Organizational Behavior Theory Research Articles

Workplace Culture and Organizational Behaviour Through a Literary Lens: A Social Science Perspective

Workplace culture together with organizational behavior functions as essential elements for explaining how people experience their working environments. Literature functions as a tool to observe organizational environments through works which dissect and replicate social dynamics of workplaces as well as leadership patterns and power relationships. The research examines workplace culture and organizational behavior representations in literature through a social science lens while identifying corresponding actual workplace scenarios. The analysis of novels and plays and short stories operates to explain how authors show the fundamental psychological and sociological and cultural elements controlling actions in organizations. Both literature serves as a reflection of societal structures and it functions as a tool which shapes work-related public perceptions. As an organizational behavior investigation this research analyzes internal workplace elements through the theoretical concepts found in existing published works. Through their analysis the study shows that literary literature reveals decisive understanding of the issues encountered alongside possible improvements within different organizational settings. This paper connects organizational behavior theories to literature to create a more extensive comprehension of workplace dynamics evaluated through social science principles. Keywords: Workplace culture, Organizational behavior, Literature, Social science, Leadership

ANALISIS TEORITIS KOMITMEN KARYAWAN: KAJIAN KOMPREHENSIF STRATEGI PENGEMBANGAN LOYALITAS ORGANISASI

This theoretical analysis examines the conceptual frameworks and scholarly perspectives on employee commitment in organizations, synthesizing current literature to develop a comprehensive understanding of commitment-building strategies. Through an extensive review of contemporary organizational behavior theories, we explore the multifaceted nature of employee commitment and its theoretical implications for organizational success. The study analyzes various theoretical models of employee commitment, identifying key constructs and their interrelationships. The analysis reveals that employee commitment is conceptualized through multiple theoretical lenses, including social exchange theory, organizational support theory, and the job demands-resources model. This paper contributes to the academic discourse by proposing an integrated theoretical framework for understanding and developing employee commitment, considering both individual psychological factors and organizational contextual elements.This study examines the evolution of employee commitment concepts within the modern business context, focusing on theoretical frameworks including Social Exchange Theory, Organizational Support Theory, and the Job Demands-Resources Model. Employee commitment is regarded as a critical element for organizational success and stability, encompassing affective, continuance, and normative dimensions. In addition to psychological factors, work environment, and job satisfaction, the research highlights the need for a holistic approach in strategies to develop employee loyalty. Through a literature analysis, this study aims to provide comprehensive insights and strategic recommendations for enhancing employee engagement and retention within organizations.Keywords: employee commitment theory, organizational loyalty, theoretical framework, organizational behavior, workplace psychology

Leadership Styles and Their Effects on Employee Satisfaction in Empowering Happiness at Workplace

This paper explores the intricate relationship between leadership styles and employee happiness, presenting a comprehensive guide for leaders aiming to foster happiness in the workplace. Drawing upon theories of positive psychology and organizational behavior, we delve into the impact of leadership behaviors, such as empathy, support, and autonomy, on employee well-being and job satisfaction. This paper presents the main concepts and theories underpinning the research, including transformational leadership, inspirational, servant, autocratic and authentic leadership, to support the findings. This quantitative study involved 400 people from public sector companies, ranging in employment grades from 41 to 54, who were selected at random for the study. The data were analyzed descriptively by identifying and categorizing themes related to the leadership styles employed within the employees' organizations. The study reveals that Transformational, Authentic, Inspirational, and Servant Leadership styles have a positive impact on workplace happiness through traits such as empowerment, trust, and support, while Autocratic Leadership has a harmful effect due to its rigid and pressure-inducing nature. Organizations should focus on positive leadership styles and steer away from Autocratic approaches to improve employee happiness at work. The study uniquely highlights how Transformational, Authentic, Inspirational, and Servant Leadership styles contribute to workplace happiness, providing valuable guidance for organizations to foster a supportive work environment while mitigating the negative effects of Autocratic Leadership.

THE HIDDEN DRIVERS OF JOB SATISFACTION: INCLUSIVE VS AUTOCRATIC LEADERSHIP WITH MEDIATING INFLUENCE OF TRUST

This study investigates the impact of inclusive & autocratic leadership styles on employees’ job satisfaction in manufacturing organizations, focusing on mediating role of organizational trust. Leadership significantly influences employees' attitudes, motivation, and overall performance, yet the interplay between leadership styles, organizational trust, and job satisfaction remains underexplored in the manufacturing sector. Drawing on leadership and organizational behavior theories, this research examines that how inclusive leadership fosters trust & boosts job satisfaction, while autocratic leadership may undermine trust, negatively affecting satisfaction. A quantitative survey design was employed, collecting data from 300 employees across diverse manufacturing firms. Structural Equation Modeling (SEM) was used to test hypothesized relationships. Results reveal that inclusive leadership positively correlates with job satisfaction, mediated by organizational trust thereby highlighting trust as critical mechanism linking leadership and satisfaction. Conversely, the autocratic leadership exhibits a negative relationship with organizational trust and job satisfaction. Therefore, results are important in highlighting the importance of creating enabling, and inclusive leadership styles to direct the trust as well as ensure better employee outcomes in the manufacturing settings.

The Impact of Presidential Elections on Organizational Leadership in Business Environments

This essay delves into the impact of U.S. presidential elections on organizational leadership within the business sector. By scrutinizing shifts in economic policy, regulatory practices, market expectations, and leadership behavior, this work evaluates how these elections shape the strategic and operational decisions of corporate leaders. The study integrates various theories of leadership and organizational behavior, alongside recent case studies, to demonstrate how different election outcomes influence corporate governance and the broader market landscape. Ultimately, it highlights the intricate relationship between political events and business leadership, offering insights into the adaptive strategies employed by corporate leaders in response to electoral changes.

Academic psychological capital: Implications for organizational crises

AbstractThis study examines the role of academic psychological capital (PsyCap) in buffering the negative impact of organizational crises (COVID‐19 pandemic) on educational outcomes in higher education institutions. Drawing on positive organizational behavior theory and crisis management literature, we hypothesize that students with higher levels of academic PsyCap will have significantly higher retention and graduation rates during the crisis, and that academic PsyCap is a better predictor of these outcomes than traditional predictors such as high school GPA and standardized test scores (Scholastic Assessment Test (SAT)). Using a longitudinal approach, we found that academic PsyCap is positively related to 1‐year retention and graduation rates. Academic PsyCap also explains additional variance in these outcomes beyond high school GPA. The findings highlight the importance of cultivating psychological resources like hope, efficacy, resilience, and optimism to promote student success and well‐being during challenging times.

The Job That Calls My Name

One of the main goals of a (young) job seeker is to find a job that offers a valuable opportunity in their career and that also satisfies the professional curiosity. One of the most frequently visited labour market platforms for this purpose are job advertising portals. Browsing through job advertisements is a much more complex process than it may seem at first sight: numerous studies show that a job advertisement is usually the first encounter between the employer’s offer and the expectations of the potential candidate. The primary goal of recruitment communication is to attract all job seekers who match the description in the advertisement, however, discriminatory references and implicit cues referring to one gender may be unconsciously coded into language, which therefore distorts equal application opportunity. The aim of this literature review is to synthetise the emergence, functioning and social implications of implicit gender references in job advertisements. The article introduces the topic through six main sections, broken down into theoretical components. The introduction is followed by a discussion of the gender gap at both national as well as international level, the basic principles of recruitment communication, the main explanatory theories of organisational behaviour, the effects of implicit gender references on the perceiver, and lastly, a discussion of gender linguistics is touched upon.

Leadership Styles and Their Effects on Employee Satisfaction in Empowering Happiness at Workplace

This paper explores the intricate relationship between leadership styles and employee happiness, presenting a comprehensive guide for leaders aiming to foster happiness in the workplace. Drawing upon theories of positive psychology and organizational behavior, we delve into the impact of leadership behaviors, such as empathy, support, and autonomy, on employee well-being and job satisfaction. This paper presents the main concepts and theories underpinning the research, including transformational leadership, inspirational, servant, autocratic and authentic leadership, to support the findings. This quantitative study involved 400 people from public sector companies, ranging in employment grades from 41 to 54, who were selected at random for the study. The data were analyzed descriptively by identifying and categorizing themes related to the leadership styles employed within the employees' organizations. The study reveals that Transformational, Authentic, Inspirational, and Servant Leadership styles have a positive impact on workplace happiness through traits such as empowerment, trust, and support, while Autocratic Leadership has a harmful effect due to its rigid and pressure-inducing nature. Organizations should focus on positive leadership styles and steer away from Autocratic approaches to improve employee happiness at work. The study uniquely highlights how Transformational, Authentic, Inspirational, and Servant Leadership styles contribute to workplace happiness, providing valuable guidance for organizations to foster a supportive work environment while mitigating the negative effects of Autocratic Leadership.

What's Draining Your Workplace Energy and Joy? Identifying and Addressing Sources of Unhappiness to Boost Productivity and Morale

This article explores the major factors that contribute to employee unhappiness and low engagement based on organizational behavior theory and empirical research. It identifies unclear role expectations, lack of autonomy, poor leadership, and unhealthy workplace cultures as key sources of job dissatisfaction. Research shows only 30% of workers worldwide feel engaged in their jobs, indicating widespread unhappiness comes at a cost to both individual well-being and organizational performance. The article outlines specific strategies organizations can implement to address each issue, such as providing detailed job descriptions, setting clear performance goals, empowering employees with control and input, developing effective leadership skills, and fostering a positive values-driven culture. Additional considerations like workload concerns, growth opportunities, recognition programs, and coworker relations are also discussed. By understanding why jobs so often fail to inspire and implementing targeted improvement initiatives, leaders can systematically transform work into a fulfilling experience that maximizes employee potential and engagement. This enhances organizational competitiveness by differentiating companies as employers of choice.

Critical Review of Organizational Factors Affecting Employee Well Being in Hotel Industry

Employee well being is very important to encourage positive performance, which in turn will encourage employee behavior. Employee well being is a challenge facing the hotel industry today and the main thing to consider for the hotel industry for b usiness sustainability. As an important industry of service industry, hotel industry has increasingly become an important part of the present stage and the well being of its employees is crucial to the long-term stability and development of the organization Well being research in the service industries, including hospitality, has been growing. Specific studies on well being in the hotel industry in China may contribut e to this trend The well-being of hotel employees in China has been a growing concern in recent years. As the tourism industry continues to boom in the country, hotel employees are facing increasing demands and pressures in their daily work. From this poi nt of view, through sorting out the existing relevant literature and research results, this study seeks insights into organizational factors such as organizational culture, corporate social responsibility, work life balance, high performance work systems t hat may influence employee well being in hotel industry. This research may contribute to the management and organizational studies, provides an opportunity to validate existing organizational behavior and management theories in the context of the hotel ind ustry. The paper may offer insights that can be generalized to other service oriented industries, providing a broader theoretical understanding applicable beyond the hotel sector. This research may enhance employees' work productivity and efficiency, serv ice quality , customer satisfac tion, employee retention rate, reputation and brand value, also may demonstrate corporate social responsibility.

The relevance of vision sharing and innovative behavior on transformational leadership, charismatic influence and organizational citizenship behavior (OCB)

The growing emphasis on quality of life has propelled the development of and attention to the tourism and hospitality industry. However, this focus has also led to competitive challenges due to globalization and rapid market changes. This study employed a three-stage questionnaire method to distribute surveys and conducted a comparative analysis of 370 hotel employees. The research aimed to expand the literature by exploring the relationship between transformational leadership styles and organizational citizenship behaviour (OCB) theory in hotel management. The study revealed that transformational leadership indirectly influences organizational citizenship behaviour through the mechanisms of charm influences and individualized care. With regard to moderating effects, shared vision in the second stage positively moderated the relationship between charisma attribution and individualized consideration, and innovative behaviour positively moderated the relationship between individualized consideration and organizational citizenship behaviour. This relationship was evident in the third stage. Finally, a comparative analysis was conducted between the alternative and original models to reinforce the findings.

A behavioral theory of Leviathan Inc: State firms’ responses to performance shortfalls

We examine the role of ownership in organizational responses to performance shortfalls. State owners prize performance stability over being competitive, and their firms thus frame performance shortfalls differently than private firms do. In particular, state firms’ performance-stability orientation makes them respond to small performance shortfalls more readily than private firms do. They largely disregard performance comparisons with industry competitors, which more readily trigger divestitures at private firms. Comparisons among state firms matter relatively more. We find empirical support for these propositions in the population of Chinese state and private firms publicly traded in Shanghai and Shenzhen Stock Exchanges from 2003 to 2019. The frame-contingent responsiveness we document extends theory of organizational behavior and adds important nuance to our understanding of state-firm inertia.

Kaizen Event process factors for operational performance improvement: an archival study

Organisations practicing lean effectively show operational performance improvement through various tools, including Kaizen Events. Evidence of how measurable operational performance improvement relates to specific Kaizen Event process factors is lacking though. Building upon three organisational behaviour theories, and using the six phase-based process characteristics of Kaizen Events, we first distilled nine factors that might relate to operational performance improvement. We analysed archival documentation of 79 Kaizen Events. Four Kaizen Event factors, typically applied in specific Kaizen Event phases, were significantly related to operational performance improvement: 1) in phase one, problem definition, the group is committed to solve the problem and 2) a problem indicator must be specified; 3) in phase three, idea generation, countermeasures must be quantified in relation to the problem indicator; and 4) in phase five, implementation, the line manager champions idea implementation. A conceptual model is presented to eventually obtain even more effective Kaizen Events in the future.

Managing English culture in semi-military academy

The efficient administration of English culture in semi-military academies becomes a substantial area to cover as long as these institutions remain major players in molding future leaders. This research looks at the difficulties, approaches, and results of maintaining English culture in the special setting of a semi-military institution. Language hurdles, cultural misinterpretations, and difficulties between academic independence and military discipline are only a few of the difficulties that are shown by the findings. To promote cultural diversity and strengthen institutional cohesiveness, cutting-edge tactics, including inclusive curriculum design, bilingual programs, and cultural competency training, have been recognized as crucial. The survey also emphasizes the perceived benefits of successful English cultural management, which include better performance in school, better interpersonal abilities, and a stronger feeling of community among students and staff. This study provides theoretical insights into the dynamic interactions between culture, education, and institutional identity by drawing on theories of cultural management, education, and organizational behavior. Moreover, it offers useful suggestions for teachers, administrators, and legislators who want to encourage inclusivity and diversity of culture in semi-military academies and other similar educational environments.

Construction framework process: a qualitative investigation of behaviour change drivers and project outcomes

Purpose Construction framework agreements are identified by the UK Government’s Construction Strategy 2025 as an integrated procurement path to improve construction industry efficiency. However, criticisms from the industry have arisen from the lack of transparency and incorrect application of such frameworks. This paper aims to examine the client and supplier relationships within a framework agreement to discover what behaviour change drivers should be applied in the framework process to achieve the desired project outcomes. Design/methodology/approach A triangulation approach was adopted. An initial literature review on organisational behaviour and job performance theories was conducted followed by a qualitative expert review survey of client construction managers to confirm the project outcomes desired by public-sector clients and the associated behaviour change drivers. This was followed by a qualitative multiple-case study investigation of eight typical framework projects to form a commonality of views to explain the impact of behaviour change drivers on project outcomes. Findings Results from both qualitative studies demonstrated that improvements in project outcomes of time, cost, quality, sustainability and closer relationships can be driven by two sets of behaviour drivers: client organisational behaviour change drivers (setting up incentive and risk-sharing procurement approach, effective communication through development of stronger relationships and performance monitoring using contract key performance indicators) and supplier contextual behaviour change drivers (motivating conscientious behaviour and attitude towards self-improvement and innovations, supporting shared culture of providing services aligning with the client needs, promoting learning and development amongst all suppliers and most importantly providing trust and collaboration to the client). Research limitations/implications The investigation was based on an expert review with eight multiple-case studies conducted within the geographical area of England. Further research should be conducted nationwide so that the findings can become more robust and benefit the entire public sector. Practical implications It is suggested that framework managers should apply the supplier contextual performance drivers as selection criteria in the procurement process, whilst the client organisational performance drivers should be applied in the whole procurement and construction monitoring process to drive project outcomes aligned with the government construction policy objectives. Originality/value This research demonstrates that the project behaviour of clients and suppliers can be shifted within the construction framework environment to yield the desired project outcomes. This can be achieved by applying the client organisational behaviour drivers and the supplier contextual behaviour change drivers in tandem to optimise the framework process.

Be a boundaryless good guy! How job embeddedness mediates and organizational identification moderates the associations of boundaryless career attitude with extra-role behaviours

PurposeThis paper aims to examine the mediating role of job embeddedness and the moderating role of organizational identification on the relationships between boundaryless career attitude and extra-role behaviours (i.e. organizational citizenship behaviours and counterproductive work behaviours).Design/methodology/approachA two-wave study was carried out on 296 employees from public and private organizations in Italy. Boundaryless career attitude, organizational identification and demographics were measured at Time 1. Four months later (Time 2), job embeddedness, organizational citizenship behaviours and counterproductive work behaviours were assessed. Responses were analysed by means of multigroup structural equation modelling.FindingsJob embeddedness mediated the positive relationship between boundaryless career attitude and counterproductive work behaviours, as well as its negative association with organizational citizenship behaviours; organizational identification buffered this latter indirect effect.Practical implicationsOrganizations can promote stronger organizational identification and job embeddedness to retain boundaryless-oriented talent and foster positive extra-role behaviours.Originality/valueThis study integrated the protean/boundaryless careers literature with organizational behaviour theories to examine contextual factors influencing the effects of these contemporary career attitudes.

Balancing work and family when family is work: a reconceptualization of work–family integration, burnout and detachment in family business

PurposeBuilding from calls for greater interdisciplinary research in interpreting family business phenomena, we integrate research on work–family conflict, detachment and burnout from both organizational and family studies. Using the characteristic work–family integration of family business settings as a backdrop we develop theoretical arguments that emphasize the reconciliatory role of interdisciplinary perspectives to explain the ostensibly contradictory findings in extant research. The diminishing barriers separating work and life spheres occurring in most global industries illustrate the importance of conceiving the study of work–life phenomena through recursive, rather than linear, logics and emphasizing the relevance of family business research in providing a contextual foundation for interdisciplinary discussions.Design/methodology/approachThis theoretical paper integrates perspectives from the literatures on organizational behavior and family systems theory to form six propositions on the relationship between work–life integration and the antecedents and consequences of burnout and psychological detachment.FindingsThis paper explores the nuances that overlapping work and family roles might be a source of both harmony and discord in family firms. In doing so, our research contributes to the growing relationship between family systems theory and family business research, and creates the foundation for future empirical studies on the psychological dynamics that underlie work–family integration.Originality/valueThis research advances a novel perspective on the interactions between work–family integration and burnout and detachment, and does so by noting that the way the family business literature treats work–family integration may apply to any employee that experiences tension between these different spheres of their identity.

DAMPAK HUMAN RELATION, LINGKUNGAN KERJA SOSIAL DAN LEADERSHIP TERHADAP KINERJA KARYAWAN RUMAH SAKIT SANJIWANI KABUPATEN GIANYAR

This study aims to test the impact Human Relations, Social Work Environment AndleadershipOn Employee Performance at Sanjiwani Hospital in Gianyar Regency with the main theory of Organizational Behavior and Human Resources. The qualitative research method used a questionnaire with 58 respondents and four hypotheses which were processed using SPSS version 24. The results of the research stated 1. Leadership (X1) has a positive and significant effect on the performance of Employees at the Sanjiwani Gianyar Hospital, 2. Social Work Environment (X2) has a positive and significant effect on the performance of employees at the Sanjiwani Gianyar Hospital, 3.Human Relations (Z) negative effectand not significant to the performance of employees of the Sanjiwani Gianyar Hospital in Gianyar Regency, 4.Human Relationsable to mediate between leadership and social work environment on the performance of employees at sanjiwani hospital. Implications: Leadership Impact Social Work Environment and Human Relationson Moderate Employee Performance

Correlates of Work Engagement among Medical-Surgical Nurses in Selected Hospitals in Shandong, China: Basis for Theoretical Development

Because of nurse-researchers bringing theories of organizational behavior to the field of nursing, they have become more increasingly involved in research. As frontline healthcare workers, nurses are critical to the development of the entire healthcare industry. Nurses' work engagement and related influencing factors are conducive to improving the quality of care and promoting the development of nurses' physical and mental health. This study was conducted to determine the current status of medical-surgical nurses' work engagement and to explore the influence of psychological capital, and organizational justice on their work engagement. It provided a theoretical basis for the management and education of medical-surgical nurses.

Network Analysis of Research Collaboration in Skills-Based Leadership: A Bibliometric Approach

Skills-based leadership has emerged as a critical area of study within the realm of organizational behavior and management theory. This paper employs a bibliometric approach to analyze the landscape of research collaboration in skills-based leadership. Utilizing network analysis techniques, the paper explores the patterns of collaboration among researchers, institutions, and countries, shedding light on the dynamics and evolution of this field. By synthesizing bibliometric data, this study aims to provide insights into the structure, trends, and key contributors in research on skills-based leadership, offering valuable implications for future research directions and practical applications.