Organizational Behavior Theory Research Articles

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.

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.

An Empirical Study on Corporate ESG Behavior and Employee Satisfaction: A Moderating Mediation Model.

As the role of human capital in enhancing corporate value becomes increasingly prominent in the new economic era, employee satisfaction has garnered widespread attention in organizational behavior theory and business practices. However, constrained by the traditional governance model of "shareholder primacy", which tends to view employees instrumentally, adverse effects on employee satisfaction and organizational identification persist. Currently, corporate ESG behaviors are flourishing in China, bringing profound and extensive transformations to economic and social sustainability. Yet, the research on whether and how corporate ESG behaviors improve employee satisfaction remains unclear. This study, based on data from the "China's 100 Best Employers Award" and employing regression analysis on panel data from listed companies on the Shanghai and Shenzhen stock exchanges, reveals that corporate ESG behaviors have the potential to enhance employee satisfaction. Transparency in corporate environmental information and internal control mechanisms emerge as the primary means through which corporate ESG behaviors elevate employee satisfaction. Furthermore, heightened environmental awareness among executives and higher educational qualifications among employees strengthen the relationship between corporate ESG behaviors and employee satisfaction.

Examining the impact of internal marketing strategies on employee-based brand equity benefits

PurposeThe primary purpose of this research is to conceptualise and validate the comprehensive framework for effectively measuring and managing employee-based brand equity (EBBE) benefits. The study endeavours to integrate professional and socio-emotional facets of employees' into the proposed model, lending it a more holistic approach.Design/methodology/approachThe study focusses on the banking sector in Kosovo, employing structural equation modelling to analyse data from a sample of 325 employees.FindingsBoth professional and socio-emotional perspectives significantly influenced brand knowledge, positively impacting EBBE benefits such as employee satisfaction, retention and positive word of mouth (WOM). These findings provide empirical support for the theoretical assumptions concerning the role of professional and socio-emotional perspectives in building EBBE.Research limitations/implicationsTheoretically, this research could bridge marketing and organisational behaviour theories by highlighting employees' role in building brand equity. Moreover, it might expand the social identity theory within an organisational context, emphasising employees' identification with the brand as a crucial element.Practical implicationsThe study offers practical implications for the banking industry and similar contexts, suggesting robust internal marketing strategies prioritising professional development and socio-emotional connectivity. Theoretically, this research could bridge marketing and organisational behaviour theories by highlighting employees' role in building brand equity. Moreover, it might expand the social identity theory within an organisational context, emphasising employees' identification with the brand as a crucial element.Originality/valueThe paper presents an original contribution to the field of brand equity research by proposing and validating a novel framework for EBBE that uniquely integrates both professional and socio-emotional dimensions of employees' experiences. This approach is particularly innovative within the context of the banking sector, offering new empirical insights.

Positive and Negative Effects of Technology on Organization Culture

Some consider organizational culture as a belief system that is common between employees of the organization; some consider it as a series of common and dominant values, which are represented by symbols such as stories, myths, in general the common aspect of these definitions is a series of common beliefs and values that exist in an organization and guide the behavior of that organization. In the theories of organizational behavior, much attention is paid to organizational culture as an influencing factor on the effectiveness and efficiency of organizations, directly and indirectly, on the indicators of creating an impact. It has been done, so in this article we will examine the effect of information technology on organizational culture or its leadership as an accelerator or an obstacle in providing appropriate solutions for the promotion and growth of the leader or organization.

Integrating human resources principles in STEM education: A review

This study investigates the incorporation of Human Resources (HR) principles into STEM education, looking at theoretical underpinnings, existing models, and practical strategies. To build a conceptual foundation, the theoretical framework draws on human capital theory, organizational behavior theories, and strategic human resource management. Integration tactics include targeted recruitment, professional development, teamwork, and diversity. Recommendations span stakeholders, emphasizing educator incentives, public-private collaborations, and inclusive policy. The consequences extend to practice, policy, and research, driving the development of a diverse and talented STEM workforce. Finally, this integration marks a paradigm shift, reinventing how educators are recruited, developed, and retained to meet the changing demands of STEM areas while contributing to a technologically sophisticated and inclusive society.

The implementation of attribution theory in leadership: a systematical literature review

This study provides a survey of the literature on the application of attribution theory in leadership and organizational behavior. The study's goal is to investigate how attribution theory might be used to improve corporate leadership practices in Indonesia, specifically in avoiding harmful attributional biases. This study reviews 22 articles published from 2013 to 2023 related to the topic of applying attribution theory in leadership. The results of the review show that leaders' communication style influences the leadership attributions that emerge in virtual teams. In addition, leadership support for work-life balance can reduce employees' counterproductive behaviors by mitigating work-family conflict. Additionally, big data-driven marketing attributions can enhance customer value attribution accuracy. Furthermore, leaders' commitment to public ideals has a favorable relationship with charismatic leadership attributions and, as a result, lower turnover rates. The research results highlight how attributions significantly influence employees' reactions to policies, leaders' styles, and organizational outcomes. Identifying key drivers of employees' attribution tendencies can empower leaders to cultivate more positive leadership results.

Optimized Combination Strategies for Hybrid Work Models in SMEs in the Post-COVID-19 Pandemic

This paper explores optimized combination strategies for implementing effective hybrid work models in small and medium-sized enterprises (SMEs) in the post-COVID-19 pandemic landscape. As remote and on-site workflows become increasingly intertwined, SMEs face distinct challenges in strategically adopting these blended models catered to their unique organizational constraints. This research aims to address the lack of tailored guidelines for SMEs by consolidating insights across multiple disciplines including leadership, organizational behavior, and digital transformation theory. We employ a mixed-methods approach combining surveys, interviews, case studies and longitudinal tracking to examine diverse aspects of hybrid model efficacy in SMEs. Key results reveal that balance between flexibility and in-person collaboration is crucial, but optimum ratios vary across industries. Additionally, inclusion risks must be mitigated and policies personalized to meet generational preferences. Practical recommendations focused on change management and leadership upskilling can significantly enhance SME productivity. We conclude that purpose-driven hybridity centered on belonging and resilience holds strategic advantages for SMEs navigating workforce transformation. Further comparative research can reveal additional success factors for context-specific hybrid work models.

Effect of Workload on Turnover Intention among Health Workers, with Burnout as a Mediator and Work Stress as a Moderator

Purpose - This study aimed to determine the effect of workload on turnover intention among health workers during the COVID-19 pandemic, with burnout serving as a mediator and work stress as a moderator. Methodology - This qualitative study collected data from health workers in health facilities in the Klungkung Regency using questionnaires. The data obtained were then examined using SmartPLS 3.2.9. Findings - The results showed that workload did not impact turnover intention, with burnout serving as a mediator. Meanwhile, work stress has not been proven to increase the connection between workload and turnover intent. Originality - This study provided a different perspective based on organizational behavior theory, which described the turnover intention mechanism of health workers.

The dark side of AI-enabled HRM on employees based on AI algorithmic features

PurposeAI is an emerging tool in HRM practices that has drawn increasing attention from HRM researchers and HRM practitioners. While there is little doubt that AI-enabled HRM exerts positive effects, it also triggers negative influences. Gaining a better understanding of the dark side of AI-enabled HRM holds great significance for managerial implementation and for enriching related theoretical research.Design/methodology/approachIn this study, the authors conducted a systematic review of the published literature in the field of AI-enabled HRM. The systematic literature review enabled the authors to critically analyze, synthesize and profile existing research on the covered topics using transparent and easily reproducible procedures.FindingsIn this study, the authors used AI algorithmic features (comprehensiveness, instantaneity and opacity) as the main focus to elaborate on the negative effects of AI-enabled HRM. Drawing from inconsistent literature, the authors distinguished between two concepts of AI algorithmic comprehensiveness: comprehensive analysis and comprehensive data collection. The authors also differentiated instantaneity into instantaneous intervention and instantaneous interaction. Opacity was also delineated: hard-to-understand and hard-to-observe. For each algorithmic feature, this study connected organizational behavior theory to AI-enabled HRM research and elaborated on the potential theoretical mechanism of AI-enabled HRM's negative effects on employees.Originality/valueBuilding upon the identified secondary dimensions of AI algorithmic features, the authors elaborate on the potential theoretical mechanism behind the negative effects of AI-enabled HRM on employees. This elaboration establishes a robust theoretical foundation for advancing research in AI-enable HRM. Furthermore, the authors discuss future research directions.

The modified democratic management model: an ideal leadership model for healthcare?

This article proposes a new, modified version of the democratic management model as a leadership structure that could be effectively used in healthcare, particularly when an organisation is led by a transformational leader. The modified democratic management model combines many existing motivational and organisational behaviour theories, along with components of trait and behavioural theories of leadership. The management style advocated by this model varies depends on the team approach and functional participation. To avoid functional areas within an organisation from becoming ‘silos’, a horizontal communication style between divisions is endorsed. In the different specialty areas, the model prescribes a combination of participative and collaborative management styles among the workforce, while managers should use coaching and transformational management styles. New components of this modified democratic management model include: 1) an occasional and temporary authoritative management style that can be used by the transformational leader during unexpected crises, when fast decision making is required; 2) implementation of internal and external checks and balances, such as mandatory employee debriefing and mandatory board reporting after each authoritative decision. The modified democratic management model can be applied to different employment levels in healthcare. This article discusses this theoretical model and how it could be implemented in practice to provide a fair, transparent and accountable management system in healthcare, helping to motivate staff to excel.

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.

Metode Pembelajaran Pembentukan Karakter dalam Perspektif Teori Perilaku Organiasi

Natural school is an alternatve school regarding the school system with the concept of universe-based education. One of the strategies for building alternative education is to organize a factual and conceptual learning processes, orgenaize education with educational enviromental conditions, organize environment-based learning processes, orgenaize learning that build cognitive, affective and psychomotor abilities, foster creative, and so on. The idea of this natural school was initiated by Lendo Novo based on his concern that the cost of education which is increasingly out of reach for the community. To get to know natural school, the author conducted a mini research into a natural school in the city Sukabumi, namely SD Islam Alam Fathia which is located at Ciberuem Sukabumi City, West Java. This study aims to determine the Character-buliding, learning method inn the perspective of organizational behavior theory at SD Fathia’s natural School. The method used in this research is descriptive qualitative methode. Where the researcher tested the validity of the data by triangulation of sources, namely by conducting interviews, observation and documentation. The finding of this study. Researchers found a new concept in learning, namely by learning with nature and making nature a medium for unlimited creativity for children. School such us the Alam Fatihia Islamic Elementary School are school that are indeed being sought by paraents, in order to make their children knowleadgeable and have character based on faith, science and nature.

A Study on the Continued Development of Darry Ring Based on "True Love Marketing" in the Future Chinese Market

With fierce competition in nowadays Chinese jewelry market, Darry Ring has become one of the most popular brands by using integrated marketing communication based on the True Love Marketing. The aim of this paper is to analyze the strengths and possible problems that Darry Ring may face in its future continued development, in the Chinese market. And the possible of continued development is investigated from four aspects, which are: brand concept, marketing, sales model, and consumer stability. This paper mainly uses methods of desk study and SWOT analysis. And there are four main findings. Firstly, the Darry Ring brand concept will be its unique selling point in the future Chinese market. Secondly, the marketing method used by Darry Ring, i.e., new media marketing, will be one of the strengths for its future development. Thirdly, DR's existing sales model will help it improve its market sensitivity. However, with the used of organizational behavior theory, over-reliance on Ture Love Marketing will reduce customer brand loyalty to Darry Ring. And it might become a serious hidden problem in the future development of Darry Ring. The conclusion is that the "True Love Marketing" is not only an opportunity for Darry Ring, but also a pitfall.

Applying organisational behaviour theory to aid emergency staff retention

The purpose of this theoretical concept article is to spark a dialogue on the use of organisational behaviour theory to address emergency responder retention. In the United States, emergency medical services (EMS) appear to be burdened with continuing problems of retaining staff. Poor responder retention affects the ability of EMS to deliver high-quality services; without trained, educated and experienced first responders, the EMS system struggles, and what suffers is the ability to provide medical care. The authors set out to construct a pathway for addressing the underlying issues leading to the exodus of professionals using organisational behaviour theory. To develop the idea, an inductive logic approach was used to address underlying negative factors influencing poor retention and discuss the promise of organisational behaviour theory in improving the retention of responders.

Assessing the Effect of Career Adaptability on Employee Engagement through Public Service Motivation: Study of Civil Servants in Indonesia

This study aimed to examine the effect of civil servant career adaptability on employee engagement mediated by public service motivation. This study adopts the theory of job demand resources and takes the perspective of organizational behavior theory to explain personal resource variables. The proposed hypothesis was tested by conducting a partial least square - a structural equation model on data collected from 599 millennial civil servants in Indonesia. This study found that career adaptability, directly and indirectly, affects employee engagement with public service motivation as a mediating variable. This study offers academics significant insight in providing empirical evidence of organizational behavior theory for a direct relationship between career adaptability and public service motivation. The implication of this research for human resource management in government organizations is awareness of designing programs to increase the career adaptability of millennial civil servants, so that it will have significant impact on public services because of their motivation and engagement to stay in the public sector.