Organizational Behavior Theory Research Articles

Kapabilitas Manajerial Dinamik Dan Kapasitas Organisasi Untuk Berubah Anteseden Dan Konsekuensi Dalam Meningkatkan Kinerja Organisasi Studi Empiris Pada Perguruan Tinggi Pelayaran Niaga

This study aims to build a conceptual model for improving organizational performance. The proposed model is based on dynamic managerial capabilities and organizational capacity to change. A structural study methodology was adopted using 200 samples taken from managers at Pelayaran Niaga colleges in Indonesia and data collected through questionnaires, to test the models and hypotheses in this study, the authors used Amos 25 as a data analysis tool. The results of this study indicate that there is a strategic path to improve organizational performance in public organizations, namely educational organizations at Pelayaran Niaga colleges in Indonesia, namely through a dynamic managerial ability path and then organizational capacity to change which can further increase organizational performance. This study has limitations such as not being able to define specifically about dynamic managerial abilities. In addition, the sample used is only limited to the Merchant Shipping College to represent public organizations. The results of this study are applied to strengthen the theory of change management theory of dynamic capabilities and organizational behavior. In addition, this research is also able to contribute to a practical level to provide recommendations for top managers, middle managers and lower managers in public organizations in order to be able to provide a form of performance improvement. organization based on organizational change and dynamic capabilities possessed by each manager in public organization.

Reimagining Black and Latinx Student Success Efforts: An Instrumental Case Study Analysis to Inform Intersectional Justice

This instrumental case study examined why institutional diversity efforts on US campuses gained limited success through a case of a predominantly white research university in the Midwest. Through the lens of reimagined organizational behavior theories for intersectional justice, we analyzed the lived experiences of Black and Latinx students and staff members, as well as institutional practices of the case university. The findings suggest that change-oriented leadership and a consciousness of intersectionality are essential for changes.

Configuration of organizational trust in the automotive sector in Mexico. A Sociological Look at organizations

Results of the type of organizational trust are presented in two automotive agencies, from Morelos and Querétaro. The diagnosis of the type of organizational trust is made through the sociology of organizations, the theory of organizational behavior and the model of Lewicki and Bunker. It is measured using a quantitative, inductive, explanatory, and cross-sectional methodology. The Lewicki and Bunker (1996) model was used. For the level of behavioral or calculative trust, Querétaro 81.72% and Morelos 88.89%, a low level of this type of trust is shown in both states. It means that employees are at a confidence level of 18.28% and 11.11% respectively. In Cognitive or Cognitive confidence, in Querétaro 89.68% and in Morelos 89.91%, so the real level of this confidence is 10.32% and 10.09%, respectively. Finally, affective or identifying trust, a low level of trust was detected, for Querétaro 88.39% and for Morelos 90%, so the percentage of this type of trust is 11.61% and 10%, respectively. What brings consequences: lack of leadership, lack of clear objectives, lack of teamwork, dissatisfied customers. These are traditionalist and bureaucratic organizations, a formal structure, with established norms and policies, far removed from the construction of identifying trust.

Pengaruh Kemampuan Kognitif Mahasiswa MPI Terhadap Pemahaman Teori-Teori Perilaku dan Budaya Organisasi (Studi Kasus Kelas C MPI)

This study is about the influence of students' cognitive abilities on the understanding of behavioral theories and organizational culture in the Islamic Education Management education program class C UIN Sunan Kalijaga Yogyakarta. This study involved students in MPI C class who had attended lectures on Organizational Behavior and Culture courses. This research method using survey research with quantitative approach. Intrumen research using questionnaires that have been shared on Google Form to measure students' cognitive abilities to understand behavioral theories and organizational culture. Based on the results of the study, data obtained that cognitive ability of students influenced the understanding of organizational behavior theories and organizational culture as much as 22.3% while the remaining 77.7% influenced by other variables. There was an increase in students' cognitive abilities through the learning process of behavioral courses and organizational culture with correlations ranging from 0.48.

The Determinants of Intent to Whistle-blowing: Organizational Commitment, Personal Cost of Reporting, and Legal Protection

Purpose : This research aims to empirically prove the intention to whistle-blowing influenced by organizational commitment, personal cost of reporting, and legal protection. The population studied was all employees who worked at the People’s Credit Bank (BPR) in Riau Province.Method : Sampling technique using purposive sampling method so that the quantity of samples as many as 27 People’s Credit Banks in Riau Province with 135 respondents to be sampled in accordance with the criteria set, but 90 questionnaires received and that can be processed. The study used quantitative data with primary data. The study used questionnaires with Likert scale measurements. Data analysis used is inferential data analysis using SEM with the help of WarpPLS software version 6.Findings : The results showed that the higher the commitment of the organization, the higher the intention of a person to do whistle-blowing. The study concluded that the organization’s commitment and high legal protections are able to increase the intention of employees to whistle-blowing. But the personal cost of reporting has not been able to show a negative influence on whistle-blowing intentions, due to the perception of personal costs of employees if reporting fraud there will be attention and protection from the organization’s management. Novelty : This study is different from previous research because it focuses more on discussing three factors of whistleblowing intentions, including organizational commitment, personal costs of reporting, and legal protection using the theory of prosocial organizational behavior and theory of planned behavior (TPB) in the scope of employees working at Rural Banks. (BPR) Riau Province.
 Keywords : Intention to do Whistle-blowing; Organizational Commitment; Personal Cost of Reporting; Legal Protection

Analysis of Factors for Korea’s Export Companies to Respond to Trade Remedies: Mediation Effect of Fairness Perception

This study analyzes the factors that enable Korea’s export companies, governments, and associations to effectively respond to the trade remedies represented by unilateral trade negotiation strategies. For this purpose, a research model was established through a deductive theoretical extension of organizational behavior theory, which can be applied directly by enterprises and related organizations. According to the results, factors that are both internal and external to a firm have a positive influence in reinforcing its capacity to respond to trade remedies. As a result, it was concluded that the reinforcement of response capacity leads to the qualitative and quantitative development of companies. This direct causal path confirmed the validity of the hypothesis that a manager’s fairness perception in trade remedies would represent leadership in organizational behavior theory. Thus, leadership was found to have a partial mediating effect between the two factors, thereby enhancing the causal relationship’s explanatory power and statistical significance.

The Control of the State-Owned Enterprises Based on the Theory of Organization and Management

"In the preface of the analysis of the present study on law and economics, I kindly appreciate the work of a law professor who was a great personality in the education of company law during the last century in Cluj-Napoca and Budapest as well. At the same time, the philosophers, influential thinkers, and different scientists have been concerned with the theory of organizational and management behaviour over the years. “The precondition of an efficient management of the organization” – in this case the state-owned enterprises – “is either a very thorough research or co-existence with the organization”. In the last century, the profession was centred around the three main directives: the modern, the symbolical, and the postmodern perspective. The state-owned enterprises as economic operators and the public authorities as competent holders of ownership rights of the state organizations can be used for drawing conclusions based on the comparative analysis of the organizational and management behaviour theory. The Organization for Economic Co-Operation and Development elaborated the guidelines of corporate governance of the state-owned companies. These recommendations contribute to the development of a reliable, predictable, and transparent economic environment. While we closely analyse the organizational and management behaviour theory, we can familiarize ourselves with the structure of the organization, its organizational methods (management), and it provides the opportunity to appreciate the interaction of the workers from a contrasting perspective. The aim is to facilitate awareness and sensitivity towards management progress through recognizing the organizational factors of workers’ behaviour and performance."

Entrepreneurıal Orıentatıon and Transformatıonal Leadershıp As Determınants of Employee Creatıvıty: The Medıatıng Role of Knowledge Sharıng

Several studies have been investigated in recent years on entrepreneurial orientation in financial firms. However, these rarely link transformational leadership, entrepreneurial orientation, and employee creativity through knowledge sharing. Therefore, this research aims is to determine the impact of transformational leadership (TRL) and entrepreneurial orientation (EO) on employee creativity (EC) through knowledge sharing (KS). This study was gathered data from 280 employee-manager dyads at 20 financial firms in Indonesia. To evaluate mediator factors, we used a two-step method to SEM. The finding indicates that the TRL and EO influence KS and EC. Additionally, the results show the significant positive effect of TRL, EO, and EC through KS. Thus, the TRL, OE., and EC can be increased through KS by encouraging employees to share KS to contribute to EC. This article seeks to contribute to the current organizational behavior theory by elucidating the mediation role of KS. Additionally, some intriguing discoveries are presented that have not been investigated previously by other studies.

A Study on the Cognition and Emotion Identification of Participative Budgeting Based on Artificial Intelligence.

Cognition and emotion exert a powerful influence on human behavior. Based on cognitive psychology and organizational behavior theory, this paper examines the role of cognition and emotion in participative budgeting and corporate performance using a questionnaire survey. The questionnaires were sent to 345 listed companies in China. The results support the hypothesis that human cognition and emotion have a positive moderating effect on the relationship between participative budgeting and corporate performance. Cognition and emotion can promote the effect of participative budgeting on corporate performance. Furthermore, according to the theory of artificial intelligence (AI), this paper designs an AI-based cognition and emotion identification system. This system can help managers identify the budget participants’ cognitive and emotional states and undertake the interventions necessary to improving corporate performance.

Organizational culture and competitiveness in the Faculty of Chemistry and Chemical Engineering at the UNMSM, Peru, 2020 [Cultura organizacional y competitividad en la Facultad de Química e Ingeniería Química de la UNMSM, Perú, 2020

This research was mixed with a qualitative approach. The purpose is to understand the degree of understanding of the underlying beliefs of the administrative workers in their perception of the Institutional Image of the organizational culture (OC), and from the quantitative perspective to evaluate the degree of relationship between the OC constructs and competitiveness. To conceptualize OC, the theory of organizational behavior was considered, and regarding competitiveness, the approach of the World Economic Forum (WEF). In the methodological framework, a Faculty of the Universidad Nacional Mayor de San Marcos, Lima, Peru was taken as the unit of analysis. In the quantitative analysis, a randomly selected sample of 294 people was considered, the study being correlational, cross-sectional, applicative and with a non-experimental design; a questionnaire with 21 items was applied, whose data were processed in the statistical program SPSS version 25, validating its internal reliability for both variables (Cronbach's alpha: 0.932), content validity via expert judgment and construct validity via the exploratory factor analysis (EFA). The qualitative study was exploratory and with a phenomenological design with a sample of 9 people, using the semi-structured interview. The results for the descriptive analysis revealed that 93% of the sample considered OC important in understanding competitiveness. Contrasting the general hypothesis, a high statistical significance was found between both constructs (p-value =0.000), and a positive correlation (Spearman 0.718). The tests of the specific hypotheses showed the same pattern of results. The analysis of variance (ANOVA) reaffirmed that the OC is capable of interpreting about 52.2% of the competitiveness construct.

ORGANISATIONAL BEHAVIOUR IN HUMAN RESOURCE DEVELOPMENT

Organizational behaviour is a discipline of social science that look for explanations for human behaviour in organizations. Organisational behaviour draws on core disciplines such as psychology, sociology, anthropology, economics, communication, and law to create and investigate multilevel explanations of why people take part in particular behaviour, and which behaviour under which situation lead to better outcomes in organizations. Created using an applied or pragmatic lens and tested with a wide range of both quantitative and qualitative methodologies, most Organisational behaviour theories and research have direct implications for managers and for other organizational participants. Not surprisingly, one focal area of Organisational behaviour research concerns safety in organizations, and a growing body of safety-oriented literature in Organisational behaviour is based on data collected during simulation training across a variety of organizations such as hospitals, airlines, nuclear power plants, and other high reliability organizations. Keywords: Organizational Behaviour, Human Resource Management, Human Behaviour

Economic Sustainability by Using Life Cycle Cost Information in the Buying Center: Insights from the Public Sector

Following the triple-bottom-line approach, sustainability comprises not only an ecologic and a social dimension but also an economic one. In that sense, economic sustainability (ES) tries to achieve a state in which present economic activities do not place a disproportionate burden on future economic activities. The time-related dimension of ES is of interest for this research, because procurement management makes use of life cycle cost (LCC), which is an instrument to measure long-term economic effects. LCC information could help to consider ES, but practice struggles to consider the information. This research addresses this issue and merges organizational information processing with organizational buying behavior theory. Empirically, it reports original insights into eight cases in the public sector. Decisions in the cases are usually made by councils (buying centers); as such, a group of people with different backgrounds must be informed with ES LCC information. The findings show ES LCC information requirements, capabilities, and fit, as well as information distribution and perception in buying centers. As such, the cases provide indications as to which decisions in the project are influenced by ES LCC information. Overall, the analysis integrates two theoretical perspectives and provides strong indications that LCC is a promising instrument to link decision making with a sustainability rational.

Conservation of resources theory in the organizational behavior context: Theoretical evolution and challenges

<p id="p00005">Over the past three decades, the conservation of resources theory (COR) has become one of the most widely applied theories in organizational behavior (OB). <p id="p00006">Hobfoll (<xref xml:base="bibr" rid="b28">1989</xref>) proposed COR as a new attempt at conceptualizing the stressor-strain relationship. It highlights that stress is not construed by individual perception but a reaction to objective stressful circumstances; coping in reaction to stress is a dynamic process of exchanging resources between individuals and the environment. Imprinted by Hobfoll’s background as a clinical psychologist studying stress disorder, COR is recognized as a resource-oriented stress model with environmental roots After several major revisions, COR has developed from a stressor-strain model into a motivational theory and built a theoretical framework with several extensions. The dynamic process regarding how people strive to acquire, protect, and build resources helps to explain individual behaviors in reactions to stressors across many organizational contexts. COR also shed light upon how organizations cope with stress. <p id="p00007">From 1989 to 2020, OB literature has accounted for most citations of the 1989 paper that initially introduced COR theory. A great number of empirical studies in the OB field, covering a variety of themes such as job stress, work engagement, creativity, and leadership, investigated the major propositions in COR. These propositions include resource loss and gain spirals, salience of resource gain in the process of resource loss, and more. As a result, COR has become one of the most influential theories for understanding employees’ psychological processes and behavioral motivation. However, OB scholars share concerns about COR that the concept of <italic>resource</italic> is fuzzily defined and therefore that nearly anything good can be considered a resource. We acknowledge the substantive value of COR in OB literature though it may not sound novel, but we also recommend OB scholars be conscious with its conceptualization while applying COR and not take the value of applying it by granted because of its high citations. <p id="p00008">Applying COR in OB research also faces challenges from other theoretical perspectives. For example, the stress-appraisal theory and the adaption theory provide some contrasting viewpoints on stress. Its origin in clinical psychology also invites problems for OB scholars that they tend to ignore the integrative perspective of COR regarding how the sources of stress and the structure of individual resources evolve in a dynamic process. <p id="p00009">We propose that OB researchers should avoid tailoring COR’s propositions to OB research questions, which often means neglecting its overarching perspective and purposely selecting isolated viewpoints to serve their own research questions, but try to seek balance between the integrative perspective in COR theory and the behavior-focused tradition in OB research in the future.

The Effect of Work Life Balance and Compensation on Employee Performance through Employee Engagement as Intervening Variable (Study on Married Women Employees that Have Children in the Production Section of PT Sukuntex Spinning)

PT Sukuntex is a manufacturing company in Indonesia that is in charge of the textile industry. The problem faced is the fluctuation in the decline in target achievement in 2018-2021. Until 2021, the number of realizations cannot achieve the targets set by the company. Work-life balance, compensation, and employee engagement are variables that can affect employee performance. This study aims to determine the effect of work-life balance and compensation on employee engagement through employee engagement at PT Sukuntex-Spinning. The number of samples is 100 female employees who are married and have children from the production division of PT Sukuntex-Spinning. The data analysis technique uses a Structural Equation Model based on Partial Least Square (SEM PLS). The results of the study support the theory of organizational behavior where individual behavior like work-life balance, acceptance of compensation, and employee engagement can improve employee performance. This study concludes work-life balance and compensation have a positive and significant effect on employee performance through employee engagement. The recommendation for the company is to hold a joint event between employees and their families. Companies also need to provide regular training to improve the quality of employees. In addition, the company can give praise or appreciation for every employee’s progress in work.

PENGARUH KEMAMPUAN KOGNITIF MAHASISWA MPI TERHADAP PEMAHAMAN TEORI-TEORI PERILAKU dan BUDAYA ORGANISASI

This study is about the influence of students' cognitive abilities on the understanding of behavioral theories and organizational culture in the Islamic Education Management education program class C UIN Sunan Kalijaga Yogyakarta. This study involved students in MPI C class who had attended lectures on Organizational Behavior and Culture courses. This research method using survey research with quantitative approach. Intrumen research using questionnaires that have been shared on Google Form to measure students' cognitive abilities to understand behavioral theories and organizational culture. Based on the results of the study, data obtained that cognitive ability of students influenced the understanding of organizational behavior theories and organizational culture as much as 22.3% while the remaining 77.7% influenced by other variables. There was an increase in students' cognitive abilities through the learning process of behavioral courses and organizational culture with correlations ranging from 0.48.

Assessing differences between university and federal laboratory postdoctoral scientists in technology transfer

While there are numerous studies of university technology transfer, there have been relatively few studies of technology transfer at federal labs. Moreover, studies of university technology transfer have focused on faculty, not post-doctoral scientists. They have also ignored identity and sensemaking theories in organizational behavior, which are relevant in the context of technology transfer. We fill these gaps by examining differences between university post-doctoral scientists and federal lab post-doctoral scientists, in terms of how they engage in technology transfer. Our qualitative analysis is based on extensive interviews of post-doctoral scientists and their supervisors/principal investigators (PIs) at two major research universities and four large federal labs. We find that federal lab scientists are more influenced by mission-driven research and their sense of public service, as compared to university scientists who are motivated more by curiosity-driven research. These motivational differences may constitute significant barriers to technology transfer in federal labs. As compared to their university counterparts, federal lab scientists appear to experience more cognitive dissonance in pursuing commercialization of their research and have more sophisticated resolution strategies for dealing with such dissonance. We also find that PIs at federal labs are not highly incentivized to engage in technology transfer. We discuss additional research needs, as well as the managerial and training implications of our findings.

The concept and genesis of integrated reporting in the triad "state - society - business"

The article summarizes the research results of the authors of this article, other domestic and foreign scientists and practitioners who have devoted their work to the formation of corporate non-financial reporting, the study of the causes of the emergence and development of integrated reporting, as well as its main functions, including information-analytical, coordinating, regulatory functions and goal-setting functions. The stages of formation and development of integrated reporting are structured and their key events are commented on. The influence of the theory of rational expectations, institutional theory, market value theory, theory of organizational behavior, the concept of dynamic abilities on the development of integrated reporting is evaluated. The author substantiates the fact that the development of the theory of corporate governance based on the ideology of successful development, integration of the interests of companies with national socio-economic interests, requires modernization of the methodology of integrated corporate reporting, combining financial and non-financial reports (and indicators characterizing them) into a single model, which will increase the degree of openness and accountability of the company, the quality of external, internal audit and the effectiveness of its activities. According to the authors, the unified concept of corporate integrated reporting should be structured around the strategic objectives of the company, its business model and corporate governance model, focused on improving the quality of interaction with stakeholders, achieving sustainable success and transition to sustainable investment. Special attention is paid to the domestic Concept of development of public non-financial reporting and evaluation of its Implementation Plan.

The Global Organizational Behavior Analysis for Financial Risk Management Utilizing Artificial Intelligence

Enterprise financial risks are analyzed utilizing the theory of organizational behavior, and a financial risk management system is constructed to improve the design and algorithm of the enterprise risk management system. Base on the CCER (China Center for Economic Research) database, the early warning model for enterprise financial risk management containing five indices is proposed for enterprises. Through Logistic regression analysis, the design principle of the financial risk management system based on AI (Artificial Intelligence) technology is explained. The proposed system innovatively introduces the AI integrated learning method, optimizes objective function through XGBoost (eXtreme Gradient Boosting) algorithm, and trains the model through BP (Backpropagation) NN (Neural Network). Finally, following comparative analysis, the effectiveness of the proposed method is verified.

Gaya Kepemimpinan Situasional, Budaya Organisasi, Tingkat Pendidikan, Motivasi dan Kinerja Karyawan

In 2019-2020, 21.4 percent of the cooperatives were dissolved. The increased dissolution of cooperatives is thought to be due to poor cooperative management and employee performance. This study aims to determine the effect of situational leadership style, organizational culture, educational level, and motivation on employee performance of Klungkung Regency Cooperative with a quantitative approach. Data collection was carried out through a questionnaire. The population is all cooperatives located in Klungkung with cooperatives in Klungkung as samples through purposive sampling. The analysis technique used is multiple linear regression. Results show that situational leadership, organizational culture, education level and motivation have a positive effect on employee performance. These results support attribution theory and organizational behavior theory.&#x0D; Keywords : Situational Leadership; Organizational Culture; Education Level; Motivation; Employee Performance

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.