Organizational Behavior Theory Research Articles

The Influence of service equity and psychological Contract on Customer Citizenship Behavior in Chinese Fitness Service Enterprises: Customer Satisfaction as an Intermediary

At present, the output value provided by the service sector accounts for about 70 percent of the China GDP, which is an important indicator to measure a country’s economic development. However, the homogenization of the current service industry is relatively high. To obtain a place in the competitive market, customer relationship management is particularly important. In recent years, the academic circle has put forward the idea that “customer is a part of enterprise human resources” and put forward the concept of “customer citizenship behavior” based on the theory of organizational behavior. In other words, customers who enjoy good service will take the initiative to make free publicity for the enterprise and provide good suggestions to help the enterprise improve the service process. Enterprises should strive to use the existing customer resources to bring more tangible or intangible benefits for the enterprise. Based on the quantitative design and the social exchange theory, the purpose of this study is to explore the relationship between customer citizenship behavior, psychological contract, and service equity. From the findings of this study, the psychological contract and service equity, influence the mechanism of psychological contract and service equity on customer citizenship behavior respectively and discusses the mediating role of customer satisfaction in the above influencing process. The implication is to provide guidance for enterprises to use psychological contract and service equity to promote customer citizenship behavior, to bring more customers to the marketing practice.

A Quantitative Model of the Multisubject Quality Responsibility of Construction Projects Based on an IPSO

In order to solve the problem of the quantitative division of multisubject quality responsibility in construction project quality disputes, this article proposes a quantitative model of multisubject quality responsibility division in construction projects based on an improved particle swarm optimization (IPSO). First, this article proposes a set of classification guidelines for quality risk behaviors based on the theory of organizational behavior. Through these, the interconnections between different types of risk behaviors and quality defects were explored. Following this, this article explored potential laws among 84 practical judicial cases from China using the IPSO. The category coefficients of the three types of quality risk behaviors, namely, technical defects, management violations, and irregularities, were obtained in this analysis. This article also deduced the mathematical expression of the division of engineering quality responsibility using fuzzy mathematical theory and established a multisubject quality responsibility quantitative model. It was then simulated and applied in four practical judicial cases. The simulation results revealed that the multisubject quality responsibility quantitative model based on quality risk behavior has good applicability.

The key factors of SMEs' resilience based on organisational behaviour theory

The key factors of SMEs' resilience based on organisational behaviour theory

The key factors of SMEs' resilience based on organisational behaviour theory

The key factors of SMEs' resilience based on organisational behaviour theory

Creative human capital and assessment of its manifestation in organizational behavior in the context of digitalization higher education

Problem and aim. In the context of the digitalization organization management human creativity and its properties and evaluation have become the leading topic of modern research in the field of organizational behaviour and organizational development. This problem is multi-vector, it is considered in different branches of knowledge. Human capital (HC) is the most valuable resource of the digital society, and the creativity of HC is the driving force of scientific progress. This is especially relevant for the higher education system, since it is here that the foundations of professional competencies and personal characteristics of future labour market actors are laid. The purpose of the study is to identify the features of creative human capital and to consider the possibilities of assessing its manifestation in organizational behaviour in the context of digitalization of higher education. Research methods. It was used the methods of monographic and statistical analysis, as well as the author's methodology based on a modified system of indicators (R&D potential; innovation potential; creative potential). The methodology uses dynamic and equity coefficients in order to universalize the method and the possibility of evaluating creative HC for different objects and different conditions. The authors’ methodology uses a modified system of indicators, which are presented in national statistical systems and which group dynamic and share coefficients according to their functional purpose. Results. The study is both theoretical and applied, as it contributes equally to the theory and practice of organizational behavior. In the theoretical part, the authors considered four key issues: 1) human capital and creativity; 2) the concept of creative HC in the digital economy; 3) key trends in the development of higher education in the global economy; 4) increasing role of creative HC in organizational behavior in the context of digitalization higher education and methods for its assessment. In the practical part, the authors set and realized the goal of developing a universal methodology for assessing creative HC. The calculations of creative HC use the example of the higher education sector in Russia and Belarus. Conclusion. The authors have developed a methodology that can be used can be used for different subjects (countries, supranational entities, regions, organizations) and in different conditions (for example, digitalization higher education). Based on the analysis of scientific works on modern forms of HC reproduction, the authors propose main directions for smart scenarios of the HC development, especially relevant for the higher education system.

Organizational behavior from the perspective of methodological isomorphism

Background: As an interdisciplinary research area at the interface of management theory, psychology, sociology, social anthropology, and cultural studies, organizational behavior (OB) still lacks a clear definition, whereas its status and scope have not been precisely determined. Some experts believe that the knowledge of all possible instances of OB and its constant improvement is the key to the proper calibration of management techniques, organizational dynamics, and more active staff. Others stress that OB has lost its significance and authority as an academic discipline. Purpose: The goal of the research is to develop an approach that complements and further develops concepts comprising OB theory as regards the identification of micro-, meso-, and macro-organizational behavior actors - individuals, groups, teams, the organization itself, and its external stakeholders. Study design/methodology/approach: The authors provide a solid framework for the principle of methodological isomorphism and its application to the indicators of OB - measures of organizational actions. Further, a possibility for the methodological integration of tools for managing the OB of all categories of actors is demonstrated. Findings/conclusions: An original definition of OB management is offered and justified. The focus is on the strategic context of efforts to improve OB. A strategy map used in OB management is provided as an illustration. It is concluded that the sustainable success of an organization heavily depends on how stakeholders (actors) perceive the efforts of the management to enhance working conditions and the organizational culture of the work environment, as well as to strengthen the market leadership of the organization. Limitations/future research: The research limitations lie in the scope of methodological challenges which need to be solved. New approaches to monitoring, analyzing, and evaluating the measurement results are going to be proposed and researched. The methodology and relevant calculations for perception indicators computation are going to be explored.

APPLYING CLASSICAL MANAGEMENT KEYNOTES OF ORGANISATIONAL BEHAVIOUR IN AGILE MANAGEMENT APPROACHES

This paper analyzes the works of management classics such as Russell Ackoff, Nancy Adler, Frederick Herzberg, Chris Argyris, Bennis Warren, Lyndall Urwick, experts of Aston Group, and others. A common bond between them is organizational behavior and the fact that their work was written in the last century and that elements of their theories were the basis for the neoclassical management theories that predominate today.
 Purpose. The aim is to identify commonalities with the iterative-incremental (agile) approach to development and management from classical management theories.
 Methodology. The paper analyses classical management papers in organizational behavior and leadership theory to identify commonalities with the iterative-incremental approach to management. The two categories are considered holistically, as leadership can determine organizational behavior. The paper applies ontological and integrated approaches.
 Results. The paper identifies standard features of classical theories and agile approaches to management. It indicates that classical approaches to management have formed the basis of agile approaches to management.
 Practical implications. The results apply to social management and organizational psychology scholars. In addition, the results will help to scientists write textbooks and manuals on management theory and related disciplines. The study’s results contribute to developing the history of managerial thought.

Research on Organizational Management Adaptability of Tiktok in Business

Based on the theories of management and organizational behavior, this paper discusses the organizational management adaptability of Tiktok as an Internet enterprise in the new era from the perspective of enterprise growth. The results show that Tiktok's corporate culture meets the requirements of organizational behavior, but needs further implementation. From the perspective of management, the future development of Tiktok needs to find new economic growth points. Giving full play to the advantages of high-tech enterprises and creating more convenient and efficient online organization and management tools will help improve the management efficiency of Tiktok.

A Case Study of McDonald’s Organizational Development

Based on the "Sinicization" of McDonald's as the main research background, this paper focuses on the analysis of the group after entering the Chinese market in the organizational management adaptability of the problems and solutions. After a systematic analysis of the business model, development concept and business pain points carried out in the process of McDonald's Sinicization, this paper analyzes the difficulties and problems encountered in the process of Sinicization from many perspectives, such as corporate culture, leadership style, staff management and so on. In the end, based on the theory of organizational behavior, the paper puts forward feasible suggestions for the future development of the company, aiming at the hope that McDonald's development will be better and better.

On the Important Role of Enterprise Staff Incentive Mechanism

There are many problems and unpredictable influences in the operation of a company. Therefore, in order to make the interests of the owners and the management of the employees coherent, we need to be able to adopt a comprehensive and reasonable motivational tools for the employees of the enterprise, using a comprehensive and effective motivational approach. It is only by using a comprehensive and effective motivational approach that we can maximize the effectiveness of the Chinese motivational theory of organizational behavior and ensure that the employees of the operating companies are maximally engaged in production and industrial innovation. This article is aimed at the implementation of the system of incentives in the exploration of its theoretical basis, the analysis of the role of incentives.

Individual characteristics and innovation performance in SMEs: Moderating role of physiological capital

Aim: The current study determines the individual characteristics and innovation performance in Pakistani SMEs and moderating role of physiological capital. The present study employed organizational behavior theory and Social exchange theory.Methodology: 310 managers from Pakistani SMEs completed an online questionnaire to examine the results. According to the findings of Structural Equation Modeling (SEM), affective commitment influences readiness for change in a positive way.Findings: The results also showed the association between affective commitment, creativity, and trust on impact of readiness for change and the moderating role of psychological capital among Pakistani SMEs.Implications/Novel Contribution: The study’s employment of organizational behavior theory and Social exchange theory is another main contribution. To retain workers, managers must implement procedures that foster employee identity, trust, and organizational respect. Furthermore, the present study contributes to the knowledge already available on the innovation simulation platform for Pakistan’s SME sector.

The impact of empowering and transformational leadership on organizational performance and innovation: the mediating role of shared leadership and moderating role of organizational culture in the Iraqi healthcare sector

PurposeIn this study, leadership, social and technical system and organizational behavior theories were used to test the research model, consisting of six variables. The purpose of this study was to observe the impact of leadership styles (i.e. transformational leadership and empowering leadership) on organizational performance and innovation. In addition, the mediating role of shared leadership and mediating role of organizational culture in the model were measured.Design/methodology/approachThis study relied on a quantitative design, specifically, a questionnaire, to obtain data from 301 employees in the health sector (three public-sector hospitals in the Basra Governorate).FindingsData analysis results showed that most of the relationships in the research model were positive. In addition, the results demonstrated the importance of the mediating variable in strengthening the relationship between the independent and dependent variables. The results of this study also clearly depicted the role of the mediating variable. Theoretical and practical implications were discussed, and proposals for future studies were presented.Originality/valueThis research focused on the use of modern leadership styles, collected data on such styles and included them in one model to enhance organizational output. This study was conducted in the context of the Iraqi health sector and can be distinguished from other studies by its adoption of a large sample to obtain clear and important results, thereby making it an important reference for researchers to improve organizational performance.

Crab barrel syndrome: Looking through the lens of type A and type B personality theory and social comparison process.

IntroductionThere are epistemological studies about the main concept, Crab Syndrome. In this context, the study aims to reveal the antecedents of the Crab Syndrome by evaluating the theoretical background of the Crab Barrel Syndrome within the framework of Social Comparison Theory. The main purpose of this study is to identify the precursors of crab barrel syndrome. In line with this main purpose, the study also aims to reveal the relationship between crab barrel syndrome behaviors and type A versus type B personalities, along with the effect of social comparison behaviors. Type A personality represents the personalities of individuals who are stressed, ambitious, competitive, and quickly take action for their aims. Type B, on the other hand, presents the personality types of individuals who are calm, away from competition, and perform their actions slowly.MethodIt is designed quantitatively, employing scales to quantify type A and type B personalities, social comparison, and crab barrel syndrome. Hypotheses are tested using structural equation modeling.Result/discussionIt is found that there is a positive relation between the type A personality and the crab barrel syndrome, and a negative one between the syndrome and high self-esteem. The findings suggest that by social comparison, type A and type B personality are precursors of crab barrel syndrome. In the study, the theoretical background of the Crab Syndrome was evaluated within the scope of Social Comparison Theory. In this context, examining the relationship between different organizational behavior theories and crab syndrome is important for other studies.

The physical office work environment and employee wellbeing: Current state of research and future research agenda

AbstractDespite the awareness that employees spend at least half of their awake time at work, knowledge about how the physical office work environment (POWE) shapes employee wellbeing remains fragmented, inconsistent and scattered across disciplines. We provide a narrative review of the empirical literature to summarise the current state of the science and lay the groundwork for advancing a more holistic and nuanced theoretical understanding of the mediating mechanisms underlying the POWE‐wellbeing relationship. To do so, we propose an updated taxonomy of POWE features, incorporating a new dimension – exposure to nature, and use this extended taxonomy to examine the evidence base on the relationship between POWE features and five dimensions of wellbeing: affective, physical, social, cognitive and professional. Based on our findings, we extend a meta‐theoretical model which identifies three distinct theoretically‐driven mediating pathways – relatedness, energy and functional discomfort – through which POWE features differentially influence wellbeing dimensions. In doing so, we integrate the organizational behaviour theory of Job Demands‐Resources and the environmental psychology framework of POWE functions to argue that POWE functions can be both demands and resources‐generating, and can, therefore, have simultaneous positive and negative consequences for employee wellbeing. We conclude with a critical examination of theoretical, methodological and practical implications for future research.

Quality of work life, fear of COVID-19, job satisfaction, and commitment: a moderated mediation model

PurposePrincipally, this study aims to test a conceptual framework of the moderating influence of fear of COVID-19 on the following hypothesized relationships (1) quality of work life and bankers' commitment, (2) the mediating spillover effect of job satisfaction in the quality of work life (QWL) and affective commitment relationship.Design/methodology/approachA quantitative cross-sectional research design is adopted on 318 bankers chosen from four prominent Indian cities. The mediation model is tested through SPSS, PROCESS macro, and AMOS. Conditional process modeling is also administered to test the moderating effect of fear of COVID-19.FindingsThe results suggest that the positive effect of QWL on commitment is completely mediated through job satisfaction. Further, the fear induced by COVID-19 negatively moderated the positive direct relation of QWL with commitment and the positive mediating spillover effect of job satisfaction.Originality/valueThe present research is virtually the first to introduce fear of COVID-19 as a psychological construct, to test a moderated mediation model for implications to organizational behavior and human psychology theory and practice. In coalescence of the need satisfaction, spillover, and COR theories, the authors postulate that as spillover between the domains of an individual's life (work, social, financial, personal, and overall life satisfaction) occurs, such effect is calibrated (augmented or attenuated) by the degree of risk/threat/depletion of their resources in the quest for attaining higher valued resources (overall life satisfaction). The moderated mediation mechanism is suggested for replication in other avenues for greater generalizability.

Silence is golden? Relationship between silent behavior among online community members and operation performance from the perspective of personality trait.

As companies are transforming their branding, marketing, operations, and research and development (R&D) by running online communities to build their core competitive advantages in the digital era, the silent majority is still the norm in the online community and has become the focus of online community operations. Thus, it has become the core issue that why silent behavior of online community members occurs and its impact on operation performance of the online community. According to the traditional theory of organizational behavior, this study focuses on the theoretical model of the relationship between proactive personality, silent behavior of online community members (acquiescent, defensive, and prosocial silence), and operation performance of the online community, and further analyzes the impact of community identification on these relationships. Eight hundred online community members in China participated in this study. The results indicate that: (1) proactive personality has a significant negative impact on acquiescent silent and defensive silent behavior of the online community members, and a significant positive impact on prosocial silent behavior of the online community members; (2) The acquiescent silence and defensive silence have a significant negative impact on online community operation performance, whereas prosocial silence has a significant positive impact on community operation performance; (3) The acquiescent silence and defensive silence have a significant mediating effect on the relationship between proactive personality and community operation performance; (4) Online community identification has a moderating effect on the relationship between silent behavior and online community operation performance. The study proposes the mechanisms and double-edged sword effects of the silent behavior of online community members from the perspective of personality traits. On the one hand, it generalizes the research of traditional organizational silent behavior theory to the context of the online community. On the other hand, it provides reference and inspiration for the theoretical research and practical management of silent behavior of online community members.

Thought experiments: Review and recommendations

SummaryThought experiments have been used as an effective methodological approach to advance theory in numerous scientific fields. However, they are underutilized in organizational behavior (OB) and adjacent fields. Accordingly, we conducted a comprehensive and multidisciplinary literature review of thought experiments that entailed 174 sources in economics, psychology, marketing, medicine, sociology, finance, and other fields. We used insights from this literature review to define and describe the unique nature of thought experiments and offer a taxonomy of four main types based on a theory's development stage (i.e., early vs. late) and a study's theoretical goal (i.e., confirmation vs. disconfirmation). We also provide a decision‐making tree useful for evaluating whether conducting a thought experiment is beneficial for a particular research situation and which of the four types is most likely to produce a meaningful contribution. Then, we offer best‐practice recommendations for conducting thought experiments that address how to plan, execute, report results, and discuss implications. In addition, we demonstrate the potential of thought experiments by using the best‐practice recommendations to design and conduct a thought experiment in the domain of workplace allyship. Finally, we offer suggestions for future substantive research that would benefit from thought experiment methodology (i.e., diversity, equity, and inclusion; leadership; performance; selection and recruitment; teams; and turnover). Overall, our article offers a comprehensive review and recommendations that we hope will be a catalyst for using thought experiments to advance theory in OB and related fields.

The Individual Differences and Competencies of Hybrid Workers: A Systematic Review

Despite the significant increase in employees working away from the traditional office (i.e., hybrid work), our understanding of the individual differences that support hybrid workers’ success remains fragmented, limiting theoretical development and practical applications. To remedy this gap in the literature, we conducted a systematic review of the individual differences and capabilities (i.e., traits, abilities, skills) related to hybrid work outcomes (e.g., job performance, job satisfaction). We identified 53 studies published in 49 published and unpublished sources. Then, to gain an understanding of common clusters of individual differences and capabilities, we inductively grouped the extracted study variables to identify three trait and ability clusters (e.g., Big Five Personality, other personality constructs, abilities) and four higher-order competency clusters (e.g., self-management, interpersonal-focused, leadership-specific, technology-based). To aid in practical applications and future research directions, we connected these trait and competency clusters to two computer-mediated work theories (e.g., media richness theory, social presence theory) and two organizational behavior theories (e.g., trait activation theory, role theory).

Cultural Production, Creativity, and Networks

Sociologists and organizational scholars interested in the social aspects of creative industries have paid increasing attention to the structural conditions that facilitate the generation and production of creative work, particularly in the cultural markets. Drawing upon but extending seminal ideas from Coleman (1988) and Granovetter (1973), literature has bred substantial development in the field both in theory (Perry-Smith and Shalley, 2003; Schilling, 2005) and empirics (Burt, 2004; Uzzi and Spiro, 2005; Perry-Smith, 2006; Cattani and Ferriani, 2008). These studies investigate structural and relational antecedents for creativity in an effort to explore which configuration of actors’ social networks is likely to foster the emergence of novel outcomes. One consistent finding across various studies in the field is that social networks serve as an interface through which individuals may tap novelty for the creative production of culture. Our aim in this symposium is to introduce the most up-to-date research that cuts across social networks and creativity. Concretely, we intend to address a long-lasting but still ongoing debate such as how and why individual actors’ structural position in the social field shapes not only their ability to generate creative work but also whether this work conforms to or departs from a field’s established norms and standards—thus affecting its reception by relevant social audiences. Social networks could be the main driver in the persistent inequalities in who gets to create and present their work in cultural markets. The nature of creators’ networks based on their past activity can enable or constrain their future career path. This symposium will bring together scholars drawing on research in organizational behavior, strategic management, and organizational theory to make progress on this overarching topic area. Exploration and Exploitation in Cultural Tastes from a Core/Periphery Perspective Presenter: Khwan Kim; INSEAD Presenter: Noah Askin; INSEAD Presenter: Martin Gargiulo; INSEAD Differentiation & Social Structure: A Machine Vision Approach to Dynamics of Creativity Presenter: Mitali Banerjee; HEC Paris Presenter: Daniel Kaplan; Adelphi U. Presenter: Shreeansh Agrawal; The Brattle Group Old Wine in New Bottles? How Awards Affect the Originality of Broadway Shows Presenter: Xuege (Cathy) Lu; Cornell U./U. of Minnesota Presenter: Heeyon Kim; Cornell U. How Social Movements Influence Hiring via Networks: Evidence from the Film Industry Presenter: Daphné Baldassari; U. of Toronto

Corporate Sociopolitical Activism and Stakeholder Influences: A Conceptual Framework

Corporate Sociopolitical Activism (CSA) is the public involvement, predominantly via speech, of companies in controversial social and political issues. The predominant models of CSA draw heavily from upper echelons, agency, and other CEO-centric theories of organizational behavior, as well as managerial perceptions of issue alignment with employees and customers. While instructive, these models fail to explain both the increased incidence of CSA as well as its concentration primarily in the USA over other countries. We offer a stakeholder-centric model of CSA, specifically examining the influences of government, non-governmental organizations, and the media on CSA. The model establishes a set of testable propositions that we believe better explains CSA than existing frameworks.