Organizational Settings Research Articles

Meeting Effectiveness and Inclusiveness: Large-scale Measurement, Identification of Key Features, and Prediction in Real-world Remote Meetings

Workplace meetings are vital to organizational collaboration, yet relatively little progress has been made toward measuring meeting effectiveness and inclusiveness at scale. The recent rise in remote and hybrid meetings represents an opportunity to do so via computer-mediated communication (CMC) systems. Here, we share the results of an effective and inclusive meetings survey embedded within a CMC system in a diverse set of companies and organizations. We correlate the survey results with objective metrics available from the CMC system to identify the generalizable attributes that characterize perceived effectiveness and inclusiveness in meetings. Additionally, we explore a predictive model of meeting effectiveness and inclusiveness based solely on objective meeting attributes. Lastly, we show challenges and discuss solutions around the subjective measurement of meeting experiences. To our knowledge, this is the largest data-driven study conducted after the pandemic peak to measure, understand, and predict effectiveness and inclusiveness in real-world meetings at an organizational scale.

New institutional theory and AI: toward rethinking of artificial intelligence in organizations

Purpose This study, a theoretical article, aims to introduce new institutionalism as a framework through which business and management researchers can explore the significance of artificial intelligence (AI) in organizations. Although the new institutional theory is a fully established research program, the neo-institutional literature on AI is almost non-existent. There is, therefore, a need to develop a deeper understanding of AI as both the product of institutional forces and as an institutional force in its own right. Design/methodology/approach The authors follow the top-down approach. Accordingly, the authors first briefly describe the new institutionalism, trace its historical development and introduce its fundamental concepts: institutional legitimacy, environment and isomorphism. Then, the authors use those as the basis for the queries to perform a scoping review on the institutional role of AI in organizations. Findings The findings reveal that a comprehensive theory on AI is largely absent from business and management literature. The new institutionalism is only one of many possible theoretical perspectives (both contextually novel and insightful) from which researchers can study AI in organizational settings. Originality/value The authors use the insights from new institutionalism to illustrate how a particular social theory can fit into the larger theoretical framework for AI in organizations. The authors also formulate four broad research questions to guide researchers interested in studying the institutional significance of AI. Finally, the authors include a section providing concrete examples of how to study AI-related institutional dynamics in business and management.

Sharing the Leadership Space: Toward a Contextual Understanding of Shared Leadership Patterns in Organizational Teams

Over the past two decades, interest in collective approaches to leadership has grown, with recent viewpoints arguing that shared leadership (SL) is a more powerful predictor of performance than vertical leadership. Despite a surge in SL research, however, little is known about the patterns of leadership that emerge within teams, when members perform leadership collectively. The purpose of this article is to address this gap, by exploring how team members share the leadership space in different contexts. Adopting a longitudinal qualitative perspective, this article explores the predominant patterns of SL that emerged in five organizational teams in Ireland, over the period of a year. Grounded in social exchange theory, insights are gained through multiple case studies in authentic organizational settings, using critical incident technique, participant diaries, and semi-structured interviews. Significantly, the predominant patterns of SL which emerged were not the same in all contexts, and five distinct forms are identified including withdrawal, specialization, rotation, simultaneous enactment, and centralization of leadership behaviors. The findings advance our understanding of SL by identifying and connecting different forms of SL arrangements with underlying contextual and relational conditions.

Machine Learning as Managerial Tool: A Case Study in ADNOC

In the current business environment, managers are facing challenges in managing different kinds of people. They find it difficult to track, evaluate, and manage employees in a fast-paced work setting. Machine learning is an emerging concept that deals with unsupervised and supervised learning of a machine to provide a usable system. In this matter, this paper aims to investigate how companies can leverage the use of machine learning in people management and in improving the performance, productivity, and motivation of employees and managers. Thus, the research used both qualitative and quantitative research approaches to examine the impact of machine learning in an organizational setting.

When Does Rule-Breaking Hurt Performance? Evidence from Judo, Soccer, and Organizational Settings

When Does Rule-Breaking Hurt Performance? Evidence from Judo, Soccer, and Organizational Settings

Antecedents and Consequences of Materialistic Values: A Systematic Literature Review

By applying systematic literature review technique, this paper focuses on the existing research on materialistic values. Although materialistic values have widely been discussed in the literature, this stream of literature lacks in the context of work setting. To the best of our knowledge, reviews focusing on materialistic values haven’t been conducted in the organizational context. Initial search returned a total of 1,191 articles, out of which 209 articles were thoroughly analyzed based on their relevance to the topic. After studying the antecedents, correlates and consequences of materialistic values within literature, the paper identifies three important theoretical and empirical gaps in the literature. Firstly, the literature on materialistic values is vaguely scattered and needs consolidation. Secondly, most of research on materialistic values is a-theoretical in nature. Thirdly, literature on materialistic values lacks within the organizational setting. To fill these gaps, this paper consolidates the literature into theoretical frameworks and proposes theoretical foundations for the future researchers. In addition, the paper points towards some fertile areas largely missing in existing literature. In the end, some managerial implications and limitations of the study are discussed.

Quality By Plan Approach-To Explanatory Strategy Approval

The analyst points to consider Quality By Plan Approach-To Explanatory Strategy Approval first Increment the proficiency of planning different steps. That includes creating strategies utilizing quality rules. Private transport trade organization and to clarify the different steps. Concerning the advancement of strategies employing a quality approach to explanatory strategies for examining private transport commerce organizations .Cargo sending could be a benefit trade that plays an imperative part in disseminating items to both household and universal markets. Cargo forwarders are dependable for moving products at each arrange of the supply chain. (from crude materials/primary items Middle of the road items and wrapped up products). The condition of the trade subsequently depends on the amount of merchandise which varies agreeing to the financial circumstance of the nation. Transportation trade is another commerce that's picking up ubiquity. Numerous business visionaries are turning to contribute in this trade. And it is likely to go well and grow even more within the future when numerous transportation businesses emerge. The way to bring your claim commerce to outlive and gotten to be one of the best choices among buyers is to get it the market outline of this sort of commerce. Counting taking after news within the important industry circles. To be able to apply it to commerce techniques within the transportation trade. Patterns and significance worth keeping an eye on: The transportation trade has begun to play a part and has been broadly known for some time presently. Within the past five a long time The transportation commerce slant has gotten a parcel of consideration. Since it not as it were makes a difference drive expansive mechanical businesses. but too makes a difference transport products and administrations of little business people. Broaden the course of organizations from B2B (Business-to-Business) commerce to more B2C (Business-to-Customer) trade The slant of transportation commerce in Thailand within the past period. It must be conceded that the transport commerce slant in Thailand is presently exceptionally well known. Counting the inclination to continue to develop within the future. The investigate strategy chosen by the analyst is quantitative investigate. Utilizing interviews as a inquire about device. administrators and work force of private transportation commerce organizations by analyzing quality plan approaches to review examination strategies, counting 1) benefit quality, counting capacity, get to administrations Communication Unwavering quality, security 2) Generally quality administration incorporates cleanliness, comfort, cleanliness, cleanliness, and building propensities. The results is methodologies and frequencies relating to checking and control. Concurring to the definition given by ICH Q10, a control strategy can "be a organized set of controls gathered from current thing and handle understanding that ensures plan execution and thing quality.

Determinants of Female Employee Well-being: Interplay of Personal Agency, Societal Norms, and Organizational Contexts

Drawing from a qualitative methodology, this study intricately examines the determinants of well-being within the framework of work and non-work domains. Through four detailed case studies, we unravel how individuals' experiences within their professional roles, embedded in various organizational settings, influence their well-being. Central to our analysis is the understanding that individual perceptions of well-being, while navigating work and non-work domains, are intimately intertwined with larger social structures, historical trajectories, and material conditions. The insights derived from these cases illuminate the intricate relationship between personal agency, societal norms, organizational influences, and well-being. Key findings highlight the significance of role flexibility, life stage influences, and specific life circumstances (e.g., single parenthood, spiritual engagement) as determinants of well-being. By providing a comprehensive understanding of the multifaceted determinants of well-being, this research offers valuable insights for organizational practices, policy-making, and individual well-being strategies.

A Framework for Detecting Both Main Effect and Interactive DIF in Multidimensional Forced-Choice Assessments

In recent decades, multidimensional forced-choice (MFC) tests have gained widespread popularity in organizational settings due to their effectiveness in reducing response biases. Detecting differential item functioning (DIF) is crucial in developing MFC tests, as it relates to test fairness and validity. However, existing methods appear insufficient for detecting DIF induced by the interaction between multiple covariates. Furthermore, for multi-category, ordered or continuous covariates, existing approaches often dichotomize them using a-priori cutoffs, commonly using the median of the covariates. This may lead to information loss and reduced power in detecting MFC DIF. To address these limitations, we propose a method to identify both main effect DIF and interactive DIF. This method can automatically search for the optimal cutoffs for ordered or continuous covariates without pre-defined cutoffs. We introduce the rationale behind the proposed method and evaluate its performance through three Monte Carlo simulation studies. Results demonstrate that the proposed method effectively identifies various DIF forms in MFC tests, thereby increasing detection power. Finally, we provide an empirical application to illustrate the practical applicability of the proposed method.

Using indirect survey techniques to investigate the relationship between employee personal experience of abusive supervision and job performance

PurposeTo propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the effect of employee perceived abusive supervision on job performance.Design/methodology/approachWe apply ICT to a sample of 363 employees (52.6% female) from Greek organizations. Utilizing multivariate statistical techniques, we investigated how employees assess the impact of their personal encounters with abusive supervision on job performance. This approach allowed us to explore the percentage of employees perceiving negative effects on job performance, distinguishing our study from previous studies that primarily focus on quantifying the extent or magnitude of abusive supervision in organizational settings. Also, we investigated how employee socio-demographic characteristics, human capital characteristics and affective traits relate to the evaluation of experienced abusive supervision as a negative factor for their job performance.FindingsWe found that approximately 62% of the respondents evaluated personal experience of abusive supervision as negatively affecting their job performance. We also found that the likelihood of employees evaluating personal experience of abusive supervision as having a negative impact on their job performance is: (1) higher for female employees, (2) does not depend on employee age, job tenure and education; (3) is lower for employees with managerial roles and (4) increases with employee trait negative affectivity.Originality/valueThe study is a response to the call for researchers to use innovative methods for advancing abusive supervision research. The study highlights the significance of taking a proactive stance towards addressing abusive supervision in the workplace, by using indirect survey methods that ensures employee anonymity. The results have implications for organizational strategies aimed at increasing awareness of abusive supervision and its impact on employee performance.

A Study of Employee Satisfaction with a Focus on Employee Incentives

This research endeavors to examine the relationship between employee satisfaction and the effectiveness of employee incentives within organizational settings. Employee satisfaction is a critical factor influencing productivity, retention, and overall organizational success. This study specifically investigates how various incentive programs contribute to employee contentment and engagement. Utilizing a mixed-methods research design, this study combines qualitative data gathered through employee interviews and focus group discussions with quantitative surveys to explore and analyze the impact of employee incentives on overall satisfaction. The qualitative approach seeks to uncover nuanced insights into employees' perceptions and experiences, while quantitative analysis aims to identify trends, correlations, and statistical significance. The research will delve into various aspects of employee incentives, including financial rewards, non-monetary recognition, career development opportunities, and workplace culture. It aims to discern the preferences and motivational factors that influence employee satisfaction and engagement. The findings from this research are expected to provide valuable insights for organizational leaders, human resource professionals, and business decision-makers. Understanding the dynamics of employee satisfaction in relation to incentive programs can guide the development of effective strategies to attract, motivate, and retain talent. This study contributes to the broader understanding of employee motivation and satisfaction, serving as a foundation for further research and informed decision-making in the realm of human resource management.

Unraveling the Dynamics of User Acceptance on the Internet of Things: A Systematic Literature Review on the Theories and Elements of Acceptance and Adoption

The Internet of Things (IoT) connects various devices to the internet, enabling seamless communication and coordination. Its sensor and action capabilities aid in early fire detection and response. This article investigates the theory and elements of Internet of Things (IoT) acceptance and acceptance to see how IoT can assist in monitoring and controlling fire safety management. This study uses a systematic literature review (SLR) methodology to search, identify, appraise, synthesize, analyze, and summarize studies on the Internet of Things (IoT). The study highlights the importance of theoretical frameworks like TPB, TAM, UTAUT, and TOE in understanding the Internet of Things (IoT) acceptance and adoption. TPB focuses on attitudes, subjective standards, and perceived behavioral control, TAM emphasizes ease of use, UTAUT focuses on performance expectancy, effort expectancy, social influence, and facilitating conditions, and TOE examines organizational, technological, and environmental aspects affecting commercial IoT adoption. These frameworks provide actionable insights for successful IoT implementation and integration in individual and organizational settings.

A meta‐analysis of creativity training in organizational settings

Creativity training involves instruction to improve learners' capability related to the generation of new and useful ideas. Although prior meta‐analyses have examined training's effectiveness, the studies included are almost solely with children or many organizational samples are excluded. Authors of notable reviews on creativity in organizational settings have noted that they were unable to find adequately conducted and reported studies using genuine intervention designs at the individual, team, or organizational level, raising the question: is creativity training research in organizational settings lacking rigor, visibility, or just lacking? In this meta‐analysis, we examine creativity training effectiveness using Kirkpatrick's four levels of evaluation (reactions, learning, behavior, results) and moderators reflecting study rigor and training delivery/content. Results indicate that training is effective overall (g = 0.68) and for learning outcomes (g = 0.73). However, effects are nonsignificant for on‐the‐job behavior/transfer outcomes (g = 0.34). All moderator analyses were nonsignificant except for timing of outcome evaluation. Studies with a delayed assessment showed a significantly smaller training effect (g = 0.40) than did studies with an immediate assessment (g = 0.86). These results indicate that rigorous creativity training research in organizational settings with behavioral outcomes measured after a delay is lacking. We discuss implications for future research and practical implications for creativity training.

A Comparative Study of Customer Perceptions: Organized Stores versus Kirana Stores in the Retail Landscape

This research aims to conduct a comprehensive comparative analysis of customer perceptions towards organized retail stores and traditional kirana stores. As the retail landscape undergoes transformation, understanding the factors that shape customer preferences and perceptions is crucial for both types of stores to effectively cater to consumer needs. Using a mixed-methods approach, this study combines qualitative insights gathered through interviews and focus group discussions with quantitative surveys to analyze and compare customer perceptions. Qualitative data will provide an in-depth understanding of the factors influencing customer opinions, while quantitative analysis will identify trends, preferences, and correlations among various aspects of organized and kirana stores. The research aims to uncover key determinants influencing customer choices, including the impact of the shopping experience, product availability, pricing strategies, convenience, and overall retail environment. Additionally, it seeks to identify areas for improvement and innovation within both types of stores by evaluating factors contributing to customer satisfaction and loyalty. The findings from this research are expected to offer valuable insights for retailers, policymakers, and industry analysts. By understanding the nuanced preferences of consumers in both organized and kirana retail settings, retailers can tailor their strategies to better meet customer expectations, fostering a competitive and adaptive retail environment. This study contributes to the broader understanding of consumer behavior in the evolving retail sector, providing a foundation for further research and strategic decision-making in the industry.

The Power of Education: How Individuals and Organizations Shape the Future

This article aims to explain and empirically prove that human resource management processes and practices influence individual and organizational performance, significantly contributing to the advancement of education in an organizational context. The reliability test was used to measure the level of internal consistency of the construct; Correlation analysis and OLS regression models were used to test the hypothesis. Questionnaires were distributed to 607 employees from 41 companies. The analysis shows that individual and organizational performance grew proportionally to the human resources selection process. There was a strong correlation between individual performance and education/training; a weak correlation between employee compensation and organizational performance; and a moderate correlation between individual performance and career development. Variables such as workforce competencies, motivation, and effective work structures had a strong effect on organizational performance. Based on the findings, we strongly recommend and encourage all companies in this study and beyond to develop a strategic plan to successfully guide their employees and implement processes and practices that improve individual and organizational performance, thus enhancing education in the business context. In the Balkan countries, especially in Kosovo, there is a lack of research on human resource management practices and processes. Therefore, this study will assist organizations in their efforts to improve HRM processes and practices, contributing to a better understanding and implementation of education strategies in organizational settings in this region.

Examining the Influence of Locus of Control and Perceived Behavior Control on Fraud Prevention with Whistleblowing as an Intermediate Variable: A Case Study of PT. Lintang Kejora Semarang

This study investigates the intricate relationship between locus of control, perceived behavior control, and fraud prevention, with whistleblowing as a mediating construct. The research adopted a comprehensive sampling strategy known as a census approach, which encompassed the entirety of the employee population at PT. Lintang Kejora, comprising a total of 100 individuals, thereby ensuring their inclusion as research respondents. The data analysis methodologies employed in this study comprised two-stage least-squares regression and path analysis. The results of the data analysis indicate that locus of control and perceived behavior control exert a partially positive and statistically significant influence on whistleblowing. However, locus of control and perceived behavior control do not appear to have a significant impact on fraud prevention. Additionally, whistleblowing exhibits a positive and statistically significant influence on fraud prevention. Nevertheless, whistleblowing does not mediate the impact of locus of control and perceived behavior control on fraud prevention to a significant extent. These findings shed light on the multifaceted interplay between individual psychological attributes, whistleblowing, and fraud prevention within organizations. Addressing these implications can aid in the development of more effective strategies for preventing and managing fraud in organizational settings. Keywords:locus of control, perceived behavior control, personal cost, whistleblowing, fraud prevention

Name Bias: Application Through the 4-Step Process Using Foundations of Critical Theory in Organizational Settings

The phenomenon of name bias in the workplace has received scholarly attention, particularly within organizational dynamics, diversity, equity, and inclusion efforts. The article aims to identify the ramifications of name bias within organizational structures and how to mitigate it using the foundations of critical theory. The article provides a comprehensive overview of name perception within organizational settings, mainly focusing on the potential biases leading to unintentional or deliberate favoring of individuals in hiring decisions or discrimination based solely on their names. This research highlights the detrimental impact of name bias on organizational dynamics, proving that it hinders progress toward a more diverse, inclusive, and equitable workplace culture. The article conducts a literature review of articles in peer-reviewed journals selected from such academic resources as ABI/INFORM Collection, Business Source Complete (EBSCO Host), Google Scholar, JSTOR and ProQuest Research Library using the keywords “critical theory”, “diversity”, “equity”, “inclusivity” and “name bias”. Application of critical theory in the hiring process empowers organizations to deconstruct systemic biases, fostering a fairer, more inclusive environment for all candidates. This approach enables scrutiny of neutrality of hiring practices, exposing how seemingly objective criteria can obscure underlying biases rooted in race. Moreover, it unveils the social and cultural significance embedded in names, often intertwined with stereotypes and power dynamics. Organizations are advised to implement a four-step process: 1) raising awareness among staff involved in the hiring process about unconscious bias, including name bias, and its impact on decision-making, and the historical and social context of bias; 2) anonymous screening which is the blind recruitment practice, particularly in the initial stages of the hiring process, which involves removing personal information such as names from resumes to minimize unconscious name bias; 3) diverse hiring panels that include individuals from various racial backgrounds and give voices to marginalized groups. This can help reduce the impact of individual biases and promote a more inclusive decision-making process; 4) clear and standardized criteria for evaluating candidates to ensure that assessments are based on relevant skills, qualifications, and experience rather than subjective judgements influenced by names. The use of inclusive language in job descriptions and communications is needed to avoid terms that may be associated with certain demographic groups. The research findings can serve as a valuable resource for organizations looking for solutions to mitigate the phenomenon of name bias.

The use of guidelines development standards in recommendations and guidelines for retinopathy of prematurity

Objective: Our publication aimed to identify and present standards and tools implemented in the development of guidelines for retinopathy of prematurity (ROP). Methods: The results were based on complementary data extraction from records identified in the systematic review of the guidelines for retinopathy of prematurity performed in 2022. We examined the type of evidence used to develop the guidelines, the standards followed by authors in developing guidelines, and the system for classifying scientific evidence quality. The identified standards for guideline development were checked for validity and the methodology for assessing scientific evidence and presenting recommendations was described. Results: Our analysis of twenty-three retinopathy of prematurity guidelines uncovered two standards: World Health Organization Handbook and Setting Standards for the Development of Clinical Guidelines in Paediatrics and Child Health by Royal College of Paediatrics and Child Health (RCPCH). Only two guidelines from India and Latin America followed the WHO handbook and applied the GRADE system for assessing the quality of evidence and recommendations, while the United Kingdom guidelines adhered to the RCPCH standard and SIGN Grading Hierarchy. Conclusion: Our analysis revealed the need for improvement in the process of creating guidelines for retinopathy of prematurity in most countries. We believe that by raising awareness about the tools available to support authors we are able to spread their use as a standard practice.

Pilot Research for the Assessment of Neuroanatomical Correlates in Relation to Brain Talents Identified Through the Six Seconds Emotional Intelligence Assessment

The current research is centered on investigating the neurophysiological correlates associated with various talents, with the goal of determining whether specific brain areas are activated during the expression of these talents. The study specifically investigates individuals with different occupational roles, distinguishing between social/healthcare and non-healthcare (administrative) positions. The research was conducted in three phases. The initial phase involved the selection of 60 employees from the Piccola Opera Caritas of Giulianova. Participants were administered the Brain Talent Profile questionnaire to gather information about their talents. The second phase focused on identifying neuroanatomical correlates using the BrainBit helmet. Participants engage in various brief activities while wearing the EEG headband, suitable for both neurofeedback and brain activity measurements. The final phase was dedicated to analyze the data collected through the Brain Brief Profile, which comprises three domains: Perception, Evaluation, and Action. Our hypothesis suggests significant correlations between participants' talents and recorded EEG patterns. To validate this hypothesis, the outcomes derived from the Social and Emotional Intelligence (SEI) test were compared with EEG measurements. This research holds potential applications in the recruitment phase, providing insights into the neurological basis of talents in prospective employees. It may offer advantages in training initiatives dedicated to enhancing talents and skills across diverse organizational roles. The emphasis on various job roles, particularly in the social/healthcare and administrative sectors, strengthens the practical relevance of the study for talent assessment and development within organizational contexts. In summary, our research aims to bridge the gap between talents and neurophysiological correlates, with potential implications for recruitment and training strategies within organizational settings.

Enhanced Security and Efficiency in Attendance Management: A Novel RFID and Arduino Integrated System

The advent of Radio Frequency Identification (RFID) technology has ushered in a new paradigm in the domain of automated attendance systems, offering a sophisticated yet user-friendly approach to personnel management. This paper presents a comprehensive study on the design and deployment of an RFID-based attendance system powered by the versatile Arduino platform, elucidating its operational tenets, system architecture, and practical implementations. At the heart of the system lies the MFRC522 RFID reader, which synergizes with an Arduino microcontroller to facilitate the identification and logging of attendance data. The system is enhanced by the inclusion of an SD Card Module for data storage and a Real-Time Clock (RTC) Module to ensure accurate timestamping of attendance events. The seamless integration of these components results in a robust mechanism that not only simplifies the attendance tracking process but also fortifies the security framework by leveraging unique identifiers for each user. The study spans the detailed process of assembling the hardware, crafting the software in the Arduino Integrated Development Environment (IDE), and meticulously testing the integrated system to affirm its efficacy. The resulting attendance system embodies a significant stride towards refining attendance management practices, eliminating the shortcomings of manual tracking while providing a scalable and reliable solution adaptable to various organizational settings.