Organizational Theory Research Articles

Examining the impact of co-workers’ sexism on citizenship behaviors and performance outcomes: the moderating role of leaders’ gender

PurposeThis study aims to examine the impact of coworkers’ sexist views on individual citizenship behaviors and performance outcomes and explores how this relationship is affected by the presence of female managers.Design/methodology/approachDrawing on diversity management literature and gendered organizational theory, the study analyzes data from 2,166 employees and 141 store managers in an international fast-food chain as well as archival work-unit-level information on performance.FindingsThe results support the hypothesis that peers’ sexist views are negatively associated with employees’ citizenship behavior and performance outcomes. Work units with members holding such views are less likely to achieve performance goals, and individuals who work with peers who hold gender inequality views are less likely to engage in citizenship behaviors. This relationship is particularly pronounced in units managed by male managers.Research limitations/implicationsOur study recognizes the complex and multifaceted nature of gender dynamics in organizations and provides insights into the ways in which these dynamics impact organizational outcomes.Practical implicationsThe study’s findings have significant implications for organizational policies and practices, specifically in terms of promoting gender equality and fostering more inclusive work environments through well-designed interventions.Originality/valueThis study is grounded in the gendered organizational theory, which highlights the interplay between gender, gender views and the relational dynamics of psychological, cultural and social dimensions operated within organizations. By examining how gender inequality views among coworkers affect perceived support, citizenship behaviors and performance outcomes, we contribute to the growing body of research in this area.

The evolution of financial regulation and the role of the monetary authority of Singapore: a historical analysis based on organizational knowledge creation theory

ABSTRACT This study explores the historical development of Singapore as an international financial center and the pivotal role played by the Monetary Authority of Singapore (MAS) in promoting financial liberalization and strengthening financial regulation and supervision. It focuses on two significant reforms within MAS, led by different chairpersons. The first reform, initiated by Goh Keng Swee in 1981, emphasized enhancing regulatory frameworks and supervision. The second reform, led by Lee Hsien Loong in 1998, sought to balance regulatory oversight with financial liberalization. This study adopts a dynamic theory of organizational knowledge creation (OKCT) to analyze the mechanism of human capital accumulation within MAS. Specifically, it addresses three research questions about forming specialized reform teams, developing reform ideas, and disseminating new visions to financial supervisors. Utilizing resources such as MAS’s 40-year history book, Annual Reports, and Executive Oral History Materials, this study demonstrates the effectiveness of OKCT in understanding MAS’s adaptive approach to regulatory challenges and its strategic development as a leading international financial center.

Have public universities in Germany become more isomorphic? Methodology and empirical test, 1995–2020

Abstract Despite being a well-known concept in neo-institutional organization theory, isomorphism (or structural similarity) has been conceptualized and empirically examined by very few studies only. This paper examines isomorphism quantitatively in German higher education, using the Relative Specialization Index (RESP). Drawing on a comprehensive data set that includes information on professorial staff, students, as well as basic and grant funding, our paper shows, first, that most variables show an isomorphic pattern, and second that German universities have become more isomorphic over time. We discuss possible explanations of this result and avenues for future research. Peer Review https://www.webofscience.com/api/gateway/wos/peer-review/10.1162/qss_a_00340

How glass ceiling perceptions affect job performance: finding the missing link through career satisfaction and work–life balance support

PurposeDrawing from gendered organization theory (GOT) and career construction theory (CCT), this study seeks to explore the relationship between the glass ceiling (GS), career satisfaction (CS) and job performance among female employees in Saudi Arabia’s aviation sector. Additionally, we aim to investigate CS as the explanatory variable and organizational support for work–life balance (WLB) as the boundary condition.Design/methodology/approachData from 178 females working in the aviation industry in the Kingdom of Saudi Arabia were used to analyze the proposed model. Structure equation modeling (SEM) and PROCESS Macro were used as the analysis technique.FindingsResults reveal significant negative direct and indirect impacts of GC perceptions on job performance. This relationship is significantly mediated by CS and is moderated by work–life balance support (WLBS) from the organization.Practical implicationsThe present study highlights the importance of organizational support for work–life balance in alleviating the adverse effects of the GC on the CS and job performance of women. Given Saudi Arabia’s emphasis on women’s empowerment through its “Vision 2030” companies operating in the country should prioritize the development of robust WLBS mechanisms. Additionally, it is recommended that career support be extended to women to enhance their CS.Originality/valueThis study contributes significantly to the existing literature by exploring the link between GC perception in females and their job performance in the context of an important emerging market, Saudi Arabia, that strongly focuses on women’s empowerment in its “Vision 2030”. Using GOT and CCT, CS is proposed as a mediating factor that explains how the perception of the GC’s negative impact can be translated into affecting the job performance of females and the role of WLBS from the organization in mitigating this negative impact.

How Government Organizations Can Sustain Remote Work Post COVID-19

Government organizations are unprepared to sustain remote work post-COVID-19. Even though COVID-19 seems to be under control, organizations are still struggling with the aftermath of the pandemic and the need to sustain remote work. Challenges include lack of necessary information technology tools, software, technological skills, strategies for remote work, leadership skills, real-time communication, activity planning and program implementation, scheduling meetings, organizing childcare, managing caseloads, fostering team work, and effective supervision. A conceptual framework based on organizational adaptation theory guided this qualitative case study. Since the study was to ascertain how government organizations can sustain remote work post-COVID-19, semi-structured interviews were used to collect data from 12 government employees in Dallas Texas who worked remotely during COVID-19. Thematic analysis was conducted and. nine themes morphed from the study. The results highlighted the need for employee training and continuous organizational adaptation to the changing business environment.

Algorithmic Management. Theoretical Perspectives and Implications for Organizational Development

Algorithmic management leverages data-driven algorithms and artificial intelligence to automate managerial functions traditionally executed by human managers. This paper provides a comprehensive overview of algorithmic management, exploring its definitions and emergence in gig economy platforms and traditional workplaces. It delves into key sociological and organizational theories—including Weber's bureaucracy, Critical Management Studies (CMS), and technological rationality—to frame the discussion. The impact of algorithmic management on employee autonomy, digital surveillance, and forms of worker resistance is examined, alongside its role in shaping organizational structures, enhancing efficiency, and driving innovation. Ethical implications, particularly concerning fairness, transparency, and bias, are critically analyzed. While algorithmic management offers potential benefits such as improved efficiency and decision-making, it also raises significant concerns about worker autonomy, power imbalances, and ethical considerations. The paper underscores the need for a nuanced understanding and responsible implementation of algorithmic management to harness its advantages while mitigating its drawbacks.

Towards a Macro-Level Theoretical Understanding of Police Services’ Acquisition of Risk Technologies

Most North American police services have rapidly acquired and implemented a range of emerging and disruptive technologies in recent years. This rapid adoption of technologies has left a significant gap in our theoretical understanding of how police make decisions about which technologies to acquire. While existing research has focused on technology’s impact at the organizational level, the macro-level context that shapes technological acquisition by the police is undertheorized. To address this gap in the literature, this article combines theorizing by Ericson and Haggerty (1997) on policing the risk society (PRS) and Zuboff (2019) on surveillance capitalism (SC) to develop a macro-level theoretical framework. We consider technologies acquired by the police to be risk technologies and argue that combining key elements of PRS and SC theorizing offers a macro-level understanding of police decision-making about which technologies to adopt that can complement meso-level organizational theories. While calling for additional empirical research, this article concludes by discussing the potential impacts associated with private-sector involvement in public-sector initiatives and providing directions for future research.

Appetite for risk: theoretical framework and practical application in a technology-based environment

PurposeThe research objective was twofold: first, to propose a novel framework for composing an organization’s aggregate risk appetite, and second, to demonstrate the application of this framework in a suitable organization.Design/methodology/approachA conceptual framework for defining an organization’s aggregate risk appetite was developed based on relevant organizational theory and research through the lens of knowledge management. The organizational appetite for risk framework was subsequently implemented at the São Paulo State Technological Research Institute (IPT) using the design science research approach. Finally, the implementation was carefully examined in order to encourage future applications and to further refine the appetite for risk framework.FindingsThe composition and application of the proposed appetite for risk framework optimally identified the aggregated risk appetite of the complete test organization. Moreover, organizational differences between bottom-up tolerance and top-down appetite were revealed.Practical implicationsOur main practical contribution is a comprehensive procedure to conduct a risk assessment and achieve an organization-wide aggregate risk appetite through the lens of knowledge management.Originality/valueUnlike past theory and research that take a strictly top-down approach to risk appetite, our framework integrates dispersed knowledge on risk-taking at various levels of the organization, thereby contributing to the underexplored role of bottom management in shaping aggregate risk appetite.

Exploring hospital physician relationships in HRD through POS lens: an integrated literature review

Purpose The purpose of the paper is to examine how perceived organizational support (POS) for physicians is situated within different hospital physician relationship (HPR) employment structures and to explore human resource development (HRD) implications within these relationships. Design/methodology/approach This paper focuses on research in the western context using an integrated literature review methodology, which includes employed (“Employed”), affiliated (“Affiliated”) and Locum tenens physicians [“Locum(s)]” who work in hospitals. Findings POS constructs, under the broader purview of organizational support theory (OST), provided evidence for hospital leadership to find intentional ways to support their hospitals physicians within all HPR models. Our review also revealed the strategies adopted by hospitals to align and influence physician practice behaviors, which were researched using economic and/or noneconomic constructs. The findings indicated stronger or isolated alignment with hospitals where the physicians practiced. Research limitations/implications The paper focuses on Employed, Affiliated and Locums HPRs in western healthcare contexts. When available, distinctions are made with respect to the US or Europe. Limitations to our review include (a) limited research within healthcare contexts on organizational support, and (b) limited literature about Affiliated and Locums hospital physician populations in the US and Europe written in English. Practical implications Though hospital physicians are integral to patient care and economic efficiencies in hospitals, not much is known about how hospital physicians perceive organizational support within different HPRs, and what construct contributions are made to hospital system performance. Accordingly, this study contributes to the HRD literature in the healthcare context starting with confirming HPRs from a POS perspective and extending findings to theories of employee alignment that can contribute to organizational performance. The findings of this study serve HRD theory and practice. Theorists may use this to pursue HPR-related inquiries to explore HRD’s influence in creating hospital policies and culture that make physicians feel supported and satisfies the hospital’s financial and patient care-related goals. Practitioners may use the findings of this article to inform quality improvement and organization development efforts. Social implications Hospital physicians are an integral workforce that provides critical patient care across the world. Understanding how organizations can support physicians has a ripple effect from hospitals to communities at large. Originality/value This review contributes toward the development of a conceptual model of organizational support for HRD that can help physicians and their hospital employees within different HPRs to reach mutual goals of support, understanding, integration (clinical, economic and noneconomic) and physician alignment evidenced by improved patient care and organizational performance.

Digital Capabilities and Ambidextrous Innovation: Evidence from Chinese Technology-Based SMEs

Ambidextrous innovation is key to the high-quality and sustainable development of enterprises, but it remains unclear how digital capabilities affect knowledge management and ambidextrous innovation in the digital economy era. Based on organizational learning theory, this paper explores the impact pathways of digital capabilities on knowledge management and ambidextrous innovation, while also analyzing the moderating effect of knowledge inertia. Empirical research on 253 technology-based small and medium-sized enterprises (SMEs) demonstrates that digital capabilities have a significant positive effect on both exploitative and exploratory innovation, and they influence both types of innovation through the mediating role of knowledge management. Furthermore, knowledge inertia negatively moderates the impact of digital capabilities on knowledge management and exploratory innovation. This study reveals the internal mechanism by which digital capabilities drive ambidextrous innovation through knowledge management, providing theoretical support for enterprises to deepen digitalization and carry out ambidextrous innovation.

The Female Advantage in Team Dynamics: The role of Genuine Emotional Displays

While the "female advantage" is a well-studied phenomenon, its incidence and effects remain a focus of much debate. In particular, with the growing relevance of teamwork and genuine affective exchange processes in team dynamics, a better understanding of multilevel effects of gender in team processes and outcomes is needed. Drawing from research in team configurations and dynamics explaining how inputs (e.g., team composition) can influence team processes (e.g., emotional exchange) that subsequently affect team outcomes (e.g., performance), we examine mediating effects of deep acting as a gendered group emotional mechanism, assuming it is more prevalent in female-dominated teams. 437 employees working in 92 teams responded to measures of emotional labor and performance. Employees were nested in teams, and data were analyzed using multilevel structural equation modelling. Mediation analyses showed that proportions of women are associated with higher team-level deep acting and subsequent team performance. Findings are discussed in terms of how organization theories could be strengthened by making visible gendered dynamics of shared emotional exchange processes and their effects in team performance, liberating genuine emotional responses among all team members.

E-commerce Logistics Performance and Resilience: The Influence of Inter-Organizational Trust and Organizational Flexibility

This study investigates the role of inter-organizational information and communication technology (Inter-OICT) in enhancing e-commerce logistics performance (LP) and resilience (LR). Grounded in organizational information processing theory (OIPT) and relational exchange theory (RET), the research outlines how Inter-OICT influences LP and LR through the mediating role of inter-organizational trust (Inter-OT) and the moderating effect of organizational flexibility (OFLX). A cross-sectional survey of logistics managers facilitated the testing of these relationships. The findings indicate that Inter-OICT significantly boosts both LP and LR, with Inter-OT serving as a crucial mediator by enhancing the effectiveness of ICT deployments. Additionally, organizational flexibility was found to strengthen the impact of Inter-OICT on both performance metrics. This research underlines the importance of strategic ICT integration and flexible organizational practices in maximizing logistics efficacy and resilience, presenting novel insights into the dynamics of technology adoption in the logistics sector.

The Role of the Dumai City National Narcotics Agency in the Rehabilitation of Drug Abuse Victims

Drug rehabilitation is a treatment process for narcotics abuse to restore or develop the physical, mental and social abilities of the sufferer concerned. Apart from recovering, rehabilitation is also a treatment or care for narcotics addicts so that people with an addiction can recover from their addiction to narcotics. This research aims to find out the role of the Dumai City National Narcotics Agency in the rehabilitation of drug abusers and to find out the inhibiting factors faced in rehabilitating drug abuse victims at the Dumai City National Narcotics Agency. This research uses qualitative research methods with a descriptive approach. This research refers to the organizational role theory of aromatic D and Sudrajat AR, which has four approach indicators: division of work, departmentation, distribution of authority, and coordination. The results of this research show that the role played by the organization in achieving the organization's goals is quite good. However, coordination in the field of prevention is still not optimal. The inhibiting factors are the lack of rehabilitation facilities and the long travel distance. In this way, it is hoped that the Dumai City National Narcotics Agency will emphasise coordination more and improve rehabilitation facilities.

Conflict and Environmental Peace: Tensions and Relations Over Water Governance in the Colombian Catatumbo Region

Objective: Government efforts and initiatives aimed at mitigating socio-environmental conflicts in the Catatumbo region of Colombia have not generated positive results, facing new cycles of armed violence and ongoing social crises that impact local ecosystems. In response, this qualitative research explored the perceptions of environmental leaders and local communities regarding peacebuilding and territorial transformation around water. Method: Using the constant comparative method based on grounded theory, the actions and work of social organisations focused on moving from an extractive economic model to development based on water governance were identified. Results: The findings reveal the potential of leaders, whose cultural identity is reflected in ancestral wisdom, to transform conflicts by recognising nature as an integral part of the community and the territory. Implications of the research: Decision-makers, research centres and academics are urged to strongly support these water-focused land-use planning initiatives, which are aligned with a quintuple helix model for sustainable development that integrates environmental peace. Originality/value: Among the innovations of this study is a theoretical proposal based on the voices of social and environmental leaders, who offer answers and projects that challenge the anthropocentric and utilitarian approach of other development plans. In addition, a regional ontology is proposed that conceives the territory as a social entity capable of strengthening governance from a biocentric perspective that respects natural rights.

Research on the research motivation mechanism of young teachers in colleges and universities based on organizational support theory

This study, based on organizational support theory, explores the relationship between young college teachers' sense of organizational support, professional identity and research motivation, with the aim of revealing their incentive mechanism. The study shows that teachers' perception of school support significantly and positively affects their research motivation, including the two dimensions of instrumental support and emotional support. The results of a questionnaire survey of young teachers from 120 universities across the country show that there is a significant positive correlation between the sense of organizational support and research motivation, and that professional identity plays a mediating role between the two. In addition, the study also found that gender differences play a moderating role in the relationship between organizational support and research motivation, and there are significant differences in the performance of male and female teachers in this relationship. Based on these findings, this paper suggests that universities should create a good organizational support environment, pay attention to enhancing teachers' sense of professional identity, and consider gender differences in policy formulation, in order to more effectively motivate teachers' research motivation and thus improve overall research efficiency and quality. The research results provide practical guidance for the research management and incentive mechanisms of university teachers, and enrich the application of organizational support theory.

Dry promotions and positive psychology: striking a balance foremployee well-being.

We aim to address the evolving phenomenon of dry promotions and its impact on employee well-being in organizations. Dry promotion, its possible effects on employee well-being and some strategies to mitigate its adverse consequences are presented as a viewpoint paper. The arguments in this viewpoint are built on theoretical insights drawn from various organizational theories, such as Maslow's hierarchy of needs, Herzberg's two-factor theory and self-determination theory. However, the main line of thought revolves around positive psychology theory, which assesses the paper's existing literature, news articles and case studies to discuss the emerging phenomenon concisely. Dry promotion is often characterized by job title upgrades without corresponding pay increases. While dry promotion may satisfy higher-level needs for some individuals, they usually neglect lower-level needs, leading to stress and work-life imbalance, ultimately causing detrimental effects on employee well-being. Strategies at individual, group and organizational levels are crucial to navigate this phenomenon and its consequences. We argue that fair communication, supportive workplace culture and providing avenues for skill enhancement curtail the adverse effects of dry promotion on employee well-being. In addition, a culture fostering mindfulness can help employees navigate the challenges of increased responsibilities without proportional financial rewards. Our study can provide at least some guidance on how to navigate through the phenomenon of dry promotions. Our paper contributes to the scant literature on dry promotions by assessing the likely effects of dry promotions on employee well-being and suggesting practical strategies to deal with it.

How does supplier digitalization improve customer resource allocation efficiency? The role of supply chain entrainment

PurposeCustomer resource allocation efficiency (RAE) refers to the ability of customers to use, allocate and manage their available resource inputs to produce valuable outputs. This study draws on organizational entrainment theory (OET) to examine how the implementation of supplier digitalization affects customer RAE through supply chain entrainment.Design/methodology/approachBased on supplier and customer data disclosed by Chinese A-share listed firms from 2009 to 2022, this study uses fixed effects panel data models to empirically examine the impact of supplier digitalization on customer RAE and the mechanistic role of supply chain entrainment.FindingsThe results show that supplier digitalization significantly increases customer RAE. It improves RAE by influencing the three dimensions of supply chain entrainment (the bullwhip effect, inventory management coordination and risk management coordination).Practical implicationsThis study provides important insights into how managers can adapt the external digital environments and maintain synchronous operations with their supply partners. Our findings demonstrate how managers can fully leverage the advantages of digitalization of their suppliers to improve their own RAE through supply chain entrainment strategies.Originality/valueThis study introduces the concept of supply chain entrainment to reveal how firms optimize their own resource allocation strategies and achieve efficient operations. Our research enriches the understanding of supply chain governance in the digital age and contributes to the literature on supply chain digitalization.

Justifying the Inclusion of Organizational Theory and Behavior (OTB) in PhD Programs in Educational Leadership and Policy (ELP)

This literature focused on an emerging construct in justifying the inclusion of organizational theory and behavior (OTB) in PhD programs in educational leadership and policy (ELP), and comparing this construct in relation to the rationale for inclusion, key organizational theories and behaviors for leadership and policy, and the benefits of organizational theory and behavior to PhD graduates that share a common concern in the dimension of effective leadership and policy in organizations. Drawing broadly from the interconnections and intersections of the organization theory and behavior literature, I offer a justification about the qualifications and benefits of OTB in ELP programs. The study likewise identified the concerns and questions to be addressed in the future and discuss their implications for research, leadership and practice. The present review indicated that OTB remains largely beneficial by offering insights into the evolution, functioning, process, progress, and research opportunities for new discoveries in leadership and policymaking to improve organizational effectiveness. Effective integration of organizational theory and behavior enhances graduate outcomes and preparing them to handle organizational challenges as future leaders and policymakers.

The Strength Within: CSR Governance as an Environmental Performance Driver in Weak Institutional Contexts

This study investigates how the relationship between firm-level corporate social responsibility (CSR) governance and corporate environmental performance (CEP) varies across diverse national contexts. Drawing on institutional theory, organizational adaptation theory, and the concept of institutional voids, we analyze an extensive dataset of 5326 firms from 26 OECD countries over a seven-year period (2013–2019). Employing panel data analysis, we examine the moderating effects of country-level factors on the CSR governance–CEP relationship. Our findings reveal a significant positive association between a firm’s CSR governance quality and environmental performance, which is notably stronger in countries characterized by weaker environmental governance, less prominent societal environmental values, and fewer climate mitigation laws and policies. These results suggest that firms with strong CSR governance effectively fill institutional voids in environmental governance, going beyond mere compliance to drive environmental performance improvements where external pressures are weak. Our study contributes to the literature by advancing the current understanding of the contextual nature of CSR, extending the application of institutional void theory to environmental governance landscapes in developed economies, and providing a more nuanced perspective on when and where CSR governance matters most for environmental outcomes. These insights offer valuable implications for managers in diverse institutional contexts and for policymakers seeking to enhance corporate environmental performance through complementary governance mechanisms.

Engaging firms and populations in ecosystem web: deploying a multi-paradigmatic construct to resolve pluralism in organizational theory

Strategic management theorists, organizational ecologists, organizational theorists, and ecosystem theorists deploy different perspectives to theorize, model, and analyze organizational forms. Organizational constructs, independent of the unitary or aggregate level, can be seen along the duality of social determinism and free will. The four configurations of organizational forms, namely, system structure, strategic choice, natural selection, and collective action view, adapted from organizational theory literature, are modeled from the business ecosystem perspective. Disruptive forces in the environment warrant organizational forms that can withstand the disruption. Deploying business ecosystems as an integrative organizational theory construct can provide meaningful insights in the form of a novel architecture that can consolidate multi-paradigmatic perspectives appropriate for all organizational forms. This study leverages the power of analogy, transverses the conceptual underpinning of the term business ecosystem, reveals the intricacies of firm and population behavior, and explains relationships across various organizational forms within the ecosystem construct. Toward the end, the authors propose a business ecosystem as a multi-paradigmatic, meta-theoretical construct to map and navigate diverse organizational forms, thereby guiding the thoughts and actions of thinkers and practitioners in organizational theory.