Search

Humans strive to understand and respond to abnormal changes that occur within their surrounding contexts. Current literature is yet to discuss the process of triggering an enquiring process within the human cognition after the occurrence of an unforeseen change event or an accident, to explain what behavioral response can follow, and to recognize what factors shape such a response. This article presents a new theoretical model – tagged as the 'Slammed Adjacent Door (SAD)' model that addresses the behaviour of an individual responder to a simple change event, which is expanded to discuss the wider social and organizational behaviour relevant to an accident. The model establishes the link between the preliminary cognition of potential investigators and their following practical response to an accident, by discussing the dynamic interactions of various endogenous and exogenous factors that trigger and control their post-event investigative actions. According to the SAD model, an industrial accident investigation is a six-phased sequence of mental manipulations, decisions, and physical actions that are initiated, motivated, and sustained by complex mutually-influencing personal, organizational, and wider set of input factors. The model has consequential set of theoretical and practical implications relating to organizational or other incidents and accidents investigations. [ABSTRACT FROM AUTHOR]

Alongside numerous benefits in business life (such as additional business opportunities, increased labour productivity), the Internet is responsible for adverse effects like cyberloafing in the workplace. Accessing the Internet for personal purposes during work hours is a prominent reason for counterproductive employee behaviour. The current theoretical background, however, is not sufficient to explain the causes of such behaviour. The article aims to identify the role of such factors as sparking leadership and perceived organizational support in preventing employees’ willingness to use their work time to engage in nonwork-related internet activities. To do so, five dimensions of cyberloafing are discussed: sharing, shopping, real-time updating, accessing online content, and gaming/gambling. Leadership theories, social exchange theory, and organizational support theory constitute the methodological basis of the research. The methods used are confirmatory factor analysis, and the PLS-SEM technique to reach a path model revealing the direct, indirect, and total relationships between the given dimensions. The data were collected from March to September 2023 through a face-to-face survey with 95 respondents from over 40 SMEs operating in Türkiye. The results revealed that perceived organizational support mediates the relationship between sparking leadership and sharing, shopping, and real-time updating dimensions of cyberloafing. The results point to the need for reconsidering organizational practices, values, and policies in a way that would foster employees’ well-being and happiness within the organization and mitigate their cyberloafing behaviour.

How and when do leader prototypical implicit followership theories (IFTs) facilitate follower organizational citizenship behaviour (OCB)? In line with behavioural confirmation theory, we propose that leaders who have a higher level of prototypical IFTs provide their followers with more support, which subsequently facilitates follower OCB. Furthermore, we argue that leader prototypical IFTs shape both leader support and subsequent follower OCB not only independently but also in conjunction with follower prototypical IFTs. We collected survey data from 137 leader - follower dyads in China. Our preliminary results showed that the prototypical IFTs of leaders were positively related to leader support, which in turn was positively related to follower OCB; however, the sole predictive effect of leader prototypical IFTs became nonsignificant when leader-follower congruence in prototypical IFTs was included as a predictor. The results, which were obtained using polynomial regression and response surface analysis, showed that when leaders and followers held congruent prototypical IFTs, a high level of prototypical IFTs was related to higher levels of both leader support and follower OCB. Therefore, leaders' IFTs, followers' IFTs, and the congruence between these factors should all be taken into account in attempts to facilitate follower OCB. [ABSTRACT FROM AUTHOR]

This paper examines the impact of digital technologies and tools on business communication in the contemporary business environment through the prism of new communication channels. Every technological breakthrough throughout history has altered the way people communicate, beginning with the discovery of the printing press, telegraph, radio, and television. In the fifth industrial revolution and contemporary environment, business communication becomes increasingly focused on current digital technologies and tools. Traditional communication, which was inherently slow, is being phased out in favor of interactive and quick communication. Communication through modern digital technologies and tools has many benefits, but it also has some drawbacks, including the possibility of misunderstandings and conflict. This paper discusses the digital age’s key communication channels, including smart mobile phones, short messages (sms), multimedia messages (mms), voice mail, Viber, WhatsApp, iMessage, Skype, Google Hangouts, Slack, teleconferences, video conferences, e-mail, intranet, organizational social and professional networks, and various business communication applications. Besides from their essential characteristics and advantages, this paper highlights key limitations that should be considered in order to eliminate or lessen misunderstandings and conflict situations. [ABSTRACT FROM AUTHOR]

Medical Representatives (marketing employees) are spearheads of pharmaceutical company sales. Medical Representative performance directly influences the company’s revenue and profitability. With strong sales, companies can grow, compete and generate profits. Understanding Medical Representative performance is the key to ensuring business success and continuity. Therefore, this study examines factors related to Medical Representative performance that can explain the sustainability of pharmaceutical companies in Indonesia. Then, investigate the mediation of work engagement both directly and indirectly. In this research, the elements applied include four aspects, namely ambidextrous leadership, talent management, and individual Ambidexterity. This study uses a quantitative approach. The unit of analysis was also a medical representative in Indonesia, which consisted of 370 subjects in five major cities. Furthermore, the impact analysis method was implemented Structural equation modelling part least square SEM-PLS). The research results show that Ambidextrous Leadership, talent management and individual Ambidexterity directly impact Medical Representative Performance (

Innovation work behavior encompasses creativity, the implementation of ideas, and providing benefits. In this sense, any activity that is beneficial to the organization, such as adopting new methods or generating new ideas to improve processes, is considered innovative work behavior. With the advent of the New Public Management (NPM) approach in public institutions, innovative work behaviors have become exceptionally crucial. This study aims to explore the impact of person-organization (P-O) fit on innovative work behaviors and the moderating effect of affective commitment. Data was collected via surveys from 221 white-collar workers in a district municipality's central courthouse and court affiliates in the Aegean region of Turkey. Statistical analysis was carried out at a 95% confidence level using SPSS 21.0 and AMOS 23, including Pearson correlation, regression, and simple slope analysis. The results show that P-O fit positively influences innovative work behaviors, and affective commitment plays a moderating role in this relationship by enhancing individuals' commitment to their organizations. [ABSTRACT FROM AUTHOR]

One way to achieve energy efficiency in the workplace is to change employee behaviour. Research in this area is limited, and significant gaps remain in understanding differences in how energy is used within workplaces and the suitability of existing frameworks for application in workplace settings. This paper addresses these gaps by applying and further developing the interdisciplinary energy culture framework (ECF) to examine employee energy use in an industrial workplace with an office and manufacturing areas. A mixed methods approach consisting of surveys, a focus group and interviews is applied. Results show significant differences in the office and manufacturing areas, with office areas having a more energy-efficient energy culture. Qualitative results show differences exist due to organizational behaviours, such as the effectiveness of business communications methods, varying levels of investment, the physical environment and work tasks. Results also show external influences, such as government budgets, business structure, and wider organisational cultures, impact energy cultures and how energy is used. This paper proposes modifications to the ECF, which acknowledges the multi-scalar nature of workplace energy cultures. This paper demonstrates how the ECF can be applied to workplace settings, allowing further understanding of how energy is used, and identifying wider organizational, occupational, and individual psychological influences on energy use. [ABSTRACT FROM AUTHOR]

Copyright of Turkish Studies - Economics, Finance, Politics is the property of Electronic Turkish Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The purpose of this paper is to focus on the role of stress and work from home and their influence on the frequency of praying (spirituality) and attending ritual services (religiosity). Design/methodology/approach: Drawing from a data set from Understanding Society (COVID-19 study) in the UK from 5,357 participants, this study specifies a two-level mixed-effects ordered-probit regression to test the main hypotheses and chi-square (x2) analysis, gamma (γ) and tau-b (τb) for checking the robustness of this study results. Findings: The findings of this study exhort with statistical confidence that spirituality is positively related to religiosity. Working from home positively influences individuals' spiritual and religious needs, while attending religious services in person is associated with less stress. Females have been found to be more likely to pray rather than attend religious services. Originality/value: This study investigates the role of work from home and stress on spirituality and religiosity, two key elements often forgotten in personal life and copying. This paper considers spirituality as the frequency of praying, while religiosity is the frequency of attending rituals, which religion has institutionalised. [ABSTRACT FROM AUTHOR]

Organizational Behaviour (OB) is a subject which is useful for becoming a successful manager in any type of organization. As far as teaching and learning OB was concerned, some performance and theoretical gaps were observed particularly in a developing country context. This research paper is a result of a conceptual study which attempted to achieve six objectives: (1) to present definitions of OB given by various appropriately qualified authors, make a brief descriptive analysis about the definitions, and assert the general meaning of OB; (2) to ascertain whether OB is a part of HRM; (3) to explore and describe how OB distinctly differs from HRM; (4) to explore and describe how OB relates or becomes a synonym to subjects such as Industrial Psychology, Organizational Psychology, and Work Psychology; (5) to explore and describe how OB relates to Human Relations; and (6) to argue that OB should be an essential subject in Management Education. Adopted research strategy was the desk research and two non-scientific methods, i.e., authority to a greater extent and intuition to a lesser extent were used to carry out the study. A concept called 13 A's of OB Competencies is introduced in this paper. It is believed that the write-up and the findings in achieving the six objectives are useful for teaching and learning the subject or course of OB at least in a developing country context. [ABSTRACT FROM AUTHOR]

The present research investigated to what extent two Western cultures, France and the United States, differed in making status-related judgements based on a person's familial class background. Consistent with the eco-historical origins of French and American status beliefs, Study 1 (N = 77) showed that French more than American participants perceived an unknown community member with higher (compared to lower) familial class background to have greater status-related characteristics. Study 2 (N = 213) showed that French more than American participants also expected a job candidate with higher (compared to lower) familial class background to attain higher status in the workplace. Study 3 (N = 231) experimentally manipulated upward mobility beliefs in a monocultural sample of American participants. Results showed that when participants were made to believe that upward mobility in society was low (but not when high), information about a person's familial class background was the basis of status-related judgements. Our findings speak to the importance that sociocultural contexts play for the understanding of different aspects of social class. [ABSTRACT FROM AUTHOR]

Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Turkish Studies - Economics, Finance, Politics is the property of Electronic Turkish Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Organizational politics and conflicts thrive at all levels of the organization. It is an unavoidable fact of working life. The present case discusses about Ashish had a lot of ambitions ever since he was employed with the organization. However, during the first three months of his engagement with the organization, something caused him to decide that he decided not to continue working there for another day. After completing his degree, Ashish was hired as a sous chef in a well-known hotel in Gwalior, India (M.P). Ashish was unable to carry out his responsibilities competently simply because he was not provided with an appropriate platform. His immediate boss does not provide him with an opportunity to demonstrate his abilities. The salary that had been promised had also not been delivered. Even the tasks that were assigned were not according to his capability. He was dissatisfied with the conditions of his work environment. He attempted to rectify the situation but was ultimately unsuccessful. Along with this, he also had heated disagreements with his immediate supervisor, Satish. The level of stress was soaring with each passing day. He became even more resentful as a result, and he began to consider quitting his job. [ABSTRACT FROM AUTHOR]

Whereas nearly half of the world’s countries have imposed restrictions on civil society organizations (CSOs) since the 1990s, little is known about how those regulations reshape the civic space and actors. This article delves into the patterns of transformation of organizational behaviours of traditional non-governmental organizations (NGOs) and new CSOs before and following the enforcement of coercive state policies against civil society in Azerbaijan. By applying the theory of new institutionalism, the article first analyzes the development of post-independence Azerbaijani civil society and the vulnerabilities thereof. Then, it uses original data to portray CSOs’ survival strategies in the face of institutional pressures – operationalizing Christine Oliver’s typology of strategic responses. The findings underscore dual unintended consequences. First, extant and emerging democracy-oriented Azerbaijani CSOs have pursued existence outside the regulative institutional control of the authoritarian regime since 2015. Second, the crackdown brought about marked de-NGOization of civil society while engendering alternative modes of organization in civic associations. [ABSTRACT FROM AUTHOR]

This study identifies safety leadership factors affecting construction site safety and organizational safety climate, offering suggestions for adopting optimistic leadership styles and a zero-accident vision. The literature review is done exclusively for identifying factors and improving core knowledge. This study developed a questionnaire to examine the relationships between the organizational safety climate and the safety leadership styles. The questionnaire was distributed to construction companies from all over India. The statistical analysis encompassed 396 verified responses from the survey, yielding an impressive 79.20 percent response rate. The valid responses collected were analysed to find the relative importance index and the association between the categorical variables. The results showed that "personal safety knowledge" ranked the highest while performing the relative importance index analysis. Furthermore, the chi-square analysis found two pessimistic leadership styles, namely "laissez-faire leadership" and "management-by-exception", significantly associated with the safety climate. The study implies that the target audience must avoid adopting the two pessimistic leadership styles to improve the organizational safety climate. This study examines the various safety leadership styles practised among construction professionals for the first time in India. Specifically, it identifies critical factors that affect the organizational safety climate and pessimistic leadership styles that diminish the safety outcomes of the construction site. The results act as an eye-opener for the targeted audience (like senior and middle-level management professionals, academicians, and upcoming researchers) to enhance the safety of construction sites by adopting optimistic leadership styles with an idea of a 'zero accident' construction premises. [ABSTRACT FROM AUTHOR]

Software for a service (SaaS) brings unprecedented benefits to business applications such as cost reduction and productivity. This study aims to understand the behavioral intentions of businesses that are not considering using SaaS, are in the process of evaluating the use of SaaS, are evaluating but not adopting, and planning to evaluate and use SaaS. Data were collected by asking 18 questions from 76 businesses not adopting SaaS and analyzed with One-Way Analysis of Variance (ANOVA). Fisher’s LSD test was used as a post hoc analysis to observe the differences between the groups. The findings showed that those who do not plan to use SaaS and those who evaluate and plan to use SaaS, and those who are in the process of evaluating the use of SaaS and those who plan to use SaaS, differed significantly in their opinions about the perceived advantages and security concerns. On the other hand, it is seen that the decision makers’ support of all non-SaaS adopters and the attitudes of non-SaaS adopters located in different market regions were similar. The research will contribute to informing SaaS providers to ensure business continuity and to produce customized software and applications suitable for the challenges and barriers faced by business operations. [ABSTRACT FROM AUTHOR]

Job satisfaction and its relationship with other variables determining organizational successes and failures continues to be an important field of research because the role of job satisfaction and its impacts have not been yet sufficiently explained. The issue of job satisfaction is particularly important for countries or regions that are transitioning from emerging to developed status, to a free market system and towards a knowledge-based economies. Despite the topicality of the topic, there is still limited research on the formation of job satisfaction of employees in the emerging Central and Eastern European countries. To properly measure job satisfaction, adapted methods that show adequate validity evidence for the desired context might be used. This study aims to investigate employees' overall level of job satisfaction using a novel multivariate Bayesian Network (BN). Several discrete variables that affect job satisfaction are incorporated into the model. The graphical representation of the model is supplemented by numeric information about probability based on the questionnaire. The simulations reveal that there is a considerable potential to improve employees' satisfaction within the Polish companies investigated in this research. The obtained results also have an implication for managers in emerging economies, seeking to improve productivity as it may help them to devise an effective Human Resource Management (HRM) system toward job satisfaction for their employees. This research is valuable in terms of recognizing the best employer strategies to increase the level of employees' job satisfaction in Polish companies. In the light of the existing literature, the proposed BN approach is quite innovative, and it is an universal one since it can be easily adapted for other economies. [ABSTRACT FROM AUTHOR]

The purpose of the present paper is to examine the relationship between the ethical attitudes of university students and their Dark Triad personality traits. Research has suggested that the juvenile attitudes of people predict their later behaviour. Therefore, it is worth exploring this area for future aspects. Both topics are at the center of research, both individually and in terms of the correlations between them. In the present paper, we examined the relationship between ethical attitudes and the Dark Triad personality traits through questionnaires used in international research with background variables. We found that the most unethical behaviour is 'Divulging confidential information,' 'Passing blame for your errors to an innocent co-worker,' and 'Claiming credit for someone else's work.' The least unethical behaviour is 'Eating snacks while at your workstation'. Factor analysis and linear regression analysis were used. Despite our expectations, the revealed relationships between ethical attitudes and Dark Triad personality traits were not clearly positive. According to the regression model, the dark triad personality score is lower if the respondent is female, studies at the commerce-marketing major, and has higher values at the following factors: 'physiological unethicalness', 'overcharge', and 'other ethical attitudes' factors. [ABSTRACT FROM AUTHOR]

This study sought to understand COVID‐19‐related organizational decisions were made across sectors. To gain this understanding, we conducted semi‐structured interviews with organizational decision‐makers in North Carolina about their experiences responding to COVID‐19. Conventional content analysis was used to analyse the context, inputs, and processes involved in decision‐making. Between October 2020 and February 2021, we interviewed 44 decision‐makers from the following sectors: business (n = 4), community non‐profit (n = 3), county government (n = 4), healthcare (n = 5), local public health (n = 5), public safety (n = 7), religious (n = 6), education (n = 7) and transportation (n = 3). We found that during the pandemic, organizations looked to scientific authorities, the decisions of peer organizations, data about COVID‐19, and their own experience with prior crises. Interpretation of inputs was informed by current political events, societal trends, and organization mission. Decision‐makers had to account for divergent internal opinions and community behaviour. To navigate inputs and contextual factors, organizations decentralized decision‐making authority, formed auxiliary decision‐making bodies, learned to resolve internal conflicts, learned in real time from their crisis response, and routinely communicated decisions with their communities. In conclusion, aligned with systems and contingency theories of decision‐making, decision‐making during COVID‐19 depended on an organization's 'fit' within the specifics of their existing system and their ability to orient the dynamics of that system to their own goals. [ABSTRACT FROM AUTHOR]

Industry 4.0 and the digitalization of business and society remain a main challenge of modern times. New and advanced key technologies enable the introduction of entirely new business models that provide opportunities for better meeting the needs of users, entrepreneurs, investors, business partners, and society. The complexity of emerging business cases requires collaborative partnering by all relevant value chain stakeholders operating in the business ecosystem. The related research, development, and transformation initiatives are done through research innovation and development (RID) projects and programs. There is an urgent need for collaborative RID projects co-organized and performed by teams of value chain business partners. These complex collaborative projects need a holistic approach, organizational synergy, and outstanding leadership to be successful. [ABSTRACT FROM AUTHOR]

Although enormous effort has focussed on how to build an effective culture in the business community, relatively little effort has addressed how to achieve this in the hospital environment, specifically related to the field of congenital heart disease teams. The examination of culture in pediatric cardiac care is particularly important for several key reasons: first, it represents high-stakes medicine, second, there are multiple stakeholders requiring collaboration between cardiologists, surgeons, anaesthesiologists, perfusionists, nursing staff, and allied health care professionals, and finally, both the patient and the family are intimately involved in the care pathway. This review article investigates some of the critical components to building an effective culture, drawing upon similarities in other disciplines, thereby fostering high performance multidisciplinary teams in congenital cardiology care. Strategies to change culture such as Kotter's model of change are also discussed. High performance teams share one common vital characteristic: psychological safety for team members to speak their minds, thereby fostering an open culture, in which creativity can flourish to facilitate major breakthroughs. Adoption of the "Flight Plan" review promotes patient centric care and champions a psychologically safe culture. [ABSTRACT FROM AUTHOR]

Aim: This study explored workplace interactions of Australian nurses in regional acute care hospitals through an examination of nurses' experiences and perceptions of workplace behaviour. Design: This research is informed by Social Worlds Theory and is the qualitative component of an overarching mixed methods sequential explanatory study. Methods: Between January and March 2019, data were collected from 13 nursing informants from different occupational levels and roles, who engaged in semi‐structured, in‐depth, face‐to‐face interviews. Data analysis was guided by Straussian grounded theory to identify the core category and subcategories. Results: Theoretical saturation occurred after 13 interviews. The core category identified is A conflicted tribe under pressure, which is comprised of five interrelated subcategories: Belonging to the tribe; 'It's a living hell'; Zero tolerance—'it's a joke'; Conflicted priorities; Shifting the cultural norm. Conclusion: This study provides valuable insight into the nursing social world and the organizational constraints in which nurses work. Although the inclination for an individual to exhibit negative behaviours cannot be dismissed, this behaviour can either be facilitated or impeded by organizational influences. Impact By considering the nurses' experiences of negative workplace behaviour and identifying the symptoms of a struggling system, nurse leaders can work to find and implement strategies to mitigate negative behaviour and create respectful workplace behaviours. Patient or Public Contribution: This study involved registered nurse participants and there was no patient or public contribution. Clinical Trial Registration: Study registration Australian New Zealand Clinical Trials Registry (Registration No. ACTRN12618002007213; December 14, 2018). [ABSTRACT FROM AUTHOR]