Participation In Organizational Decision Research Articles

Coping with administrative tasks: A cross‐country analysis from a street‐level perspective

AbstractAdministrative tasks often are an unavoidable aspect of the daily work of street‐level bureaucrats (SLBs). These burdensome tasks are job demands that can cause stress and put a strain on SLBs' working experience and performance. So far, few studies have searched for job resources that can help SLBs cope with this aspect of their daily work. This study analyzes how performing administrative tasks results in job stress. Participation in organizational decision‐making is presented as a job resource that mitigates this impact—although, we hypothesize, less so in countries with high power distance. Using a survey dataset of 113,210 teachers across 46 countries, we find that participation in organizational decision‐making indeed reduces the impact of spending time on administrative tasks on job stress. Power distance does not influence this moderation significantly but does have cross‐level interactions with both the time spent on administrative tasks and the level of participation separately.

Impact of the industrial engineer in the management of organizations

The industrial engineer has a systemic perspective, this is oriented to decision making as part of his new managerial role, to face new challenges and organizational adversities, through the perception of problems that derive in new solution alternatives oriented to optimization. of results. The purpose of the industrial engineer is to avoid focusing the organization on partial solutions that do not satisfy the required solutions. As part of his organization's performance, he is able to make use of specialized methods and techniques of Industrial Engineering; however, the continuous improvement of Industrial Engineering has allowed a much broader development in terms of the engineer's participation in organizational decisions. This document presents different aspects that are analyzed to determine the impact of the role of the industrial engineer in the management of organizations as an agent of change in continuous change in search of process improvement and competitiveness.

Organizational Support, Participation in Organizational Decision-Making, Organizational Politics, and Perceived Social Status among Faculty Members: The Mediating Effects of Status Seeking Styles

The aim of this study was to examine a psychosocial model of predicting perceived social status among faculty members. To this end, 135 faculty members in one of the state universities in Tehran, Iran, were recruited through convenient sampling. We used Perceived Organizational Support Scale (POSS), Perceptions of Organizational Politics Scale (POPS), Participation in Organizational Decisions Making Scale (PODMS), and Dominance and Prestige Scale (DPS) to collect data. Findings showed that 40% of participants believed that social status of academic careers has decreased in Iran since they have entered into their jobs. Perceived organizational support, perceived organizational politics, and participation in decision-making were associated with perceived social status directly and indirectly by the mediating role of prestige-based status-seeking style. The link between perceived organizational politics and perceived social status were negative, but there were positive associations between other factors in model and perceived social status. Then, we might conclude that perceived social status is determined by the quality of organizational support, political atmosphere in organization, participation in organizational decision-making, and prestige-based status-seeking styles. Faculty members with prestige-based status-seeking style had better feelings toward their job as a high social status job, which may facilitate their self- actualization

Organizational participation in post-covid society – its contributions and enabling conditions

ABSTRACT The Covid-19 pandemic has intensified the economic and social problems that societies face today. At the same time, the public response to the crisis points to a constructive way forward. It has brought people together and unleashed a desire to contribute in many ways, some small and others spectacular. It has demonstrated how opportunities for people to participate in collective activities both psychologically and behaviorally can achieve remarkable results, especially when addressing a common danger. This paper argues that it is timely to widen participation in organizational decision-making as an approach to addressing many of the problems which will continue to be with us post-Covid, and which indeed the pandemic has exacerbated. In order to arrive at practical policy options, it proceeds through the following stages. The first is to establish a working definition of organizational participation and to develop a framework for classifying its principal forms. This framework serves to identify the more advanced and consequential forms of participation, and is then used to structure an evidence-based review of how they can constructively contribute to economic and social improvement. The final part of the paper reviews conditions bearing on the practical implementation of participation and which serve to clarify practical policy implications.

PERCEIVED EFFECT OF EMPLOYEES PARTICIPATION IN ORGANIZATIONAL DECISION MAKING ON JOB SATISFACTION IN NATIONAL INSTITUTE FOR HORTICULTURAL RESEARCH AND TRAINING, OYO STATE NIGERIA

The study was conducted to investigate the perceived effect of employees’ participation in organisational decision making on the job satisfaction in National Institute for Horticultural Research and Training, Oyo State, Nigeria. Structured questionnaire were used to collect data from 82 employees using simple random sampling technique. Data were analysed using both descriptive and inferential statistics. The results showed that majority of the employees (51.9%) were female and belong to the age range of 30-40years, with a mean age of 38.3years. Thisis a reflection of gender imbalance of the employees in the organisation. Furthermore 49.1% of the respondents’ were married, while 86.4% of them obtained tertiary education. Moreover the monthly average salary of the respondents was about N100, 000.00.The aggregate mean score for level of participation in decision making was 36.21, while the grand mean was 4.02. Satisfaction with co-workers relationship with mean value of (= 3.71), unity of command amongst the employees with mean value of (=3.63), and satisfaction of the structure in the organisation had greater effect on the employees level of job satisfaction as indicated in the perception of employees rating means scores. Result also shows that, lack of motivation (62.2%), domination by some group (76.8%), and poor communication (71.9%) were the most severe constraints responsible for poor participation in decision making in the organisation. Chi square and Pearson product moment correlation analysis shows that age (χ2=0.257, p< 0.05), educational level (χ2=0.258, p<0.05), years of experience (r = 0.239, p< 0.05) and monthly salary (r = 0.247, p< 0.05) had significant association with participation in organizational decision making. Also the result of Pearson Product Moment Correlation reveals that there is significant relationship between the respondents’ participation in decision making and job satisfaction (r = 0.652, p< 0.05).The study concludes that the effect of employees’ participation in organisation decision making on job satisfaction was rated above average. It is therefore recommended that employees’ motivation should be adhere to in the organization by involvement of employees’ and participation in decision making.
 
 

Proletarianization of Professional Employees and Underemployment of General Intellect in a “Knowledge Economy”

Proletarianization refers to the subordination of hired labour to the owners of capital. This inquiry assesses the extent of proletarianization of professional employees on the basis of a distinctive series of national surveys of the general labour force in Canada between 1982 and 2016. Non-managerial professional employees are distinguished from professionals in other class positions (i.e. professional employers, self-employed professionals, and professional managers) with whom they have been conflated in much of the prior research. The findings suggest increasing proletarianization of professional employees during this period in terms of declining job autonomy and decreasing participation in organizational decision-making, as well as increasing underemployment and more critical political attitudes. But there is also evidence of increasing qualifications and development of “general intellect” among more traditional working-class employees, as well as even more extensive underemployment. Implications of convergence between the proletarianization of professional employees, as a “new working class,” and the qualifications and perceived working conditions of other non-managerial hired labour in emergent “knowledge economies” are discussed. More careful distinctions between non-managerial professional employees and professionals in other class positions in future studies are recommended.
 
 La prolétarisation fait référence à la subordination de la main-d’œuvre salariée aux propriétaires du capital. Cette enquête évalue l’ampleur de la prolétarisation des employés professionnels sur la base d’une série distincte d’enquêtes nationales sur la population active en général au Canada entre 1982 et 2016. Les employés professionnels non-cadres sont distingués des professionnels occupant d’autres postes (par ex. employeurs professionnels, travailleurs indépendants et gestionnaires professionnels) avec lesquels ils ont été confondus dans la plupart des recherches antérieures. Les résultats suggèrent une prolétarisation croissante des employés professionnels au cours de cette période en termes de perte d’autonomie professionnelle et de participation à la prise de décision organisationnelle, ainsi que d’augmentation du sous-emploi et d’attitudes politiques plus critiques. Mais il existe également des preuves d’une augmentation des qualifications et du développement de « l’intellect général » chez les employés plus traditionnels de la classe ouvrière, ainsi que d’un sous-emploi encore plus étendu. Les implications de la convergence entre la prolétarisation des employés professionnels, en tant que « nouvelle classe ouvrière », et les qualifications et les conditions de travail perçues des autres travailleurs salariés non-cadres dans les « économies du savoir » émergentes sont discutées. Des distinctions plus soigneuses entre les employés professionnels non-cadres et les professionnels occupant d’autres postes de la classe dans les études éventuelles sont recommandées.

Motivação e docência no Esino Especial: um estudo com professoras do Distrito Federal

O estudo da motivação no trabalho é tema recorrente, mas pouco explorado em relação a motivação do professor e, em menor grau ainda, em um contexto laboral tão peculiar quanto a educação especial. Tendo em vista a relevância social do trabalho docente nesta modalidade de ensino e suas especificidades, este estudo objetivou a investigação da motivação e seus fatores condicionantes de docentes do ensino especial. Participaram pesquisa 33 professoras de ensino especial da rede pública do Distrito Federal, respondendo a Medida de Motivação no Trabalho, composta por seções que avaliam três dimensões componentes da motivação para trabalhar: Seção I avaliando a valência (o que é valorizado pelo indivíduo); Seção II direcionada a avaliação da instrumentalidade (percepção do trabalho como forma de alcançar seus objetivos); e Seção III mensurando a expectância (percepção de como seus esforços são recompensados pelo trabalho atual). Os Escores Gerais de Motivação obtidos para a amostra apresentaram um nível de motivação considerado alto (x= 89,36), entretanto os escores individuais indicaram uma variação significativa (s = 20,70; s2 = 428,50), e quando agrupadas as participantes por nível obteve-se 60,61% de escores altos; 36,36% de escores mediados e 3,03% de escores baixos. A análise detalhada dos escores por seções e itens do instrumento indicou que os altos níveis de motivação das participantes sofre influência negativa das condições de trabalho. A avaliação dos itens relacionados a autonomia, a relação com chefias e a participação nas decisões da organização, apresentaram maior potencial de diminuição da motivação global destas profissionais.

Collective Human Agency in the Context of Organizational Participation

Abstract. Connecting the social cognitive approach of human agency by Bandura (1997) and activity theory by Leontiev (1978) , this paper proposes a new theoretical framework for analyzing and understanding employee participation in organizational decision-making. Focusing on the social cognitive concepts of self-reactiveness, self-reflectiveness, intentionality, and forethought, commonalities, complementarities, and differences between both theories are explained. Efficacy in agency is conceived as a cognitive foundation of work motivation, whereas the mediation of societal requirements and resources through practical activity is conceptualized as an ecological approach to motivation. Additionally, we discuss to which degree collective objectifications can be understood as material indicators of employees’ collective efficacy. By way of example, we explore whether an integrated application of concepts from both theories promotes a clearer understanding of mechanisms connected to the practice of employee participation.

How dominant coalition members’ values and perceptions impact their perceptions of public relations participation in organizational decision making

Purpose– The purpose of this paper is to understand the extent to which dominant coalition members’ values and perceptions influence their perceptions of public relations participation in organization-level decision making. Research in this area has largely focussed on the relationship between practitioner roles and decision-making inclusion.Design/methodology/approach– The population of interest was dominant coalition members of for-profit, government, and nonprofit organizations in the USA. Data were collected through a national survey to a nonrandom sample of 201 dominant coalition members.Findings– Results indicate that dominant coalition members’ values of organizational openness to the environment and perceived substantive autonomy of the organization positively predicted perceptions of public relations participation in organizational decision making. Perceived manager role potential of the public relations department also had significant predictive power.Originality/value– While research has focussed primarily on the characteristics that public relations practitioners can develop to earn a seat at the management table, little is known about the characteristics of dominant coalition members that influence whether or not a seat is made available or the degree to which public relations is perceived to participate in decision making.

Childcare Teachers' Job Satisfaction: Effects Of Personality, Conflict-handling, and Organizational Characteristics

We aimed to examine the comprehensive effects of individual personality traits, interpersonal conflict-handling styles, and organizational characteristics on job satisfaction as perceived by childcare teachers. The sample comprised 179 childcare teachers in South Korea. Survey results revealed that organizational characteristics, such as rewards, director support, collegial relationships, and participation in organizational decision making, positively affected job satisfaction. In addition, job satisfaction was increased by the influence dimension of personality profiles, whereas it was not significantly influenced by conflict-handling styles. The findings in this study suggest that the structural and operating conditions of childcare centers should be improved to increase teachers' job satisfaction.

Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged.

An Investigation of Social Factors Affecting on Personnel Job Satisfaction of Remedial Service Insurance Department

Because of the paramount importance of job satisfaction and due to its main consequences such as reduction of work absence and resignation, personnel promotion and society’s health, and more importantly, its role in achievement of organization goals, this study aimed at investigating the effects of six social factors including personnel’s belief, salary and benefits, participation in organizational decision-making, sense of job security, interaction with colleagues and meeting the basic needs of personnel on job satisfaction. The statistical population of this study was the personnel of Remedial Service Insurance Department in Sari and the questionnaire was distributed among them. The results showed that there is a significant and positive correlation among all these factors and they have meaningful effects on personnel job satisfaction based on multiple regression analysis. Furthermore, findings revealed that personnel’s belief about their job has the most effects on job satisfaction.

Radiology Employees ‘Quality of Work Life in Tehran University of Medical Sciences Hospitals’ Radiology Departments

Radiology Employees ‘Quality of Work Life in Tehran University of Medical Sciences Hospitals’ Radiology Departments

Self-Help and Community Mental Health Agency Outcomes: A Recovery-Focused Randomized Controlled Trial

Self-Help and Community Mental Health Agency Outcomes: A Recovery-Focused Randomized Controlled Trial

Study of the relation between employees' participation in organizational decisions making and empowerment in mazanderan

Purpose – The aim of this study is to examine relation between employees’ participation in the organizations decisions making and their psychological empowerment in Iran Telecommunication Company subsidiary of Mazanderan Province. Design / methodology /approach- 250 employees from the Iran Telecommunication Company subsidiary of Mazanderan Province participated in this study. A Spearman's correlation analysis was used to investigate correlation between participation employees in decision making and psychological empowerment among employees Telecommunication Company of Mazanderan Province. Finding – the findings of this study have shown that higher levels of PDM are associated with significantly higher Competence, Meaningfulness, Impact and Self-determination (p_value>0.05). A significant positive correlation was found between employees’ participation decisions making and total dimension empowerment. Coefficient correlation PDM and empowerment is 0.71 that indictor relation strengthens between two variables.

Stress and Coping Strategies

Stress is believed to be a state of the mind as well as the body, created by certain biochemical reactions in the human body as well as psychological responses to situations, and is reflected by a sense of anxiety, tension and depression and is caused by such demands by the environmental forces or internal forces that cannot be met by the resources available to the person. The greater the gap between the demands and the resources, the greater is the degree of stress. Some of the individual strategies for coping with stress include: readjustment of life goals, support from family and friends, planning certain events of life in advance and keeping the body in good physiological shape by proper diet, exercise, yoga, meditation and biofeedback. Some of the organizational strategies for coping with stress include organized health maintenance facilities as a part of the organizational life, matching of employees qualifications with job requirements, job enrichment and job work redesigns, equitable performance appraisal and reward systems, participation in organizational decision making and building team spirit in the sense that there should be no interpersonal conflict within the group. All these strategies or a combination thereof should be applied to make the work environment less stressful to a level which is positive and challenging.

Does Email Communication Increase Participation in Organizational Decision Making?

One of the main issues crossing the fields of organization theory, communication theory, and information technology is whether email communication does increase participation in decision making. Common sense and some case studies suggest the so-called argument: since email allows direct (non-filtered) communication between people and identity/status concealment, it enhances more freely and easy participation in decision making. This view is especially argued by technological imperative approaches to organizational communication and media studies, which more or less explicitly assume that, given certain technological potentialities, sooner or later users will full explore and exploit them. Whether this is true or not, the technical trait of keeping trace induced some authors to point at the risk of favouring control and surveillance over workers' behaviour. In order to empirically investigate the democratization and the (dark) side effect of email communication, propensity and forms of email participation in organizational decision making have been studied confronting three types of communicators: those more oriented to use traditional media, computer-mediated (email and internet) media, and finally those who use a mix of both types of communication means. Based on 600 respondents to an online questionnaire supplied to the employees of a multinational corporation, the present research allows testing the democratization argument. Moreover, since respondents are distributed over three subsidiaries (I, NL, and UK), it is possible to understand whether nationality matters.

Promoting Participation in Organizational Decision Making by Clients with Severe Mental Illness

This qualitative study assessed clients' participation in organizational decision making in a public long-term psychiatric hospital. Numerous examples were found in which clients meaningfully participated in the decision-making process and achieved favorable policy changes. Three means of involving clients were found to be especially useful: (1) using a consumer council, (2) involving clients in the formal policy review process, and (3) including clients in the hospital's performance improvement system. The authors offer guidelines for mental health organizations wishing to promote client participation in organizational decision making. Implications for social work are discussed.

Participation in the workplace: gender perspectives from Bangladesh

Studies on participation in organizational decision making in the context of developing countries are limited, especially from a gender perspective. Based on a survey of government and private sector employees in Dhaka, Bangladesh, this study explores the extent to which women have been integrated in the workforce and how both genders perceive their participation in decision making. Organizational climate is perceived as healthy, while communication between the genders does not reflect major barriers or animosities. Yet, in the largely traditional male‐dominated organizational setting, it is interesting to note that while overt resistance to women has decreased, subtle hostilities continue to resonate. Such hostilities adversely affect perceived participation. A strain of conservatism also continues to exert some negative influence on perceived participation but mostly on women.

Intensity of case managers' participation in organizational decision making§

Prior research has indicated that registered nurse (RN) participation in decision making (PDM) is related to better outcomes in nursing homes and hospitals. Little is known, however, about the roles of community-based case managers (CMs), most of whom are RNs. Data from 68 prenatal case management programs were used to test hypotheses about the intensity of CM PDM and to describe their patterns of involvement in decision activities and mechanisms. CMs were most involved in the activity of "raising the issue" and least involved in "choosing the alternative." However, "choosing the alternative" was the strongest predictor of perceived CM influence over the final choice. When CMs were involved in informal meetings and chance encounters with administrators, they were more likely to be perceived as having influence over the final choices made. Intensity of CM PDM varied by decision level and content, supporting two of the three hypotheses. The findings are discussed in light of prior research and complexity theory.