Organizational Ownership Research Articles

The structure of ownership and control in organizations: does organizational identification attenuate the relationships of work‐to‐family conflict and job strain with job search behavior?

Based on conservation of resources theory, this study investigates how work‐to‐family conflict may lead to job strain and job search behavior. Using social identity theory, it also examines how organizational identification and worker cooperatives influence the relationships of both work‐to‐family conflict and job strain with job search behavior. Using a longitudinal data set of 305 employees in 25 worker cooperatives and 27 matched conventional corporations, we tested a set of hypotheses through multilevel moderated mediation and mediated moderation analyses. We found that worker cooperatives indirectly moderate, via organizational identification, the associations between work‐to‐family conflict and job search behavior and between job strain and job search behavior. Our findings suggest that the effects of work‐to‐family conflict and job strain on job search behavior may be contingent on the structure of ownership and control in organizations and the degree of employees' organizational identification.

Psychological ownership and knowledge behaviors during a pandemic: role of approach motivation.

The purpose of this article is to understand the relationship between psychological ownership, knowledge sharing, knowledge hiding and employee motivation in knowledge intensive organizations. We take employee motivation in terms of approach motivation and avoidance motivation and examine moderating role of the former in case of the psychological ownership – knowledge sharing relationship, and the latter in case of the psychological ownership – knowledge hiding relationship. We examine these relationships on data collected during a pandemic (i.e., COVID-19). Data are collected from 217 individuals working in knowledge intensive high-tech organizations and educational institutes. Hypotheses are tested using structural equation modelling (SEM). Results show that stronger feelings of psychological ownership lead to both positive work behavior (i.e., knowledge sharing) as well as negative work behavior (i.e., knowledge hiding). Furthermore, approach motivation positively moderates the positive relationship between psychological ownership and knowledge sharing. A moderating role of avoidance motivation, however, is not confirmed. Research has ignored the role of different types of employee motivation, particularly approach motivation vis-à-vis knowledge behaviors. Furthermore, by examining these relationships in the context of a Pandemic (i.e., COVID-19), we offer some interesting insights and offer implications for management practice. For example, managers may incorporate reward practices to motivate employees towards knowledge sharing, and nurture an organizational climate, which discourages knowledge hiding.

To “Survive” or to “Innovate”? Decision Rights Configurations in Open Source Projects

Despite the widespread use of open source software (OSS) development, the governance of OSS projects continues to remain a challenge for both individuals and organizations. Grounding our work in the decision rights (DR) perspective, we posit that the OSS project governance involves two tradeoffs - between (a) formal and informal and (b) centralized and decentralized configurations of DR in OSS projects. Further, we theorize the mechanisms through which these DR configurations can have varying impacts on two OSS project outcomes, survival and creativity. Using data from 6,563 OSS projects hosted on GitHub and applying robust analytical and machine learning techniques, we find that decentralization of the DR, measured by the number of core contributors in the project, has a negative influence on the project’s survival but a positive influence on the project’s creativity. Formalization of the DR, measured through organizational ownership of the OSS project, moderates these relationships by enhancing the probability of OSS project survival and attenuating project creativity. Through this research, we show that the DR perspective offers a useful lens for theorizing the existence of different OSS project governance configurations for different desired outcomes. By examining these configurations, we advance the understanding of OSS project governance mechanisms and offer practitioners valuable insights for effectively managing OSS projects.

Purposeful Disownership: Paying Contract Manufacturers to Reduce Ownership and Termination Cost

Firms often persist with failing products due to excessive organizational ownership and relational commitments to suppliers. We propose that firms make strategic use of contract manufacturing to purposefully reduce ownership and termination costs. Using detailed data on 249,705 products (or designs) in the fashion industry, we show that firms are more likely to contract manufacture new products that have a high risk of commercial failure even when they can be readily produced in-house. In exchange, firms pay production costs that are 10 to 16 percent higher. Organizational hierarchy, which reduces ownership, significantly moderates the increase in contract manufacturing. Our findings suggest that firms actively manage escalating commitment and path-dependence through make vs. buy decisions and revise the prevailing view that contract manufacturing is a myopic strategy that trades learning opportunities with short-term cost savings. We show that our theory generalizes and successfully explains decisions between direct capital investment and rentals by US public firms.

Mapping the linkage between corporate social responsibility and organizational performance along with examining the moderating effect of ownership

Environmental and social initiatives taken by organizations under corporate social responsibility (CSR) have attracted stakeholder's attention and global resonance in the recent times. Alike Western countries, the concept of corporate social responsibility is not new in India rather it has been imbibed in the tradition of Indian society to donate voluntarily for social causes. As a result, a paradigm shift has been noticed where “voluntarism” in CSR has got replaced with a mandatory obligation. This has been made mandatory through an amendment of new Companies Act, 2013. The current study through empirical observations emphases on examining the impact of CSR related activities on the organizational performance with the moderating effect of organizational ownership. A model is proposed and tested using SEM through AMOS. Data were collected from 265 respondents including senior CSR managers and other working professionals of select organizations. The results show a significant and positive relationship between CSR activities and organizational performance. It is also found that organizational ownership has no moderating effect on the relationship between activities conducted under CSR and the performance of the organizations. The analytical finding of the study has a practical implication for the managers of various organizations in the Sonbhadra district of Uttar Pradesh, India.

Antecedents of Responsible Leadership: Proactive and Passive Responsible Leadership Behavior

Due to the massive global impact of the current COVID-19 pandemic, the call for social and environment responsibility has grown stronger, and discussion regarding responsible leadership has been aroused. Agreement on the antecedents of responsible leadership has not yet been reached, however, and most studies are theoretical and focus on the personal characteristics of leaders. In this paper, we explore the antecedents of responsible leadership behavior at the organizational and situational level, through case studies of companies in China. Based on the organizational strategy, organizational ownership, mass media, crisis, local community, and other influencing factors, we determine two types of responsible leadership behaviors: Proactive responsible leadership behavior, which involves leaders showing initiative in dealing with relationships with stakeholders both inside and outside the organization, as well as voluntarily striving to assume relevant responsibilities in order to achieve economic and/or social development goals; and passive responsible leadership behavior, which involves acts of being responsible to some stakeholders under pressure from external circumstances or when unexpected events occur, even though this behavior may go against the actor’s original intention. We further explore the influence mechanism of these factors on responsible leadership and discuss the development trend from passive to proactive responsible leadership behavior.

The impact of the Covid-19 pandemic on teleworking and the logistics of work in Egypt

Purpose: The aim of this paper is to investigate the impact of the Covid-19 pandemic on the implementation of teleworking and other flexible work practices, and the logistics of work in Egypt. Design/Methodology / approach: A review of relevant literature and a survey were conducted. The survey data was collected from a purposive sample of women working in professional and managerial roles in Alexandria and Cairo. The data was collected online between March and May in 2021. The questionnaire was in English. A sample of 1089 employees participated in the study. Data was collected on the perceived impact of the Covid-19 pandemic on employing organizations implementation of teleworking, other flexible work practices and childcare provision. A range of demographic and employing organization data was collected. Paired comparison and T-test analysis were employed in this study. Findings: The survey results indicated that before Covid-19 implementation of flexible working policies, workplace childcare and childcare allowances was limited. However, Covid-19 is significant in explaining marked increases in the implementation of all the flexible working policies and across all organisational ownership types and size groupings, this is not the case for the policies on childcare where there has been little change to rates of affirmation of implementation. Ownership type and organisational size were also significant in explaining some of the variations in rates of perceived implementation both before and after the pandemic. Research implication/limitation: The study has limitations in terms of the sample being limited to women working in professional and managerial roles in Alexandria and Cairo, the results are therefore not generalisable. Nevertheless, it provides evidence of and confirmed the significant influence of Covid-19 on the incidence of teleworking and other flexible work practices in Egypt. Research is needed to investigate this impact amongst a wider population. Research should also establish employee and employer perceptions of success, satisfaction with the arrangements, the logistics of work in this new environment and plans for the future. Employers in Egypt had adopted very much the same responses to the pandemic as others in many parts of the world in that Teleworking, WFH and flexitime had all been used to enable continuity of business activity during the pandemic. Greater flexibility in working hours had also been implemented through greater provision of opportunities for reduced hours and part-time working, possibly to cope with reduced levels of activity, as an alternative to laying staff off and as a means of enabling staff to cope with new realities in terms of a blurring of boundaries between work and home life and the demands imposed by children and other family responsibilities. Practical Implication/limitation: What we have witnessed in Egypt as in many other countries is teleworking, WFH and flexibility as transformation in response to crisis, the test will be to see whether these new modes of working will endure once the pandemic is over and whether the lessons learnt are utilised to inform and cultivate the future of work. There are some obvious challenges here for the Egyptian business, both in terms of the logistics of ensuring appropriate technical and environmental infrastructure and equipment for employees, but also clearly in transforming management structures, systems, mind-sets and organisational cultures. Originality: There is little evidence of the extent of teleworking and other modes of flexible working and employer childcare provision in Egypt. The survey results reported here constitute important initial findings on the impact of the pandemic on employee perceptions of their employers’ implementation of flexible work and childcare policies, both before and after the Covid-19 pandemic and in organisations varying by ownership and size.

Room for leadership? A comparison of perceived managerial job autonomy in public, private and hybrid organizations

The study contributes to our knowledge of leadership in public organizations on three specific areas. First, it is a unique exploration of whether managers in publicly owned organizations perceive less job autonomy than managers in privately owned and hybrid organizations. Hybrid organizations are defined in two categories: shareholder companies with both public and private owners, and public companies (organizations selling their products or services, but publicly owned). Second, the study investigates possible mechanisms - more specifically formalization and professionalization - through which organizational ownership (public, private, and hybrid) is assumed to affect managerial autonomy. Finally, the study incorporates important confounding variables – first and foremost size (number of employees), task (technology), and hierarchical level - missing from many other comparisons of public and private organizations. The main findings support the notion that perceived managerial autonomy in publicly owned organizations is lower than in both hybrid and private organization. These differences are not, however, explained by differences in formalization and professionalization.

Pengaruh Ukuran Perusahaan dan Good Corporate Governance Terhadap Corporate Social Responsibility pada Perusahaan Makanan dan Minuman yang Terdaftar di Bursa Efek Indonesia Periode 2016-2020

Purpose of this study to explain how much the company and good corporate governancecan affect corporate social responsibility. Data was collected by targeting randomsampling from 12 food and beverage companies listed on the Indonesia Stock Exchangebetween 2016-2020. Multiple linear analysis was used as the analysis method. Thentested the hypothesis with a partial T test and simultaneous F test with the determinantcoefficient with a significance level of 5%. The size of a company does not have asignificant impact on changes in the social responsibility of a company. The personalresponsibility of an organization does not significantly affect the changing socialresponsibility of a company. Ownership does not have a significant impact on changesin the social responsibility of a company. The board of directors has a decisive impacton the changing social responsibility of a company. However, based on simultaneousboard reviews, the combination of management ownership, organizational ownership,and firm size has a significant impact on corporate social responsibility.Keyword: Corporate Social Responsibility, Company Size, Institutional Ownership,Managerial Ownership, Board of Directors

Identification of Employee Core Capability Through Knowledge Management (Study at Plant Conservation Botanic Gardens, Indonesian Institute of Science)

The ability of employees known as employee competency is one of the strengths for the organization. Recently the concept of core competency has shifted to a core capability that is an organizational ownership that is different from the others. The aim of the research is to identify the core capability of employees at Plant Conservation Botanic Gardens through knowledge creating activities. This type of research uses a description method with a qualitative approach. The results showed that in the Plant Conservation Botanic Gardens has carried out a process of knowledge creating activities consisting of consisting of joint problem solving, integration of new tools and methodologies, experimentation and prototype preparation, and absorption of knowledge from outside the organization so that core capability from skill dimensions and knowledge.

The Relations between Soviet Government Entities and Scientific Institutions in the Context of a Postmodern Approach to History

The article examines and analyzes the state structures of Soviet Ukraine in the 20s and 30s of the twentieth century, which were responsible for the organization, support and control in the field of culture and science of the country. In line with the postmodern transformations of this chronological segment, the system of state structures and their influence on the activities of semi-independent scientific organizations have been reconstructed. In view of postmodernism as a philosophical current, the nonviolent resistance of the scientific intelligentsia to proletarian culture, forced by the Soviet nomenklatura with a mass, uncompromising character, is revealed. The political processes around state structures and scientific organizations are reproduced in historical retrospect. The activity of scientific organizations of the above historical period is investigated and an attempt is made to reproduce their organizational and social network. The article proves that the evolution of modern society is due to the complex influence of a set of important trends and factors that determine the progressive development of its economic, political, social and spiritual spheres. The relevance of the study is due to modern transformation processes in a post-communist society focused on democratic, liberal European values. With the spread and development of liberal views in Ukrainian society, we are increasingly seeing the emergence of private scientific institutions, which are the prototypes of scientific organizations of the previous century. As a result, their internal activities and connections with other organizations are of great interest today, not only among scientists, but also among business representatives. This necessitates a more in-depth development of this problem, taking into account the evolution of the theory and practice of social and public administration of various forms of ownership of organizations and enterprises.

Organizational Form, Port Ownership and Transport Costs Under Reciprocal Trade

Organizational Form, Port Ownership and Transport Costs Under Reciprocal Trade

ТЕКУЩИЕ ПРОБЛЕМЫ УЧЕТА АРЕНДНЫХ ОТНОШЕНИЙ В РОССИЙСКОЙ ФЕДЕРАЦИИ

Today’s difficult conditions provide for the presence of a high form of ownership of organizations to some extent limit the possibility of obtaining a sufficient amount of funds to expand production, as the main vector for the development of a private company in the market. In such a situation, rent becomes a fairly simple and relatively affordable resource for replenishing the production potential, not only for small and medium-sized businesses. The article examines the causes and factors that determine and limit rental relations in modern realities, and concludes that current events and circumstances may have an impact on all sides of the lease relations of operations. The author considered the regulation of rental relations, which has undergone certain changes since the beginning of the pandemic. The article reveals the accounting aspects of lease relations, taking into account the mandatory application of new rules, starting from the reporting of the current year.

Does It Matter Who Owns It? A Comparison Study and Demographic Profiling of Patent Ownership and Its Impact on Commercialisation in Sri Lanka

Purpose: This study compares the demographic profiling of patent ownership in Sri Lanka with counterparts in other parts of the world. The study also seeks to understand the impact of patent ownership on patent commercial success as Sri Lanka is one of the few countries where a significant number of independent individuals are involved in the innovation process as inventors. Sri Lanka, as a country, struggles to make economic headway through the commercialisation of innovation. This factor of ownership could be an influencing factor for non-commercialisation. The study explores this aspect by comparing ownership between individual held patents with organisational patents on a national scale. The study also compares the findings with other similar global studies. Methodology: A sample of 220 respondents from a national sample comprising individual patent holders and organisational patent holders, including universities (IHL’s), Government Research Organizations (GRI’s) and commercial enterprises, was used in this cross-sectional study and analysed using SPSS version 21. The study uses descriptive statistics and Chai square analysis to address the research questions. The study is limited to patents granted between 2010 and 2014. Findings: The empirical findings confirm that ownership does influence the probability of commercialisation in favour of organisational ownership. The study also reveals a near equal match in demographic profiling with developed countries, indicating a mature inventor community. This finding draws policymakers’ attention to the support required for the most crucial stage of patent commercialisation. Research Implications/Limitation: The study contributes to comparing the demographic profiling of patent holders by ownership category, gender, education, experience, the propensity in the inventions, patent strength, and patent commercialisation with other global studies and helps benchmark the achievement of the SL patents in a global perspective. The limitation of the study is the period selected for analysis as the study setting is set relatively early in the stage of the country’s innovation policy development and should be replicated through the analysis of more recent patents. Originality: Despite the increased interest in patent studies and innovation, very few studies have provided empirical evidence that compares different patent ownership in a single study, especially in the context of an emerging country and the tracking of the patent commercial potential. Therefore, this study contributes to this body of knowledge and the findings valuable for patent holders and policymakers.

Does It Matter Who Owns It? A Comparison Study and Demographic Profiling of Patent Ownership and Its Impact on Commercialisation in Sri Lanka

Purpose: This study compares the demographic profiling of patent ownership in Sri Lanka with counterparts in other parts of the world. The study also seeks to understand the impact of patent ownership on patent commercial success as Sri Lanka is one of the few countries where a significant number of independent individuals are involved in the innovation process as inventors. Sri Lanka, as a country, struggles to make economic headway through the commercialisation of innovation. This factor of ownership could be an influencing factor for non-commercialisation. The study explores this aspect by comparing ownership between individual held patents with organisational patents on a national scale. The study also compares the findings with other similar global studies. Methodology: A sample of 220 respondents from a national sample comprising individual patent holders and organisational patent holders, including universities (IHL’s), Government Research Organizations (GRI’s) and commercial enterprises, was used in this cross-sectional study and analysed using SPSS version 21. The study uses descriptive statistics and Chai square analysis to address the research questions. The study is limited to patents granted between 2010 and 2014. Findings: The empirical findings confirm that ownership does influence the probability of commercialisation in favour of organisational ownership. The study also reveals a near equal match in demographic profiling with developed countries, indicating a mature inventor community. This finding draws policymakers’ attention to the support required for the most crucial stage of patent commercialisation. Research Implications/Limitation: The study contributes to comparing the demographic profiling of patent holders by ownership category, gender, education, experience, the propensity in the inventions, patent strength, and patent commercialisation with other global studies and helps benchmark the achievement of the SL patents in a global perspective. The limitation of the study is the period selected for analysis as the study setting is set relatively early in the stage of the country’s innovation policy development and should be replicated through the analysis of more recent patents. Originality: Despite the increased interest in patent studies and innovation, very few studies have provided empirical evidence that compares different patent ownership in a single study, especially in the context of an emerging country and the tracking of the patent commercial potential. Therefore, this study contributes to this body of knowledge and the findings valuable for patent holders and policymakers.

Psychological Ownership in Organizations: The Role of Person-Organization Fit and Consequences on Support for Change and Organizational Citizenship Behavior

This study examines the antecedent and consequences of psychological ownership, where employees develop possessive feelings towards the organization. Person-Organization Fit (PO-Fit) is required to increase psychological ownership through various organizational activities. Psychological ownership produces significant psychological, emotional, and behavioral consequences, including employees support for change and Organizational Citizenship Behavior (OCB). This study involved 210 staff from educational institutions. A total of 191 survey questionnaires were returned, and 121 were eligible. According to hierarchical regression analysis, the result indicated that PO-Fit had a positive effect on psychological ownership (?=0.42, t=4.81), psychological ownership had a positive effect on support for change (?=0.26, t=4.01) and OCB (?=0.21, t=3.12). The study concluded that psychological ownership is necessary to support positive organizational behavior.

The relationship between psychological ownership and knowledge sharing

Despite great attention to the effectiveness of psychological ownership in organizations, its relationship with knowledge sharing has been barely understood with theoretical and empirical evidence. There are inconsistent theoretical predictions and empirical results on the relationship between psychological ownership and knowledge sharing. To clarify the relationship, we apply social identity theory to theorize that psychological ownership experiences a significant psychological mechanism. We posit that organization based psychological ownership (OBPO) and job based psychological ownership (JBPO) can influence knowledge sharing differently through identification with coworkers. Additionally, we propose that diversity climate can amplify or suppress the effects of psychological ownership on knowledge sharing. Using a two-wave study design, we examined the distinctive roles of diversity climate in the relationship between psychological ownership and knowledge sharing. With this study, we highlight that the relationship between psychological ownership and knowledge sharing is dependent on employees’ social identity surrounding ownership targets and diversity climate.

Employees’ Psychological Capital, Burnout, and Quality of Work-Life in Vietnamese Enterprises: Moderating Effects of Individual and Organisational Characteristics

Drawing from Positive Organisational Behaviour theory, this research studies the interrelationships of psychological capital, burnout, and quality of work-life with the highlighted moderation of organisational and personal characteristics. The proposed research model on these interrelationships is verified with a sample of 302 employees in both Vietnamese public and private enterprises and the structural equation modeling (SEM) techniques. The results suggest that psychological capital is positively related to the quality of work-life and is negatively related to employees’ burnout. In contrast, burnout is negatively related to the quality of work-life. These results suggest the mediating effects of burnout in the relationship between psychological capital and quality of work-life. Additionally, findings show that organisational ownership characteristics moderate the impacts of psychological capital on burnout and those of burnout on employees’ quality of work-life as well. However, the moderating effects of demographic characteristics (age and gender) are insignificant. These findings provide several implications for managers to take the advantages of psychological capital in their recruiting, training, and career development programs for employees.

Factors Influencing the Use of Journalism Analytics as a Management Tool in Egyptian News Organizations

ABSTRACT In the rapidly changing Egyptian media market, news organizations must conduct their own research if they want either national trends-data or organizationally specific information about audience sizes, interests and behaviors. Through 24 in-depth interviews, the study scrutinizes how organizational factors influence the adoption of analytics tools in the editorial decision-making process. In addition, it examines how the Egyptian news managers who have adopted analytics use the data in daily news decision making. The study found that although organizational resources were more important than organization size or distribution platform in predicting investment in journalism analytics infrastructure, organizational ownership plays a bigger role. Results also showed that the majority of the interviewees were concerned about ceding professional journalism judgment to audience preferences as indicated by audience behavioral data. Managers in digital-native news organizations appeared most open to using audience input. The study confirms and extends existing research on the adoption and use of journalism analytics and other innovations in newsrooms. It also contributes to understanding management issues in a news media sector that has been largely ignored in media management research.

Investigating the Influence of Demographics and Personality Types on Practitioners’ Level of Systems Thinking Skills

Although the application of systems thinking (ST) has become essential for practitioners when dealing with turbulent and complex environments, there are limited studies available in the current literature that investigate how the ST skills of practitioners vary with regard to demographic factors and personality types (PTs). To address this gap, this article uses a structural equation modeling approach to explore the relationship between practitioners’ <italic xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">ST skills, PT, and a set of demographic factors</i> . The demographic factors included in the study are <italic xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">education level, the field of the highest degree, organizational ownership structure, job experience, and current occupation type</i> . A total of 99 engineering managers, 104 systems engineers (SEs), and 55 practitioners with other occupations participated in this article. Results showed that the education level, the field of the highest degree, PT, organizational ownership structure, and current job experience of practitioners influenced their level of ST skills. Additionally, the current occupation type of practitioners partially affects their level of ST skills. An in-depth analysis was also conducted using multiple group analysis to show how seven ST skills of the practitioners vary across their level of education. Taken together, the findings of the study suggest that PT and a set of demographic factors—the education level, the field of the highest degree, organizational ownership structure, current job experience, and current occupation type—influence the overall ST skill of the practitioners.