Social Loafing Behavior Research Articles

Do the strategic innovative organizations reduce social loafing behaviors?

This research aims to determine the effects of strategic innovation on employees’ social loafing behaviors. This mentioned relationship has been analyzed with 138 out of 170 employees working at the same hotel chosen by the convenience sampling method from Antalya/Turkey. The results showed that there is a statistically significant and negative relationship between social loafing and strategic innovativeness. Furthermore, strategic innovativeness is a descriptor of social loafing behaviors. Satisfactory results were obtained as predicted before and some suggestions for the managers and future researchers were given. The topic has a unique value in relevant literature in terms of combining both management and marketing areas.

A two-way perspective on social loafing and organizational cynicism

The aim of this study is to reveal the effects of the relationship between social loafing and organizational cynicism. The sample of the study was selected using stratified cluster sampling method, comprising 71 schools and 1043 teachers working in primary and secondary schools in Pamukkale district of Denizli province. In the study, relational screening model and quantitative methods were used. The data of the study were collected using Organizational Cynicism Scale and Perceived Coworker Loafing Scale. During the data analysis, parametric tests were used on account of normal distribution. Pearson Product Moment Correlation tests as well as multiple and simple linear regression analyses were performed to examine the sub-problems of the study. Owing to the characteristics of the measurement tool, the predictive power of both variables was measured using a two-way perspective. The results of the study revealed that organizational cynicism is a predictor of social loafing and there is a positive and moderate relationship between them. It was seen that as teachers' organizational cynicism attitudes increased, social loafing behavior also increased. At the same time, social cynicism was found to be the predictor of organizational cynicism and it was suggested that when teachers' social loafing behaviors increased, organizational cynicism attitudes also increased. According to these results, it was concluded that both variables affect each other. Key words: Organizational cynicism, social loafing, teacher, primary school, secondary school.

Understanding Three Components of Organizational Commitment in Workgroups and their Relationships with Innovative Behavior

Objectives: In the age that requires much focus on the creativity and destructive innovation, team or group-based work environments are prevalent and it is increasingly important for organizations to find and nurture innovative employees who attached to the organizations. In this study, we empirically tested a causal model to foresee innovative behavior consolidating the literatures on organizational commitment and social loafing. Method: With 435 samples collected from employees currently working in various industries in Korea, an empirical test was implemented using SPSS 23 and LISREL 8.54 statistical software package. CFA, a step-wise hierarchical regression, and bootstrapping for medication effect analysis were conducted for hypothesis tests. Results: Results from SPSS and structural equation modelling (SEM) using LIREL revealed that affective commitment was significantly and negatively related to social loafing, whereas normative commitment and continuance commitment were positively related to social loafing. And social loafing had a significantly and negatively effect on innovative behavior and social loafing played a partial mediating role on the relations between the subscales of organizational commitment and innovative behavior. Conclusion: This study provides findings that those who emotionally attached to organization (affective commitment) were more likely not to be involved in social loafing behavior in workgroup settings, whereas those who have obligation to remain with the organization (normative commitment) and who were sensitive to the perceived costs associated with leaving organization (continuance commitment) were more likely to pay less efforts when working collectively than when working individually. And social loafing had a significant and negative effect on innovative behavior and played a mediating role in the relations between the three components of organizational commitment and innovative behavior. Given the findings from the current study, managers and management are recommended to pay more attentions to these differential effects of individual employees’ commitment type on workgroup and innovative behavior, and to pay further attempts finding initiatives to minimize social loafing behaviors, which in turn give adverse effects on innovative behavior.

Üniversite Öğrencilerinin Grup Çalışmalarında Sosyal Kaytarma Davranışlarına İlişkin Görüşleri: Nedenler ve Olası Çözümler

Grup calismalari, bircok bakis acisindan ve yonelimden yararlanarak inovatif cozumler uretmeye ve cok yonlu bir anlayis kazanmaya yardimci olmasi nedeniyle universite ogrencileri icin oldukca elverisli bir ogrenme ve gelisme ortami sunabilmektedir. Buna karsin grup buyuklugu, gorevin anlamliligi, grup uyesinin gruba katki sunmada yetersiz kalabilecegi dusuncesi, grup uyelerinin farkli ozgecmis ya da deneyimlere sahip olmasi gibi nedenler, grup uyelerinin daha az bedensel ya da bilissel caba sergilemesine ve/veya gorevini ihmal etmesine zemin hazirlayabilmektedir. Davranis bilimleri alanyazininda 'sosyal kaytarma' olarak nitelendirilen ve is yavaslatma, kayitsizlik, kasitli olarak dusuk performans sergileme, gorevi ihmal, geri cekilme, savsaklama ve kendi kendini sinirlama gibi bicimlerde ortaya cikan davranislar, grubun ve grup uyelerinin performansi uzerinde dogrudan etkiye sahip olabilmektedir. Bu dogrultuda, bu arastirmanin amaci universite ogrencilerinin grup calismalarinda gozledikleri ve deneyimledikleri sosyal kaytarma davranislarina iliskin goruslerinin belirlenmesidir. Veri toplama araci olarak Jassawalla, Malshe ve Sashittal (2008) tarafindan gelistirilen, uc olcek ve uc anket olmak uzere alti bolumden olusan Grup Calismalarinda Sosyal Kaytarma Anketi Turkce gecerlik ve guvenirlik calismalari yapilarak kullanilmistir. Arastirmaya, bir devlet universitesinden yedi fakultede 26 farkli programdan 374 universite ogrencisi katilmistir. Arastirma sonuclari, grup uyesinin sessiz kalmasi ve gerektigi sekilde katki sunmamasinin en sik karsilasilan kaytarma davranisi oldugunu; bu davranislarin sonucunda diger grup uyelerinin zaman kaybettigini ve daha cok calismak zorunda kaldigini; grup uyelerinin cogunlukla kaytaran kisiye ima yoluyla tepki gosterdigini ve ogretim uyelerinden ise bireysel cabalari farkli yollarla degerlendirip 'kimin ne yaptigina iliskin' donem ortasi raporu sunma gibi beklentilerinin oldugunu gostermistir.

RELATIONSHIP BETWEEN SOCIAL LOAFING BEHAVIOURS ON ORGANIZATIONAL CULTURE TYPE: AN EVALUATION ON SEARCH AND RESCUE EMPLOYEES

Disasters require readiness since they are cases which do not have a certain time to occur. Rapid intervention during and after disasters is vital in saving life. Being ready for every assist from the moment of the case is only possible when disaster employees make correct decisions. An effective disaster management includes all necessary efforts before, during and after disasters and they must prevent social loafing. Because their work is rescue life. This study aims that investigate of search and rescue persons? organizational culture and relation with the social loafing behavior. This studies main group is search and rescue team workers who work in Turkey. Survey questions were sent online and we had 341 valid questionnaires in return. The acquired data were analyzed with SPSS 15.0 statistical program. Research results explained that perceived organizational culture and solidarity affects to social loafing behavior perception. At the same times, which are part of organizational culture, it has observed that socialization has significant negatively effect on social loafing behavior. In the disaster and emergency service industry which is the corporately and group joint working are important, the businesses should compose social culture with improving their solidaristic and social personality, so they will obstruct undesirable attitudes like social loafing.

Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs

Researches have mainly been focused on Organizational Citizenship Behavior (OCB) positive effects to organizations. On the other hand, Compulsory Citizenship Behavior (CCB) is a rather new subject in both national and international literature. Transformation of organizational citizenship behaviors, which are expected to have positive effects on the organizational success into CCB due to various administrative and social pressures, brings about numerous negative consequences for employees and the organization. But the quantity of studies conducted on this subject is very limited for the time being. In this framework, the main aim of this study is to contribute to literature by analyzing the dynamics of CCB in a different culture and different line of business. In this study, relations between CCB and some positive and negative organizational attitudes and behaviors are examined. 635 people working in various accommodation businesses have participated in this research. Findings have shown that CCB is positively correlated with negative organizational consequences; and negatively correlated with positive organizational attitudes and behaviors. According to this, manager/supervisor related CCBs increase employees’ intentions to quit work, their level of burnout, job stress, social loafing behaviors, and conflict with their colleagues; and decrease their innovative behaviors, identification with the organization, and individual oriented OCBs.

Social loafing behaviors: The role of trust in supervisor and perceived organizational politics

This study examined the effects of trust in supervisor on employees' social loafing behaviors. Furthermore, this study explored the mediating role of perceived organizational support (POS) on the r...

Motivation And Inequities As Antecedents Of Social Loafing In Marketing Group Projects

In a group project environment, students often do not fulfill their obligations in hopes of benefiting from the work of others. This phenomenon is referred to as social loafing. Group performance researchers have consistently observed that individuals exert less effort when their efforts are pooled compared to when their efforts are considered individually. This study examines the role of motivation and its components (Expectancy, Instrumentality, and Valence), as modeled by Expectancy-Value theory, in controlling the phenomenon of Social Loafing in marketing group project situations. The study further examines the effects of student equity/inequity perceptions on the social loafing phenomena. Data from marketing research students were collected to examine hypotheses based on expectancy-value and equity theories. Results suggest that when instructors clearly and forcefully provide guidance that tend to reinforce expectancies, the social loafing behavior is likely to decline. Findings also suggest that creating and forcefully enforcing equitable rules and guidelines can reduce social loafing. In addition, instructors can assist in creating an environment where students perceive a higher degree of control on classroom activities, further reducing social loafing phenomenon.

The effects of contingent relationship magnitude between pay and performance on social loafing behaviors

The main purpose of this study was to compare the effects of contingent relationship magnitude between pay and performance on social loafing behaviors and perception of the distributive justice. Sixty-four college students were applied in an ABC/ACB counter-balancing mixed factorial design(A: the high contingent relationship magnitude between pay and performance on individual performance, B: the high contingent relationship magnitude between pay and performance on team performance, C: the low contingent relationship magnitude between pay and performance on team performance), each participant attended 12 sessions in total. For this study, a brainstorming task was developed. The dependent variable was the sum of total idea frequency in the brainstorming task and the perception of the distributive justice. Analyses showed that each condition of contingent relationship magnitude between pay and performance had effectiveness in team idea frequency and perceived distributive justice. Result indicated that teamwork was better than individual work on performance. Also, the result suggested that social loafing behaviors or perception of the distributive justice could be effected depend upon the extent to which how the contingent relationship magnitude between pay and performance on team performance.

The Effects of Contingent Relationship Magnitude between Pay and Performance on Social Loafing Behaviors

The main purpose of this study was to compare the effects of contingent relationship magnitude between pay and performance on social loafing behaviors and perception of the distributive justice. Sixty-four college students were applied in an ABC/ACB counter-balancing mixed factorial design(A: the high contingent relationship magnitude between pay and performance on individual performance, B: the high contingent relationship magnitude between pay and performance on team performance, C: the low contingent relationship magnitude between pay and performance on team performance), each participant attended 12 sessions in total. For this study, a brainstorming task was developed. The dependent variable was the sum of total idea frequency in the brainstorming task and the perception of the distributive justice. Analyses showed that each condition of contingent relationship magnitude between pay and performance had effectiveness in team idea frequency and perceived distributive justice. Result indicated that teamwork was better than individual work on performance. Also, the result suggested that social loafing behaviors or perception of the distributive justice could be effected depend upon the extent to which how the contingent relationship magnitude between pay and performance on team performance.

Justice perceptions and drives of hotel employee social loafing behavior

Justice perceptions, justice-related satisfaction, employee commitment, and turnover intention are several positive or negative factors influencing employee social loafing behavior. This study analyzed the relationships between these variables in the context of China's hotel industry. A total of 585 valid responses were collected from employees within different departments at 43 hotels in mainland China. Lisrel 8.80 software was used to test structural equation models and hypotheses in this study. Results show that employee commitment is an important mediator, while turnover intention is the main drive of employee social loafing behavior, and justice-related satisfaction significantly influences employee commitment. Findings of this study can be instructive to hotel managers to improve service quality and guests’ satisfaction with hotels.

Building the Emotional Intelligence and Effective Functioning of Student Work Groups: Evaluation of an Instructional Program

Group-based learning is common practice in university classrooms. Despite the frequent student complaint of social loafing from teammates, methods for teaching students how to address teamwork issues are rarely incorporated into group assignments. Students are instructed on their final product, rather than their group process. In this article, an instructional method based on group emotional intelligence (GEI) theory for assisting students in addressing potential group derailment is described. The effectiveness of the model for building strong group norms and reducing social loafing was evaluated using a comparison group design. Formative and summative evaluation results are presented. Findings suggest that the instruction positively affected group handling of emotions and reduced social loafing behaviors.

Exploring and mitigating social loafing in online communities

The motivation to share members’ knowledge is critical to an online community’s survival and success. Previous research has established that knowledge sharing intentions are based on group cohesion. Several studies also suggested that social loafing behavior will seriously corrode group cohesion. Therefore, social loafing is a key obstacle to fostering online community development. Although substantial studies have been performed on the critical factors that affect social loafing in the learning group, those on online communities are still lacking. By integrating two perspectives, social capital and perceived risk, a richer understanding of social loafing behavior can be gained. In the research model, social ties and perceived risk have been driven by anonymity, offline activities, knowledge quality, and media richness. Social ties and perceived risk are hypothesized to affect social loafing in the online community, which, in turn, is hypothesized as negatively affecting group cohesion. Data collected from 323 online users in online communities provide support for the proposed model. The study shows that social loafing is a significant negative predictor of the users’ group cohesion. The study also shows that social ties and perceived risk are important components of social loafing. Anonymity, offline activities, knowledge quality, and media richness all have strong effects on social ties and perceived risk in the online community. Implications for theory and practice and suggestions for future research are discussed.

Exploring the Effect of Distance: An Experimental Investigation of Virtual Collaboration, Social Loafing, and Group Decisions

Contemporary businesses are rapidly embracing virtual collaboration as a flexible, cheaper, and more efficient method for conducting group work. Past research has shown, however, that virtual groups operate quite differently than face-to-face groups. In this study, Social Impact Theory provides a framework to investigate whether virtual collaboration heightens social loafing—the tendency for individuals to contribute less than full effort to a group. The theory predicts that member distance, inherent in virtual collaboration, increases the propensity of group members to loaf, and decreases group performance. Two hundred seventy-nine participants assigned to face-to-face or virtual groups completed a business resources allocation task. Results suggest that virtual collaboration negatively affects group performance and that social loafing behavior may partially explain this result. The findings imply that organizations should carefully consider whether virtual collaboration can be seamlessly substituted for face-to-face group interaction.

Preference for Group Work, Winning Orientation, and Social Loafing Behavior in Groups

The authors developed a multilevel interactive model for predicting social loafing behavior in groups and tested this model in a study of 367 individuals working in 102 groups during a 4-month period. Study results revealed the importance of integrating both person (preference for group work and winning orientation) and situation (task interdependence) factors in predicting social loafing. Preference for group work was consistently and negatively related to social loafing behavior (self-reported and peer rated), and this relationship was moderated by both winning orientation and task interdependence. As predicted, group members were more likely to self-report social loafing when their preference for group work and winning orientation were both low. Peer-rated social loafing was most likely when preference for group work, winning orientation, and task interdependence were all low, as predicted. Theoretical and practical implications of the results are addressed, and several directions for future research are outlined.

Teamxchange: A Team Project Experience Involving Virtual Teams and Fluid Team Membership

TeamXchange, an online team-based exercise, is described. TeamXchange is consistent with the collaborative model of learning and provides a means of fostering enhanced student learning and engagement through collaboration in virtual teams experiencing periodic membership changes. It was administered in an undergraduate Organizational Behavior course over two 4-week sessions using WebCT classroom support technology. Quantitative and qualitative results demonstrate some support for the exercise objectives. Specifically, learning of course material, learning about teamwork, and confidence for working in virtual teams were enhanced among those without prior experience working in virtual teams. Team cohesiveness and social loafing behavior were lower in fluid teams than in stable teams. Finally, introverted individuals perceived themselves as having more influence and their teams as more cohesive and communicative than did more extraverted individuals. These results suggest the potential value of TeamXchange, especially for those who have not previously been exposed to virtual teams or who are normally more reticent in face-to-face team or large-class settings. Exercise implications and lessons learned are discussed.