Pub Date : 2020-04-21DOI: 10.1108/ijotb-06-2019-0077
D. Turnipseed, E. Vandewaa
PurposeThe study examines the relationships between the dimensions of psychological empowerment and organizational citizenship behavior (OCB). The purpose is to identify specific dimensions of psychological empowerment that are linked to above average or “beyond the expected” citizenship behaviors.Design/methodology/approachA theoretical basis for a linkage between the four dimensions of psychological empowerment and dimensions of OCB was developed. Using a sample of 137 participants, these theoretical relationships were tested with hierarchical linear multiple regressions.FindingsThere are differential relationships between the dimensions of psychological empowerment and the dimensions of OCB. The OCB dimensions of contentiousness, altruism and obedience are linked to the psychological empowerment dimension of meaning: conscientiousness is also linked to competency.Research limitations/implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Practical implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Originality/valueThis paper reports the first known study of the relationships between Spreitzer's psychological empowerment dimensions and OCB. The value is the identification of manipulable relationships that can explain actual empowerment and provide pragmatic guidance for managers to increase empowerment and thus hopefully organizational effectiveness.
{"title":"The little engine that could: the impact of psychological empowerment on organizational citizenship behavior","authors":"D. Turnipseed, E. Vandewaa","doi":"10.1108/ijotb-06-2019-0077","DOIUrl":"https://doi.org/10.1108/ijotb-06-2019-0077","url":null,"abstract":"PurposeThe study examines the relationships between the dimensions of psychological empowerment and organizational citizenship behavior (OCB). The purpose is to identify specific dimensions of psychological empowerment that are linked to above average or “beyond the expected” citizenship behaviors.Design/methodology/approachA theoretical basis for a linkage between the four dimensions of psychological empowerment and dimensions of OCB was developed. Using a sample of 137 participants, these theoretical relationships were tested with hierarchical linear multiple regressions.FindingsThere are differential relationships between the dimensions of psychological empowerment and the dimensions of OCB. The OCB dimensions of contentiousness, altruism and obedience are linked to the psychological empowerment dimension of meaning: conscientiousness is also linked to competency.Research limitations/implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Practical implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Originality/valueThis paper reports the first known study of the relationships between Spreitzer's psychological empowerment dimensions and OCB. The value is the identification of manipulable relationships that can explain actual empowerment and provide pragmatic guidance for managers to increase empowerment and thus hopefully organizational effectiveness.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"17 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2020-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85142613","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1108/ijotb-08-2018-0091
Ivy A. Kyei-Poku, Ying Yang
The purpose of this study is to assess the pathway through which authentic leadership influences organizational citizenship behavior (OCB). The authors examine how the perception of overall fairness and a sense of belongingness mediate the relationship between authentic leadership and OCB.,The authors distributed survey questionnaires to full-time employees working for an insurance company. Data were collected in two phases. To test the hypotheses, the authors conducted hierarchical multiple regression analysis using the PROCESS macro by Hayes (2012).,PROCESS analysis reveals that overall fairness mediates the relationship between authentic leadership and subordinates' sense of belongingness, which is then positively related to OCB. Taken together, these findings are largely in line with the authors’ theoretical model.,Empirical research has yet to explore how authentic leaders create the perception of fairness, which influences subordinates' OCB. Thus, this study extends the authors’ knowledge on the extant literature of organizational behavior by integrating two important domains—authentic leadership and organizational fairness—to propose that authentic leadership is a fair leadership that aids in promoting OCB. Also, studies on authentic leadership processes have examined basic models and neglected the possibility of sequential mediation. To better understand the complex relationship of authentic leadership and OCB, the authors examine overall fairness and belongingness as sequential mediators.
{"title":"Authentic leadership and citizenship behavior","authors":"Ivy A. Kyei-Poku, Ying Yang","doi":"10.1108/ijotb-08-2018-0091","DOIUrl":"https://doi.org/10.1108/ijotb-08-2018-0091","url":null,"abstract":"The purpose of this study is to assess the pathway through which authentic leadership influences organizational citizenship behavior (OCB). The authors examine how the perception of overall fairness and a sense of belongingness mediate the relationship between authentic leadership and OCB.,The authors distributed survey questionnaires to full-time employees working for an insurance company. Data were collected in two phases. To test the hypotheses, the authors conducted hierarchical multiple regression analysis using the PROCESS macro by Hayes (2012).,PROCESS analysis reveals that overall fairness mediates the relationship between authentic leadership and subordinates' sense of belongingness, which is then positively related to OCB. Taken together, these findings are largely in line with the authors’ theoretical model.,Empirical research has yet to explore how authentic leaders create the perception of fairness, which influences subordinates' OCB. Thus, this study extends the authors’ knowledge on the extant literature of organizational behavior by integrating two important domains—authentic leadership and organizational fairness—to propose that authentic leadership is a fair leadership that aids in promoting OCB. Also, studies on authentic leadership processes have examined basic models and neglected the possibility of sequential mediation. To better understand the complex relationship of authentic leadership and OCB, the authors examine overall fairness and belongingness as sequential mediators.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"245-258"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-08-2018-0091","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41581629","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1108/ijotb-07-2019-0091
S. Seitz, K. Misra
The purpose of this paper is to bring a more individual focus to social networks in theorizing the social process of knowledge sharing.,The theoretical model proposes that political skill will shape an individual's social network. Further, political skill within a network will influence the degree of complex knowledge sharing, which likely happens through the mechanism of affective- and cognitive-based trust.,Theoretical implications and future research directions are discussed.,Knowledge sharing is an inherently social process and as such occurs within the context of social networks in an organization. However, research to date has not fully explored the details of how and why complex knowledge sharing happens within a social network. Generally, theory on social networks has focused on structural qualities of a network, rather than the individual characteristics of the members of that network. This paper brings a more individual focus to social networks in theorizing the social process of knowledge sharing.
{"title":"Knowledge sharing in social networks: considering the role of political skill and trust","authors":"S. Seitz, K. Misra","doi":"10.1108/ijotb-07-2019-0091","DOIUrl":"https://doi.org/10.1108/ijotb-07-2019-0091","url":null,"abstract":"The purpose of this paper is to bring a more individual focus to social networks in theorizing the social process of knowledge sharing.,The theoretical model proposes that political skill will shape an individual's social network. Further, political skill within a network will influence the degree of complex knowledge sharing, which likely happens through the mechanism of affective- and cognitive-based trust.,Theoretical implications and future research directions are discussed.,Knowledge sharing is an inherently social process and as such occurs within the context of social networks in an organization. However, research to date has not fully explored the details of how and why complex knowledge sharing happens within a social network. Generally, theory on social networks has focused on structural qualities of a network, rather than the individual characteristics of the members of that network. This paper brings a more individual focus to social networks in theorizing the social process of knowledge sharing.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"121-140"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-07-2019-0091","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47359572","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1108/ijotb-03-2019-0037
W. Poon, O. Mohamad
The purpose of this paper is to examine the antecedents of exploitative and explorative behaviours and to give valuable insight into the role of ambidextrous behaviours in developing creativity and innovativeness among owner-managers in SMEs.,A review of existing literature was carried out and drawing upon owner-managers, a survey using structured questionnaires was carried out with a total of 183 useful responses received. The proposed model was analysed using SmartPLS v2.3.7.,The empirical result suggests that behavioural complexity and organisational flexibility encourages exploitative and explorative behaviours, while ambidextrous behaviours encourage creativity and innovativeness. Rigidity, on the other hand, hinders the cultivation of ambidextrous behaviours.,The paper entails useful implication by demonstrating that flexibility enables owner-managers to reconcile competing demands and consequently, cultivate innovative outcomes. In this regard, business owner-managers must learn implicitly how to juggle these contradictory demands, suggesting an internal balancing mechanism independent of the organisational context and individual behavioural complexity. This paper suggests that cultivation of exploitative and explorative behaviours among owner-managers is useful in encouraging ambidextrous behaviours among SMEs.
{"title":"Organisational context and behavioural complexity affecting ambidextrous behaviours among SMEs","authors":"W. Poon, O. Mohamad","doi":"10.1108/ijotb-03-2019-0037","DOIUrl":"https://doi.org/10.1108/ijotb-03-2019-0037","url":null,"abstract":"The purpose of this paper is to examine the antecedents of exploitative and explorative behaviours and to give valuable insight into the role of ambidextrous behaviours in developing creativity and innovativeness among owner-managers in SMEs.,A review of existing literature was carried out and drawing upon owner-managers, a survey using structured questionnaires was carried out with a total of 183 useful responses received. The proposed model was analysed using SmartPLS v2.3.7.,The empirical result suggests that behavioural complexity and organisational flexibility encourages exploitative and explorative behaviours, while ambidextrous behaviours encourage creativity and innovativeness. Rigidity, on the other hand, hinders the cultivation of ambidextrous behaviours.,The paper entails useful implication by demonstrating that flexibility enables owner-managers to reconcile competing demands and consequently, cultivate innovative outcomes. In this regard, business owner-managers must learn implicitly how to juggle these contradictory demands, suggesting an internal balancing mechanism independent of the organisational context and individual behavioural complexity. This paper suggests that cultivation of exploitative and explorative behaviours among owner-managers is useful in encouraging ambidextrous behaviours among SMEs.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"225-244"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-03-2019-0037","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46539362","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1108/ijotb-05-2019-0060
D. Dahle, Arild Wæraas
Internal aspects of public sector branding have received limited attention in existing research. The purpose is to examine, firstly, how public managers experience and handle the tension between empowering employees to be dedicated brand ambassadors while at the same time regulating their voice, and secondly, to outline some implications of aligning employee voice with the organization's brand, especially for the public interest.,The study is based on two sources of data. The first includes official admission statistics for high schools in Oslo, Norway, for 2018/2019. Schools in Oslo, a city which has introduced a competitive secondary education market, fall into three admission levels based on points necessary for entry. The second source is semi-structured interviews with principals in 15 high schools on different admission levels.,Most of the principals were concerned about how marketization of the high schools leads to a skewed distribution of students and an increasing divide between ‘good’ and ‘bad’ schools, but signalled market adaptation through their handling of employee voice. Due to reputation and branding concerns in the competition for students and funding, voice restrictions, not brand ambassadorship, was the preferred strategy to ensure brand alignment. The consequence of this strategy, the paper argues, is public silence at the expense of the public interest.,Not interviewing teachers or middle managers may be seen as a limitation, but principals were chosen as they are the main decision makers and strategists in high schools. Using a qualitative research design may be a limitation, but this design was chosen as it seems appropriate in order to uncover the school executives' perceptions, experiences and thoughts.,Selling the brand to employees and enabling them to further sell it to external stakeholders is an enticing ideal but perhaps less possible to implement in reality for public sector organizations facing strong market mechanisms because the concern for the brand image takes precedence. Public sector managers should exercise care when managing employee voice so as to not negatively influence employees’ commitment to the brand. They should also be aware of the implications of voice restrictions for the public interest. Public silence may cause a less informed public with limited possibilities to make informed school choices and knowing how money is spent.,The present study is among the first to explore internal aspects of public sector branding. Researching the position of employee voice in brand alignment strategies is a novel contribution. The study is unique in its focus on the implications of branding for the public interest.
{"title":"Silence from the brands: message control, brand ambassadorship, and the public interest","authors":"D. Dahle, Arild Wæraas","doi":"10.1108/ijotb-05-2019-0060","DOIUrl":"https://doi.org/10.1108/ijotb-05-2019-0060","url":null,"abstract":"Internal aspects of public sector branding have received limited attention in existing research. The purpose is to examine, firstly, how public managers experience and handle the tension between empowering employees to be dedicated brand ambassadors while at the same time regulating their voice, and secondly, to outline some implications of aligning employee voice with the organization's brand, especially for the public interest.,The study is based on two sources of data. The first includes official admission statistics for high schools in Oslo, Norway, for 2018/2019. Schools in Oslo, a city which has introduced a competitive secondary education market, fall into three admission levels based on points necessary for entry. The second source is semi-structured interviews with principals in 15 high schools on different admission levels.,Most of the principals were concerned about how marketization of the high schools leads to a skewed distribution of students and an increasing divide between ‘good’ and ‘bad’ schools, but signalled market adaptation through their handling of employee voice. Due to reputation and branding concerns in the competition for students and funding, voice restrictions, not brand ambassadorship, was the preferred strategy to ensure brand alignment. The consequence of this strategy, the paper argues, is public silence at the expense of the public interest.,Not interviewing teachers or middle managers may be seen as a limitation, but principals were chosen as they are the main decision makers and strategists in high schools. Using a qualitative research design may be a limitation, but this design was chosen as it seems appropriate in order to uncover the school executives' perceptions, experiences and thoughts.,Selling the brand to employees and enabling them to further sell it to external stakeholders is an enticing ideal but perhaps less possible to implement in reality for public sector organizations facing strong market mechanisms because the concern for the brand image takes precedence. Public sector managers should exercise care when managing employee voice so as to not negatively influence employees’ commitment to the brand. They should also be aware of the implications of voice restrictions for the public interest. Public silence may cause a less informed public with limited possibilities to make informed school choices and knowing how money is spent.,The present study is among the first to explore internal aspects of public sector branding. Researching the position of employee voice in brand alignment strategies is a novel contribution. The study is unique in its focus on the implications of branding for the public interest.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"259-280"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-05-2019-0060","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45533416","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-02DOI: 10.1108/IJOTB-02-2019-0012
David Fowler, Jon Musgrave, J. Musgrave
This organizational climate empirical case study involves a religious organization in the United States of America, which has experienced a substantial decline in membership and weekly service participation numbers over the previous five years. The purpose of this qualitative case study is to reveal motivating factors that drive parishioners to leave or stay within a traditional protestant congregation and to uncover the strengths and weaknesses within the organization.,The methodology behind the study considers personal observation by the author and engages current and former members of the organization as well as front-line employees and senior leadership. Qualitative essays were completed through Qualtrics by participants and analyzed with the use of MAXQDA software for thematic frequency and organization.,During analysis, correlations were found to exist between the church's membership decline and ineffectiveness of senior leadership. Also, it is quite evident that the church's strengths were found in the quality of its members and the relationships they developed. This was found to be a significant motivation to stay within the organization.,The study provides value to practitioners within organizational development fields. Usage of this knowledge could assist in providing insights into possible reasons why religious organizations falter under ineffective leadership, which in turn could provide opportunities to implement improvements based on discoveries.
{"title":"A traditional protestant church experiencing substantial membership decline: an organizational strength analysis and observations to attend or leave the institution","authors":"David Fowler, Jon Musgrave, J. Musgrave","doi":"10.1108/IJOTB-02-2019-0012","DOIUrl":"https://doi.org/10.1108/IJOTB-02-2019-0012","url":null,"abstract":"This organizational climate empirical case study involves a religious organization in the United States of America, which has experienced a substantial decline in membership and weekly service participation numbers over the previous five years. The purpose of this qualitative case study is to reveal motivating factors that drive parishioners to leave or stay within a traditional protestant congregation and to uncover the strengths and weaknesses within the organization.,The methodology behind the study considers personal observation by the author and engages current and former members of the organization as well as front-line employees and senior leadership. Qualitative essays were completed through Qualtrics by participants and analyzed with the use of MAXQDA software for thematic frequency and organization.,During analysis, correlations were found to exist between the church's membership decline and ineffectiveness of senior leadership. Also, it is quite evident that the church's strengths were found in the quality of its members and the relationships they developed. This was found to be a significant motivation to stay within the organization.,The study provides value to practitioners within organizational development fields. Usage of this knowledge could assist in providing insights into possible reasons why religious organizations falter under ineffective leadership, which in turn could provide opportunities to implement improvements based on discoveries.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"207-223"},"PeriodicalIF":0.0,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/IJOTB-02-2019-0012","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44694031","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-30DOI: 10.1108/ijotb-04-2019-0052
J. Karlsen, Parinaz Farid, T. Torvatn
This paper investigates the emphasis placed on different managerial roles by the project manager in a public merger and change project.,A research model was designed based on six management roles: leader, resource allocator, spokesman, entrepreneur, liaison and monitor. Empirical data were collected using in-depth interviews. The studied case concerns a large public merger and change project between two municipalities in Norway.,The paper reveals that the project manager emphasized the externally oriented entrepreneur role mostly. The internally oriented resource allocator role that focuses on managing the project was least emphasized. The research identifies a gap between needed and actual competence in basic project management as a barrier to exercise the resource allocator role more thoroughly.,Future research should investigate other public merger and change projects so that these findings may be generalized.,This research concludes that project managers in public change projects should be more internally oriented towards the resource allocator role. Furthermore, public project managers need to make sure that they possess the necessary technical project management competence to practice the resource allocator role effectively.,Rather than stressing the importance of leadership in general to manage a project, this paper is original as it applies a set of management roles to empirically study what a public project manager practice.
{"title":"Project manager roles in a public change project: the case of a municipal merger","authors":"J. Karlsen, Parinaz Farid, T. Torvatn","doi":"10.1108/ijotb-04-2019-0052","DOIUrl":"https://doi.org/10.1108/ijotb-04-2019-0052","url":null,"abstract":"This paper investigates the emphasis placed on different managerial roles by the project manager in a public merger and change project.,A research model was designed based on six management roles: leader, resource allocator, spokesman, entrepreneur, liaison and monitor. Empirical data were collected using in-depth interviews. The studied case concerns a large public merger and change project between two municipalities in Norway.,The paper reveals that the project manager emphasized the externally oriented entrepreneur role mostly. The internally oriented resource allocator role that focuses on managing the project was least emphasized. The research identifies a gap between needed and actual competence in basic project management as a barrier to exercise the resource allocator role more thoroughly.,Future research should investigate other public merger and change projects so that these findings may be generalized.,This research concludes that project managers in public change projects should be more internally oriented towards the resource allocator role. Furthermore, public project managers need to make sure that they possess the necessary technical project management competence to practice the resource allocator role effectively.,Rather than stressing the importance of leadership in general to manage a project, this paper is original as it applies a set of management roles to empirically study what a public project manager practice.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"155-171"},"PeriodicalIF":0.0,"publicationDate":"2020-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-04-2019-0052","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47868942","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-28DOI: 10.1108/ijotb-09-2018-0104
M. Salehi, Fereshteh Seyyed, Shayan Farhangdoust
Given the negative consequences of job burnout for both individual auditors and audit firms, the present study aims to examine the effect of auditors' personal characteristics, working life quality and psychological well-being on auditors' job burnout.,We chose 240 auditors (junior, senior, manager and partner) who work at 53 audit and public accounting firms in Mashhad during 2015–2016 as our sample. The respondents were randomly selected and the data were gathered through the distribution of questionnaires of Walton’s (1973) quality of working, Ryff’s (1995) psychological well-being and Maslach and Jackson’s (1984) job burnout. We also employ structural equation modeling (SEM) along with statistical path analysis to test our hypotheses by using R statistical software.,Consistent with our expectations and prior literature, our findings suggest that auditors' job burnout is significantly and positively influenced by auditors' personal traits, quality of working life and psychological well-being.,The present study is quite remarkable and unique in that it focuses on a specific audit market where there are significant differences in socio-economic, political and cultural factors with those of Western or European developed markets. The results provided in this paper could be fruitful for auditors, regulators and policymakers.
鉴于工作倦怠对审计人员个人和审计公司的负面影响，本研究旨在考察审计人员的个人特征、工作生活质量和心理健康对审计人员工作倦怠的影响。我们选择了2015-2016年在马什哈德53家审计和会计师事务所工作的240名审计师(初级、高级、经理和合伙人)作为样本。随机抽取调查对象，通过发放Walton(1973)的工作质量问卷、Ryff(1995)的心理健康问卷和Maslach and Jackson(1984)的工作倦怠问卷收集数据。我们还使用结构方程模型(SEM)和统计路径分析，通过R统计软件来检验我们的假设。我们的研究结果与我们的预期和先前的文献一致，表明审计人员的工作倦怠受到审计人员个人特质、工作生活质量和心理健康的显著正向影响。本研究的独特之处在于，它关注的是一个与西方或欧洲发达市场在社会经济、政治和文化因素上存在显著差异的特定审计市场。本文提供的结果可能对审计师、监管机构和政策制定者有益。
{"title":"The impact of personal characteristics, quality of working life and psychological well-being on job burnout among Iranian external auditors","authors":"M. Salehi, Fereshteh Seyyed, Shayan Farhangdoust","doi":"10.1108/ijotb-09-2018-0104","DOIUrl":"https://doi.org/10.1108/ijotb-09-2018-0104","url":null,"abstract":"Given the negative consequences of job burnout for both individual auditors and audit firms, the present study aims to examine the effect of auditors' personal characteristics, working life quality and psychological well-being on auditors' job burnout.,We chose 240 auditors (junior, senior, manager and partner) who work at 53 audit and public accounting firms in Mashhad during 2015–2016 as our sample. The respondents were randomly selected and the data were gathered through the distribution of questionnaires of Walton’s (1973) quality of working, Ryff’s (1995) psychological well-being and Maslach and Jackson’s (1984) job burnout. We also employ structural equation modeling (SEM) along with statistical path analysis to test our hypotheses by using R statistical software.,Consistent with our expectations and prior literature, our findings suggest that auditors' job burnout is significantly and positively influenced by auditors' personal traits, quality of working life and psychological well-being.,The present study is quite remarkable and unique in that it focuses on a specific audit market where there are significant differences in socio-economic, political and cultural factors with those of Western or European developed markets. The results provided in this paper could be fruitful for auditors, regulators and policymakers.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"189-205"},"PeriodicalIF":0.0,"publicationDate":"2020-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-09-2018-0104","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62786914","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-25DOI: 10.1108/ijotb-03-2019-0041
Vincent Obedgiu, Gideon Nkurunziza, Gabriel Simiyu, Bumaali Lubogoyi
The purpose of this paper is to examine the key predictors of organizational citizenship behavior of civil servants in local governments in Uganda.,The study draws on a quantitative approach and cross-sectional survey design. Data were collected using a self-administered closed-ended questionnaire from a sample size of 265 respondents derived using Krejcie and Morgan (1970) from a population of 844 civil servants using stratified simple random sampling technique. Data were analyzed using IBM SPSS statistical software vs 23 and Hypotheses tested using Hayes (2018) Process Macro v3.2 (Model 4).,The findings revealed that organizational justice has a significant positive effect on organizational commitment, which impact positively on organizational citizenship behavior of civil servants. The study further reveals an indirect-only mediation where organizational justice affects organizational citizenship behavior through organizational commitment. The study proves that there is no direct relationship such a relationship is enhanced through organizational commitment.,This study contributes to knowledge by providing key information on the predictors of organizational citizenship behavior of civil servants. The indirect-only mediation findings give some new insights into theory and literature. This study has eventually changed the direction of the debate popularly held among previous scholars who believe that organizational justice relates to organizational citizenship behavior. This is relevant in understanding the concept of organizational citizenship behavior and filling the practical gap that exists in Ugandan context.
{"title":"An investigation of key predictors of organizational citizenship behavior of civil servants","authors":"Vincent Obedgiu, Gideon Nkurunziza, Gabriel Simiyu, Bumaali Lubogoyi","doi":"10.1108/ijotb-03-2019-0041","DOIUrl":"https://doi.org/10.1108/ijotb-03-2019-0041","url":null,"abstract":"The purpose of this paper is to examine the key predictors of organizational citizenship behavior of civil servants in local governments in Uganda.,The study draws on a quantitative approach and cross-sectional survey design. Data were collected using a self-administered closed-ended questionnaire from a sample size of 265 respondents derived using Krejcie and Morgan (1970) from a population of 844 civil servants using stratified simple random sampling technique. Data were analyzed using IBM SPSS statistical software vs 23 and Hypotheses tested using Hayes (2018) Process Macro v3.2 (Model 4).,The findings revealed that organizational justice has a significant positive effect on organizational commitment, which impact positively on organizational citizenship behavior of civil servants. The study further reveals an indirect-only mediation where organizational justice affects organizational citizenship behavior through organizational commitment. The study proves that there is no direct relationship such a relationship is enhanced through organizational commitment.,This study contributes to knowledge by providing key information on the predictors of organizational citizenship behavior of civil servants. The indirect-only mediation findings give some new insights into theory and literature. This study has eventually changed the direction of the debate popularly held among previous scholars who believe that organizational justice relates to organizational citizenship behavior. This is relevant in understanding the concept of organizational citizenship behavior and filling the practical gap that exists in Ugandan context.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"101-119"},"PeriodicalIF":0.0,"publicationDate":"2020-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-03-2019-0041","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46657964","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-21DOI: 10.1108/ijotb-07-2019-0082
Duarte Pimentel, Juliana Serras Pires, Pedro L. Almeida
The purpose of this paper is to explore differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice and levels of organizational commitment. Moreover, focusing on non-family employees of family firms, the study assesses the relation between the perceptions of organizational justice and levels of organizational commitment. Finally, the study seeks to understand which dimension of organizational commitment (i.e. affective, continuance, or normative) is more associated with the perceptions of organizational justice of non-family employees working in family firms.,The empirical evidence is provided by a sample of 205 Portuguese employees, 98 non-family employees of family firms, and 107 non-family firms' employees, who responded to a questionnaire that included organizational justice and commitment measures. All firms included in the sample are small-sized privately owned companies.,Results show that there are no differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice. However, results reveal that there are significant differences regarding the levels of organizational commitment. Furthermore, it was found that, in family firms, non-family employees' perceptions of organizational justice are positively related to the levels of commitment, especially regarding the affective dimension.,This paper aims to contribute to the literature by addressing two classical organizational aspects, which are yet under-researched in the comparison between family and non-family firms, while pursuing to shed some light on the relationship between the perceptions of organizational justice and levels of organizational commitment of non-family employees working in family firms.
{"title":"Perceptions of organizational justice and commitment of non-family employees in family and non-family firms","authors":"Duarte Pimentel, Juliana Serras Pires, Pedro L. Almeida","doi":"10.1108/ijotb-07-2019-0082","DOIUrl":"https://doi.org/10.1108/ijotb-07-2019-0082","url":null,"abstract":"The purpose of this paper is to explore differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice and levels of organizational commitment. Moreover, focusing on non-family employees of family firms, the study assesses the relation between the perceptions of organizational justice and levels of organizational commitment. Finally, the study seeks to understand which dimension of organizational commitment (i.e. affective, continuance, or normative) is more associated with the perceptions of organizational justice of non-family employees working in family firms.,The empirical evidence is provided by a sample of 205 Portuguese employees, 98 non-family employees of family firms, and 107 non-family firms' employees, who responded to a questionnaire that included organizational justice and commitment measures. All firms included in the sample are small-sized privately owned companies.,Results show that there are no differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice. However, results reveal that there are significant differences regarding the levels of organizational commitment. Furthermore, it was found that, in family firms, non-family employees' perceptions of organizational justice are positively related to the levels of commitment, especially regarding the affective dimension.,This paper aims to contribute to the literature by addressing two classical organizational aspects, which are yet under-researched in the comparison between family and non-family firms, while pursuing to shed some light on the relationship between the perceptions of organizational justice and levels of organizational commitment of non-family employees working in family firms.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"23 1","pages":"141-154"},"PeriodicalIF":0.0,"publicationDate":"2020-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ijotb-07-2019-0082","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46760471","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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