Organizational Behavior Perspective Research Articles

Increasing Employee Engagement in Organizational Citizenship Behaviors Within Continuous Improvement Programs in Manufacturing: The HR Link

The nature of human relationships (HR) within supply chains has received a superficial attention in the drive for continuous improvement (CI). Persistent pressures affecting global engineering companies have limited the potential to address the HR element. Simply transferring mature western concepts and analytical tools does not capture the dynamics of the global production workforce. This paper proposes a new theoretical perspective encompassing an evaluative tool, thus moving beyond formulaic implementations of initiatives that erroneously assume maturity of production practices and outcomes. This study helps advance organizations by adding contextualization to the human-centric perspectives of organizational citizenship behavior and discretionary effort. Case-based data from engineering production workers in Thailand were factor analyzed to test the research hypotheses. This research reports on an alternative operationalization of these core ideas, while significantly extending the empirical base through validating the propositions. Furthermore, it contributes and responds to extant literature identifying HR as the missing link in enacting CI programs in practice. This paper addresses this gap, and the data collected support the theory that the proposed HR concepts positively impact organizational CI interventions. Findings have important implications for such interventions encompassing practical and theoretical relevance for global engineering managers with a local engineering production workforce.

New Perspectives in Work Design Research

In this symposium, five early-career researchers from the recently established Centre for Transformative Work Design at the University of Western Australia would like to present five ongoing research projects that have employed different perspectives in studying work design. Based on a systematic review of the existing literature on organization-led work redesign interventions, Caroline Knight identified five types of top-down work redesign interventions and investigated the effectiveness of these interventions on performance and productivity. Building upon and extending the emergent phenomena perspective of organizational behavior, Florian E. Klonek proposed a new approach to study the social and emergent dynamics of relational work design and introduced a mobile application that could help achieve the ecological momentary assessment of relational work design. Based on a simulation study of work design, Daniela M. Andrei investigated the paradoxical effects of contextual uncertainty on the autonomy and enrichment of work that individuals designed for others and disconfirmed the idea that increased uncertainty could make individuals to design jobs with reduced autonomy and enrichment. Using longitudinal data from a 27-year cohort study, Yukun Liu investigated the childhood origins of young adults’ quality of work design and found that toddlers’ approach/withdrawal temperament could indirectly influence adults’ quality of work design through its positive effects on self-efficacy. Finally, drawing upon the recent research suggesting the cognitive perspective of work design, M.K. Ward proposed a integrative model connecting work design and work outcomes through multiple cognitive mechanisms, including attention, regulation, and the balancing activity of antagonistic neural networks. Jeffrey R. Edwards, an eminent researcher with an expertise in interdisciplinary work design research as well as research methodology, will serve as a discussant. Organization-led Work Redesign Interventions and Work Performance: A Systematic Review Presenter: Caroline Knight; U. of Western Australia The Social and Emergent Dynamics of Work Design: An Observational Ecological Assessment Approach Presenter: Florian Erik Klonek; U. of Western Australia Giving or Taking Away Autonomy: Designing Work for Uncertain Contexts Presenter: Daniela Andrei; U. of Western Australia Childhood Origins of Young Adults Quality of Work Design: The Role of Toddler Temperament Presenter: Yukun Liu; U. of Western Australia Cognitive Effects of Work Design in the Context of Entrepreneurship Presenter: M.K. Ward; U. of Western Australia

RETRACTED: Forest algorithm based staff incentive mechanism design of non-public enterprise from the perspective of positive organizational behavior

Abstract In order to enhance the effectiveness of the staff incentive mechanism of non-public enterprise, this paper puts forward a design method for staff incentive mechanism of non-public enterprise from the perspective of positive organizational behavior. Firstly, it researches the staff incentive mechanism of non-public enterprise and establishes the index evaluation system from the aspects such as achievement incentive capability incentive and environment incentive; secondly, it introduces forest algorithm to use the independent growth of trees and make votes for parallel searching in order to enhance the effectiveness of model evaluation, and bases on the random weight distribution strategy to enhance the calculation efficiency of forest algorithm; finally, it verifies the effectiveness of the algorithm through empirical analysis.

员工的睡眠质量：组织行为学的视角 <sup>*</sup>

员工的睡眠质量：组织行为学的视角 <sup>*</sup>

Why should I share? An answer from personal information management and organizational citizenship behavior perspectives

We proposed a model by framing personal information management (i.e. information transparency, proactiveness and sharing) as organizational citizenship behaviors with emphasizing their altruism nature in information system (IS) collaboration fashion to understand the mechanism through which job satisfaction influences information sharing by examining the mediating role of information transparency and proactiveness. Surveys were elicited from 352 information systems users in the U.S.; the empirical analysis of the data suggested that the relationship between job satisfaction and information sharing was fully mediated by information transparency and proactiveness where the direct effect of job satisfaction on information sharing was not significant. Implications for researchers and managers are discussed and limitations are identified.

Enhancing Organizational Performance by Knowledge Sharing

<em>Knowledge management can be regarded as one of the key processes of organizational learning. It is well accepted that learning organizations can enhance their capability and hence competitiveness and performance through learning. Recognizing the importance of knowledge management, researchers are interested in exploring knowledge sharing activities because such activities are the cornerstone of other knowledge management activities. It is argued that a fundamental purpose of managing knowledge is to establish a shared context in organizations. As such, what factors affect interpersonal knowledge sharing and how they affect interpersonal knowledge sharing in organizations are critical and worth noting. A preliminary model from an organizational behavior perspective is proposed which will serve as the framework for further study.</em>

Transformational leadership and supply chain ambidexterity: Mediating role of supply chain organizational learning and moderating role of uncertainty

This paper examines the impact of top management transformational leadership on supply chain organizational learning and supply chain ambidexterity. We also evaluate the influence of uncertainty, present in the operating environment, on these relationships. Integrating multiple perspectives of organizational behavior relating to learning and leadership, we develop our research model and evaluate it using survey data. Results from our analysis support the notion that supply chain organizational learning orientations fully mediate the relationship between transformational leadership and supply chain ambidexterity. Also, uncertainty in the operating environment positively moderates the relationship between transformational leadership and supply chain learning.

Effects of Power Distance Diversity within Workgroups on Work Role Performance and Organizational Citizenship Behavior

The purpose of this study was to analyze the effect of power distance diversity within workgroups, from the perspectives of work role performance and organizational citizenship behavior. A sample of 251 employees, from a multinational company’s subsidiary, was analyzed to determine the existence of relationships between power distance diversity, work role performance and organizational citizenship behavior. Results indicated two main findings. First, the most power distance diverse workgroups had a negative effect on the work role performance of the employees. Secondly, the most power distance diverse workgroups negatively influenced two dimensions of organizational citizenship behavior: altruism and civic virtue. In addition to the previous main findings, it was concluded that power distance had a negative impact within the workgroups of the organization that was studied. The development of this research made a significant contribution to the innovative research field of cultural dimensions’ relationship with the performance and the behavior of the employees. Additionally, this research is among the first to study the effects of power distance on the work role performance and the organizational citizenship behavior of employees.

US worker co-operatives and their spans of management, decision making, and governance: An exploratory analysis

Abstract Much has been written over the years about worker co-operatives as an alternative to traditional forms of business organization and ownership. The literature has mostly covered the issues of whether worker co-ops are more productive, more profitable, have trouble with accessing capital and growing, and/or have a longer existence than traditional firms. This paper tries to fill some gaps in the literature by covering topics rarely if ever mentioned in writings on US worker co-ops by exploring their spans of management, their decision making with respect to investment and hiring/firing decisions, and their use of employees who are not also owners of the firm. The results from a recent survey are interesting from an organizational behavior or institutional perspective in that worker co-ops show themselves generally to be different from and yet in some ways similar to many of their traditional, capital-managed counterparts.

An Analysis of the Motivational Effect on Employees of Maslow's Hierarchy of Needs in International Culture Circumstances

Maslow’s Hierarchy of Needs, which is one of the important motivation theories, has become a strategy used by managers to motivate employees. The project will explain the definition of motivation and Maslow’s Hierarchy of Needs from the perspective of organizational behavior and the strengths and weaknesses of the theory. Then it will consider how the theory is applied effectively in the USA and Northwest Europe and ineffectively in some developing and undeveloped countries with different economic backgrounds 􀀀political systems and cultural preferences. The conclusion suggests that managers should choose motivation systems that fit in the local cultural backgrounds.

Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations.

From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different contributions regarding the nature of the bond between the individual and the organization. Taking into account the peculiarities of Non-profit Organizations, we present different interpretation for later validation, comparing results from the Confirmatory Factor Analysis of the four models obtained using exploratory factor analysis, both conducted on a sample of 235 members of Non-profit Organizations.

Perceived Ethical Leadership Affects Customer Purchasing Intentions Beyond Ethical Marketing in Advertising Due to Moral Identity Self-Congruence Concerns

Ethical leadership has so far mainly been featured in the organizational behavior domain and, as such, treated as an intra-organizational phenomenon. The present study seeks to highlight the relevance of ethical leadership for extra-organizational phenomena by combining the organizational behavior perspective on ethical leadership with a classical marketing approach. In particular, we demonstrate that customers may use perceived ethical leadership cues as additional reference points when forming purchasing intentions. In two experimental studies (N = 601 and N = 336), we find that ethical leadership positively affects purchasing intentions because of customers’ concerns for moral self-congruence. We show this by means of both mediation and moderation analyses. Interestingly, the effect of perceived ethical leadership on purchasing intentions holds over and above the ethical advertising claims (e.g., cause-related marketing) that are commonly used in marketing. We conclude by discussing the possible ramifications of ethical leadership beyond its effects on immediate employees.

Silence as a survival strategy: will the silent be worse off? A study of Chinese migrant workers in Guangdong

Based on a comprehensive survey of 766 migrant workers in Guangdong province in 2014, this study empirically examines the factors determining why some Chinese migrant workers remain silent when their rights are violated and the consequences of them doing so. The results of the survey show that the migrant workers who are more vulnerable in demographic factors, family dependency, job insecurity and social networks are more likely to stay silent in such circumstances. The results further indicate that silence leads them to be worse off in relation to social security benefits and labour rights. These results challenge the traditional organisational behaviour perspective on silence. The results imply that silence can be a survival strategy for second-class workers and may be evident whereby the disadvantaged have no say and remain silent in exchange for work opportunity, but by doing so are more likely to suffer unfair treatment.

Empowering group leaders encourages knowledge sharing: integrating the social exchange theory and positive organizational behavior perspective

PurposeKnowledge sharing usually happens in a work group context, but it is rarely know how group leaders influence their members’ knowledge-sharing performance. Based on social exchange theory (SET) and the perspective of positive organizational behavior (POB), this study aims to argue that a group leader’s positive leadership (e.g. empowering leadership) can help group members develop positive psychological capital which can increase their knowledge sharing.Design/methodology/approachThe authors conduct a multilevel analysis to explore the interrelationship among empowering leadership, psychological capital and knowledge sharing. The sample includes 64 work groups consisting of 537 group members, and empirical testing is carried out by hierarchical linear modeling.FindingsThe results show that empowering leadership in a work group has a direct cross-level impact on members’ knowledge sharing and that psychological capital partially mediates the relationship between empowering leadership and knowledge sharing. As a result, this study shows that group leaders with positive leadership can help their members develop better positive psychological resources, which should lead to better knowledge sharing.Originality/valueBased on the multilevel perspective and SET, this is the first study to explore how group leaders’ empowering leadership influences members’knowledge sharing. Depending on integrating the POB perspective into SET, this study is also the first one that connects two emerging and important research issues – POB and knowledge sharing.

A cultural perspective of organizational behavior in construction industry: an international viewpoint

The ability of the construction firms to successfully organize themselves internally and respond to the environment externally is related to their organization culture, an intangible force currentl...

Enterprise Innovation and Entrepreneurial Strategy Development in Perspective of Positive Organizational Behavior

Enterprise Innovation and Entrepreneurial Strategy Development in Perspective of Positive Organizational Behavior

The Design of Employee Incentive Mechanism in Non Public Enterprises in the Perspective of Positive Organizational Behavior

The Design of Employee Incentive Mechanism in Non Public Enterprises in the Perspective of Positive Organizational Behavior

Effects of Power Distance Diversity within Workgroups on Work Role Performance and Organizational Citizenship Behavior.

The purpose of this study was to analyze the effect of power distance diversity within workgroups, from the perspectives of work role performance and organizational citizenship behavior. A sample of 251 employees, from a multinational company’s subsidiary, was analyzed to determine the existence of relationships between power distance diversity, work role performance and organizational citizenship behavior. Results indicated two main findings. First, the most power distance diverse workgroups had a negative effect on the work role performance of the employees. Secondly, the most power distance diverse workgroups negatively influenced two dimensions of organizational citizenship behavior: altruism and civic virtue. In addition to the previous main findings, it was concluded that power distance had a negative impact within the workgroups of the organization that was studied. The development of this research made a significant contribution to the innovative research field of cultural dimensions’ relationship with the performance and the behavior of the employees. Additionally, this research is among the first to study the effects of power distance on the work role performance and the organizational citizenship behavior of employees.

Article Commentary: Response to “Research on the Dark Side of Personality Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective”

Article Commentary: Response to “Research on the Dark Side of Personality Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective”

Article Commentary: Research on the Dark Side of Personality Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective

While the personality of entrepreneurs can be cast in positive and negative lights, it is essential that researchers understand the complex process through which personalities shape behavior and influence outcomes. Building on Miller's observations on downsides of entrepreneurs’ personalities, we present five broad lines of inquiry derived from the organizational behavior literature to guide future research on the role of personality in entrepreneurial phenomena. These streams of research have implications for how personality is conceptualized in the entrepreneurship literature, and we urge researchers to examine interactions among different personality traits, and between traits and contextual and affective variables which play a critical role in personality–outcome relationships. Finally, we encourage scholars to consider the personality of new venture team members, and how some traits may serve important resource–conservation roles.