Organizational Behavior and Theory Commons^™

Insights From An Updated Personnel Selection Meta-Analytic Matrix: Revisiting General Mental Ability Tests’ Role In The Validity-Diversity Trade-Off, Christopher M. Berry, Filip Lievens, Charlene Zhang, Paul R. Sackett

Research Collection Lee Kong Chian School Of Business

General mental ability (GMA) tests have long been at the heart of the validity–diversity trade-off, with conventional wisdom being that reducing their weight in personnel selection can improve adverse impact, but that this results in steep costs to criterion-related validity. However, Sackett et al. (2022) revealed that the criterion-related validity of GMA tests has been considerably overestimated due to inappropriate range restriction corrections. Thus, we revisit the role of GMA tests in the validity-diversity trade-off using an updated meta-analytic correlation matrix of the relationships six selection methods (biodata, GMA tests, conscientiousness tests, structured interviews, integrity tests, and situational judgment tests) …

Behavioral Factors Associated With Patients' Non-Attendance: A Retrospective Study In An Outpatient Specialty Clinic At A Women's And Children's Hospital In Singapore, Yue Tang, Houyuan Jiang, Jingui Xie, Zhichao Zheng, Chui Yee Loke, Bee Keow Goh

Research Collection Lee Kong Chian School Of Business

Background: This study aimed to identify behavioral factors that affect patient attendance in outpatient clinics, especially those related to rescheduling. Methods: A retrospective study was conducted on 20,386 appointment records for 6,252 patients in an outpatient specialty clinic at a women’s and children’s hospital in Singapore over 34 months (January 2012–October 2014). Multivariate logistic regression was used to analyze the influence of independent variables on appointment no-shows. Results: The average no-show rate of the study population was 28.87%. Patient historical behaviors were significantly associated with appointment attendance. In particular, a larger number of previous visits, more historical no-shows, more historical …

Competing In The Stress Olympics: Mid-Level Managers And Their Experiences Of Work Stress As Impacted By Their Supervisors And Organizational Climate, Melissa Jane Hecker Scott

Educational Leadership & Workforce Development Theses & Dissertations

Student affairs has a problem due to staff attrition (Rosser & Javinar, 2003). Most professionals leave the field due to job dissatisfaction, unhealthy work environments, high stress, and low morale (Marshall et al., 2016; Rosser & Javinar, 2003). Researchers have identified a relationship between job stress and burnout and intentions to leave the field of student affairs (Mullen et al., 2018). Turnover of positions is financially detrimental to the institution due to the cost of recruitment, hiring, and training the replacement employee (Agovino, 2019). In addition to the financial impact, when mid-level managers leave, there is a loss of institutional …

Rethinking The Mediating Mechanism: Hrm Practices And Employee Well-Being, Susanti Saragih, Meily Margaretha, Namira Suhada

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

The relationship between Human Resource Management (HRM) practices and employee well-being is complex and often contradictory. While HRM practices can enhance employee well-being through various mechanisms, they can also negatively impact well-being, especially in contexts of high-demand jobs. This study investigates the mediating roles of job crafting and work engagement in this relationship. Data from 100 hotel employees in Bandung, Indonesia, were analyzed using Partial Least Squares (PLS). While HRM practices did not directly influence well-being, they significantly impacted job crafting. Interestingly, job crafting, not work engagement, emerged as a strong mediator between HRM practices and employee well-being. These findings …

Exploring Social Networks: An Analysis Of Intra-Organizational Networks, Ximeng Chen, Yiding Cao, Jiachen Liu, Danushka Bandara, Hiroki Sayama

Northeast Journal of Complex Systems (NEJCS)

This research investigates intra-organizational social networks by employing network science methods, aiming to provide actionable insights for both managers and employees. Using datasets from the Colorado Index of Complex Networks (ICON), this study examines four intra-organizational networks from a consulting firm and a research team, focusing on advice requests and skill awareness. The analysis includes network topology, degree distribution, community detection, correlation between communities and node attributes, maximal clique detection, and multilayer network analysis. The findings reveal that intra-organizational networks are intricate and significantly impact organizational efficiency and individual career development. Key insights include the importance of mid-level employees in …

Adaptation Of The Socioecological Model To Address Disparities In Engagement Of Black Men In Prostate Cancer Genetic Testing, Amy Leader, Timothy Rebbeck, William Oh, Alpa Patel, Eric Winer, Leeann Bailey, Leonard Gomella, Crystal Lumpkins, Isla Garraway, Lisa Aiello, Monica Baskin, Heather H Cheng, Kathleen Cooney, Amanda Ganzak, Daniel George, Susan Halabi, Feighanne Hathaway, Claire Healy, Joseph W Kim, Michael Leapman, Stacy Loeb, Kara Maxwell, Christopher Mcnair, Todd Morgan, Breanne Prindeville, Howard R Soule, Whitney Steward, Sakinah Suttiratana, Mary-Ellen Taplin, Kosj Yamoah, Thierry Fortune, Kris Bennett, Joshua Blanding-Godbolt, Laura Gross, Veda Giri

Department of Medical Oncology Faculty Papers

BACKGROUND: Black men consistently have higher rates of prostate cancer (PCA)- related mortality. Advances in PCA treatment, screening, and hereditary cancer assessment center around germline testing (GT). Of concern is the significant under-engagement of Black males in PCA GT, limiting the benefit of precision therapy and tailored cancer screening despite longstanding awareness of these disparities. To address these critical disparities, the Socioecological Model (SEM) was employed to develop comprehensive recommendations to overcome barriers and implement equitable strategies to engage Black males in PCA GT.

METHODS: Clinical/research experts, national organization leaders, and community stakeholders spanning multiple regions in US and Africa …

Thriving At Work: State Of The Art And Looking Towards To Enhanced Employee Well-Being In The Future, Ajda Merkuž, Ivan Zupic, Katarina Katja Mihelič

Economic and Business Review

Growing recognition of the importance of employee well-being and sustainable work environments has seen research on employee thriving flourish in recent years. Thriving is facilitated by a sense of learning and vitality, contributing significantly to employee development and well-being. The paper offers a comprehensive overview of the past, present, and future of research on thriving at work using bibliometric techniques. The in-depth literature review employs document citation analysis, bibliographic coupling, and thematic mapping, utilising data from the Web of Science database to present an inclusive overview of existing literature. A meticulous review led us to identify research streams, existing gaps, …

Who Owns The Knowledge? The Commodification Of Academic Research, Maria Petrescu, Anjala S. Krishen

Publications

The increasing commodification of academic research and the reliance on flawed impact metrics have started to show the need to reassess how research is conducted, evaluated, and disseminated. In contemporary marketing (analytics) research, the search for relevance and rigor is becoming essential, with the goal being that studies not only meet high standards of academic rigor but also remain ethically sound, relevant to societal needs, and impactful. These key criteria all drive research quality far before the academy considers profitability.

Exploring The Influence Of Company Sport Club Involvement On Employee Outcomes, Paul Yuseung Doh, Chanwook Do, Minjung Kim

Journal of Applied Sport Management

This study investigates the influence of company sport club involvement on employee outcomes, including cultural intelligence (CQ), organizational commitment, job satisfaction, and task performance. Drawing upon the theoretical frameworks of self-determination theory and spillover theory, the research examines how participation in company sport clubs enhances intrinsic motivation and promotes positive workplace attitudes and behaviors. Data were collected from 320 employees in Korea who were involved in various company sport clubs. Structural equation modeling analysis confirms significant positive relationships between company sport club involvement and CQ, organizational commitment, job satisfaction, and task performance. The findings underscore the significance of integrating company …

Intermediate Conformity Of Hrm Practices In Host Countries: Why And How They Work, Wenjuan Guo

Journal of Global Business Insights

The institutional theory suggests that multinational enterprises (MNEs) need to conform to institutional norms to gain legitimacy, thereby enhancing their survival in host countries. Conversely, from the perspective of business strategy, MNEs gain a competitive advantage by leveraging organizational capabilities worldwide. These two perspectives imply that MNEs face conflicting pressures when adopting HRM practices in their host country subsidiaries. This article discusses the rationale for why MNEs’ subsidiaries should intermediately conform to both internal and external institutional forces and adopt a combination of home and host country HRM practices. Furthermore, it suggests that intermediate conformity contributes to a higher survival …

Does Voice Endorsement By Supervisors Enhance Or Constrain Voicer's Personal Initiative? Countervailing Effects Via Feeling Pride And Feeling Envied, Mingyun Huai, Xueqi Wen, Zihan Liu, Xingyu Wang, Wen-Dong Li, Mo Wang

Research Collection Lee Kong Chian School Of Business

While the previous research has examined antecedents of supervisors’ voice endorsement, it has generally overlooked its effects on voicers’ affective and behavioral reactions, probably because of the underlying assumption that supervisors’ voice endorsement is inherently beneficial and likely to encourage more proactive behaviors in the future. In this research, we offer a theoretical model of the double-edged effects of supervisors’ voice endorsement on voicers’ subsequent personal initiative. Drawing on cognitive appraisal theory and related research, we proposed that supervisors’ voice endorsement prompts two different cognitive appraisal processes in voicers that evoke two distinct emotional experiences—feeling pride and feeling envied—with countervailing …

A Regulatory Focus Theory Perspective On The Dynamics Between Action And Power, Shereen Fatimah, Hun Whee Lee, Lance D.. Ferris, Henry R. Young

Research Collection Lee Kong Chian School Of Business

Building on the strong consensus that the experience of power motivates individuals to take action, prior research postulates a positively reinforcing cycle wherein taking action leads to power, which in turn leads to subsequent actions. Applying regulatory focus theory, we differentiate between promotion-oriented and prevention-oriented actions to develop a within-person theory of when and why promotion-oriented and prevention-oriented actions should relate to power, and vice-versa. Across two studies, we find that when employees engaged in promotive voice behaviors, they were more likely to experience a sense of power; this effect was amplified for employees with trait promotion focus. When employees …

Differences Are Not Deficits: Women Introverting While Black Through The Ascent To Executive Leadership In Higher Education, Jeri A. Bingham

Dissertations

Diversity of personality type in the workplace can lead to improved morale and productivity when organizations acknowledge and support the attributes and differences of employee behaviors and characteristics. Black women executives identifying as introverted who lead with their authentic personas and intersected marginalized identities, benefit employers, employees, students, and the institution’s brand and bottom line. Introversion and extroversion, ways to describe diversity of personality type, and each having different connotations in office culture, are relevant to this exploration as literature suggests that the population of both personality types is almost evenly distributed. The implications of judgement and the association to …

Cultural Tightness In Organizations: Investigating The Impact Of Formal And Informal Cultural Tightness On Employee Creativity, Roy Y. J. Chua, Na Zhao, Meng Han

Research Collection Lee Kong Chian School Of Business

This paper delineates cultural tightness into formal versus informal aspects to depict the strength of norms and the extent of sanctions emanating from both formal and informal norms. Organizations with high formal cultural tightness regulate behaviors through explicit written norms and official sanctions, whereas those with high informal cultural tightness regulate behaviors through uncodified norms, collective beliefs, and informal social sanctions. Through a field study across 14 diverse companies in two countries (Malaysia and the Philippines) and two experiments involving participants from the United States, we found that perceived informal cultural tightness consistently exerts a more significant impact on stifling …

Oer Textbook Review For Organizational Behavior - (1) Organizational Behavior, Libretexts - (2) Organizational Behavior, Openstax, Amanda C. Sargent Ph.D.

Open Educational Resources Publications

Dr. Amanda C. Sargent, Assistant Professor of Management at Bentley University, reviews the OpenStax textbook “Organizational Behavior” as well as “Organizational Behavior” on Libretexts. While both open-source texts cover a wide range of organizational behavior topics, Sargent concluded that the information in OpenStax’s “Organizational Behavior” was outdated and difficult to read in some sections. At the same time, Sargent notes that while Libretexts’ “Organizational Behavior” had some outdated references, it was a more suitable textbook selection for an introduction to Organizational Behavior.

Investigating Servant Leadership Measurement: A Mixed-Methods Study Integrating Content Analysis And Meta-Analysis, Kai Torsten Schramm

Electronic Theses and Dissertations

This study aimed to understand the similarities and differences among servant leadership measures and the variations in their effect sizes on job performance and job satisfaction. This paper explores how the items in servant leadership measures portrayed the servant leadership construct and how these relate to the outcomes. The researcher used an exploratory sequential mixed methods design. Which involved a qualitative content analysis of the measurement items and a meta-analysis of outcomes, considering the findings from the content analysis. Six key categories determined the three main themes: selfless generosity, inspiring influence, adaptive humility, integrity, empowering, and harmonious engagement. The three …

Leadership Coaching In The Fourth Industrial Revolution, Ray Forbes

All Faculty and Staff Scholarship

Today’s world of extraordinary change follows a long history of technology-driven industrial revolutions. Author Alvin Toffler eloquently identified, categorized, and named the first three of them: Agricultural, Industrial, and Informational. Likening these revolutions to major waves of change, Toffler also described their impact on the social, political, economic and environmental ethos of the times in which they occurred. Recently, a number of knowledgeable commentators have suggested that we are now on the cusp of a fourth industrial wave. This large-scale transformational groundswell is being propelled by a dramatic acceleration in the rate of change itself. It is characterized by major …

Markets Gone Hybrid: Institutional Complexity And Work Toward Market Hybridization, Leandro Bonfim, Andréa P. Segatto

Faculty Journal Articles

Objective: the goal of this article is to theorize how institutional complexity and work can lead to the hybridization of markets. Methods: we draw upon a critical and reflexive analysis of institutional complexity and work, as well as the literature on the sociology of markets, to deductively develop a theory of market hybridization. Results: we theorize that hybrid markets arise when institutional work to define the formal and informal rules and norms underlying economic and social transactions (regulation), the infrastructure and resource allocation (allocation), the actors allowed to participate in market exchanges, the roles performed by them (classification), and the …

A Business Model For Communication Design Enterprises (Paper), Con Kennedy

Academic Articles

Several international reports and studies indicate that the Communication Design sector has a skill deficit in entrepreneurship and business management, and a greater understanding of these topics is needed. Some authors advocate applying existing business models for design enterprises. However, the skill deficit prevails. It is worth noting that these reports discuss the entrepreneurship deficit in general terms without an explanation of the causes of this deficit or how to remedy the issue. Therefore, this paper explores the development of a Business Model specific for Design Entrepreneurs for deployment in Communication Design enterprises. A theoretical framework for a specific business …

Syllabus: Workplace Motivation, Alice M. Brawley Newlin

Open Syllabus Collection

This syllabus is for an upper-level undergraduate class in workplace motivation that utilizes a combination of open, free, and library-licensed material. The course is designed to provide students with a “toolbox” of work motivation theories to critically select from and use well. This open syllabus also includes an annotated reading list with stable links to materials and availability notes.