effect model with a matched sample of 124 supervisor-subordinate dyads from 49 teams across 23 companies. The findings indicate that the hypothesized direct positive relationship between intrapersonal social relationship diversity and creativity was not supported. However, the moderating effects of psychological safety and diversity climate were significant, reinforcing the positive relationship under favorable team conditions. This study contributes to diversity and creativity literature by conceptualizing intrapersonal diversity in social relationships, emphasizing the interaction between individual and contextual factors, and providing practical implications for enhancing creativity in organizational settings.

Toward measuring R&D knowledge management capability: scale development and empirical validation

Purpose This study aims to perceive research and development (R&D) knowledge management from a capability-based view, develops a theoretically grounded construct and empirically validates it within R&D organizational settings. Design/methodology/approach The paper presents a five-step multi-method research design consisting of a literature review, expert interviews and surveys to develop and validate the R&D knowledge management capability scale within R&D organizations. Findings R&D knowledge management capability construct emerges as a three-dimensional construct with dimensions – knowledge creation, communication and commercialization which can be measured through a parsimonious set of items, designed at team levels within R&D organizations. Research limitations/implications R&D managers can use this R&D knowledge management capability scale to measure, compare and develop the knowledge management capabilities of their R&D teams. Originality/value The three dimensions of R&D knowledge management capabilities along with their measurement items are the unique contributions of this study to the knowledge-based view of the firm.

Information security policy compliance: a replication study in Ethiopia

Purpose This study aims to replicate and assess the applicability and generalizability of Bulgurcu et al.'s (2010) information security policy compliance model to participants from Ethiopia, focusing on understanding compliance behavior with information security policies (ISPs). Design/methodology/approach The study replicates Bulgurcu et al.’s (2010) research methodology. They empirically tested their model using data collected through a survey of 464 employees from a diverse set of organizations in the United States. In this study, the authors used a self-administered survey approach to collect data from 318 valid responses from university students in Ethiopia. The structural equation modeling technique with SmartPLS 4.0 is used to test hypotheses derived from the original model. Findings The replication results confirm most of the hypotheses from the original study, indicating that their model is generalizable to the Ethiopian population. However, the study also identifies differences between the original and replicated results, suggesting potential cultural variations requiring further examination. Originality/value This study contributes to the literature by replicating and extending the original study’s findings in a different cultural context, namely Ethiopia. It highlights the importance of understanding compliance behavior with ISPs across diverse populations and emphasizes the need for future replication studies to explore the impact of culture on intention toward information security behavior.

A CONCEPTUAL ANALYSIS OF PROACTIVE BEHAVIORS: IMPACTS ON INDIVIDUAL AND ORGANIZATIONAL CONTEXTS

This study examines the conceptual framework of proactive, interactive, inactive, and reactive behaviors in organizational settings, with a primary focus on proactive behavior. It investigates the origins, dimensions, and implications of proactive behaviors, highlighting the distinct roles they play in leadership, team dynamics, innovation, and strategy formation. The research identifies how individual and contextual factors contribute to proactive actions and their subsequent impact on organizational outcomes. Emphasizing the strategic advantages of proactivity, the study also acknowledges its potential challenges, such as conflict and resource strain. By integrating insights from various domains, this work advances the understanding of behavioral diversity in organizations and underscores the critical role of proactive behavior in driving change, innovation, and success.

Foundations of Organizational Culture: A Comprehensive Review

This paper aims to provide a comparative analysis of seminal cultural studies by Schein, Hofstede, and the Project GLOBE initiative, examining their influence on contemporary organizational contexts. The study conducts a literature review and comparative assessment of the cultural models proposed by Schein, Hofstede, and the Project GLOBE initiative. Additional cultural models from Schwartz and Trompenaars are briefly reviewed to acknowledge their relevance. The analysis reveals that Schein’s model emphasizes cultural artifacts, beliefs, and assumptions; Hofstede’s model focuses on six dimensions of national cultures; and the Project GLOBE initiative identifies nine cultural dimensions affecting leadership and organizational processes. These models collectively offer a comprehensive understanding of organizational culture and its impact on behavior and performance. This paper contributes to the field by synthesizing and comparing key cultural models, highlighting their enduring significance in organizational studies and providing insights into their practical applications in various organizational settings.

Challenges of Peer Tutoring in Different Role Organization Settings in Higher Education: Systematic Literature Review

This systematic review aims to compare peer tutoring implementation with its role setting by identifying the challenges reported in previous studies. A total of 28 articles were systematically selected and reviewed. The challenges associated with the implementation of four peer tutoring settings, namely same-level and equal-status, same-level and unequal-status, cross-level and unequal-status, and cross-level and unequal-status settings in which the participants from different institutions, were examined.