Organizational Reputation Research Articles

From performance to morality: How politicians frame bureaucracy, its organizations, and public sector employees

AbstractPoliticians frequently voice criticisms vis‐à‐vis bureaucracy, its organizations, and its employees. Previous studies point at the negative impact of this “bureaucratic bashing” on public sector morale, recruitment, retention, and citizen perceptions. Yet, systematic evidence on bashing remains sparse, with even less known about its counterpart: bureaucratic praising. This article aims to fill this gap by conceptualizing both phenomena as forms of framing, by distinguishing macro‐, meso‐, and micro‐levels, and by innovatively using organizational reputation theory to develop a multidimensional framework for the systematic analysis of bureaucratic framing. Empirically, we apply this framework to a novel dataset of 70,853 hand‐coded tweets posted by 33 Dutch politicians, covering a wide range of ideological viewpoints. We find that politicians do not so much frame the civil service performatively, in terms of being lazy (or hard working), but rather bash or praise bureaucratic organizations for their (im)morality, whereby four moral subdimensions can be identified.

Healthcare can't stop evolving: innovation as the catalyst for unleashing the managerial potential of value-based healthcare by stimulating intangible assets and enhancing organizational resilience.

With increasing healthcare service utilization and the introduction of costly therapies, healthcare organizations are pressured to deliver cost-effective services within constrained budgets. Rising costs and the need for efficient healthcare delivery are major concerns for governments, insurers, and health plans. It aims to understand the impact of these intangible assets on creating value and organizational resilience in healthcare, informing better practices and strategies for VBHC implementation. An applied research approach using the Work Breakdown Structure (WBS) methodology was adopted. The research was divided into seven interconnected Work Packages (WPs), each designed to investigate different aspects of the integration between VBHC and intangible assets, with a focus on enhancing organizational resilience through innovative health processes. Key methodologies included literature reviews and qualitative analyses, employing Open Innovation and Design Thinking. The study revealed a dynamic interplay between VBHC, organizational resilience, and intangible assets. It showed that managerial effectiveness is influenced by direct patient outcomes and elements like intellectual capital and organizational reputation. Data integration from various Work Packages provided new insights into how intangible assets underpin VBHC strategies, proposing novel management approaches. Findings highlight the essential role of intangible assets in enhancing service delivery and fostering sustainable healthcare practices. The study highlights a significant oversight in the integration of intangible assets within healthcare organizations, despite their crucial role in optimizing VBHC. It supports literature emphasizing the importance of intellectual capital and organizational culture in enhancing healthcare management efficiency and resilience. A paradigm shift in VBHC to include these assets is needed for building a more adaptable and sustainable healthcare system. This integration can lead to better clinical outcomes, patient satisfaction, and overall healthcare efficiency, aligning more closely with VBHC goals. Recognizing and effectively managing intangible assets are paramount for the successful implementation of VBHC and enhanced organizational resilience. Strategic integration of these assets into healthcare management practices can significantly improve patient outcomes and create a more sustainable, patient-centered, and resilient healthcare system. Future studies should develop methodologies for robust measurement and integration of these assets to fully realize the potential of VBHC.

The Impact: Employer Brand, Corporate Social Responsibility, and Organizational Reputation in Job Application Intentions

The Impact: Employer Brand, Corporate Social Responsibility, and Organizational Reputation in Job Application Intentions

Investigating Data Protection Compliance Challenges

In today's landscape, safeguarding sensitive data is crucial for Organizations, but navigating data protection regulations and ensuring compliance is increasingly challenging. This research project explores Organizations' hurdles in achieving data protection compliance, offering insights to develop more effective strategies. A survey via Google Forms gathered insights from data protection experts and professionals, revealing key challenges such as difficulty understanding complex regulations, limited resources, and obstacles in implementing compliance measures. The study also reviewed the existing data protection regulatory framework and relevant literature, uncovering a common theme of confusion and a gap between regulatory requirements and practical application across Organizations. The research recognises that data protection extends beyond regulatory compliance, reflecting the evolving expectations of individuals and customers regarding the ethical handling of their data. This underscores the importance of data protection as both a legal and ethical responsibility closely tied to organisational reputation and public trust. The findings highlight the need for more precise, accessible guidelines and support mechanisms to bridge the gap between regulatory demands and organisational implementation. By addressing these challenges, Organizations can strengthen their data protection measures, foster trust, and ensure the security of sensitive information.

Diversity, equity, and inclusion programs' emphasis on symbolism: Causes and consequences

SummaryIn this article, we attempt to explain why diversity, equity, and inclusion (DEI) programs have become so widespread and central to organizations today. We propose that organizations have responded to powerful societal forces that emphasize the importance of diversity. Because achieving diversity is often difficult, organizations often emphasize the symbolic aspects of diversity, including mission statements on diversity and the creation of units to promote the organization's DEI reputation. This emphasis on diversity symbolism has led to some unintended and negative consequences. A major consequence is that organizations become vulnerable to the charge that they are engaging in “window dressing.” This charge can lead organizations to respond by setting even more difficult‐to‐achieve goals. We cite illustrative examples in which stakeholders have called on organizations to actually achieve diversity, prompting a new round of diversity‐related goal‐setting sometimes accompanied by legally questionable human resource procedures (e.g., preferential hiring). Another negative consequence of diversity symbolism is that it incentivizes a focus on surface rather than deep dimensions of diversity. This displacement of deep by surface level diversity may cause organization to forgo the advantages potentially afforded by the former relative to the latter. We suggest that the tradeoffs inherent in DEI warrant caution and realism in program implementation.

Retelling the past crisis: Crisis memory and its influences on organizational reputation and public responses

Past crises are often collectively retold, recalled, and reconstructed on social media when a new crisis occurs, resulting in a special form of collective memory in crisis communication contexts: crisis memory. Through the lens of social constructionism, this study explores the crisis memory of SARS co-created on Chinese social media during COVID-19. First, based on a content analysis of 5677 Weibo posts, seven types of crisis memory narratives are identified (nationalism, heroism, identity, trauma, criticism, historical reference, and personal experience), and their differential usages by multiple users are analyzed. Second, with an online survey of 785 Chinese netizens, the influences of these crisis memory narratives on various perceptions (perceived organizational reputation, perceived threats, and perceived self-efficacy) and behaviors (protective behaviors) in the unfolding public health crisis are examined. Overall, this study provides a new perspective for crisis communication research that moves beyond the strategic communication of current crises to involve constructed narratives of past crises.

Under attack: Why and how I-O psychologists should counteract threats to DEI in education and organizations

Abstract In recent years, there has been an alarming increase in both proposed and enacted legislation that targets diversity, equity, and inclusion (DEI) initiatives within higher education and organizations. These laws aim to dismantle protections and support for vulnerable individuals and groups. In this focal article, we provide an overview of the motives driving these anti-DEI legislative initiatives and categorize the laws based on the type of restrictions they impose: (a) reduction in knowledge, (b) reduction in access, and (c) reduction in support. Next, we discuss the consequences these anti-DEI laws yield for individuals, organizations, and society at large and provide an overview of how individuals and organizations may counteract these regressive policies. Last, we conclude with a call to action for I-O psychologists to investigate and call attention to the consequences of anti-DEI laws for recruitment and selection, well-being and safety of minoritized individuals, organizational reputation, and organizational performance and profits.

Corporate identity management: A study of employees’ perceptions in the context of the retail and the hospitality and tourism sectors

This research delves into the evolving landscape of corporate identity and its interplay with corporate reputation. To construct a relevant corporate identity scale, we relied on the existing literature and conducted comprehensive interviews with personnel in the hospitality and tourism, and retail sectors. We then gathered survey responses from 690 individuals in hospitality and tourism, and 649 in retail, to evaluate the corporate identity scale's dimensions and its link to corporate reputation. Our findings validate the proposed model, highlighting that corporate reputation is significantly shaped by various facets of corporate identity. Notably, empowerment directly influences corporate reputation, while elements like corporate purpose, strategy, culture, and a climate fostering inclusion and diversity have an indirect impact. The study underscores the importance of cultivating an inclusive, supportive workplace that prioritizes employee well-being and empowerment, thus underscoring employees’ pivotal role in enhancing an organization's reputation.

Research Ethics: Ideas and Practices of Russian Young Scientists

Scientists’ misconduct in their research activities is an important problem for science in many countries, including Russia. It leads to negative consequences both for the quality of scientific knowledge obtained and for the reputation of researchers and scientific organizations. However, there is still a small number of empirical studies of this problem in Russia. This work is based on a survey method to explore the ideas of young scientists from all federal districts of Russia about research ethics and the situations of ethical dilemmas that they encounter in their work. In accordance with the chosen theoretical framework: ideas about ethics as an action that is situational by nature, determined by sustainable practices and patterns, the survey was conducted in two stages: an open question about situations of ethical choice in research activities, on the basis of which a detailed questionnaire was then created. As a result, it was revealed that the vast majority of young scientists are faced with situations of violation of ethical standards both in scientific publications and communications, and in the processes of organizing research work. Violations of research procedures, data manipulation, falsification of research results – this is a set of violations in the organization of research that almost three-quarters of respondents encountered themselves or heard about such situations from colleagues. However, there are gaps in consensus about the sources of knowledge about ethics and a lack of institutional practices to prevent violations such as the work of ethics committees or ethical standards.

The Effect of Leadership Style on Improving Employee Performance

Leadership style significantly impacts the organization's long-term viability. On the other hand, leadership style can also affect an organization's reputation. This study intends to investigate the relationship between corporate reputation and leadership style, which has consequences for raising worker productivity. An online poll targeting employees in different work units and businesses in Indonesia was used to obtain the data. The study's findings can advance understanding, particularly in terms of the way that corporate reputation mediates the relationship between leadership style and employee performance. This research also has practical implications for management in an organization to be more aware of the role of organizational reputation that can influence employee performance. In addition, the quality of leaders is also one of the main drivers of organizational reputation, so a good reputation will create a climate of fair work competition for employees to improve their performance.

Managing Neurodiversity in Workplaces: A Review and Future Research Agenda for Sustainable Human Resource Management

This review article explores the scientific literature on managing neurodiversity in workplaces, aiming to identify emerging research directions, gaps, and methods used. A systematic literature review in the hybrid form was implemented, combining bibliometric analysis and structured review. A review of selected social sciences publications from the SCOPUS database was conducted. The literature review reveals a lack of research linking neurodiversity with human capital management. Key findings indicate that neurodivergent individuals contribute unique talents contingent on appropriate management strategies. The research identified in the reviewed literature in the scope of managing neurodiversity in workplaces primarily focuses on four areas: the well-being of individuals with autism, inclusion strategies, employment challenges, and recruitment transformations. The review identified 22 articles addressing the following areas: mental health and quality of life, inclusive workplace designs, psychological perspectives, and human resource practice adaptations. Additional studies cover family relationships, emotional intelligence, and the need for new research approaches, predominantly using qualitative methods. The study concludes that more theories, methods, and contexts are needed to support neurodivergent employees. Future research should develop integrated solutions to enhance employment rates and reduce turnover, using theories like Self-Determination Theory and Universally Designed Synergistic Supervision. Integrating neurodiversity into sustainable human resource management practices can enhance innovation, employee satisfaction, and organizational reputation. Continuous policy improvement is crucial for long-term success and inclusivity.

To see, or not to sea: Differing performance outcomes from visible and private health inspections in the U.S. cruise travel industry

Regulators and rating agencies can reassure consumers by monitoring firms and by publicizing these efforts and their results. However, consumers are not always uniformly aware of these monitoring efforts. I adapt theory about reputational mechanisms to predict that organizations will perform better in response to monitoring that is visible to market participants, versus monitoring that is conducted privately. I also examine two moderators, each involving the theorized mechanisms driving this effect, that could strengthen the relationship between visible inspections and performance. I test associated hypotheses using a natural experiment that randomly allocated health inspections across cruise ships within and outside of passenger sailings. Findings contribute to the literature on organizational reputation, by revealing differences driven by the visibility of information about organizations in the marketplace.

How does corporate social irresponsibility affect organisational reputation? The mediating role of moral anger and distrust

PurposeOnce established, a strong reputation is not indestructible. To protect this intangible asset, the process of reputation damage needs to be explained. Drawing on the irresponsibility and crisis communication literature, this study seeks to better understand this process. Specifically, this study aims to show how moral anger and distrust mediate the relationship between the awareness of an irresponsible incident and organisational reputation.Design/methodology/approachThis study examined the proposed conceptual model in the empirical context of retailers bending the law. A large survey (n = 991) on consumer responses to retailers’ misbehaviour was used to collect data. The hypotheses were tested using Hayes’ PROCESS macro.FindingsThe study revealed that the mere awareness of corporate misbehaviour is not enough to directly harm accumulated positive information about a firm. Discrete emotions of moral anger and distrust fully mediate the effects of knowledge about wrongdoing. The irresponsibility appraisal is a moderator of this process that substantially changes the impacts of misbehaviour on organisational reputation.Originality/valueBy demonstrating how moral anger and distrust mediate the effects of misbehaviour awareness and identifying a boundary condition, this study advances our understanding of how corporate wrongdoing affects organisational reputation.

The Influence of Organizational Ideology on Organizational Reputation - Analytical Research in the Ministry of Education

The current research aims, through the variables it includes, to test the effectual relationship of organizational ideology on organizational reputation, Provide clarifications about the research variables and identify them more accurately and in detail, within the intellectual, philosophical and applied framework, and build a realistic, simplified and acceptable model, linking the variables and dimensions of the research, consistent with and simulating the reality of the work environment of the researched organization, the research problem represented the challenges that organizations face, These challenges created a problem regarding the ideology of organizations in terms of commitment, organizational loyalty, and conformity of values, This problem was reflected in the level of the organization's reputation, The researchers took the Ministry of Education as an organization to apply the study to, and the adoption of an intentional sample represented by department managers. Their number reached (112) managers, and the number of valid questionnaires for testing was (109), and the adoption of the questionnaire tool for measurement, and the adopted the statistical methods, which were represented by examining and testing the study measurement tool, descriptive analysis and data iterations, and test the effect between research variables, The most important results have been shown the existence of a positive and direct correlation and influence relationship between the research variables in its study of the reality of the environment of the researched organization, it explains that there is a relationship between organizational ideology in achieving a good organizational reputation for the researched organization.

Animal Welfare Guidelines for International Development Organisations in the Global South.

International development organisations have improved billions of human lives in the Global South. However, in both their projects and advice to governments, most of these organisations neglect animal welfare. This blindspot matters. Poor welfare standards risk the organisation's reputation, particularly with donors; they reduce livestock lifespans and productivity, harming recipients; and they cause animals unnecessary pain and suffering. Here, we set out animal welfare guidelines for international development organisations. They were developed through extensive stakeholder engagement with organisations, donors, and recipients, especially in Africa. To comprehensively cover animal welfare, the guidelines encompass governance structure within the organisation, staff training, standard operating procedures, water, food, housing, social isolation, enrichment, drainage and waste disposal, disease, invasive procedures, transport, slaughter, breeds, record-keeping, and monitoring and evaluation of success. We urge international development organisations to adopt and institutionalise these guidelines, so they promote good animal welfare.

Effects of University’s Social Media Presence on Students’ Organizational Media Use and Loyalty

ABSTRACT Nonprofit and public sector organizations increasingly rely on social media platforms to strengthen their relationships with key stakeholders. Prior research, especially in the for-profit marketing field, indicates positive effects of customers’ engagement with brand-related social media content on their loyalty toward the brand. The present paper examines these effects in the experientially rich and transformative context of higher education institutions (HEI). Our conceptual model also comprises new potential antecedents relating to the specific context. The results from the structural equation modeling, based on responses from 764 students at a Swiss HEI, indicate significant yet small positive effects of students’ social media engagement (SME) on their loyalty. Positive word-of-mouth behavior and loyalty intentions are primarily influenced by identification with the university. Attitude toward the published content, perceived organizational reputation, and student integration significantly influenced SME, whereby the latter two antecedents showed only a weak effect. In conclusion, SME as a behavioral construct seems to be another expression of existing student loyalty rather than an effective tool to foster loyalty.

Modeling Cybersecurity Operations to Improve Resilience

AbstractIn this paper, we explore the concept of operational resilience of a network or system of computer systems, focusing on the processes of a cybersecurity team within the multi‐disciplinary network security operations center. The computer system under examination has faced a cyber‐attack that has reduced its capability. The organization's reputation is damaged temporarily but can be restored if the network security operations center can quickly restore the organization's ability to produce desired results. After a cyber‐attack, we examine the processes for restoring the system's capability to its original level. These processes will happen sequentially and require close coordination of the cybersecurity team members. We examine a balanced and adaptive assignment policy within the cybersecurity organization to the various processes, showing how these policies can impact the speed with which the system's capability can be restored. Our findings reveal that the adaptive assignment policy among the team members can increase the system restoration rate even though recovering the complete capability of the system may be the same.

Machine Learning in Cybersecurity: Advanced Detection and Classification Techniques for Network Traffic Environments

In the digital age, the integrity of business operations and the smoothness of their execution heavily depend on cybersecurity and network efficiency. The need for robust solutions to prevent cyber threats and enhance network functionality has never been more critical. This research aims to utilize machine learning (ML) techniques for the meticulous analysis of network traffic, with the dual goals of detecting anomalies and categorizing network activities to bolster security and performance. Employing a detailed methodology, this study begins with data preparation and progresses through to the deployment of advanced ML models, including logistic regression, decision trees, and ensemble learning techniques. This approach ensures the accuracy of the analysis and facilitates a nuanced understanding of network dynamics. Our findings indicate a notable enhancement in identifying network inefficiencies and in the more accurate classification of network traffic. The application of ML models significantly reduces network delays and bottlenecks by providing a strong defence strategy against cyber threats and network shortcomings, thereby improving user satisfaction, and boosting the organizational reputation as a secure and effective service layer. Conclusively, the research highlights the pivotal role of machine learning in network traffic analysis, offering innovative insights and fresh perspectives on anomaly detection and the identification of malicious activities. It lays a foundation for future explorations and acts as an evaluation benchmark in the fields of cybersecurity and network management.

THE ROLE OF EDUCATION AND TRAINING IN FOSTERING WORKPLACE DIVERSITY AND INCLUSION IN DIGITALLY ORIENTED ORGANIZATIONS

The aim of this paper is to emphasize the role and importance of employee education and training in digitally oriented organizations so that they can recognize, comprehend, and accept diversity and inclusion in the workplace. Digitally oriented organizations have the advantage of remote work and flexible working hours, which allow for the inclusion of individuals who may not meet the requirements of traditional work environments, involving physical presence for eight hours a day. Conducted desk research shows that education and training on diversity and inclusion in digitally oriented organizations have an important role in raising awareness, promoting understanding, and supporting positive behaviors within all employees. The main advantages of workplace diversity and inclusion are a more diversified and high-quality pool of candidates, a better organizational reputation among employees, increased innovation, and higher profitability. To fully realize these benefits, it is essential that all employees wholeheartedly embrace and foster diversity and inclusion. This paper's theoretical implications include a systematic review and analysis of existing literature on the topic, while practical implication is in providing key recommendations to leaders and managers for achieving high levels of diversity and inclusion in the workplace through education and training.

The role of transformational leadership in enhancing organizational reputation A field study on administrative staff in health affairs in Jeddah

The role of transformational leadership in enhancing organizational reputation A field study on administrative staff in health affairs in Jeddah