Study Of Organizational Behavior Research Articles

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Employee Performance

This paper aims to identify research trends on values and organizational citizenship behavior (OCB) and their effect on employee performance globally. The Method used in this study is qualitative research with literature review. As for the data found, 109 documents were obtained and analyzed 2014-2023. This dataset was converted to CSV format andfor Bibliometrix in the analysis using VOSviwer. The study included publication distribution year, country, keywords, and authors. This study's findings show that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 became the year with the highest number of research publications on Citizenship Organizational Behavior and Employee Performance. Indonesia was identified as the country that contributed the most to the publication of this research, with studies in Citizenship Organizational Behavior, Job Rotation, and Physical Work Environment. This paper reveals the research trends and areas of Citizenship, Organizational Behavior, and employee performance. The results help scholars quickly understand the research of Citizenship Organizational Behavior

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Employee Performance

This paper aims to identify research trends on values and organizational citizenship behavior (OCB) and their effect on employee performance globally. The Method used in this study is qualitative research with literature review. As for the data found, 109 documents were obtained and analyzed 2014-2023. This dataset was converted to CSV format andfor Bibliometrix in the analysis using VOSviwer. The study included publication distribution year, country, keywords, and authors. This study's findings show that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 became the year with the highest number of research publications on Citizenship Organizational Behavior and Employee Performance. Indonesia was identified as the country that contributed the most to the publication of this research, with studies in Citizenship Organizational Behavior, Job Rotation, and Physical Work Environment. This paper reveals the research trends and areas of Citizenship, Organizational Behavior, and employee performance. The results help scholars quickly understand the research of Citizenship Organizational Behavior

ORGANIZATIONAL BEHAVIOR AND BUSINESS PSYCHOLOGY

This article provide delves into the interconnected fields of organizational behavior and business psychology, which explore the intricate dynamics shaping individual and group behavior in the workplace. Business psychology, a subfield of psychology, focuses on applying psychological theories to enhance workplace well-being and productivity. Meanwhile, organizational behavior studies how organizational structures influence employee performance and overall success. Both fields face challenges, including ethical considerations, cultural diversity, and the complexity of leadership. To address these challenges, researchers advocate for interdisciplinary collaboration, methodological advances, and ethical research practices. By navigating these complexities, scholars contribute not only to academic knowledge but also to practical solutions for optimizing organizational performance. In an ever-evolving business environment, understanding human behavior remains paramount for sustained success.

The Impact of Achievement Orientation on Goal Clarity

Purpose: This study is to enrich the scientific paradigm in the field of Islamic education management, and to explore the effect of achievement-oriented leadership style on the goal clarity, particularly the study of organizational behavior. Study design/methodology/approach: This study employs a quantitative research approach using the survey method. The population consists of all teachers employed in a private Islamic high school in one of the provinces in Indonesia. The sample size was determined to be 120 in number, selected through the area sampling technique. Data collection utilized a questionnaire featuring a Likert scale as the primary instrument. Findings: It revealed that being achievement-oriented has a direct positive impact on goal clarity. The conclusion of this study is that the achievement-oriented, approach influences the goal clarity of Islamic Private High School in one of the provinces in Indonesia. Originality/value: In light of these criteria, the observed t-value (11.11) surpasses the tabulated t-value (1.98), leading to the rejection of the null hypothesis (H0) and acceptance of the alternative hypothesis (H1). The research hypothesis asserts a direct influence of achievement-oriented heads of Islamic Private High School (X1) on the goal clarity of Islamic Private High School (X2), which is supported by the evidence.

Validation of a Job Satisfaction Scale among Health Workers

Background: Job satisfaction is a key focus in organizational behavior studies, particularly relevant in the healthcare sector and nursing. It influences patient care quality and staff retention and is shaped by the work environment, working conditions, managerial support, and interactions among colleagues. However, there is limited research specifically addressing the job satisfaction of nurses in Peru, a critical area in health administration. Objective: This study aimed to evaluate the metric properties of the S20/23 job satisfaction scale among Peruvian nurses. Methods: An instrumental research design was employed using a non-probabilistic sample of 325 nurses from two hospitals in Lima, Peru. The Chilean version of the S20/23 scale was used, comprising four dimensions of job satisfaction (relationship with supervision, physical work space, professional fulfillment, and training and decision-making opportunities). Data analysis included descriptive statistics, confirmatory factor analysis (CFA), and reliability tests using Cronbach's Alpha and McDonald's Omega. Results: The CFA revealed a satisfactory fit for the four-dimensional structure with 18 items (χ2 = 387.290, df = 124, p < .001, CFI = 0.92, TLI = 0.90, RMSEA = 0.08, SRMR = 0.05). The scale also demonstrated high reliability for each dimension: relationship with supervision (α = 0.90, ꞷ = 0.87), physical work space (α, ꞷ = 0.92), professional fulfillment (α, ꞷ = 0.88), and training and decision-making opportunities (α = 0.88, ꞷ = 0.84), with acceptable factor loadings (>0.70). Conclusions: The adapted 18-item S20/23 scale is a valid and reliable tool for assessing job satisfaction among Peruvian nurses. The study highlights the importance of specific job satisfaction dimensions, such as relationships with supervisors and professional development opportunities, in the Peruvian nursing context.

From Campus to Career: A Conceptual Paper on Emotional Intelligence and Graduates' Organizational Commitment

This study aims to explore the subtle connections that occur between university graduates' emotional intelligence and organizational commitment as they move from Campus to Career, intending to reduce the problem of high turnover rates prevalent among Chinese university graduates. The rising turnover rate among college graduates as a population poses a great challenge to society, companies, government departments, and educational institutions. While existing organizational behavior studies have mainly examined the impact on organizational commitment from the perspectives of economic and social factors, this study uniquely explores the impact on organizational commitment from the domain of psychological factors, i.e., from the perspective of emotional intelligence. In China, the emotional intelligence of fresh graduates is a key factor affecting employment stability. Therefore, this study highlights the key role of emotional intelligence in influencing graduates' organizational commitment. By shedding light on this critical relationship, this study aims to provide insights that can be used to reduce graduate turnover, increase organizational commitment, and contribute to a more comprehensive understanding of the characteristics that influence graduate organizational commitment in societies, firms, government departments, and educational institutions.

Development and validation of a scale for measuring organizational behavior: A comprehensive approach

Organizational behavior has long been a focus for researchers and academicians, and it is crucial for individual, team, and organizational achievements. There are debates about how to accurately measure organizational behavior, and existing scales have limitations. This paper offers a detailed view of developing scales in organizational behavior studies. This includes creating items, assessing content validity, pilot testing, refining items, validating the scale, and collecting data. The scale's validity and reliability are confirmed using statistical methods like exploratory and confirmatory factor analysis. The analysis results show the scale's legitimacy through factor loadings and reliability. The final scale is described, detailing the number of items and their specific dimensions. The discussion highlights the scale's benefits and limitations, its practical uses in organizational behavior research, and future research suggestions. This article is a thorough guide for researchers on creating effective and dependable measurement tools in organizational behavior.

Factors Affecting Employee’s Perception on Job Satisfaction: Case of United States International University (USIU)

Purpose: This study sought to establish the factors that affect employee’s perception on job satisfaction in USIU. Specifically, the study assessed the effect of employee’s perception of personal factors, social factors, and organizational factors on job satisfaction.
 Methodology: The research design was descriptive in nature, across-sectional survey based on selection of elements regarding the population of interest and presented in frequency and percentage distributions. The population in this study comprised 365 full time employees (both academic and administrative). A sample of 79 full time employees was targeted to represent the population of interest. The sampling technique used consisted of a non-probability sampling technique that was purposive sampling based on the population of interest. Questionnaires were tested through a pilot testing process and thereafter were distributed to 79 full time employees. The data was coded and entered in Statistical Package for the Social Sciences (SPSS), and analyzed via descriptive statistics then presented in tables for clarity and ease of understanding.
 Results: With respect to personal factors and job satisfaction, this study concluded that employees with strategic management styles were more characterized by conscientiousness and openness to experience, while those with strong interpersonal management styles were most characterized by extraversion, agreeableness, and high emotional stability. Thus, all Big Five traits should be given attention in the study and application of organizational behavior. In addition, social factors and job satisfaction, the study concluded that job satisfaction is affected by the demographic similarity between supervisors and subordinates by the way in which supervisors assign tasks, the extent to which subordinates and supervisors like and respect each other, and the role of fairness in the workplace. And final, in regard to the organizational factors and its effect on job satisfaction, the research study concluded that organizational reward system must be as objective and as fair as possible and be administered contingently on the employee’s exhibiting critical performance behaviors. Thus, employees should be rewarded in accordance to their contribution in the achievement of organization goal and observation.
 Unique contribution to theory, practice and policy: The study made several recommendations among them that employer (USIU) ought to give attention to all Big Five traits in the study and application of organizational behavior. It also recommended that USIU human resource department should propose organizational restructuring that influences the natures of interactions at work which affect coworker relationships and which in turn affect job satisfaction. It further recommended that USIU should go through a trial-and-error approach before they settle into unique reward systems that works best for their full-time employees.

Organizational Behavior in Small and Medium Enterprises: A Systematic Review and Future Research Agenda

The main objective of the research is to determine the impact of organizational behavior among small and medium-sized companies in the scientific literature between 2012 and 2022. The Prisma 2020 methodology (Preferred Reporting Items for Systematic Reviews and Meta - Analyses) was used for the processing of data obtained in the collection of articles supported by databases such as: Redalyc, Scopus, Dialnet and Scielo from which a total of 18 articles related to the study variable were obtained, 90% of them coming from Latin America, occupying the first place Colombia followed by Ecuador, all in Spanish language; on the other hand, the sectors and items that were used for the studies were 30% private and industrial educational sector. For the analysis of relevant information and keywords on the variable, ATLAS ti.22 was used, which allows identifying the concepts and topics with greater mention and relevance, among them: the authors indicate that the study of organizational behavior allows predicting the behavior of people within companies; it also helps to find the best work structure, identifies people's skills and improves the flow of horizontal and vertical communication; at the same time, it is the most complex to develop because each person is considered a genuine and unique link, which have different criteria, thoughts and points of view. In conclusion, it is argued that in order to maintain a good working environment within the company where effective labor relations based on ethical and moral values are fostered or executed, the full understanding and management of behaviors and attitudes among the members of the organization must be prioritized; only in this way will there be a satisfactory impact on the performance of the collaborators. This research will allow future researchers to link organizational culture with the performance and loyalty of their collaborators, prioritizing policies and norms that sustain harmony and efficiency in a company.

Crossing digital frontiers with cultural intelligence - a new paradigm for project managers

The evolution of the international business environment during the past twenty years due to globalization and the recent pandemic determined an increase in international projects requiring new organizational and individual capabilities to ensure project success. Cross-cultural competencies have been analyzed within the cross-cultural management field and organizational behavioral studies, with limited research available in the international project management field.Through a comprehensive literature review, the current research outlines the gap within the project management domain concerning the need triggered by the pandemic to acquire cross-cultural and digital abilities among project professionals. We disclose how the existent globalized virtual environment differs from the new one triggered by the pandemic due to the forced shift to the digital setting with a strong impact on in-person interactions, verbal and non-verbal communication.The originality of this work resides in the development of a novel project professional ability framework, including digital and cross-cultural components that emerged during the pandemic. Secondly, we propose the application of the identified cross-cultural and digital abilities within the project process group of the life cycle based on their scope and outputs.

IMPACT OF ORGANIZATIONAL CYNICISM ON TURNOVER INTENTION: MEDIATION BY WORK ALIENATION

Negative behaviors in the workplace affect well-being in the work environment. Organizational cynicism is frequently researched as one of the common negative behaviors in organizations. Individuals who experience cynicism may have turnover intentions. In addition, another negative concept closely related to turnover intention is work alienation. It is widely accepted that work alienation has a significant effect on turnover intention. The purpose of this study is to investigate the effect of organizational cynicism on turnover intention and to determine whether work alienation plays a role in this relationship. The research findings show that organizational cynicism has a significant and positive effect on turnover intention. In addition, there is a statistically significant relationship between organizational cynicism and work alienation. Finally, a partial mediating effect of job alienation was also found. The study of negative organizational behavior will help to better understand the challenges of modern organizations and contribute to the literature.

Earmarked Funding and the Performance of International Organizations: Evidence from Food and Agricultural Development Agencies

Abstract How do funding structures affect the performance of international organizations (IOs)? Considering the rapid growth of earmarked funding over the past decade, the need to address this question has become a matter of urgency. To answer this question, I divide IO performance into outcome performance (i.e., achieving results that are relevant and sustainable) and process performance (i.e., having systems, rules, and practices that enable IOs to achieve self-defined goals effectively, efficiently, and responsively). Drawing on the principal−agent framework and studies of organizational behavior, I derive expectations about how earmarked funding can affect those performance dimensions. To empirically examine these expectations, I rely on qualitative case studies of three major IOs in food and agricultural development—Food and Agricultural Organization, International Fund for Agricultural Development, and World Food Program—using semi-structured interviews with IO staff and evaluation reports from multiple sources. I find that earmarked funding undermines performance, albeit not uniformly across performance areas and organizational contexts. I highlight the need for future research that considers how funding structures, institutional structures, and organizational behavior interact to affect organizational performance.

Even Nectar is Poisonous in Excess: The Impact of Leader Humility on Pride, Entitlement, and Organizational Citizenship Behavior

Studies on the effect of leader humility generally portray leader humility as beneficial, whereas a minority of studies recognize potential negative influences. This is probably most clearly the case in the study of organizational citizenship behavior (OCB) for which both positive and negative relationships with leader humility have been established. We advance the analysis of the leader humility—OCB relationship by proposing that leader humility has diminishing returns, such that its effects are positive at lower levels but at higher levels turn negative. We argue that high levels of leader humility boost followers’ views of themselves, as expressed in higher levels of pride, which gives rise to psychological entitlement. Such entitlement in turn reduces OCB. This suggests a model in which leader humility has a curvilinear, increasing returns, relationship with follower entitlement, mediated by follower pride, that in turn mediates a curvilinear, decreasing returns, relationship with OCB. Results of a multiwave, multisource survey supported these predictions.

The Stimulus-Organism-Response (S-O-R) Paradigm as a Guiding Principle in Environmental Psychology: Comparison of its Usage in Consumer Behavior and Organizational Culture and Leadership Theory

The Stimulus-Organism-Response (S-O-R) paradigm developed by Mehrabian and Russell in 1974 is a guiding principle of environmental psychology theory and transferred from consumer behavior to organizational behavior and leadership studies. The S-O-R model suggests that an organism’s internal feelings or Behavior (person) are caused by the external environment (stimuli). This internal processing of the activation can be conscious or unconscious and includes perceptions and environmental interpretations that influence someone’s feelings. This influence further triggers an emotion that leads to a response and decision-making. The S-O-R paradigm is a leading concept in multiple global management theories and is, therefore, a model mainly developed and used in various research fields. This paper presents an analysis in the form of a scoping literature review of prior and current research dimensions of the S-O-R model in branding and consumer behavior theory. It compares the usage of the model in branding theory to the usage in organizational Behavior and leadership theory. Besides a summary of similarities of the same model used in both research fields, three main differencing correlations and characteristics have been developed and described. The main differencing factors are the motivation and aim of usage of the model itself, the process and relation of the stimuli-organism-reaction stages, and certain moderating variables and influencing factors throughout the decision-making process, such as marketing, branding on the one hand or leadership and organizational culture on the other hand.

A pragmatic study of organizational behaviour in aerospace companies

The human-intensive aerospace industry in India has grown dramatically over the last decade and a half. One of the primary reasons for this rapid growth was India’s large supply of well-educated, english-speaking engineers. While this expansion was beneficial to Indians in many ways, it was unavoidable that it would have a negative impact on our way of life, culture, and health. These negative effects were less noticeable in the first half of the growth period but became more apparent in the second half when the growth rate plateaued. ‘Stress’ is one of the negative effects of the aerospace industry on the people who work in it. Organizations want their employees to be stress-free to be more productive at work and home. Many studies have been conducted throughout the world to determine stress levels, but no study has been conducted with a focus on aerospace businesses in Greater Tamil Nadu to link occupational stress with organizational behavior.

Organizational behavior and diversity

The use of behavioural science in government and policy and regulation has been gaining popularity and momentum over the last five to ten years. Applications have historically been related to individual behaviour – either individuals working within government or citizens themselves. However, there is growing interest among governments and policy institutions to utilize behavioural science to enhance organisational behavior – from government institutions themselves to external organisationsthat interact with and are regulated by governments. Organizational Behavior is the identification, analyzing and application ofknowledge about howindividuals and groups act in organizations. It interprets people-organization relationships in terms of the person, group, organization, and whole social system. Objective of it is to build better relationships by achieving people objectives, organizational objectives, and social objectives. It encompasses a wide range of areas, such as human behavior, Training and development, change management, leadership, teams, Group behavior etc. In the study of organizational behavior and diversity, the use of models, theories, and past experience are each helpful in gaining a complete understanding. Individuals within an organization behave as they do as a result of the context in which they are immersed. This short article seeks to examine this context in order to further the cause of helping managers deal with issues in their organizations from a standpoint of knowledge and understanding, rather than guesswork andout-dated methods. First, the organization as a system will be discussed, including its interdependence upon other systems. Next, the importance of relationships as a vital part of the operation of organizations will be mentioned. Then, the management of diversity will be outlined, leading to a discussion of the importance of culture in influencing values. This paper is a theoretical paper with some concept in the behavior organizational as a important part of management.

The role of motivation in human performance and in minimizing the impact of human error

AbstractThe role of human error is the subject of various case studies on process safety incidents worldwide. To improve the situation and minimize the impact of human error, efforts are widely focused on the external job situation, such as job design, and the rules of rewards and punishments. Furthermore, organizations have opted to improve individual conditions such as job competencies and skills development. It is the aim of human factors engineering to maximize the potential of human performance in preventing process safety incidents. However, little attention is paid to the internal motivational process that occurs in an individual participating in the incident. Therefore, the aim of this paper is to bridge the gap and to highlight the role of motivational behavior in developing human performance or in executing actions that lead to human error. Human behavior and motivation widely vary within organizations. Therefore, organizations may benefit from the motivational theories that are widely used in the study of organizational behavior. The theoretical approach to motivation is separated into two main categories: inner motivation and outer motivation. Moreover, inner motivational theory is also subdivided into rational factors and irrational factors. The theories applied in this paper exemplify and combine the use of motivational theories in improving human performance and preventing process safety incidents. Based on the analysis, key recommendations are generated that can be implemented to improve human performance as part of the process safety management system.

ORGANIZATIONAL BEHAVIOR: USE AND ITS IMPORTANCE

This research publication intends to investigate the value of organizational behavior (OB) and how it is used in modern organizational settings. The study of organizational behavior includes both individual and group interactions as well as how their actions impact the organization's overall efficiency, production, and success. The results demonstrate the value of OB in raising employee satisfaction, motivation, and productivity as well as in fostering better teamwork, communication, and organizational culture. In order to optimize operations and achieve sustainable growth, organizations can use a variety of OB ideas, models, and practices, which are covered in the paper as well. Keywords: organizational Behavior, Employee satisfaction, Team work, Organizational ideas and practices.

Flow and let it flow

This study aimed to verify the intensity of the state of flow at work in the perception of accountants who work in accounting services firms. The research, of a descriptive nature, had a quantitative approach, applying a self-completion questionnaire based on the model of Freitas, Damásio, Haddad, and Koller (2019) that highlights the state of flow at work in three dimensions: pleasure at work, intrinsic motivation, and absorption. The respondents were 154 accountants from accounting services firms in Itajaí (Santa Catarina). The indicators were validated through Exploratory Factor Analysis, and descriptive statistics were used to verify the intensity of the dimensions. The results showed that the dimension of the state of flow at work that presented a high degree of intensity was pleasure at work, followed by intrinsic motivation at work and absorption, which reached a medium degree. Thus, it was evidenced that the accountants analyzed, when performing their tasks, enter a state of flow, emphasizing pleasure at work, especially in the statement, “I do my job with great pleasure”. Empirically, knowledge of the state of flow can contribute to the management practices being conducted to promote well-being and thus increase engagement and the way of experiencing work. Theoretically, the results contribute to the expansion of studies in organizational behavior.

The Influence of Work-Family Conflict, Work Stress, and Well-Being on Organizational Citizenship Behavior: Mediation of Organizational Commitment at PT. Bank Sumut

The study of Organizational Citizenship Behavior (OCB) within the banking sector holds significant importance due to the fierce competition faced by banks, which necessitates employees to perform according to predetermined targets. Consequently, the potential contribution of OCB becomes advantageous for future endeavors. Typically, OCB encompasses behaviors that lie outside the formal scope of an employee's duties or actions that are not formally acknowledged. Numerous underlying factors contribute to the decline of OCB, including work-family conflict, work-related stress, and employee well-being. This research aims to investigate the impact of work-family conflict, work-related stress, and employee well-being on OCB, with organizational commitment serving as a mediating factor. The study focuses on non-leadership employees of PT Bank Sumut, with a sample size of 160 individuals. Data analysis employs the outer and inner models through the utilization of SmartPLS software. The results indicate that work-family conflict and work-related stress exert a negative and significant influence on organizational commitment. Conversely, employee well-being positively and significantly impacts organizational commitment. Furthermore, work-family conflict and work-related stress negatively and significantly influence OCB, whereas employee well-being demonstrates a positive and significant impact on OCB. However, when considering the mediation of organizational commitment, work-family conflict exhibits a negative yet non-significant effect on OCB, while work-related stress negatively and significantly affects OCB. On the other hand, employee well-being positively and significantly influences OCB when mediated by organizational commitment. Keywords: Work Family Conflict, Work Stress, Well-being, Organizational Commitment, Organizational Citizenship Behavior.