Positive Organizational Outcomes Research Articles

The Impact of Employee Engagement on Organizational Performance: An Analysis of Key Psychological Traits and Business Outcomes

This research investigates employee engagement across various organizations to identify key factors influencing it, methods of measurement, and its impact on organizational performance. Data was collected from 300 employees representing diverse industries, including technology, healthcare, finance, manufacturing, and education in around Pondicherry. The study focuses on critical factors such as leadership, organizational culture, recognition, and work-life balance. A strong correlation was found between high engagement levels and positive organizational outcomes, such as increased productivity, reduced turnover, enhanced job satisfaction, and improved employee retention. Quantitative data will be analyzed using SPSS and AMOS for Structural Equation Modeling (SEM), employing descriptive and inferential statistics to assess relationships between variables. Additionally, the study highlights sector-specific challenges in maintaining employee engagement, especially in industries with high job demands or budget constraints. The findings suggest practical strategies for enhancing engagement, such as fostering supportive leadership, offering career development opportunities, and promoting flexible work arrangements. The paper concludes with recommendations for refining measurement approaches and suggests avenues for future research on sustaining long-term engagement in evolving work environments.

Toxic Engagement: Identifying Toxic Leadership Through Employee Engagement to Benefit the SDGs

Objective: This paper critically examines the pervasive issue of toxic leadership, focusing on its detrimental effects on both organizations and individuals. It aims to establish the direct link between toxic leadership and diminished employee engagement, underscoring the importance of addressing these challenges to drive positive organizational outcomes. By identifying and mitigating toxic leadership behaviors, organizations can not only foster healthier workplace environments but also contribute meaningfully to the United Nations’ Sustainable Development Goals (SDGs), particularly SDG 8, which emphasizes the creation of decent work and sustainable economic growth. The paper argues that toxic leadership undermines organizational stability and growth by eroding employee well-being, productivity, and morale, ultimately impeding the achievement of global goals centered on inclusivity, equality, and sustainable development. Theoretical Framework: The theoretical framework is based in the very practical reality that toxic leadership has been widely acknowledged for its damaging effects, yet there remains a deep gap in understanding how these behaviors manifest themselves in real-world settings. Drawing on the construct of employee or follower engagement, the methodology of this study highlights engagement as a critical tool for identifying and mitigating the presence of toxic leadership within organizations. Results: The results and discussion demonstrate how to use employee engagement to understand if toxic leadership is present within an organization. Implications: The research implications of this study underscore the urgency of implementing checks and balances in leadership to foster healthier organizational cultures concluding with insights for further research, the paper calls for continued discourse and actionable strategies to eliminate toxic leadership and promote organizational well-being. Through a comprehensive review of healthy versus toxic leadership traits, the originality and unique value of this study is the introduction of a new term, "toxic engagement." Conclusions: A proposed framework for detecting early signs of toxic leadership by evaluating follower engagement metrics. This framework aims to offer organizations practical means to detect, recognize, and address toxic behaviors before irreversible damage occurs.

Strategies and Barriers to Technological Innovation in the Hospitality Industry: A Qualitative Exploration

Innovation is a concept that plays a crucial role in the success of the hospitality industry and provides many positive organizational outcomes. The concept of technological innovation in the hospitality industry has attracted great attention, especially due to the widespread impact of emerging technologies on organizations. The purpose of this study is to identify technological innovation strategies and challenges to successful innovation practices in the hospitality industry. 17 hospitality professionals worldwide, selected through convenience sampling, constitute the participant profile of this study. The current study, based on a qualitative research design, used text analysis to identify patterns in the data set. QSR NVivo 10 software was used to identify major themes from the transcripts. As a result of the analysis, 4 technological innovation strategies were identified, namely setting strategic direction, culture of innovation, organizational alignment and collaboration and partnerships, and 4 challenges were identified, namely lack of understanding technology, data overload, failure to meet user needs and the speed of change, which pose obstacles to innovation in the hospitality industry. This study contributes to innovation research in the hospitality literature by providing an in-depth evaluation of technological innovation strategies and the challenges in this process and approaching the topic holistically.

The formation of a sustainable organizational identity: Insights from Brazilian coffee producers

AbstractOrganizations craft their identities to define their character and effectively communicate their values to stakeholders. In the contemporary quest for sustainability, building an identity that genuinely reflects their awareness and attention to these issues is increasingly salient. Over the years, research on organizational identity exhibited constant growth, witnessing the power of organizational identities exerted over organizational behavior. Prior research has emphasized the importance of organizational identity for an array of positive organizational outcomes. Still, much less is known about the levers behind the identity formation process. Against this backdrop, the present study explores the pathways to the formation of a sustainable organizational identity. By drawing on organizational identity and sensemaking literature, we build up a narrative inquiry, analyzing the experiences and perspectives of executives from 25 Brazilian coffee producers through in‐depth interviews. The findings underline that the process of formation involves three phases, namely, orienting toward sustainability, acting sustainably, and forging a sustainable identity, which are also shaped by contextual factors. We emphasize the key role of leadership in building a sustainable identity, as their motivations and sustainability‐oriented commitments could serve as catalysts for triggering organizational change.

Enhancing Performance and Work Ethics of Low-Educated Employees

This research examines strategies to enhance the performance and work ethics of employees with limited educational backgrounds by implementing business ethics and organizational development practices, with a focus on PT Medi Modular Luar Biasa (PT MMLB), an Indonesian healthcare infrastructure company. The research addresses the challenges faced by companies in managing low-educated employees, including cognitive limitations, communication barriers, and difficulties adapting to organisational changes, which often lead to suboptimal performance and ethical lapses. Through qualitative interviews with employees and management, the study reveals significant differences in how employees with varying educational backgrounds understand and implement corporate values such as integrity, and professionalism. The research highlights the need for ethical leadership and structured organisational support to address these challenges. The findings suggest that enhancing the ethical climate and providing tailored training are crucial for improving both performance and work ethics among low-educated employees. The study proposes interventions such as clarifying role expectations, reinforcing ethical guidelines, and fostering a supportive work environment to drive continuous improvement and employee well-being. The research contributes practical recommendations for businesses facing similar challenges, emphasising the importance of ethical leadership in shaping positive employee behaviour and organisational outcomes.

Three decades of nurses’ talent retention: a bibliometric analysis

Purpose Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications. Design/methodology/approach This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries. Findings The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention. Practical implications These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments. Originality/value This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.

The effects of eWom triggered service recovery on customer citizenship behavior in the hospitality industry: The moderating role of failure severity

AbstractThis study examines service failures in the hospitality industry, amplified by the shift to online platforms, and highlights the need for effective online recovery methods. These methods are crucial for retaining existing customers and preventing potential customer loss. Despite its importance, customer citizenship behavior resulting from service recovery must be noticed. This study examines the impact of service failure severity and online recovery methods on customer citizenship behavior, employing six scenarios varying in severity and recovery strategies. Multi‐group scanning electron microscope analysis reveals that justice types positively influence recovery satisfaction, enhancing customer citizenship behaviors. Failure severity moderates the relationship between recovery satisfaction and customer citizenship behavior, with recovery satisfaction being more effective in promoting advocacy and tolerance behaviors during low‐severity failures. However, this effect diminishes in high‐severity failures. Effective recovery strategies can transform negative service failures into positive outcomes for hospitality organizations.

Introducing the diversity ecosystem: exploring the construct and its relationship to internal marketing and positive organizational outcomes

ABSTRACT Organizational leaders may announce diversity initiatives, yet often these goals are never fully realized. When organizational leaders establish diversity goals, they frequently rely on internal marketing teams to implement them. Internal Marketing’s ability to influence Diversity Outcomes and Self-Rated Employee Performance may differ due to the moderating effects of the organization’s Diversity Ecosystem. The Diversity Ecosystem is a novel construct that involves an employee’s interpretation of an organization’s openness, aspects of organizational justice and voice. The development and understanding of a Diversity Ecosystem offer a key academic research contribution and potential managerial implications for diversity efforts.

City-County Mergers in South Korea: Assessing Effects on Public Employment Size and Citizen Satisfaction

Municipal mergers are a common administrative reform worldwide, but their effects on public employment size and citizen satisfaction remain poorly understood. This study investigates these effects by focusing on a city-county merger in South Korea after 2000. Using the synthetic control method and multivariate regression, we find that municipal mergers increase the number of public employees, primarily low-ranking officials, while negatively impacting citizen satisfaction. This suggests that the goal of enhancing administrative efficiency through local government consolidation does not yield positive outcomes for organizations’ personnel or residents’ welfare.

Exploring the Concept of Cultural Fit and its Impact on Positive Organizational Outcomes

Purpose The concept of cultural fit, also known as "person-organization fit", has gained significant attention within the organizational culture literature. This study aims to establish the foundations of cultural fit and its influence on positive outcomes at the organizational level. By employing bibliometrics and network mapping analysis techniques, this research sheds light on the interplay between cultural fit and positive organizational outcomes. Further research is necessary to explore the contextual factors and mechanisms that influence the relationship between cultural fit and performance. Design/methodology/approach This paper makes use of bibliometrics and cutting-edge network mapping analysis techniques. Findings This paper sheds light upon the interplays between cultural fit and a set of positive organizational outcomes while providing a systematic review, which facilitates the task for new researchers interested in delving into this field. Limitations and Implications The available literature on "cultural fit" is considerable but fairly limited as it focuses mainly on individual and operational performance, leaving out such important aspects as financial performance and strategic outcomes. Additionally, the limitations could encompass the quality and quantity of articles available for analysis, as well as the fact that the obtained results solely assess publications indexed in the selected databases, potentially lacking a comprehensive comprehension of the research subject.As an implication, the study suggests that a positive relationship exists between cultural fit and performance. Cultural fit can be explored from different perspectives and applied in various situations. Further research is needed to understand the mechanisms and contextual factors that influence the relationship between cultural fit and performance. Originality The scientific literature lacks until the moment of a rigorous systematic review with which to ascertain whether this paradigmatic concept contributes to or leads firms to attain superior performance.

Evaluating the effectiveness of the Complex Behaviour Forum—A multisystem approach to supporting people with complex challenging behaviour

AbstractBackgroundThis study assessed the effectiveness of a cross‐departmental case review panel—the Multicap Complex Behaviour Forum (CBF)—in reducing challenging behaviour exhibited by people with intellectual disabilities.MethodsThirty participants (15 CBF participants and 15 matched‐control participants) took part in the study. Behavioural data was collected for each CBF participant (and their matched control) for the three‐month period before entering the CBF, during their time in the CBF, and the 3 months after exiting the CBF.ResultsThere was a significant interaction of group and time observed, with the CBF participants showing more change in behavioural incidents across time. Associated with this change was a noticeable reduction in staff injury costs related to the challenging behaviour of the CBF participants.ConclusionsThis study demonstrates that positive behavioural and organisational outcomes are enhanced by fostering collaboration across multiple organisational systems when it comes to supporting people who exhibit challenging behaviours.

Understanding and Managing Job Stress in the Service Sector: A Literature Review

Job stress is an integral aspect of human resource development dynamics within organizations. This literature review investigates job stress, highlighting its prevalence as a critical issue for employees in various service sectors, such as healthcare, hospitality, banking, consumer, and courier services. The study sets out to accomplish two primary goals: firstly, to delineate the factors that contribute to job stress, and secondly, to evaluate the repercussions of job stress on employees. By examining insights from ten prior studies, we identify a comprehensive array of internal and external factors that intensify job stress. We further explore the influence of these stressors on vital outcomes, including turnover intentions, employee performance, and burnout. Our findings reveal that job stress significantly impacts employees' intentions to leave. Nonetheless, effectively managing job stress can foster positive outcomes for organizations. These insights underscore the critical need for management in the service sector to grasp the complex origins of job stress fully. Armed with this understanding, they can devise and implement strategies to reduce turnover intentions, bolstering overall organizational performance

The Influence of Transformational Leadership, Structural Empowerment and Psychological Well-Being on Work Engagement

A leader with the right leadership style who performs his duties effectively and efficiently is essential to increase the quality and efficiency of the organization. Transformational leadership motivates followers to perform beyond expectations by awakening followers' higher needs. Transformational leadership plays an important role in creating structural empowerement that can lead to positive organizational outcomes. Structural empowerment is expected to increase the psychological well-being of employees. Work engagement can be shaped by enabling factors such as transformational leadership, structural empowerment and psychological well-being that help create readiness for change. This research therefore aims to examine how transformational leadership can shape work engagement through structural empowerment and psychological well-being. This research is a quantitative study that used a purposive sampling method and included 190 hospital workers in Jakarta, Bogor, Depok, Tangerang, and Bekasi. Data were analyzed using SEM-PLS 3.0 structural equation modeling. The results show that transformational leadership influences work engagement, structural empowerment and psychological well-being. According to the results, employee engagement can be improved by implementing transformational leadership, structural empowerment and psychological well-being in the workplace. The interdependence of these factors creates a productive and positive work environment.

Beyond ethics: How perceived organizational support amplifies the impact of ethical HRM on employee commitment and performance

This study explores the dynamic relationship between ethical human resources management (HRM) strategies, the level of commitment an employee feels towards their organization, and their job performance, paying particular attention to how employees’ perceptions of the support they receive from their organization can influence these interactions, especially during challenging times. Drawing on a sample of full-time non-executive Indonesian employees, the research employs descriptive statistics for initial data analysis, followed by structural equation modeling (SEM) to test the proposed hypotheses rigorously. The investigation reveals a positive relationship between ethical HRM and employee performance (EP) and organizational commitment (OC). Additionally, OC emerges as a pivotal mediator in the ethical HRM-EP link. Notably, employees’ organizational support perception (EOSP), often assumed to enhance positive organizational outcomes, displays a surprising negative moderating effect when combined with OC, suggesting a more intricate relationship than traditionally posited. These findings enhance our comprehension of how ethical HRM practices function in times of crisis, questioning conventional beliefs regarding the influence of organizational support. The study’s methodological approach, combining descriptive and advanced statistical analyses, provides a robust framework for understanding these complex relationships. This research holds significant implications for HRM practices, particularly in crisis response and management, indicating a need for nuanced support strategies that reflect the complexity of employee-organization dynamics.

Innovative Records Management Towards Enhanced Decision-making in the Management of Banking Institutions in Zimbabwe. A Case of FBC Commercial Bank Branches

The study focused on the impact of innovative records management towards enhanced decision-making in banking institutions in Zimbabwe. The advanced technological innovations and advancements have highly influenced organizations to move towards technologically driven decision-making processes. The study assessed the impact associated with innovative records management in light of decision-making toward positive organizational outcomes.

The Impact of Quality Assurance Practices on Employee Productivity in the Apparel Sector in Sri Lanka: Special Reference to Three Leading Apparel Manufacturers in Sri Lanka

The purpose of this research is to measure the impact of quality assurance practices on employee productivity in the apparel sector in Sri Lanka. In doing so, it is expected to minimize the quality assurance failures and increase employee productivity in the Apparel industry whilst applying quality standards on production. The research is designed as a quantitative study and a sample of 300 participants from three apparel companies is selected through the simple random sampling technique. Data collection was performed through a questionnaire survey. Mean value of variables and multiple linear regression model with forward regression technique are used to analyze the responses and determine the relationship among variables. The questionnaire is checked for validity and reliability. The results reveal that quality assurance practices of six sigma, 5S, and total quality management have a significant positive impact on employee productivity, but benchmarking has an insignificant negative impact on employee productivity. The managers can provide training to employees to achieve positive outcomes of quality assurance practices. Self-accountability can be improved by allocating employee time for work and social networking. Optimizing the organization’s working conditions can be arranged based on infrastructure, ventilation, and minimal disturbances to motivate employees to be more productive. Quality assurance practices explored in this study contribute to providing flexibility and more opportunities for workers and addressing the role conflicts with strong impacts on the employee wellbeing. This leads to positive organizational outcomes. Keywords: Apparel industry, Benchmarking, Employee productivity, Quality assurance, Six sigma, Sri Lanka, Total quality management, 5S.

Thriving in private family firms as a non-family employee: an empirical study

PurposeWorkplace thriving (WT), self-job crafting (SJC), and workplace belongingness (WB) have been shown to lead to positive outcomes for organizations and their employees. However, there seems to be a dearth of insights into the relationship between the three constructs, and non-existent in the context of non-family employees (NFEs) working in private family firms. Therefore, this study examines whether enabling NFEs to craft their own jobs leads them to reappraise their position in the organization, thus influencing both WB and WT.Design/methodology/approachLeaning on the conservation of resources (COR) theory and with the support of the self-determination theory (SDT), a set of hypotheses is posited relating the dimensions of SJC (seeking resources, seeking challenges and job-demand reduction) to WT, through WB as a mediator. The hypotheses are tested through partial least squares structural equation modeling (PLS-SEM) by collecting survey data from 256 NFEs working in private family firms in Oman.FindingsThe results indicate that all three dimensions of job crafting have a positive influence on WB. In the case of direct effect on WT, only the relationship between seeking challenges and WT was significant. However, the relationships between all 3 dimensions of SJC and WT became significant through WB as mediator.Research limitations/implicationsThe implication of this study is that merely empowering non-family employees to craft their own jobs may not lead them to thrive in private family firms. However, if they appraise such empowerment as significant resource-gain that leads them to feel that they belong to the organization, then it is likely to enhance WT.Practical implicationsThis study presents evidence for private family firms that by emphasizing on creating a sense of belongingness among their non-family employees, they can create a workplace where such employees can thrive.Originality/valueThree novel contributions are presented through this research: (1) this appears to be the first study that integrates the COR theory with SDT to enrich the fragmented literature on NFEs in family firms by presenting an integrated framework that links SJC, WB and WT, (2) the study presents nuanced insights into the relationships between the dimensions of SJC and WT and (3) finally, this study provides evidence on the mediating role of WB between dimensions of SJC and WT, which seems to be overlooked in the past.

A balanced treatment of perceived organizational politics: A review of the positive influences

<p><strong>Purpose: </strong>The purpose of this paper is to review literature in the area of perceived organizational politics (POPs) and to present a model that explains the positive role of the phenomenon in the work place. This involves understanding how POPs has evolved from playing a much-publicized destructive role to an emerging constructive one. <strong>Design/methodology/approach:</strong> An integrative review method was used to review articles on POPs published over the last 13 years (2010–2022). The primary sources of information were several databases, such as ISI Web of Science, Google Scholar, and Scopus. Specific search terms were considered to find relevant articles, leading to 7803 articles (3894 hits on Scopus, 1723 hits on Google Scholar and 2186 hits on Web of Science). These studies were further examined for their relevance to this study, and 103 articles were identified. The application of an exclusion criteria funneled them to 66 studies. The articles, employing quantitative, mixed, and qualitative approaches were coded. The themes were subsequently determined. <strong>Findings:</strong> The review notes that the POPs literature emphasis is shifting from a negative and dysfunctional approach to one where positive organizational outcomes are possible. The review concludes that POPs has functional consequences too. The phenomenon could illuminate favorable workplace outcomes if viewed as an enhancer rather than a hindrance. POPs should be viewed as a phenomenon that for all purposes is essentially neutral. It is individuals who label the otherwise neutral construct as negative (negative POPs) or as positive (positive POPs). <strong>Practical implications:</strong> The paper reveals how antecedents help organizational members label politics as positive. Perceived organizational politics is largely a neutral construct until the perceiver decides to label it otherwise. Positive perception of politics is significant in predicting important employee outcomes such as motivation, employee satisfaction, and job performance. Management needs to invest in antecedents and moderators, needed to help employees label the construct as positive rather than negative. <strong>Originality/value</strong>: The study is an original review of the positive POPs literature to identify the significant antecedents, moderators, and work outcomes, vital to organizational success.<strong></strong></p>

Symmetrical and asymmetrical analysis of the complex relationship between perceived environmental uncertainty and creative performance: exploring a competency formula

PurposeIn a dynamic and complex environment, employees’ creative performance (CP) can be essential in developing a distinguished and competitive strategy for an organization. Using the lens of competency management, this study aims to examine how employees perceived environmental uncertainty (PEU) and competency formula relate to employee CP, with a focus on the hospitality industry.Design/methodology/approachThe data was collected from employees in the hospitality sector. Both symmetrical (PLS-SEM) and asymmetrical (fuzzy-set qualitative comparative analysis [fsQCA]) tests were performed to gain in-depth knowledge of how individual, organizational and environmental factors can be configured to explain employees’ CP.FindingsThe symmetrical analysis shows that the competency formula mediates the negative impacts of PEU on two dimensions of creativity – that is, novelty and utility. The fsQCA testing generated contrasting findings and revealed that uncertainty, along with the formula elements, is a unique antecedent condition and opportunity for employees’ CP. The inconsistent findings indicate asymmetrical and complex relationships between the proposed antecedents and outcomes in the case of employee creativity.Practical implicationsA combination of symmetrical and asymmetrical approaches is necessary to uncover the complex relationships among employees, organizations and the environment. This study shows that organizational agility, competency strategies and comprehensive strategic management processes can be configured to explain positive outcomes for organizations during uncertain circumstances. The findings can be used by human resource practitioners to maximize employee creativity and enhance organizational performance.Originality/valueTo the best of the authors’ knowledge, this study is the first to use symmetrical and asymmetrical testing to address the inadequacy of explaining employee CP in complex and uncertain environments, and highlight the crucial role of the competency formula in enhancing novelty and utility dimensions of CP. This research examines the impact of various internal and external factors (i.e. individual, organizational and contextual) on employee creativity within the hospitality industry.

Is humility in leadership a promoter of employee voice? A moderated mediation model

PurposeIn this study, we provide a better understanding of the role of leader humility in employee voice by examining simultaneously the mediating role of intention to share knowledge and the moderating role of organizational tenure. Design/methodologyWe developed and tested a mediated moderation model. The study hypotheses were tested with partial least squares structural equation modeling techniques. FindingsResults from 309 medical representatives supported the study hypotheses, indicating that leader humility is related to employee voice via intention to share knowledge, and this relationship is stronger for shorter-tenured employees than for longer-tenured ones. The study also provides implications for both theory and practice. Practical implicationsThe study provides empirical evidence in support of the positive effect of leader humility on employee voice. Therefore, we suggest that executive administration should pay particular attention to promoting humility in leadership to appropriately manage extra-role behavior such as employee voice. OriginalityRecently, leader humility has attracted scholarly attention in organization studies. It is considered a key antecedent of employees’ extra-role behavior and a contextual factor that is associated with many positive employee and organizational outcomes.