Organizational Settings Research Articles

The productivity dilemma: examining the truth behind automation’s impact on employment, and the mediating role of augmentation

Purpose This paper aims to provide a comprehensive review of the literature examining the relationship between automation and employment, with a focus on understanding the debates of automation displacement and enablement, and the mediating role of employee augmentation in driving organisational productivity. Design/methodology/approach A semi-systematic literature review was conducted across the areas of automation, work-design and employee skills over the past 3 years. Findings The academic literature was found to still be in its infancy, with empirical evidence in an organisational setting scarce. However, research suggests that automation does not cause job displacement or a negative impact on employment. In contrast, data suggest that automation leads to new job creation, task enlargement and skills enhancement. The findings suggest that organisations should employ augmentation alongside automation to drive productivity, in a way that promotes strong work-design, builds trust and leverages human creativity. A further recommendation is made for organisations to focus on continuous upskilling to combat the shortening shelf-life of skills and adapt to the constant change brought around by advances in automation. Originality/value Through a synthesis of diverse perspectives and academic evidence, this paper contributes to the nuanced understanding of the complexities surrounding automation and its impact on employment. This literature review underscores the need for organisational strategies that leverage augmentation to harness productivity savings, alongside a renewed focus on widespread employee skills enhancement. In addition to creating new recommendations for practitioners and organisational leaders, this paper also furthers the research agenda through a list of research gaps for scholarly attention.

Was this part of the plan? Examining self‐control, planning, and interruptions

AbstractInterruptions are a common and consequential issue for many individuals in organizational settings. Limited preliminary work suggests that certain individuals may be more susceptible to workplace interruptions but little is known about the nature and implications of these linkages with individual differences. This study examines dispositional self‐control as a predictor of workplace intrusions, focusing on (a) both intrusion frequency and severity, (b) planning as a potential mechanism, and (c) implications for task performance and work‐related stress. Participants (N = 164) first completed a measure of dispositional self‐control and then completed daily surveys for one workweek measuring planning, frequency and severity of intrusions, task performance, and work‐related stress. Results indicated that self‐control predicted both intrusion frequency and severity. In addition, both intrusion frequency and severity were found to be related to performance and stress. However, no indirect effects involving planning were found. These findings support the notion that individual differences in self‐control predict the experience of workplace intrusions; indicate that more‐conscious/effortful mechanisms (e.g., planning) may not play a prevalent role in this relationship, indirectly suggesting that less‐conscious/effortful mechanisms (e.g., habits) could be more relevant; and demonstrate that intrusion severity may be just as detrimental as intrusion frequency.

A Case Study for Experiential Teaching and Learning

This study investigates experiential learning’s role and efficacy at a doctoral-level leadership studies program concentrating on a compulsory externship. Key to this work is the collegiate climate and collaboration of the graduate students and many participating organizations. This study employs hybrid community-based participatory research (incorporating graduate student, organizational stakeholder, and instructor perspectives) to increase knowledge and understanding of doctoral-level experiential learning and integrate that knowledge to benefit pedagogy, leadership development, and organizational-university partnerships. Results indicate that experiential learning builds robust collaboration between institutional and organizational settings. Moreover, the experiential learning experience provides a distinctive approach for graduate students, enabling them to make better work-context decisions and advance science by asking better, more salient research questions. Experiential learning also enriches the course context, encouraging students to marry their technical and academic expertise to make practical, positive changes.

Leadership style dynamics: informing policy for optimal employee performance in diverse organizational setting

This study examines the leadership styles employed by school administrators and their influence on the performance of faculty members in educational institutions. The research employs a mixed-methods approach to investigate many aspects of leadership, including as adaptable, servant, inclusive, and resilient styles. The findings indicate that administrators are increasingly adopting top-level leadership styles that are characterized by adaptability, service orientation, inclusion, and resilience. The study reveals notable variations in leadership styles depending on the gender of the respondents and the organizational environment. This highlights the significance of implementing leadership methods that are inclusive of gender and sensitive to the specific context. Although there are variations in faculty performance among different organizational settings, some institutions excel in their performance. However, there is no evidence of any substantial relationships between leadership styles and faculty performance. Thematic analysis uncovers significant obstacles and input pertaining to communication, decision-making, coherence, and emotional intelligence in leadership practices. Suggestions are put forward to improve leadership development, encourage gender-inclusive policies, facilitate effective communication, and nurture emotional intelligence among administrators. By applying these suggestions, educational institutions can foster a nurturing work atmosphere, enhance faculty productivity, and ultimately, promote organizational success and employee welfare.

Exploring Islamic Spiritual Well-Being: Conceptualization and Validation of a Measurement Scale

Islamic Spiritual Well-Being (ISWB) constitutes a novel theoretical framework amalgamating management perspectives with Quranic and Sunnah principles, yet its exploration remains limited. This research endeavors to fill this gap by synthesizing insights from management perspectives and Islamic literature to develop a precise conceptualization and validation of a measurement ISWB. Through practitioner and expert interviews, ISWB is delineated as a state marked by positive emotions emanating from adherence to Islamic principles, fostering Allah's satisfaction, assistance, and forgiveness, particularly in organizational contexts. Employing a rigorous methodological approach that integrates qualitative and quantitative methodologies, including conceptual and indicator development, content validity, and statistical analyses, the study seeks to portray the construct of ISWB within organizational settings comprehensively. By furnishing a validated measurement scale, this study contributes a robust framework for assessing and comprehending religious behaviors and experiences in Islamic contexts, thereby enhancing understanding of the intricate interplay between spirituality, ethics, and individual behavior, with implications for Islamic-based organizations and future research endeavors.

IMPACT OF TOXIC LEADERSHIP ON EMPLOYEES’ PERFORMANCE: TO WHAT EXTENT EMPLOYEES’ RESILIENCE MATTERS!

Toxic leadership is recognized as leader’s negative attitude characterized by authoritarian, abusive and self-serving behaviors, that is recognized as a detrimental factor in organizational settings. It can negatively influence the employees’ behaviors likewise morale, motivation, commitment and performance in organization. In this drive, employee resilience is expected to play active role in linking toxic leadership and employees’ performance. In order to examine these phenomena, like (toxic leadership as predictor), (employees’ resilience as mediator) & (employee performance as mediator), data was collected from faculty members hailing from higher institutions in southern region, KP, Pakistan. Research aimed to use survey approach to collect the data, analyze data and to examine hypothesized relationships (association & mediation) among the research variables through different hypotheses as extracted from theoretical framework. The results provide vital information about association and mediation in reaching the desired conclusion. It is suggested higher institutions may use suitable leadership styles so as to inspire employees toward sustainable performance supported by resilience.

Work addiction and social functioning: A systematic review and five meta-analyses.

As theoretical models suggest, work addiction has several adverse correlates and consequences, such as unfavorable personality traits, physical and psychological symptoms, and social conflicts. Both early and recent concepts emphasize that individuals with work addiction have more problematic social life due to obsessive overwork. This includes negative impacts on family, workplace, and other relationships. The present study aimed to systematically review and meta-analyze all the empirical studies that examined the association between work addiction and any dimension of social life, as such an analysis has never been conducted before. Studies published from 1995 to 2022 were identified through a systematic search. 102 eligible studies were included in the review, with 75 studies contributing to five different meta-analyses. The results indicated significant associations between work addiction and: (1) lower work-life balance, (2) reduced social functioning, and increased difficulties in (3) family relationships, (4) intimate relationships, and (5) relationships with the community, friends, and colleagues. The associations were found to be independent of gender and age. The meta-analytic study highlights research gaps in the field and suggests future directions, including exploring attachment styles and early social relationships in work addiction, investigating the association between social and emotional competencies and work addiction, examining the role of escape motivation, and exploring the characteristics of the partners (spouses) of workaholics. Since the quality of social relationships and social support are crucial factors in physical and mental health, the prevention and intervention of work addiction should be prioritized in organizational and clinical settings.

A Case Study on Completing Work in an Organizational Setting: Getting What You Need from Colleagues

A Case Study on Completing Work in an Organizational Setting: Getting What You Need from Colleagues

A Systematic Review on the Impact of Remote Work on Employee Engagement

The aim of this study is to better identify how remote work affects employee engagement. This systematic review looks at the advantages and challenges of remote work in a diversity of industries and organizational settings. An extensive review of the literature was done, with an emphasis on research papers released between 2018-2024. 20 peer-reviewed studies were chosen adhering to strict inclusion criteria. This review assessed the methods used to quantify the impact of remote work on employee engagement, the research designs and sampling data that are used, and the primary findings that can be drawn using these studies. Flexibility, employment satisfaction, and productivity all increase with remote work. It does, however, also present several serious difficulties, such as a decline in social connection, obstacles to communication, and problems with work-life balance. If these elements are not effectively managed, employee engagement may suffer. As a dependent variable, employee engagement was studied in two thirds of the research. The study found that employee engagement is complexly impacted by remote employment. Telecommuting can increase autonomy and enjoyment, but it also has substantial drawbacks, including the possibility of isolation and the absence of physical presence. Robust communication strategies and supportive organizational policies are essential for the success of remote working. This research offers valuable insights for creating healthy work environments and helps understand how remote work effects on employee engagement in organizations.

Rethinking Digital Customer Complaints’ Problem Solving: The Synchronous Model

Abstract In the current business environment, problem-solving remains a critical and highly relevant skill for achieving customer satisfaction especially in the context of digitalization and industry 4.0 and a strong requirement from IATF 16949. In the present paper, a comprehensive analysis of existing problem-solving models is conducted, examining their strengths, limitations, and applicability in the manufacturing companies. By drawing insights from traditional methodologies, as already addressed in the scientific literature, such as Six-Step Model A3 methodology, 8 Disciplines, Six Sigma, the Cynefin Framework, Kepner-Tregoe Methodology and 5P (Principles) for Problem Solving, a new and integrative model designed to address the shortcomings identified in current approaches is created. This innovative framework, named “Synchronous Model” (Greek word for modern) synthesizes key elements from diverse models, offering a more adaptable solution to complex and modern problem-solving challenges. Emphasizing its potential for business digital transformation, we discuss how the proposed model fosters efficiency, agility, and strategic decision-making within organizational settings. This research not only contributes to the theoretical understanding of problem-solving methodologies but also provides valuable insights for practitioners seeking innovative approaches to address challenges in their respective industries, for which the current methods are either not sufficient or too complex. The integration of “Synchronous Model” is meant to elevate problem-solving practices, offering a transformative impact on business operations and strategic decision-making, all in the benefit of the customer.

The Social and Emotional Education and Development intervention to address wellbeing in primary school age children: the SEED cluster RCT.

Stronger social and emotional well-being during primary school is positively associated with the health and educational outcomes of young people. However, there is little evidence on which programmes are the most effective for improving social and emotional well-being. The objective was to rigorously evaluate the Social and Emotional Education and Development (SEED) intervention process for improving pupils' social and emotional well-being. This was a stratified cluster randomised controlled trial with embedded process and economic evaluations. Thirty-eight primary schools were randomly assigned to the SEED intervention or to the control group. Hierarchical regression analysis allowing for clustering at school learning community level was conducted in R (statistical package). The SEED intervention is a whole-school intervention; it involved all school staff and two cohorts of pupils, one starting at 4 or 5 years of age and the second starting at 8 or 9 years of age, across all 38 schools. A total of 2639 pupils in Scotland. The SEED intervention used an iterative process that involved three components to facilitate selection and implementation of school-based actions: (1) questionnaire completion, (2) benchmarked feedback to all staff and (3) reflective discussions (all staff and an educational psychologist). The primary outcome was pupils' Strengths and Difficulties Questionnaire-Total Difficulties Score when pupils were 4 years older than at baseline. The primary outcome, pupils' Strengths and Difficulties Questionnaire-Total Difficulties Score at follow-up 3, showed improvements for intervention arm pupils, compared with those in the control arm [relative risk -1.30 (95% confidence interval -1.87 to -0.73), standardised effect size -0.27 (95% confidence interval -0.39 to -0.15)]. There was no evidence of intervention effects according to deprivation: the results were significant for both affluent and deprived pupils. Subgroup analysis showed that all effect sizes were larger for the older cohort, particularly boys [relative risk -2.36 (95% confidence interval -3.62 to -1.11), standardised effect size -0.42 (95% confidence interval -0.64 to -0.20)]. Although there was no statistically significant difference in incremental cost and quality-adjusted life-years, the probability that the intervention is cost-effective at a willingness-to-pay threshold of £20,000 per quality-adjusted life-year was high, at 88%. Particularly valued mechanisms of the SEED intervention were its provision of time to reflect on and discuss social and emotional well-being and its contribution to a culture of evaluating practice. It was a challenge to retain schools over five waves of data collection. This trial demonstrated that the SEED intervention is an acceptable, cost-effective way to modestly improve pupil well-being and improve school climate, particularly for older boys and those with greater levels of psychological difficulties. It was beneficial during the transition from primary to secondary school, but this diminished after 6 years. The SEED intervention can be implemented alongside existing systems for addressing pupil well-being and can be complementary to other interventions. Assess whether or not the SEED intervention has a beneficial impact on academic attainment, is transferable to other countries and other organisational settings, would be strengthened by adding core training elements to the intervention process and is transferable to secondary schools. Understand the gender differences illustrated by the outcomes of this trial. Conduct further statistical research on how to handle missing data in longitudinal studies of complex social interventions. This trial is registered as ISRCTN51707384. This award was funded by the National Institute for Health and Care Research (NIHR) Public Health Research programme (NIHR award ref: 10/3006/13) and is published in full in Public Health Research; Vol. 12, No. 6. See the NIHR Funding and Awards website for further award information.

Optimizing Talent Acquisition: Strategies for Efficiency and Employee Engagement

This research study aims to analyze the resource-intensive nature of current recruitment practices in selected companies in Mysore City and develop strategies for sustaining employee engagement and loyalty. By examining the challenges faced in talent acquisition and retention, the study seeks to identify opportunities for enhancing organizational efficiency and effectiveness in attracting and retaining skilled individuals. This study conducts a thorough examination of recruitment practices and employee engagement strategies in both manufacturing and service sectors by employing a descriptive research design. A sample size of 100 HR managers and executives are selected using simple random sampling, with primary data collected through structured questionnaires. Statistical tools such as ANOVA are utilized to analyze the data, providing insights into industry-wise variations and uniformities in recruitment practices and employee engagement initiatives. The analysis reveals consistent employee engagement scores across manufacturing and service sectors, with non-significant differences in variables such as employee satisfaction scores, retention rates, and participation in training and development programs. Moreover, industry-wise variations in employee engagement strategies, including communication effectiveness and mentorship program participation, are found to be statistically insignificant, This study unfolds the importance of adopting a holistic approach to employee engagement and recruitment practices. The findings suggest that certain engagement initiatives can be implemented uniformly across industries, although organizations should remain attentive to sector-specific needs. Future research could delve deeper into understanding the impact of organizational culture on employee engagement and explore innovative strategies to address evolving workplace dynamics. Ultimately, fostering a resilient and loyal workforce requires continuous adaptation and refinement of engagement strategies in diverse organizational settings.

INTERN INSIGHTS: NAVIGATING SUCCESS WITH THE INTERN DASHBOARD

Abstract : The Intern Dashboard is a comprehensive digital platform designed to optimize the internship experience for both interns and their supervisors. This system offers a centralized hub for managing intern-related activities, tracking progress, and fostering communication and collaboration within the organization. Key features include task assignment and tracking, performance evaluation tools, resource libraries, and interactive forums for knowledge sharing and networking. By streamlining administrative tasks and providing valuable insights into intern performance and engagement, the Intern Dashboard aims to enhance the overall effectiveness and satisfaction of internship programs. This abstract provides an overview of the Intern Dashboard’s functionalities and its potential to revolutionize intern management practices in diverse organizational settings. Internships serve as pivotal experiences for both interns and organizations, providing invaluable opportunities for skill development, networking, and talent acquisition. However, managing internship programs efficiently and ensuring meaningful experiences for interns can be challenging for organizations. To address these challenges, the Intern Dashboard emerges as a comprehensive solution, integrating. Index Terms – Chatgpt, AI tool, Java script

The impact of business ethics on ESG engagement and the effect on corporate financial performance: evidence from family firms

PurposeThe increasing relevance of environmental, social and governance (ESG) engagement has attracted interest in its drivers and effects on business outcomes under different organizational settings. By focusing on family firms (FFs), we deepen both the role of business ethics as a predictor of enhanced ESG engagement and the link with improved corporate financial performance (CFP). In this way, we aim to provide new insights into the impact of business ethics and ESG engagement on FFs competitiveness.Design/methodology/approachBased on a worldwide panel of 335 FFs covering the 2002–2020 time horizon, this study adopts a two-stage Heckman model (1979) to empirically address two research questions: (RQ1) Do business ethics predict greater ESG engagement in FFs? (RQ2) Does ESG engagement positively affect the corporate financial performance (CFP) of FFs?FindingsThe results of the current study are twofold. First, we demonstrate that an ethical approach to business drives greater ESG engagement. Second, we show that higher levels of ESG engagement lead to improved financial performance in FFs.Originality/valueOur study contributes to filling the knowledge gaps regarding the drivers and effects of ESG engagement in FFs. On the one hand, we demonstrate the positive connection between dimensions that have their own identity, such as business ethics and ESG constructs. On the other hand, by shedding light on the impact of ESG engagement on improved CFP, we contribute to solving the trade-off between economic and noneconomic FF goals.

Effect of Leadership Style and Job Satisfaction on Employee Performance: Evidence from Indonesia Honorary Staff

This study investigates the impact of leadership style and job satisfaction on employee performance within the General Section of the Regional Secretariat of the Serdang Bedagai Regency. Multiple linear regression analysis was employed to examine the relationships between variables using questionnaires, interviews, and literature reviews for data collection. The findings reveal that leadership style in a department is categorized as high or good, significantly influencing employee performance. It aligns with the theoretical expectation that appropriate leadership is crucial for enhancing employee performance, particularly when performance declines. Surprisingly, contrary to expectations, job satisfaction was classified as low and did not significantly affect employee performance. The study concludes that leadership style and job satisfaction are well received in the General Section, as evidenced by their highly descriptive classification. These factors collectively and simultaneously influence employees’ performance. This research recommends addressing and fulfilling employees’ needs to improve job satisfaction and potentially impact performance. This study contributes to understanding Human Resource Management practices in a specific organizational context by highlighting the importance of effective leadership and the need for strategies to enhance job satisfaction. These findings provide valuable insights for managers and policymakers in developing targeted interventions to improve employee performance in similar organizational settings.

Research on Impression Management: Current Progress and Future Possibilities

In recent years, impression management (IM) has garnered substantial scholarly attention, significantly enhancing our comprehension of various factors within organisational contexts. This is a systematic literature review (SLR) research on IM from 2016 to 2024, building on both foundational and recent research. IM involves intentionally influencing how others see us, which significantly affects both individual behaviour and the way organisations function. This review highlights the widespread role and implications of IM in workplaces. It looks at how IM techniques, organisational rules and gender stereotypes interact. Our review presents two major findings. First, we found a strong positive link between successful IM strategies and better organisational performance, showing the real benefits of skilled IM. Second, we noticed a complex connection between IM methods and employee satisfaction, pointing out the need to align IM practices with employee happiness. This SLR not only deepens our theoretical knowledge but also has practical applications for managers. It emphasises the importance of ethically managing IM to ensure authenticity and openness. Also, by pointing out missing pieces in the existing research, this review suggests new areas for future studies to investigate the changing trends and finer details of IM in modern organisational settings.

Workplace Ostracism and Turnover Intention in Organizations: A Meta-analytic Review

Workplace ostracism (WO) poses a significant threat to organizational well-being, with implications for employee turnover intention (TI). This meta-analysis explores the relationship between WO and TI across 32 studies involving 10,553 participants from diverse sectors and countries. The findings reveal a significant positive correlation (r = 0.31) between WO and TI, indicating that employees experiencing ostracism are more likely to contemplate leaving their jobs. Despite substantial heterogeneity (I² = 93.07%), moderators such as participants’ average age and the percentage of females show limited impact on the relationship. Sector-based subgroup analysis suggests a consistent impact of WO on TI across various employment sectors. The study provides practical insights for managers, emphasizing the importance of addressing WO to enhance employee retention and well-being. Recommendations include fostering inclusive cultures and implementing targeted interventions to mitigate the negative effects of ostracism in diverse organizational settings.

Elucidating the determinants of crowdsourcing adoption for organisation value creation

Purpose This research paper aims to provide a comprehensive overview of the determinants influencing organisations decisions to adopt crowdsourcing. By synthesising existing literature, it seeks to identify critical factors that act as enablers or inhibitors in the adoption process and propose a framework for understanding crowdsourcing adoption within organisational contexts. Design/methodology/approach This study employed a systematic literature review methodology to examine the determinants influencing organisations' decisions to adopt crowdsourcing. The review encompassed research articles from the Web of Science and Scopus databases, spanning 2006 to 2021. Additionally, morphological analysis was conducted to categorise the identified determinants into three distinct contexts: technological, organisational and environmental. This methodological approach facilitated a comprehensive exploration of the factors shaping crowdsourcing adoption within organisational settings, allowing for a nuanced understanding of the phenomenon across different dimensions. Findings The study identifies 12 determinants influencing crowdsourcing adoption, categorised into technological, organisational and environmental dimensions. These determinants include technological compatibility, organisational readiness, top management support, crowd readiness and availability of third-party platforms. While some determinants primarily act as enablers, others exhibit dual roles or serve as inhibitors depending on contextual factors. Research limitations/implications The findings offer valuable insights for scholars, practitioners, and organisational leaders seeking to leverage crowdsourcing as a strategic tool for innovation and competitiveness. The assessment scale of drivers and barriers developed in this research offers a systematic approach for evaluating the factors influencing crowdsourcing adoption, providing a nuanced understanding of innovation adoption dynamics. Theoretical implications include advancements in morphological analysis methodology and a nuanced understanding of innovation adoption dynamics. Managerial implications highlight strategies for enhancing organisational readiness, leveraging leadership support and mitigating adoption risks. Overall, the study provides a foundation for future empirical research and practical guidance for organisations planning to adopt crowdsourcing initiatives. Originality/value This research contributes significantly to crowdsourcing by presenting an integrated and theoretically grounded framework. By consolidating adoption determinants from diverse contexts, this study clarifies the understanding of crowdsourcing adoption. The framework offers practical value to managers and decision-makers, equipping them with a structured approach to assess and navigate the challenges associated with effectively adopting crowdsourcing. As such, this study contributes to advancing crowdsourcing practices and supports more informed managerial decision-making in innovation and knowledge sourcing.

Exploring the Interaction Between Internal Communication and Organizational Behavior in Enhancing Job Satisfaction

This research investigates the intricate relationships between Internal Communication, Organizational Behavior, Employee Motivation, and Job Satisfaction within organizational settings. The main objective is to understand how these factors interact to influence job satisfaction and to inform policy development aimed at enhancing workplace environments. Utilizing a quantitative approach, data were collected through a questionnaire from 378 respondents and analyzed using Structural Equation Modeling (SEM) via SmartPLS and descriptive statistics using SPSS. The results reveal that Employee Motivation significantly and positively affects Job Satisfaction (coefficient = 0.578, p < 0.001), while Organizational Behavior has a substantial impact on both Employee Motivation (coefficient = 0.722, p < 0.001) and Job Satisfaction (coefficient = 0.176, p = 0.003). Internal Communication, however, shows a significant but modest positive effect on Job Satisfaction (coefficient = 0.079, p = 0.043) and no significant impact on Employee Motivation. These findings suggest that while effective communication is essential, it needs to be complemented by strong organizational practices to enhance motivation and satisfaction. The policy implications underscore the importance of fostering motivational strategies and supportive organizational cultures to improve job satisfaction. This research contributes to the understanding of organizational dynamics and provides actionable insights for improving employee well-being and performance.

Revolutionizing Scheduling: A Comprehensive Analysis of Automated Timetabling Solution

This study introduces an innovative automated timetable generator, employing a genetic algorithm approach, to streamline scheduling processes for educational institutions. The generator automates the task of creating timetables by intelligently allocating classes to appropriate time slots, while accommodating various constraints and user preferences. Utilizing intuitive interfaces and robust genetic algorithms, the generator offers a user-friendly solution for managing daily activities. The paper highlights the methodology behind the generator's development, emphasizing the integration of genetic algorithms, and highlights its key features. Empirical testing and evaluation confirm the effectiveness and reliability of the generator in producing optimized timetables. The results demonstrate a significant reduction in time and effort required for scheduling tasks, thereby enhancing productivity and user convenience. This study contributes a practical and efficient solution for timetable generation, with broad applicability in diverse educational and organizational settings.