Pub Date : 2019-03-11DOI: 10.1108/IJOTB-03-2018-0036
Manjiri Kunte, Parisa Rungruang
PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.
{"title":"Test of the job demand resources model in Thailand","authors":"Manjiri Kunte, Parisa Rungruang","doi":"10.1108/IJOTB-03-2018-0036","DOIUrl":"https://doi.org/10.1108/IJOTB-03-2018-0036","url":null,"abstract":"PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"49 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86076465","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 : 2019-03-11DOI: 10.1108/IJOTB-03-2018-0024
Alexander Glebovskiy
PurposeThe purpose of this paper is to discuss the criminogenic nature of isomorphism and groupthink in business organisations with a view to developing a conceptual model of the criminalisation process leading to criminal behaviour within businesses.Design/methodology/approachThis paper draws on institutional theory and social psychology theory to discuss how isomorphic and groupthink processes may lead to criminal behaviour in the corporate world. The paper is based on a rigorous review of the relevant literature and theoretical frameworks regarding isomorphic dynamics, processes, factors, forces and mechanisms in the business context. The review was guided by a question of how isomorphic and groupthink processes can transform business organisations and its members into offenders. The approach applied was to transfer the existing theories of isomorphism and groupthink into the field of criminology, in order to devise a new model of the process of criminalisation.FindingsThe effects of isomorphic and groupthink processes can have a criminogenic effect on businesses and individuals in organisational settings which may coerce agents to engage in criminal behaviour. In crime-facilitative circumstances, isomorphism and groupthink foster criminal activity by cultivating homogeneous behaviour, conformity, resemblance, shared values and identical ways of thinking across and within firms. This herd behaviour can be regarded as one of the explanations for the pervasiveness of criminal and unethical behaviour in the corporate world, the consequences of which could be devastating.Research limitations/implicationsThis is a theoretical analysis, not one based on empirical findings, though it does suggest a model for future testing.Practical implicationsThis study explains the criminogenic nature of isomorphic and groupthink processes and contributes to the debate on the casualisation of corporate crime. This has important implications for the deterrence of illegal and unethical activities at both the organisational and institutional levels.Originality/valueThis study provides a conceptual model of the criminalisation process in businesses fostered by criminogenic isomorphism and groupthink.
{"title":"Criminogenic isomorphism and groupthink in the business context","authors":"Alexander Glebovskiy","doi":"10.1108/IJOTB-03-2018-0024","DOIUrl":"https://doi.org/10.1108/IJOTB-03-2018-0024","url":null,"abstract":"PurposeThe purpose of this paper is to discuss the criminogenic nature of isomorphism and groupthink in business organisations with a view to developing a conceptual model of the criminalisation process leading to criminal behaviour within businesses.Design/methodology/approachThis paper draws on institutional theory and social psychology theory to discuss how isomorphic and groupthink processes may lead to criminal behaviour in the corporate world. The paper is based on a rigorous review of the relevant literature and theoretical frameworks regarding isomorphic dynamics, processes, factors, forces and mechanisms in the business context. The review was guided by a question of how isomorphic and groupthink processes can transform business organisations and its members into offenders. The approach applied was to transfer the existing theories of isomorphism and groupthink into the field of criminology, in order to devise a new model of the process of criminalisation.FindingsThe effects of isomorphic and groupthink processes can have a criminogenic effect on businesses and individuals in organisational settings which may coerce agents to engage in criminal behaviour. In crime-facilitative circumstances, isomorphism and groupthink foster criminal activity by cultivating homogeneous behaviour, conformity, resemblance, shared values and identical ways of thinking across and within firms. This herd behaviour can be regarded as one of the explanations for the pervasiveness of criminal and unethical behaviour in the corporate world, the consequences of which could be devastating.Research limitations/implicationsThis is a theoretical analysis, not one based on empirical findings, though it does suggest a model for future testing.Practical implicationsThis study explains the criminogenic nature of isomorphic and groupthink processes and contributes to the debate on the casualisation of corporate crime. This has important implications for the deterrence of illegal and unethical activities at both the organisational and institutional levels.Originality/valueThis study provides a conceptual model of the criminalisation process in businesses fostered by criminogenic isomorphism and groupthink.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82783850","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 : 2019-03-11DOI: 10.1108/IJOTB-03-2018-0034
S. Chou, C. Ramser, Tree Chang
PurposeThe purpose of this paper is to develop a theoretical model that describes when helping is considered helping from the recipient’s point of view.Design/methodology/approachThe theoretical model was conceptually developed by drawing upon attribution theory, self-consistency theory and social cognitive theory, as well as relevant literature.FindingsThe authors propose that receiving help encompasses three sequential stages: the pre-help-receiving stage, the help-receiving stage and the post-help-receiving stage. Additionally, the authors theorize that the more other-oriented helping motives are attributed by the recipient, the more likely the recipient views the helper’s help as helping, that the more self-esteem preserving behaviors along with helping actions the recipient receives from the helper, the more likely the recipient views the helper’s help as helping and that the more gaps between actual and desired level of task performance are closed by the helper’s help, the more likely the recipient views the helper’s help as helping.Originality/valueFrom a theoretical standpoint, this paper offers a process approach that may guide future research on help receiving in organizations.
{"title":"When is helping considered helping? The recipient’s view of helping during the stages of receiving help","authors":"S. Chou, C. Ramser, Tree Chang","doi":"10.1108/IJOTB-03-2018-0034","DOIUrl":"https://doi.org/10.1108/IJOTB-03-2018-0034","url":null,"abstract":"PurposeThe purpose of this paper is to develop a theoretical model that describes when helping is considered helping from the recipient’s point of view.Design/methodology/approachThe theoretical model was conceptually developed by drawing upon attribution theory, self-consistency theory and social cognitive theory, as well as relevant literature.FindingsThe authors propose that receiving help encompasses three sequential stages: the pre-help-receiving stage, the help-receiving stage and the post-help-receiving stage. Additionally, the authors theorize that the more other-oriented helping motives are attributed by the recipient, the more likely the recipient views the helper’s help as helping, that the more self-esteem preserving behaviors along with helping actions the recipient receives from the helper, the more likely the recipient views the helper’s help as helping and that the more gaps between actual and desired level of task performance are closed by the helper’s help, the more likely the recipient views the helper’s help as helping.Originality/valueFrom a theoretical standpoint, this paper offers a process approach that may guide future research on help receiving in organizations.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"73 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89624965","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 : 2019-03-11DOI: 10.1108/IJOTB-05-2018-0057
M. Mas-Machuca, F. Marimon
Purpose The purpose of this paper is to define a new and broader concept of spirituality called holistic spiritual capital (HSpC), which encompasses and identifies the dimensions proposed by various authors and to propose a metric scale for HSpC and its validation. Design/methodology/approach The analysis is based on a survey of 201 residents of Spain administered in May, 2015. Exploratory factor analysis and a subsequent confirmatory analysis were conducted using structural equation modeling (SEM) techniques with EQS software. Findings Four dimensions reflect the latent construct of HSpC in different ways: health, creativity, morality and religiosity. Practical implications The measurement of HSpC should be considered relevant to organizations, but not merely because it may be a tool to increase productivity. Ethical climate influenced organizational commitment and hence it enhances performance indicators. Originality/value The proposed scale encompasses in a unique instrument some dimensions considered previously in the literature independently.
{"title":"Holistic spiritual capital: definition and its measurement","authors":"M. Mas-Machuca, F. Marimon","doi":"10.1108/IJOTB-05-2018-0057","DOIUrl":"https://doi.org/10.1108/IJOTB-05-2018-0057","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to define a new and broader concept of spirituality called holistic spiritual capital (HSpC), which encompasses and identifies the dimensions proposed by various authors and to propose a metric scale for HSpC and its validation.\u0000\u0000\u0000Design/methodology/approach\u0000The analysis is based on a survey of 201 residents of Spain administered in May, 2015. Exploratory factor analysis and a subsequent confirmatory analysis were conducted using structural equation modeling (SEM) techniques with EQS software.\u0000\u0000\u0000Findings\u0000Four dimensions reflect the latent construct of HSpC in different ways: health, creativity, morality and religiosity.\u0000\u0000\u0000Practical implications\u0000The measurement of HSpC should be considered relevant to organizations, but not merely because it may be a tool to increase productivity. Ethical climate influenced organizational commitment and hence it enhances performance indicators.\u0000\u0000\u0000Originality/value\u0000The proposed scale encompasses in a unique instrument some dimensions considered previously in the literature independently.\u0000","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"8 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78497182","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 : 2019-03-11DOI: 10.1108/IJOTB-05-2018-0056
Marcus Mueller
The purpose of this paper is to reconcile various theoretical directions in employee engagement with self-determination theory (SDT) as a unifying framework and introduce an inter-disciplinary employee engagement economics model based on SDT.,Two studies were conducted applying a T1/T2 intervention study design. Study 1 examined the causal relationship between an organizational intervention and employee engagement with n=367 employees from a European pharmaceuticals company using both survey and actual performance data. Study 1 results were used as input data for study 2 which tested the employee engagement economics model by calculating the pre-/post-economic value added and return on investment (ROI) for the intervention.,Study 1 results showed a significant positive impact of the SDT-based intervention on both self-reported and actual employee engagement. Study 2 converted study findings into pre-/post-economic considerations putting an economic dollar value on achieved employee engagement gains and calculating an ROI in relation to the cost incurred.,The present results support SDT as a unifying theory for employee engagement and the proposed employee engagement economics model as strategic decision-making tool for planning and evaluating the economics of employee engagement interventions.,This research supports a shift in corporate focus from “people as cost” to “people as values” proposing a systematic, value-based, strategic management approach to employee engagement based on cost-benefit analysis.,This is the first research to contribute an empirical economic model for employee engagement interventions to literature. It is based on the first reconciliation of engagement literature identifying SDT as a unifying framework. Finally, for the first time, this work identifies subjective vitality as a measure for engagement and contributes a definition for disengagement to literature.
{"title":"Show me the money","authors":"Marcus Mueller","doi":"10.1108/IJOTB-05-2018-0056","DOIUrl":"https://doi.org/10.1108/IJOTB-05-2018-0056","url":null,"abstract":"The purpose of this paper is to reconcile various theoretical directions in employee engagement with self-determination theory (SDT) as a unifying framework and introduce an inter-disciplinary employee engagement economics model based on SDT.,Two studies were conducted applying a T1/T2 intervention study design. Study 1 examined the causal relationship between an organizational intervention and employee engagement with n=367 employees from a European pharmaceuticals company using both survey and actual performance data. Study 1 results were used as input data for study 2 which tested the employee engagement economics model by calculating the pre-/post-economic value added and return on investment (ROI) for the intervention.,Study 1 results showed a significant positive impact of the SDT-based intervention on both self-reported and actual employee engagement. Study 2 converted study findings into pre-/post-economic considerations putting an economic dollar value on achieved employee engagement gains and calculating an ROI in relation to the cost incurred.,The present results support SDT as a unifying theory for employee engagement and the proposed employee engagement economics model as strategic decision-making tool for planning and evaluating the economics of employee engagement interventions.,This research supports a shift in corporate focus from “people as cost” to “people as values” proposing a systematic, value-based, strategic management approach to employee engagement based on cost-benefit analysis.,This is the first research to contribute an empirical economic model for employee engagement interventions to literature. It is based on the first reconciliation of engagement literature identifying SDT as a unifying framework. Finally, for the first time, this work identifies subjective vitality as a measure for engagement and contributes a definition for disengagement to literature.","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"31 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87151549","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 : 2018-11-12DOI: 10.1108/IJOTB-04-2018-0050
Laura Keyes, A. Benavides
Purpose The purpose of this paper is to juxtapose chaos theory with organizational learning theory to examine whether public organizations co-evolve into a new order or rather institutionalize newly gained knowledge in times of a highly complex public health crisis. Design/methodology/approach The research design utilizes the results from a survey administered to 200 emergency management and public health officials in the Dallas–Fort Worth metroplex. Findings The findings of this paper suggest that public entities were more likely to represent organizational learning through the coordination of professionals, access to quality information, and participation in daily communication. Leadership was associated with the dissemination of knowledge through the system rather than the development of new standard operating procedures (as suggested by chaos theory and co-evolution). Research limitations/implications There are limitations to this study given the purposive sample of emergency management and public health officials employed in the Dallas–Fort Worth metroplex. Practical implications The authors find that public organizations that learn how to respond to unprecedented events through reliance on structure, leadership, and culture connect decision makers to credible information resulting in organizational learning. Social implications As a result, public administrators need to focus and rely on their organization’s capacity to receive and retain information in a crisis. Originality/value This research contributes to our understanding of organizational learning in public organizations under highly complex public health situations finding decisions makers rely on both organizational structure and culture to support the flow of credible information.
{"title":"Chaos theory, uncertainty, and organizational learning","authors":"Laura Keyes, A. Benavides","doi":"10.1108/IJOTB-04-2018-0050","DOIUrl":"https://doi.org/10.1108/IJOTB-04-2018-0050","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to juxtapose chaos theory with organizational learning theory to examine whether public organizations co-evolve into a new order or rather institutionalize newly gained knowledge in times of a highly complex public health crisis.\u0000\u0000\u0000Design/methodology/approach\u0000The research design utilizes the results from a survey administered to 200 emergency management and public health officials in the Dallas–Fort Worth metroplex.\u0000\u0000\u0000Findings\u0000The findings of this paper suggest that public entities were more likely to represent organizational learning through the coordination of professionals, access to quality information, and participation in daily communication. Leadership was associated with the dissemination of knowledge through the system rather than the development of new standard operating procedures (as suggested by chaos theory and co-evolution).\u0000\u0000\u0000Research limitations/implications\u0000There are limitations to this study given the purposive sample of emergency management and public health officials employed in the Dallas–Fort Worth metroplex.\u0000\u0000\u0000Practical implications\u0000The authors find that public organizations that learn how to respond to unprecedented events through reliance on structure, leadership, and culture connect decision makers to credible information resulting in organizational learning.\u0000\u0000\u0000Social implications\u0000As a result, public administrators need to focus and rely on their organization’s capacity to receive and retain information in a crisis.\u0000\u0000\u0000Originality/value\u0000This research contributes to our understanding of organizational learning in public organizations under highly complex public health situations finding decisions makers rely on both organizational structure and culture to support the flow of credible information.\u0000","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"16 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87567189","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 : 2018-11-12DOI: 10.1108/IJOTB-04-2018-0043
Dana L. Haggard, K. S. Haggard
Purpose The purpose of this paper is to examine the effects of culture, legal origin and religion on four measures of the ease of starting a new business; the number of procedures required, the number days required, the ease of getting credit and the cost to start a business. Design/methodology/approach The authors use linear regression to test the hypotheses using publicly available data on legal origin and religion from La Porta et al. (1999), cultural dimension information from Hofstede (2009) and measures of the ease of starting a business from the World Bank’s (2017) Doing Business Initiative. The final sample consists of 71 countries for which information was available on all the variables of interest. Findings Legal origin affects the number of procedures and the length of time needed to start a business, as well as the ease of getting credit. Culture (power distance) and religion are important for explaining gender differences in the ease of starting a business. The cost of starting a business is unrelated to culture, legal origin or religion. Originality/value Economic development is an important determinant of a country’s political stability and standard of living. Although politicians play a significant role in how a friendly a country is toward business, the study demonstrates that other longer-term and less dynamic factors have a material influence on economic development.
{"title":"The impact of law, religion, and culture on the ease of starting a business","authors":"Dana L. Haggard, K. S. Haggard","doi":"10.1108/IJOTB-04-2018-0043","DOIUrl":"https://doi.org/10.1108/IJOTB-04-2018-0043","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to examine the effects of culture, legal origin and religion on four measures of the ease of starting a new business; the number of procedures required, the number days required, the ease of getting credit and the cost to start a business.\u0000\u0000\u0000Design/methodology/approach\u0000The authors use linear regression to test the hypotheses using publicly available data on legal origin and religion from La Porta et al. (1999), cultural dimension information from Hofstede (2009) and measures of the ease of starting a business from the World Bank’s (2017) Doing Business Initiative. The final sample consists of 71 countries for which information was available on all the variables of interest.\u0000\u0000\u0000Findings\u0000Legal origin affects the number of procedures and the length of time needed to start a business, as well as the ease of getting credit. Culture (power distance) and religion are important for explaining gender differences in the ease of starting a business. The cost of starting a business is unrelated to culture, legal origin or religion.\u0000\u0000\u0000Originality/value\u0000Economic development is an important determinant of a country’s political stability and standard of living. Although politicians play a significant role in how a friendly a country is toward business, the study demonstrates that other longer-term and less dynamic factors have a material influence on economic development.\u0000","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"128 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85262429","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 : 2018-11-12DOI: 10.1108/IJOTB-09-2018-0105
Ankur Nandedkar, Roger S. Brown
Purpose A significant amount of research has examined the relationship between transformational leadership and positive follower outcomes such as organizational citizenship behavior (OCB) and task performance. Building on the social exchange theory and referent cognitions theory, this paper explores the propositions that transformational leadership, OCB and task performance relationship are mediated by leader member exchange (LMX) and distributive justice. The purpose of this paper is to explore the underlying mechanism that has a potential to influence the transformational leadership and follower outcomes relationship. The authors also discuss the implications for management theory and practice. Design/methodology/approach The primary goal of the research is theory building, so the paper is using a conceptual research design. Findings The authors find the assumption that the supervisors evaluate the performance of their employees and the performance evaluation has a strong influence on the allocation of rewards to be reasonable. Despite being reasonable, in some circumstances, the rewards allocation maybe dictated by upper management or the HR department; thus, the authors will need to gather a few more details in the survey to address this limitation. Originality/value This study presents a research model which emphasizes on the role of LMX and distributive justice in the linkage of transformational leadership and positive work outcomes. More specifically, the authors argue that follower outcomes such as OCB and task performance are a result of not only the high-quality LMX between transformational leaders and followers but also the distributive justice perceptions of followers.
{"title":"Transformational leadership and positive work outcomes","authors":"Ankur Nandedkar, Roger S. Brown","doi":"10.1108/IJOTB-09-2018-0105","DOIUrl":"https://doi.org/10.1108/IJOTB-09-2018-0105","url":null,"abstract":"\u0000Purpose\u0000A significant amount of research has examined the relationship between transformational leadership and positive follower outcomes such as organizational citizenship behavior (OCB) and task performance. Building on the social exchange theory and referent cognitions theory, this paper explores the propositions that transformational leadership, OCB and task performance relationship are mediated by leader member exchange (LMX) and distributive justice. The purpose of this paper is to explore the underlying mechanism that has a potential to influence the transformational leadership and follower outcomes relationship. The authors also discuss the implications for management theory and practice.\u0000\u0000\u0000Design/methodology/approach\u0000The primary goal of the research is theory building, so the paper is using a conceptual research design.\u0000\u0000\u0000Findings\u0000The authors find the assumption that the supervisors evaluate the performance of their employees and the performance evaluation has a strong influence on the allocation of rewards to be reasonable. Despite being reasonable, in some circumstances, the rewards allocation maybe dictated by upper management or the HR department; thus, the authors will need to gather a few more details in the survey to address this limitation.\u0000\u0000\u0000Originality/value\u0000This study presents a research model which emphasizes on the role of LMX and distributive justice in the linkage of transformational leadership and positive work outcomes. More specifically, the authors argue that follower outcomes such as OCB and task performance are a result of not only the high-quality LMX between transformational leaders and followers but also the distributive justice perceptions of followers.\u0000","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"9 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78898959","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 : 2018-11-12DOI: 10.1108/IJOTB-07-2018-0077
L. Wadsworth, Jared L. Llorens, Rex L. Facer
PurposeThe purpose of this paper is to explore the relationship between the determinants of public employee turnover intent and the use of workplace flexibilities, with particular attention on the role that gender plays on the relationship between these two constructs.Design/methodology/approachUsing a cross-sectional quantitative research design, the data collection specifically targeted employees of US municipalities that had a significant portion of their workforce using some type of alternative work schedule. Nine cities from six different states were included in the data collection.FindingsIn support of prior research and conventional wisdom, the authors find that the use of alternative work schedules is associated with lower expressions of turnover intent, but this relationship is only significant for female municipal employees.Research limitations/implicationsOne limitation of the study is that it is mono-source data. A second limitation relates to the lack of controls for contextual and occupational characteristics. Further research is needed on the relationship between alternative work schedule choice and turnover, particularly exploring how other characteristics might impact the relationship between employment flexibilities and turnover.Practical implicationsOverall, the results of the analysis align with broader observations of the need for increasing workplace flexibilities and scholarship exploring these flexibilities, especially for female employees who are attempting to integrate their work and family responsibilities.Originality/valueThere has been relatively little research exploring the relationship between the determinants of turnover intent and the use of workplace flexibilities at the municipal level of government. This is particularly important given that employment in local government is larger than both federal and state government employment combined in the USA (US Census Bureau, 2017).
{"title":"Do workplace flexibilities influence employment stability? An analysis of alternative work schedules, turnover intent and gender in local government","authors":"L. Wadsworth, Jared L. Llorens, Rex L. Facer","doi":"10.1108/IJOTB-07-2018-0077","DOIUrl":"https://doi.org/10.1108/IJOTB-07-2018-0077","url":null,"abstract":"PurposeThe purpose of this paper is to explore the relationship between the determinants of public employee turnover intent and the use of workplace flexibilities, with particular attention on the role that gender plays on the relationship between these two constructs.Design/methodology/approachUsing a cross-sectional quantitative research design, the data collection specifically targeted employees of US municipalities that had a significant portion of their workforce using some type of alternative work schedule. Nine cities from six different states were included in the data collection.FindingsIn support of prior research and conventional wisdom, the authors find that the use of alternative work schedules is associated with lower expressions of turnover intent, but this relationship is only significant for female municipal employees.Research limitations/implicationsOne limitation of the study is that it is mono-source data. A second limitation relates to the lack of controls for contextual and occupational characteristics. Further research is needed on the relationship between alternative work schedule choice and turnover, particularly exploring how other characteristics might impact the relationship between employment flexibilities and turnover.Practical implicationsOverall, the results of the analysis align with broader observations of the need for increasing workplace flexibilities and scholarship exploring these flexibilities, especially for female employees who are attempting to integrate their work and family responsibilities.Originality/valueThere has been relatively little research exploring the relationship between the determinants of turnover intent and the use of workplace flexibilities at the municipal level of government. This is particularly important given that employment in local government is larger than both federal and state government employment combined in the USA (US Census Bureau, 2017).","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"131 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84939278","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 : 2018-11-12DOI: 10.1108/IJOTB-03-2018-0022
Vadym V. Pyrozhenko
Purpose This paper engaged in theory-building from social movement and knowledge management (KM) theories and applied the case study method to explore the role of knowledge complexity in administration–society collaborations on knowledge. Complex knowledge is a kind of knowledge that consists of many interdependent elements, some of which are tacit. Complex knowledge creates challenges when external social groups attempt to transfer their knowledge to public organizations. Thus, the purpose of this paper is to investigate the following question: how do social groups acting as knowledge agents transfer their knowledge if it is complex? Design/methodology/approach A single-case study methodology informs the theory-building in this paper. The paper examined a case of collaboration between the natural childbirthing social movement and state maternity hospitals in Russia and Ukraine. The case was constructed from interviews, primary sources and secondary sources. Findings Social movement and KM theories were used in a case analysis to formulate theoretical propositions about the complexity of social movement knowledge, why and how movements transfer their knowledge through collaborations with the state, and how administrators assess movement knowledge and its transfer. The case suggests that administrators’ lack of capacity to recognize and deal with complex knowledge results in the underutilization of social groups’ knowledge. In particular, administrators treat complex knowledge as simple, and they misunderstand and underestimate its effects on collaboration. Originality/value To the best of this author’s knowledge, this paper is the first attempt in public administration to engage in theory-building from social movement and KM theories.
{"title":"The role of knowledge complexity in administration–society collaborations on knowledge","authors":"Vadym V. Pyrozhenko","doi":"10.1108/IJOTB-03-2018-0022","DOIUrl":"https://doi.org/10.1108/IJOTB-03-2018-0022","url":null,"abstract":"\u0000Purpose\u0000This paper engaged in theory-building from social movement and knowledge management (KM) theories and applied the case study method to explore the role of knowledge complexity in administration–society collaborations on knowledge. Complex knowledge is a kind of knowledge that consists of many interdependent elements, some of which are tacit. Complex knowledge creates challenges when external social groups attempt to transfer their knowledge to public organizations. Thus, the purpose of this paper is to investigate the following question: how do social groups acting as knowledge agents transfer their knowledge if it is complex?\u0000\u0000\u0000Design/methodology/approach\u0000A single-case study methodology informs the theory-building in this paper. The paper examined a case of collaboration between the natural childbirthing social movement and state maternity hospitals in Russia and Ukraine. The case was constructed from interviews, primary sources and secondary sources.\u0000\u0000\u0000Findings\u0000Social movement and KM theories were used in a case analysis to formulate theoretical propositions about the complexity of social movement knowledge, why and how movements transfer their knowledge through collaborations with the state, and how administrators assess movement knowledge and its transfer. The case suggests that administrators’ lack of capacity to recognize and deal with complex knowledge results in the underutilization of social groups’ knowledge. In particular, administrators treat complex knowledge as simple, and they misunderstand and underestimate its effects on collaboration.\u0000\u0000\u0000Originality/value\u0000To the best of this author’s knowledge, this paper is the first attempt in public administration to engage in theory-building from social movement and KM theories.\u0000","PeriodicalId":35239,"journal":{"name":"International Journal of Organization Theory and Behavior","volume":"11 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2018-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89782216","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：