The Prediction Level of Teachers' Organizational Citizenship Behaviors on the Successful Practice of Shared Leadership

ERIC Educational Resources Information Center

Bostanci, Aynur B.

2013-01-01

Problem Statement: Defined as the actions that personnel voluntarily take beyond their formal job description, organizational citizenship behavior is regarded as a premise for shared leadership, a management style that is frequently used in organizations today. The relevant literature suggests that organizational citizenship behavior can provide…

Investigation of the Relationship Between Organizational Learning and Organizational Citizen Behavior Among the Staff of Teaching Hospital

PubMed Central

Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin

2014-01-01

Background: Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. Methods: This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. Results: The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja’ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. Conclusion: It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior. PMID:25568629

Investigation of the relationship between organizational learning and organizational citizen behavior among the staff of teaching hospital.

PubMed

Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin

2014-10-01

Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja'ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior.

A Corporate-Wide Application of Organizational Behavior Management.

ERIC Educational Resources Information Center

Wikoff, Martin B.

1984-01-01

Describes a longitudinal project in which organizational behavior management (OBM) procedures have been applied to improve performance of plant employees, increase sales of contract furniture, accelerate response time to customer inquiries, increase orders processed, and reduce processing errors at Krueger, a contract and institutional furniture…

Relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in south east of Iran.

PubMed

Tofighi, M; Tirgari, B; Fooladvandi, M; Rasouli, F; Jalali, M

2015-01-01

Several factors including emotional intelligence affect the efficiency of people. It seems that organizational behavior of each person is strongly influenced by emotional intelligence. Therefore, the present study is aimed to examine the relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in teaching hospitals supervised by Kerman Medical University in Southeast of Iran. This study employed a descriptive cross sectional design. A census sample consisted of 150 critical and emergency nurses working in teaching hospitals supervised by Kerman Medical University participated in this study. Emotional intelligence and organizational citizenship behavior questionnaire was used to assess nurses' emotional intelligence and organizational citizenship behavior by available sampling method. The results showed that the mean age of the participants was 35 years. Most participants (94%) were females and belonged to the age group of 26-30 years. Overall mean score of organizational citizenship behavior scale was 88.21 (±10.4). In the organizational citizenship behavior categories, altruism mean score was higher than the other mean scores. Overall mean score of emotional intelligence was (121.08 ± 17.56). In the subgroups of emotional intelligence, mean score of the relationship management, was higher than the average of other factors. Pearson's correlation coefficient showed no significant relationship between emotional intelligence and organizational citizenship behavior (p ≥ 0.05). The study suggests that health care managers should organize systematic and dynamic policies and procedures in dealing with emotional intelligence and organizational citizenship behavior to assist critical and emergency nurses.

Using Leadered Groups in Organizational Behavior and Management Survey Courses

ERIC Educational Resources Information Center

Andre, Rae

2011-01-01

In organizational behavior and management survey courses, students are likely to maximize certain career-appropriate knowledge when their classroom groups are leadered rather than leaderless. Using leadered groups facilitates the learning of the professional and managerial skills associated with formal leadership while reducing some problematic…

High-Performance Classrooms for Women? Applying a Relational Frame to Management/Organizational Behavior Courses.

ERIC Educational Resources Information Center

Buttner, E. Holly

2002-01-01

Attributes of relational theory, based on women's development, include preventive connecting, mutual empowering, achieving, and team building. These attributes are compatible with the practices of high performance work organizations. Relational practices should be integrated into management and organizational behavior courses. (Contains 53…

Are We There Yet?

ERIC Educational Resources Information Center

Balcazar, Fabricio E.

2012-01-01

Now spanning 31 years, the "Journal of Organizational Behavior Management" ("JOBM") continues to generate new conceptual ideas and high-quality research in the field of Organizational Behavior Management (OBM). However, it is a bit disheartening to realize that the growth (in terms of number of practitioners and researchers) and expected impact of…

A sociogenomic perspective on neuroscience in organizational behavior.

PubMed

Spain, Seth M; Harms, P D

2014-01-01

We critically examine the current biological models of individual organizational behavior, with particular emphasis on the roles of genetics and the brain. We demonstrate how approaches to biology in the organizational sciences assume that biological systems are simultaneously causal and essentially static; that genotypes exert constant effects. In contrast, we present a sociogenomic approach to organizational research, which could provide a meta-theoretical framework for understanding organizational behavior. Sociogenomics is an interactionist approach that derives power from its ability to explain how genes and environment operate. The key insight is that both genes and the environment operate by modifying gene expression. This leads to a conception of genetic and environmental effects that is fundamentally dynamic, rather than the static view of classical biometric approaches. We review biometric research within organizational behavior, and contrast these interpretations with a sociogenomic view. We provide a review of gene expression mechanisms that help explain the dynamism observed in individual organizational behavior, particularly factors associated with gene expression in the brain. Finally, we discuss the ethics of genomic and neuroscientific findings for practicing managers and discuss whether it is possible to practically apply these findings in management.

A sociogenomic perspective on neuroscience in organizational behavior

PubMed Central

Spain, Seth M.; Harms, P. D.

2014-01-01

We critically examine the current biological models of individual organizational behavior, with particular emphasis on the roles of genetics and the brain. We demonstrate how approaches to biology in the organizational sciences assume that biological systems are simultaneously causal and essentially static; that genotypes exert constant effects. In contrast, we present a sociogenomic approach to organizational research, which could provide a meta-theoretical framework for understanding organizational behavior. Sociogenomics is an interactionist approach that derives power from its ability to explain how genes and environment operate. The key insight is that both genes and the environment operate by modifying gene expression. This leads to a conception of genetic and environmental effects that is fundamentally dynamic, rather than the static view of classical biometric approaches. We review biometric research within organizational behavior, and contrast these interpretations with a sociogenomic view. We provide a review of gene expression mechanisms that help explain the dynamism observed in individual organizational behavior, particularly factors associated with gene expression in the brain. Finally, we discuss the ethics of genomic and neuroscientific findings for practicing managers and discuss whether it is possible to practically apply these findings in management. PMID:24616682

A multilevel model of patient safety culture: cross-level relationship between organizational culture and patient safety behavior in Taiwan's hospitals.

PubMed

Chen, I-Chi; Ng, Hui-Fuang; Li, Hung-Hui

2012-01-01

As health-care organizations endeavor to improve their quality of care, there is a growing recognition of the importance of establishing a culture of patient safety. The main objective of this study was to investigate the cross-level influences of organizational culture on patient safety behavior in Taiwan's hospitals. The authors measured organizational culture (bureaucratic, supportive and innovative culture), patient safety culture and behavior from 788 hospital workers among 42 hospitals in Taiwan. Multilevel analysis was applied to explore the relationship between organizational culture (group level) and patient safety behavior (individual level). Patient safety culture had positive impact on patient safety behavior in Taiwan's hospitals. The results also indicated that bureaucratic, innovative and supportive organizational cultures all had direct influence on patient safety behavior. However, only supportive culture demonstrated significant moderation effect on the relationship between patient safety culture and patient safety behavior. Furthermore, organizational culture strength was shown correlated negatively with patient safety culture variability. Overall, organizational culture plays an important role in patient safety activities. Safety behaviors of hospital staff are partly influenced by the prevailing cultural norms in their organizations and work groups. For management implications, constructed patient priority from management commitment to leadership is necessary. For academic implications, research on patient safety should consider leadership, group dynamics and organizational learning. These factors are important for understanding the barriers and the possibilities embedded in patient safety. Copyright © 2011 John Wiley & Sons, Ltd.

Sexuality in the workplace: where do we stand?

PubMed

Perez, Bianca; Liberman, Aaron

2010-01-01

Increasingly, organizational leaders must face the perplexing problem of dealing with sexual relationships in the workplace. Given recent changes in the composition of our workforce, there is a critical need for leaders to manage sexual workplace relationships and to do so in a way that acknowledges both individual and organizational needs. As a result, organizations must distinguish between appropriate and inappropriate sexual behaviors. For organizations to set effective and realistic behavioral guidelines, it is imperative that leaders gain a clearer understanding of the issues that surround sexuality in the workplace. In response to this need, this article discusses the characteristics of sexual workplace relationships, explain the individual and organizational factors that encourage these relationships to form, and outline the individual and organizational consequences that are likely to ensue. Lastly, this article evaluates some contemporary approaches to managing sexual workplace behaviors so that organizational leaders can gain some insight on how to manage interpersonal attractions among employees in a positive, productive, and nonthreatening manner.

Connecting Positive Psychology and Organizational Behavior Management: Achievement Motivation and the Power of Positive Reinforcement

ERIC Educational Resources Information Center

Wiegand, Douglas M.; Geller, E. Scott

2005-01-01

Positive psychology is becoming established as a reputable sub-discipline in psychology despite having neglected the role of positive reinforcement in enhancing quality of life. The authors discuss the relevance of positive reinforcement for positive psychology, with implications for broadening the content of organizational behavior management.…

Let's Burn Them All: Reflections on the Learning-Inhibitory Nature of Introduction to Management and Introduction to Organizational Behavior Textbooks

ERIC Educational Resources Information Center

Snyder, Robert A.

2014-01-01

This essay provides evidence from the neurosciences that standard Introduction to Management and "Introduction to Organizational Behavior" textbooks may inhibit, rather than facilitate, learning of the basic concepts and the rudimentary knowledge-basis that underlie the complex skills business students should learn in subsequent…

The Relationship among Interactional Justice, Manager Trust and Teachers' Organizational Silence Behavior

ERIC Educational Resources Information Center

Yangin, Demet; Elma, Cevat

2017-01-01

The purpose of this study was to determine the relationship between the manager trust and interactional justice perceptions and organizational silence behaviors of those teachers who work in primary and secondary schools. The research is based on the survey model and the population consists of 4761 teachers who worked in Samsun, Turkey. The sample…

Leadership, Knowledge Sharing, and Creativity: The Key Factors in Nurses' Innovative Behaviors.

PubMed

Kim, Sung-Jin; Park, Myonghwa

2015-12-01

This study identified the factors that affect the innovative behaviors of nurses at general hospitals based on their individual and organizational characteristics. The predictors of innovative nursing behaviors, such as self-leadership, individual knowledge sharing, creative self-efficacy, organizational knowledge sharing, and innovative organizational cultures, should be explored at individual and organizational level. This study administered a cross-sectional survey to 347 registered nurses working at 6 general hospitals (with >300 beds) in central South Korea. Data were collected using a self-report questionnaire and analyzed using structural equation modeling. Self-leadership, creative self-efficacy, and individual knowledge sharing directly affected individual innovative behaviors. Organizational knowledge sharing indirectly affected individual innovative behaviors, and this effect was mediated by an innovative organizational culture. This study contributes to the knowledge base regarding the effective management of individuals and organizations through innovative behavior; furthermore, it provides future directions for nursing interventions.

Organisational Learning in International Joint Ventures: Implications for Management Development.

ERIC Educational Resources Information Center

Berrell, Mike; Gloet, Marianne; Wright, Phil

2002-01-01

Malaysian and Australian managers enrolled in a training program exhibited differences attributed to national culture in their approaches to learning, influences on management behavior, and ways of knowing. National culture had greater influence on management development and organizational learning than did organizational or systems cultures.…

The Impact of Cognitive Dissonance on Learning Work Behavior

ERIC Educational Resources Information Center

Dechawatanapaisal, Decha; Siengthai, Sununta

2006-01-01

Purpose: This research proposes a framework, which identifies the underlying factors that shape learning behavior in the workplace. It takes organizational members' perspectives into consideration to gain better understanding on managing people and their behavior in the organizational learning process. Design/methodology/approach: Primary data…

Antecedents of the People and Organizational Aspects of Medical Informatics

PubMed Central

Lorenzi, Nancy M.; Riley, Robert T.; Blyth, Andrew J. C.; Southon, Gray; Dixon, Bradley J.

1997-01-01

Abstract People and organizational issues are critical in both implementing medical informatics systems and in dealing with the altered organizations that new systems often create. The people and organizational issues area—like medical informatics itself—is a blend of many disciplines. The academic disciplines of psychology, sociology, social psychology, social anthropology, organizational behavior and organizational development, management, and cognitive sciences are rich with research with significant potential to ease the introduction and on-going use of information technology in today's complex health systems. These academic areas contribute research data and core information for better understanding of such issues as the importance of and processes for creating future direction; managing a complex change process; effective strategies for involving individuals and groups in the informatics effort; and effectively managing the altered organization. This article reviews the behavioral and business referent disciplines that can potentially contribute to improved implementations and on-going management of change in the medical informatics arena. PMID:9067874

Organizational Citizenship Behavior, Job Satisfaction and Commitment to School: Is There Any Significant Difference between Male and Female Teachers?

ERIC Educational Resources Information Center

Jenaabadi, Hossein; Okati, Ehsan; Sarhadi, Aliyavar

2013-01-01

This research investigated the gender differences in job satisfaction, organizational commitment and organizational citizenship behavior in sample included 200 male and 200 female teachers and 80 male managers in boy elementary schools in Zahedan. Data was collected by means of questionnaires and was analyzed through Factorial Analysis of…

The Publication History of the "Journal of Organizational Behavior Management": An Objective Review and Analysis--1998-2009

ERIC Educational Resources Information Center

VanStelle, Sarah E.; Vicars, Sara M.; Harr, Victoria; Miguel, Caio F.; Koerber, Jeana L.; Kazbour, Richard; Austin, John

2012-01-01

The purpose of this study was to extend into a third decade previous reviews conducted by Balcazar, Shupert, Daniels, Mawhinney, and Hopkins (1989) and Nolan, Jarema, and Austin (1999) of the "Journal of Organizational Behavior Management" ("JOBM"). Every article published in "JOBM" between 1998 and 2009 was objectively reviewed and analyzed for…

"Seinfeld," Professor of Organizational Behavior: The Psychological Contract and Systems Thinking.

ERIC Educational Resources Information Center

Dent, Eric B.

2001-01-01

Explains how television programs such as "Seinfeld" illustrate the organizational behavior concepts of the social psychological contract and the interdependence aspect of systems thinking. Describes to use "Seinfeld" in the management classroom. (Contains 18 references.) (SK)

Square Pegs and Round Holes: Ruminations on the Relationship between Performance Appraisal and Performance Management

ERIC Educational Resources Information Center

Gravina, Nicole E.; Siers, Brian P.

2011-01-01

Models of comprehensive Performance Management systems include both employee development and evaluative components. The Organizational Behavior Management discipline focuses almost exclusively on the developmental component, while the Industrial and Organizational Psychology discipline is focused on use of performance appraisals. Performance…

The Flight of the Phoenix: Interpersonal Aspects of Project Management

ERIC Educational Resources Information Center

Huffman, Brian J.; Kilian, Claire McCarty

2012-01-01

Although many classroom exercises use movies to focus on management and organizational behavior issues, none of those do so in the context of project management. This article presents such an exercise using "The Flight of the Phoenix", an incredibly rich story for any management class, which provides clear examples of organizational behavior…

Leadership, job satisfaction and organizational commitment in healthcare sector: proposing and testing a model.

PubMed

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

none declared. Employees' job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees' work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees' job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity.

A Culture-Change Approach to School Discipline: Reaction Paper to "School Organization and Student Behavior".

ERIC Educational Resources Information Center

Purkey, Stewart C.

Organizational changes, within the existing structure of public schooling, have the potential to decrease the oppositional behavior of students and to foster humane, positive learning and working enviroments. It has been documented that managers can create organizational structures that promote positive behaviors and facilitate people's…

Organizational Control: Two Functions

ERIC Educational Resources Information Center

Ouchi, William G.; Maguire, Mary Ann

1975-01-01

Distinguishes between two modes of organizational control, personal surveillance (behavior control) and the measurement of outputs (output control). Output control occurs in response to a manager's need to provide legitimate evidence of performance, while behavior control is exerted when means-ends relations are known and appropriate instruction…

A Management Process Workshop for Head Nurses with More than Two Years Experience in a Management Role

DTIC Science & Technology

1989-06-01

Business Review, 47.(1), 98-108. Raines, C. (1988). Personal value systema: How they affect teamwork. AORN, 48, 324-330. Schermerhorn , J. R ., Hunt, J. G...Osborn, R . N.I (1985). Managing organizational behavior (2nd ed.). New York: John Wiley & Sons. Tropman, J. E. (1980). Effective meetings improve...Scherierhorn, J. R ., Hunt, J. G., & Osborn, R.N. (1982). anaging organizational behavior (2nd ed.). New York: John Wiley & Sons. Vroom, V. H. (1964). Work

[Factors influencing nurses' organizational citizenship behavior].

PubMed

Park, Junhee; Yun, Eunkyung; Han, Sangsook

2009-08-01

This study was conducted to identify the factors that influence nurses' organizational citizenship behavior. A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational.transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. The factors influencing nurses' organizational citizenship behavior were identified as self-leadership(beta=.247), empowerment (beta=.233), job satisfaction (beta=.209), organizational commitment (beta=.158), and transactional leadership (beta=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior. The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.

Too many motives? The interactive effects of multiple motives on organizational citizenship behavior.

PubMed

Takeuchi, Riki; Bolino, Mark C; Lin, Cheng-Chen

2015-07-01

Prior research indicates that employees engage in organizational citizenship behaviors (OCBs) because of prosocial values, organizational concern, and impression management motives. Building upon and extending prior research, we investigate all 3 OCB motives by developing a categorization scheme to differentiate their distinctiveness and by building a contextualized argument regarding their interactive effects on OCB in a more collectivistic culture. In a sample of 379 Chinese employee-supervisor dyads from Taiwan, we found that the relationship between prosocial values motives and OCBs directed at individuals was strengthened by organizational concern motives; likewise, the relationship between organizational concern and OCBs directed at the organization was strengthened by prosocial values motives. However, in contrast to prior research (Grant & Mayer, 2009), the relationship between prosocial values motives and OCBs directed at individuals was weakened by impression management motives. A 3-way interaction between all 3 motives further suggests that, in Asian cultures, impression management motives may undermine the positive effects of prosocial values and organizational concern motives on OCBs directed at individuals but not OCBs directed at the organization. (c) 2015 APA, all rights reserved).

A Qualitative and Quantitative Assessment of Readiness for Organizational Change Literature

DTIC Science & Technology

2008-06-01

The behavioral sciences and management: An evaluation of relevant journals. Journal of Management, 16(3), 539. Fishbein , M ., & Ajzen , I . (1975...discovery to change beliefs, attitudes, intentions, and behavior ( Fishbein & Ajzen , 1975). In the context of strategic change, participation produces high...Science Quarterly, 21, 700-714. 44 *Eby, L. T., Adams, D. M ., Russell, J. E. A., & Gaby, S. H. ( 2000 ). Perceptions of organizational readiness

[Path analysis of the Influence of Hospital Ethical Climate Perceived by Nurses on Supervisor Trust and Organizational Effectiveness].

PubMed

Noh, Yoon Goo; Jung, Myun Sook

2016-12-01

The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent

ERIC Educational Resources Information Center

Reio, Thomas G., Jr.; Trudel, Jeannie

2013-01-01

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style…

Cross-cultural organizational behavior.

PubMed

Gelfand, Michele J; Erez, Miriam; Aycan, Zeynep

2007-01-01

This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges for future research, including moving beyond values to explain cultural differences, attending to levels of analysis issues, incorporating social and organizational context factors into cross-cultural research, taking indigenous perspectives seriously, and moving beyond intracultural comparisons to understand the dynamics of cross-cultural interfaces.

Total Quality Management: Getting Started

DTIC Science & Technology

1990-08-01

Quality Management (TQM) program using Organizational Development (OD) intervention techniques to gain acceptance of the program. It emphasizes human behavior and the need for collaborative management and consensus in organizational change. Lessons learned stress the importance of choosing a skilled TQM facilitator, training process action teams, and fostering open communication and teamwork to minimize resistance to change. Keywords: Management planning and control, Quality control, Quality , Management , Organization change, Organization development,

Leadership, Job Satisfaction and Organizational Commitment in Healthcare Sector: Proposing and Testing a Model

PubMed Central

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

Conflict of interest: none declared. Introduction Employees’ job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees’ work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. Methods This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. Results and discussion The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. Conclusion This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees’ job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity. PMID:24082837

Minimizing deviant behavior in healthcare organizations: the effects of supportive leadership and job design.

PubMed

Chullen, C Logan; Dunford, Benjamin B; Angermeier, Ingo; Boss, R Wayne; Boss, Alan D

2010-01-01

In an era when healthcare organizations are beset by intense competition, lawsuits, and increased administrative costs, it is essential that employees perform their jobs efficiently and without distraction. Deviant workplace behavior among healthcare employees is especially threatening to organizational effectiveness, and healthcare managers must understand the antecedents of such behavior to minimize its prevalence. Deviant employee behavior has been categorized into two major types, individual and organizational, according to the intended target of the behavior. Behavior directed at the individual includes such acts as harassment and aggression, whereas behavior directed at the organization includes such acts as theft, sabotage, and voluntary absenteeism, to name a few (Robinson and Bennett 1995). Drawing on theory from organizational behavior, we examined two important features of supportive leadership, leader-member exchange (LMX) and perceived organizational support (POS), and two important features of job design, intrinsic motivation and depersonalization, as predictors of subsequent deviant behavior in a sample of over 1,900 employees within a large US healthcare organization. Employees who reported weaker perceptions of LMX and greater perceptions of depersonalization were more likely to engage in deviant behavior directed at the individual, whereas employees who reported weaker perceptions of POS and intrinsic motivation were more likely to engage in deviant behavior directed at the organization. These findings give rise to specific prescriptions for healthcare managers to prevent or minimize the frequency of deviant behavior in the workplace.

Behavioral and Organizational Issues of Office Automation Technology.

ERIC Educational Resources Information Center

Regan, Elizabeth A.

1984-01-01

This study addressed behavioral and organizational issues related to office automation technology. Data from a national sample of 383 organizations were analyzed to determine if the manner in which organizations designed and managed office support made a difference in the job satisfaction and productivity of support personnel. Research…

Applying the best available science to fire management: Individual and organizational influences to success

Treesearch

Vita Wright

2012-01-01

Fifty years of scientific literature on human behavior, communication and organizations offers numerous insights into the communication and use of science in the context of public land management. Using diverse but complementary social science theories and methods, I studied individual and organizational influences on the use of science by federal fire managers and...

Total Quality Management, the Learning Organisation and Post-Compulsory Education.

ERIC Educational Resources Information Center

Holloway, David G.

1994-01-01

Reviews application of total quality management (TQM) principles to higher education and the relationship of learning organizations and TQM; compares TQM principles to other organizational behavior concepts. Concludes that TQM treats organizational change in educational institutions as unproblematic, ignoring issues of power, authority, resistance…

The relationship between organizational commitment and nursing care behavior.

PubMed

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

2017-07-01

Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient's health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients' satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses' performance.

Organizational Science

ERIC Educational Resources Information Center

Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil

2013-01-01

Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…

The Effect of Perceiving a Calling on Pakistani Nurses' Organizational Commitment, Organizational Citizenship Behavior, and Job Stress.

PubMed

Afsar, Bilal; Shahjehan, Asad; Cheema, Sadia; Javed, Farheen

2018-03-01

People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals' abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

Organisational Climate: Fact or Fantasy? Coombe Lodge Working Paper. Information Bank Number 1848.

ERIC Educational Resources Information Center

Turner, C. M.

Organizational climate refers to workers' perceptions that a given workplace possesses a distinctive atmosphere. Managers appreciate the behavioral implications of this concept, assuming staff performance or well-being might be improved by managing the climate. Attempts to manipulate organizational climate have generally been unsuccessful, and the…

[Managing Community Colleges by Objectives.

ERIC Educational Resources Information Center

Connellan, Thomas K.; Lahti, Robert E.

These two speeches deal with management by objectives (MBO). The first explains the rationale for such a system based on systems theory, surveys and research projects, and research in the field of behavioral sciences. It is a system of organizational leadership that translates organizational goals into specific objectives for organization members…

Employee Engagement and Organizational Behavior Management

ERIC Educational Resources Information Center

Ludwig, Timothy D.; Frazier, Christopher B.

2012-01-01

Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…

Effects of organizational safety on employees' proactivity safety behaviors and occupational health and safety management systems in Chinese high-risk small-scale enterprises.

PubMed

Mei, Qiang; Wang, Qiwei; Liu, Suxia; Zhou, Qiaomei; Zhang, Jingjing

2018-06-07

Based on the characteristics of small-scale enterprises, the improvement of occupational health and safety management systems (OHS MS) needs an effective intervention. This study proposed a structural equation model and examined the relationships of perceived organization support for safety (POSS), person-organization safety fit (POSF) and proactivity safety behaviors with safety management, safety procedures and safety hazards identification. Data were collected from 503 employees of 105 Chinese high-risk small-scale enterprises over 6 months. The results showed that both POSS and POSF were positively related to improvement in safety management, safety procedures and safety hazards identification through proactivity safety behaviors. Our findings provide a new perspective on organizational safety for improving OHS MS for small-scale enterprises and extend the application of proactivity safety behaviors.

Applying the best available science to fire management: Individual and organizational influences to success (Abstract)

Treesearch

Vita Wright

2012-01-01

Fifty years of scientific literature on human behavior, communication and organizations offers numerous insights into the communication and use of science in the context of public land management. Using diverse but complementary social science theories and methods, I studied individual and organizational influences on the use of science by federal fire managers and...

Organizational Design within University Extension Units: Some Concepts, Options, and Guidelines

ERIC Educational Resources Information Center

Baker, Harold R.

1976-01-01

Drawing on the behavioral sciences, the author outlines alternative modes of structuring and organizing an extension unit. The advantages and disadvantages of several organizational design options, the purposes and management of the temporary task force, and some general guidelines for making organizational design decisions are discussed.…

[Comprehensive study on the prevention of food poisoning through the investigation of an affected hospital food service facility].

PubMed

Kubota, Satoshi; Kawai, Hiromi

2015-01-01

In Japan, more than 20,000 people suffer from various types of food poisoning annually. In this paper, we discuss the prevention of food poisoning in hospital food service facilities from the perspective of hygiene management and organizational behavior. We inspected the kitchen environment and the meal preparation process in a hospital food service facility in Japan that had been the site of a food poisoning incident. To clarify the present state of hygiene management, interviews were conducted with both the head of the nutrition and food service section and the administrative manager. In addition, questionnaires were distributed to the food service staff to assess their level of satisfaction with the working environment. The facility had been built about 10 years previously and was well maintained. Meal preparations were performed according to the operation manual, and education and training for the food service staff were carried out daily. No problems were evident regarding hygiene management. However, concerning organizational behavior, the satisfaction level of the staff was found to be relatively low, which may have led to a reduction in their organizational commitment and a decrease in their performance. To aid in the prevention of food poisoning incidents in hospital food service facilities, it is essential not only to conduct standard hygiene management and training, but also to consider the organizational behavior of the food service staff.

The influence of time management skill on the curvilinear relationship between organizational citizenship behavior and task performance.

PubMed

Rapp, Adam A; Bachrach, Daniel G; Rapp, Tammy L

2013-07-01

In this research we integrate resource allocation and social exchange perspectives to build and test theory focusing on the moderating role of time management skill in the nonmonotonic relationship between organizational citizenship behavior (OCB) and task performance. Results from matching survey data collected from 212 employees and 41 supervisors and from task performance metrics collected several months later indicate that the curvilinear association between OCB and task performance is significantly moderated by employees' time management skill. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

The relationship between organizational commitment and nursing care behavior

PubMed Central

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

2017-01-01

Introduction Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient’s health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients’ satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. Methods In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. Findings The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). Conclusion In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses’ performance. PMID:28894543

Authentic leadership, organizational culture, and healthy work environments.

PubMed

Shirey, Maria R

2009-01-01

The purpose of this article is to showcase the relationship among authentic leadership, organizational culture, and healthy work environments using a stress and coping lens. A qualitative descriptive study was conducted to determine what situations contribute to nurse manager stress, what coping strategies they utilize, what health outcomes they report, and what decision-making processes they follow to address stressful situations in their roles. A purposive sample of 21 nurse managers employed at 3 US acute care hospitals completed a demographic questionnaire and 14-question interview incorporating components of the Critical Decision Method. A secondary analysis of the data was conducted to identify differences in nurse manager narratives based upon differences in the organizational cultures where the managers worked. Of the 21 nurse managers studied, differences were evident in the organizational cultures reported. Nurse managers working in the positive organizational cultures (n = 12) generally worked in healthy work environments and engaged in more authentic leadership behaviors. Conversely, nurse managers working in the negative organizational cultures (n = 9) worked in unhealthy work environments and reported less optimism and more challenges engaging in authentic leadership practices. Organizational culture and leadership matter in creating and sustaining healthy work environments. Nurse managers play a pivotal role in creating these environments, yet they need supportive structures and resources to more effectively execute their roles.

Newcomer adjustment: Examining the role of managers' perception of newcomer proactive behavior during organizational socialization.

PubMed

Ellis, Allison M; Nifadkar, Sushil S; Bauer, Talya N; Erdogan, Berrin

2017-06-01

Separate streams of organizational socialization research have recognized the importance of (a) newcomer proactivity and (b) manager support in facilitating newcomer adjustment. However, extant research has largely focused on the newcomers' experience, leaving the perspectives of managers during socialization relatively unexplored-a theoretical gap that has implications both for newcomer adjustment and manager-newcomer interactions that may serve as a basis for future relationship development. Drawing from the "interlocked" employee behavior argument of Weick (1979), we propose that managers' perception of newcomers' proactive behaviors are associated with concordant manager behaviors, which, in turn, support newcomer adjustment. Further, we investigate a cognitive mechanism-managers' evaluation of newcomers' commitment to adjust-which we expect underlies the proposed relationship between newcomers' proactive behaviors and managers' supportive behaviors. Using a time-lagged, 4-phase data collection of a sample of new software engineers in India and their managers, we were able to test our hypothesized model as well as rule out alternative explanations via multilevel structural equation modeling. Results broadly supported our model even after controlling for manager-newcomer social exchange relationship, proactive personalities of both newcomers and managers, and potential effects of coworker information providing. The implications of our findings for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

HPI Soup.

ERIC Educational Resources Information Center

Sanders, Ethan S.; Ruggles, Julie L.

2000-01-01

Discusses the evolution of human performance improvement, an outgrowth of instructional systems design and programmed instruction that emerged after World War II. Discusses the contributing disciplines (behaviorism, analytical systems, organizational learning, organizational development, systems theory, management development) and the major…

From Here to There: Effectively Managing Organizational Change

ERIC Educational Resources Information Center

Wick, Casey J.

2008-01-01

Throughout organizational history it has been witnessed and written of time and again just how difficult initiating and leading change, as it relates to human behavior, can be. Initiating and implementing organizational change can be, and very often is, a journey characterized by periods of temporary progress followed by slow regression back to…

The role of proactive personality in job satisfaction and organizational citizenship behavior: a relational perspective.

PubMed

Li, Ning; Liang, Jian; Crant, J Michael

2010-03-01

Drawing from a relational approach, the authors conceptualize the quality of leader-member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader-member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. 2010 APA, all rights reserved

Nurse practitioners: leadership behaviors and organizational climate.

PubMed

Jones, L C; Guberski, T D; Soeken, K L

1990-01-01

The purpose of this article is to examine the relationships of individual nurse practitioners' perceptions of the leadership climate in their organizations and self-reported formal and informal leadership behaviors. The nine climate dimensions (Structure, Responsibility, Reward, Perceived Support of Risk Taking, Warmth, Support, Standard Setting, Conflict, and Identity) identified by Litwin and Stringer in 1968 were used to predict five leadership dimensions (Meeting Organizational Needs, Managing Resources, Leadership Competence, Task Accomplishment, and Communications). Demographic variables of age, educational level, and percent of time spent performing administrative functions were forced as a first step in each multiple regression analysis and used to explain a significant amount of variance in all but one analysis. All leadership dimensions were predicted by at least one organizational climate dimension: (1) Meeting Organizational Needs by Risk and Reward; (2) Managing Resources by Risk and Structure; (3) Leadership Competence by Risk and Standards; (4) Task Accomplishment by Structure, Risk, and Standards; and (5) Communication by Rewards.

A theory of organizational readiness for change

PubMed Central

Weiner, Bryan J

2009-01-01

Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy). Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for examining organizational changes where collective behavior change is necessary in order to effectively implement the change and, in some instances, for the change to produce anticipated benefits. Testing the theory would require further measurement development and careful sampling decisions. The theory offers a means of reconciling the structural and psychological views of organizational readiness found in the literature. Further, the theory suggests the possibility that the strategies that change management experts recommend are equifinal. That is, there is no 'one best way' to increase organizational readiness for change. PMID:19840381

Organizational ethics in managed behavioral health care: perspectives from executives and leaders.

PubMed

Sharar, David A; Huff, Stan; Ackerson, Barry

2003-01-01

Managed behavioral health care (MBHC) is frequently criticized on ethical grounds for the way it undermines classical ideals of professionalism in mental health and addiction treatment. There is an implied assumption that practitioners who are executives and leaders in MBHC companies have moved away from clinical ethics to the adoption of business and financial models. This qualitative study explores perceptions of organizational ethical issues from the point of view of leaders working in MBHC settings and how their perspectives contribute to our current schemas for analyzing the ethical complexities of MBHC. Twenty-seven participants from across the United States were interviewed using an interview guide that relied on open-ended questions and probes. Inquiry findings present four major themes and describe participant material in a way that enhances sensitivity and understanding to organizational ethics in MBHC and behavioral health services and research.

Effects of nurses' emotional intelligence on their organizational citizenship behavior, with mediating effects of leader trust and value congruence.

PubMed

Lim, So-Hee; Han, Sang-Sook; Joo, Yun-Su

2018-02-20

To investigate the causal relationship between nurses' emotional intelligence and their organizational citizenship behavior and the possible mediating effects of leader trust and value congruence. The participants were 348 nurses who were working in a general hospital in a metropolitan area. The data were collected from December 16, 2012 to February 20, 2013. The hypothetical model of emotional intelligence, organizational citizenship behavior, leader trust, and value congruence was fitted to the actual data via structural equation modeling. The leaders' emotional intelligence had a direct positive effect on leader trust and value congruence; however, the nurses' own emotional intelligence had a negative effect on these two variables. Furthermore, leader trust had a direct positive effect on organizational citizenship behavior; value congruence had no such relationship. The nurses' emotional intelligence had a partial, indirect effect on organizational citizenship behavior via leader trust. In a nursing organization, it is necessary to build a system, such as mentoring, to be able to exchange emotions actively among the members in order to enhance emotional intelligence and have the same values between leaders and members throughout open communication. Therefore, nurse managers can contribute greatly to the enhancement of organizational performance by promoting members' organizational citizenship behavior through improving their relationships with them and gaining their trust, while concurrently making efforts to further develop their emotional intelligence. © 2018 Japan Academy of Nursing Science.

Leading during change: the effects of leader behavior on sickness absence in a Norwegian health trust.

PubMed

Bernstrøm, Vilde Hoff; Kjekshus, Lars Erik

2012-09-17

Organizational change often leads to negative employee outcomes such as increased absence. Because change is also often inevitable, it is important to know how these negative outcomes could be reduced. This study investigates how the line manager's behavior relates to sickness absence in a Norwegian health trust during major restructuring. Leader behavior was measured by questionnaire, where employees assessed their line manager's behavior (N = 1008; response rate 40%). Data on sickness absence were provided at department level (N = 35) and were measured at two times. Analyses were primarily conducted using linear regression; leader behavior was aggregated and weighted by department size. The results show a relationship between several leader behaviors and sickness absence. The line managers' display of loyalty to their superiors was related to higher sickness absence; whereas task monitoring was related to lower absence. Social support was related to higher sickness absence. However, the effect of social support was no longer significant when the line manager also displayed high levels of problem confrontation. The findings clearly support the line manager's importance for employee sickness absence during organizational change. We conclude that more awareness concerning the manager's role in change processes is needed.

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

PubMed

Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

Business change process, creativity and the brain: a practitioner's reflective account with suggestions for future research.

PubMed

Yeats, Rowena M; Yeats, Martyn F

2007-11-01

Resolution of a critical organizational problem requires the use of carefully selected techniques. This is the work of a management consultant: facilitating a business change process in an organizational setting. Here, an account is provided of a practitioner's reflections on one such case study that demonstrates a structure for a business change process. The reflective account highlights certain affective states and social behaviors that were extracted from participants during the business change process. These affective states and social behaviors are mediated by specific neural networks in the brain that are activated during organizational intervention. By breaking down the process into the affective states and social behaviors highlighted, cognitive neuroscience can be a useful tool for investigating the neural substrates of such intervention. By applying a cognitive neuroscience approach to examine organizational change, it is possible to converge on a greater understanding of the neural substrates of everyday social behavior.

Corporate sustainability: the environmental design and human resource management interface in healthcare settings.

PubMed

Sadatsafavi, Hessam; Walewski, John

2013-01-01

Purpose of the Paper: The purpose of this study is to provide healthcare organizations with a new perspective for developing strategies to enrich their human resource capabilities and improve their performance outcomes. The focus of this study is on leveraging the synergy between organizational management strategies and environmental design interventions. This paper proposes a framework for linking the built environment with the human resource management system of healthcare organizations. The framework focuses on the impact of the built environment regarding job attitudes and behaviors of healthcare workers. Research from the disciplines of strategic human resource management, resource-based view of firms, evidence-based design, and green building are utilized to develop the framework. The positive influence of human resource practices on job attitudes and behaviors of employees is one mechanism to improve organizational performance outcomes. Organizational psychologists suggest that human resource practices are effective because they convey that the organization values employee contributions and cares about their well-being. Attention to employee socio-emotional needs can be reciprocated with higher levels of motivation and commitment toward the organization. In line with these findings, healthcare environmental studies imply that physical settings and features can have a positive influence on job attitudes and the behavior of caregivers by providing for their physical and socio-emotional needs. Adding the physical environment as a complementary resource to the array of human resource practices creates synergy in improving caregivers' job attitudes and behaviors and enhances the human capital of healthcare firms. Staff, evidence-based design, interdisciplinary, modeling, perceived organizational supportPreferred Citation: Sadatsafavi, H., & Walewski, J. (2013). Corporate sustainability: The environmental design and human resource management interface in healthcare settings. Health Environments Research & Design Journal 6(2), pp 98-118.

An integrative model of organizational safety behavior.

PubMed

Cui, Lin; Fan, Di; Fu, Gui; Zhu, Cherrie Jiuhua

2013-06-01

This study develops an integrative model of safety management based on social cognitive theory and the total safety culture triadic framework. The purpose of the model is to reveal the causal linkages between a hazardous environment, safety climate, and individual safety behaviors. Based on primary survey data from 209 front-line workers in one of the largest state-owned coal mining corporations in China, the model is tested using structural equation modeling techniques. An employee's perception of a hazardous environment is found to have a statistically significant impact on employee safety behaviors through a psychological process mediated by the perception of management commitment to safety and individual beliefs about safety. The integrative model developed here leads to a comprehensive solution that takes into consideration the environmental, organizational and employees' psychological and behavioral aspects of safety management. Copyright © 2013 National Safety Council and Elsevier Ltd. All rights reserved.

Leadership-organizational culture relationship in nursing units of acute care hospitals.

PubMed

Casida, Jesus; Pinto-Zipp, Genevieve

2008-01-01

The phenomena of leadership and organizational culture (OC) has been defined as the driving forces in the success or failure of an organization. Today, nurse managers must demonstrate leadership behaviors or styles that are appropriate for the constantly changing, complex, and turbulent health care delivery system. In this study, researchers explored the relationship between nurse managers' leadership styles and OC of nursing units within an acute care hospital that had achieved excellent organizational performance as demonstrated by a consistent increase in patient satisfaction ratings. The data from this study support that transformational and transactional contingent reward leaderships as nurse manager leadership styles that are associated with nursing unit OC that have the ability to balance the dynamics of flexibility and stability within their nursing units and are essential for maintaining organizational effectiveness. It is essential for first-line nursing leaders to acquire knowledge and skills on organizational cultural competence.

Transforming Administration in Academic Libraries.

ERIC Educational Resources Information Center

Honea, Sion M.

1997-01-01

Examines the traditional hierarchical administrative structure in academic libraries. Also analyzes some of its features, and questions specific principles of management in order to propose a more balanced organizational type based on organizational behavior and leadership that will best enable academic libraries to meet challenges. (PEN)

Occupational health management system: A study of expatriate construction professionals.

PubMed

Chan, I Y S; Leung, M Y; Liu, A M M

2016-08-01

Due to its direct impact on the safety and function of organizations, occupational health has been a concern of the construction industry for many years. The inherent complexity of occupational health management presents challenges that make a systems approach essential. From a systems perspective, health is conceptualized as an emergent property of a system in which processes operating at the individual and organizational level are inextricably connected. Based on the fundamental behavior-to-performance-to-outcome (B-P-O) theory of industrial/organizational psychology, this study presents the development of an I-CB-HP-O (Input-Coping Behaviors-Health Performance-Outcomes) health management systems model spanning individual and organizational boundaries. The model is based on a survey of Hong Kong expatriate construction professionals working in Mainland China. Such professionals tend to be under considerable stress due not only to an adverse work environment with dynamic tasks, but also the need to confront the cross-cultural issues arising from expatriation. A questionnaire was designed based on 6 focus groups involving 44 participants, and followed by a pilot study. Of the 500 questionnaires distributed in the main study, 137 valid returns were received, giving a response rate of 27.4%. The data were analyzed using statistical techniques such as factor analysis, reliability testing, Pearson correlation analysis, multiple regression modeling, and structural equation modeling. Theories of coping behaviors and health performance tend to focus on the isolated causal effects of single factors and/or posits the model at single, individual level; while industrial practices on health management tend to focus on organizational policy and training. By developing the I-CB-HP-O health management system, incorporating individual, interpersonal, and organizational perspectives, this study bridges the gap between theory and practice while providing empirical support for a systems view of health management. Copyright © 2015 Elsevier Ltd. All rights reserved.

Understanding the relationship of maternal health behavior change and intervention strategies in a Nicaraguan NGO network.

PubMed

Valadez, Joseph J; Hage, Jerald; Vargas, William

2005-09-01

Few studies of community interventions examine independent effects of investments in: (1) capital (i.e., physical, human and social capital), and (2) management systems (e.g., monitoring and evaluation systems (M&E)) on maternal and child health behavior change. This paper does this in the context of an inter-organizational network. In Nicaragua, international non-governmental organizations (NGOs) and local NGOs formed the NicaSalud Federation. Using Lot Quality Assurance Sampling (LQAS), 14 member organizations took baselines measures of maternal safe motherhood and child health behavior indicators during November 1999 and August 2000, respectively, and final evaluation measures in December 2001. In April 2002, retrospective interviews were conducted with supervisors and managers in the 14 organizations to explore changes made to community health strategies, factors associated with the changes, and impacts they attributed to participating in NicaSalud. Physical capital (density of health huts), human capital (density and variety of paramedical personnel) and social capital (density of health committees) were associated with pregnant women attending antenatal care (ANC) 3+ times, and/or retaining ANC cards. The variety of paramedic personnel was also associated with women making post-partum visits to clinics. Physical capital (density of health huts) and social capital (density of health committees and mothers' clubs) were associated with child diarrhea case management indicators. One safe motherhood indicator (delivery of babies by a clinician) was not associated with intervention strategies. At the management level, NicaSalud's training of members to use LQAS for M&E was associated with the number of strategic and tactical changes they subsequently made to interventions (organizational learning). Organizational learning was related to changes in maternal and child health behaviors of the women (including changes in the proportion using post-partum care). As the latter result would not have occurred without NicaSalud, we conclude that this inter-organizational network provided added value by instigating organizational learning.

Spouse Influence in Army Organizational Change

DTIC Science & Technology

2008-01-01

Change," 35. 11 John M. Ivancevich , and Michael T. Matteson, Organizational Behavior and Management (New York: McGraw-Hill, 2002), 628. 12 The eight...Hines, Marjorie, interview by Betty Rutherford. Interview with Marjorie Hines for the Army Family Oral History Project (April 28, 1998). Ivancevich

Workplace Conditions and the Rise and Fall of Teachers' Commitment.

ERIC Educational Resources Information Center

Rosenholtz, Susan J.; Simpson, Carl

1990-01-01

Examines 1,213 Tennessee elementary teachers' responses to 6 organizational indexes to determine effects of school organization and administrative support on teacher commitment. Finds novices needed organizational support for behavioral management and boundary tasks, midcareer teachers needed autonomy and empowerment, whereas veterans' commitment…

Developing a Holistic Model for Quality in Higher Education.

ERIC Educational Resources Information Center

Srikanthan, G.; Dalrymple, John F.

2002-01-01

Proposes a holistic model for quality management in higher education which incorporates both service and academic functions. Discusses the crucial role played by organizational culture in implementation of any quality strategy, and asserts that ideal organizational behavior embodies the "learning communities" concept. (EV)

Factors Influencing Team Behaviors in Surgery: A Qualitative Study to Inform Teamwork Interventions.

PubMed

Aveling, Emma-Louise; Stone, Juliana; Sundt, Thoralf; Wright, Cameron; Gino, Francesca; Singer, Sara

2018-07-01

Surgical excellence demands teamwork. Poor team behaviors negatively affect team performance and are associated with adverse events and worse outcomes. Interventions to improve surgical teamwork focusing on frontline team members' nontechnical skills have proliferated but shown mixed results. Literature on teamwork in organizations suggests that team behaviors are also contingent on psychosocial, cultural, and organizational factors. This study examined factors influencing surgical team behaviors to inform more contextually sensitive and effective approaches to optimizing surgical teamwork. This qualitative study of cardiac surgical teams in a large United States teaching hospital included 34 semistructured interviews. Thematic network analysis was used to examine perceptions of ideal teamwork and factors influencing team behaviors in the operating room. Perceptions of ideal teamwork were largely shared, but team members held discrepant views of which team and leadership behaviors enhanced or undermined teamwork. Other factors affecting team behaviors were related to the local organizational culture, including management of staff behavior, variable case demands, and team members' technical competence, and fitness of organizational structures and processes to support teamwork. These factors affected perceptions of what constituted optimal interpersonal and team behaviors in the operating room. Team behaviors are contextually contingent and organizationally determined, and beliefs about optimal behaviors are not necessarily shared. Interventions to optimize surgical teamwork require establishing consensus regarding best practice, ability to adapt as circumstances require, and organizational commitment to addressing contextual factors that affect teams. Copyright © 2018 The Society of Thoracic Surgeons. Published by Elsevier Inc. All rights reserved.

Measuring and Enhancing Organizational Productivity: An Annotated Bibliography.

DTIC Science & Technology

1981-07-01

Repor for Peritod April 1 9811 - Jur. 19841 U R E S LABORATORY AIR FORCE SYSTEMS COMMAND BROOKS AIR FORCE BASETEXAS 78235 81 8 06060 NOTICE When U.S...personnel utilization, retention and productivity. To develop an effective force management system , research is needed to provide Air Force managers with...2) formal production incentive systems , (3) manpower planning, and (4) behavioral science and organizational design. He argues for developing

Managing change: an overview.

PubMed

Lorenzi, N M; Riley, R T

2000-01-01

As increasingly powerful informatics systems are designed, developed, and implemented, they inevitably affect larger, more heterogeneous groups of people and more organizational areas. In turn, the major challenges to system success are often more behavioral than technical. Successfully introducing such systems into complex health care organizations requires an effective blend of good technical and good organizational skills. People who have low psychological ownership in a system and who vigorously resist its implementation can bring a "technically best" system to its knees. However, effective leadership can sharply reduce the behavioral resistance to change-including to new technologies-to achieve a more rapid and productive introduction of informatics technology. This paper looks at four major areas-why information system failures occur, the core theories supporting change management, the practical applications of change management, and the change management efforts in informatics.

Using the theory of reasoned action to predict organizational misbehavior.

PubMed

Vardi, Yoav; Weitz, Ely

2002-12-01

A review of literature on organizational behavior and management on predicting work behavior indicated that most reported studies emphasize positive work outcomes, e.g., attachment, performance, and satisfaction, while job related misbehaviors have received relatively less systematic research attention. Yet, forms of employee misconduct in organizations are pervasive and quite costly for both individuals and organizations. We selected two conceptual frameworks for the present investigation: Vardi and Wiener's model of organizational misbehavior and Fishbein and Ajzen's Theory of Reasoned Action. The latter views individual behavior as intentional, a function of rationally based attitudes toward the behavior, and internalized normative pressures concerning such behavior. The former model posits that different (normative and instrumental) internal forces lead to the intention to engage in job-related misbehavior. In this paper we report a scenario based quasi-experimental study especially designed to test the utility of the Theory of Reasoned Action in predicting employee intentions to engage in self-benefitting (Type S), organization-benefitting (Type O, or damaging (Type D) organizational misbehavior. Results support the Theory of Reasoned Action in predicting negative workplace behaviors. Both attitude and subjective norm are useful in explaining organizational misbehavior. We discuss some theoretical and methodological implications for the study of misbehavior intentions in organizations.

Individualism/collectivism and organizational citizenship behavior.

PubMed

Dávila de León, María Celeste; Finkelstein, Marcia A

2011-08-01

Organizational citizenship behaviors (OCB) are workplace activities that exceed an employee's formal job requirements and contribute to the effective functioning of the organization. We explored the roles of the dispositional traits of individualism and collectivism in the prediction of OCB. The relationship was examined in the context of other constructs known to influence OCB, specifically, motives and identity as an organizational citizen. A total of 367 employees in 24 organizations completed surveys measuring individualism/collectivism, OCB motives, strength of organizational citizen role identity, and amount of OCB. The results showed collectivism to be a significant predictor of Organizational Concern and Prosocial Values motives, role identity, and OCB. Individualism predicted Impression Management motives and was a significant negative predictor of a role identity as one who helps others. The findings are discussed with regard to previous research in OCB.

A multistudy examination of organizational stressors, emotional labor, burnout, and turnover in sport organizations.

PubMed

Larner, R J; Wagstaff, C R D; Thelwell, R C; Corbett, J

2017-12-01

While a growing body of research has examined the types of organizational stressors encountered by individuals and their allied responses, little is known about how such individuals manage their emotional responses to these stressors or the consequences of such behaviors. This article presents novel findings from two studies examining the moderating role that emotional labor plays in the relationship between the frequency of organizational stressor experience, burnout, turnover intentions, and actual turnover in sport. In study 1, participants (n=487) completed measures of organizational stressors (OSI-SP), emotional labor (ELS), burnout (ABQ), and turnover intentions. In study 2, a 6-month longitudinal design was used to examine measures of organizational stressors (OSI-SP), emotional labor (ELS), turnover intentions, and actual turnover. Study 1 showed that surface acting moderated the relationship between the frequency of organizational stressors and burnout in sport. Further, surface acting acted as an important mechanism through which burnout mediated the relationship between the frequency of organizational stressors and turnover intentions. Study 2 showed that surface acting moderated the relationship between the organizational stressor frequency and turnover intentions-but not actual turnover-over time. These results highlight the importance of surface acting in understanding how individuals respond to organizational stressors encountered in sport, expanding our understanding of the positive and negative responses component of the meta-model of stress, emotions, and performance. These findings also highlight potentially deleterious emotion-management behaviors that practitioners might consider when aiming to support individuals encountering organizational stressors in sport. © 2017 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Cultural Changes: Their Influence on Organizational Structure and Management Behavior

ERIC Educational Resources Information Center

Hersey, Paul; Blanchard, Kenneth H.

1970-01-01

The increase in level of maturity and responsibility of much of the work force has an impact on traditional principles of management and the role of the manager in planning, organizing, motivating, and controlling. (PT)

The influence of workforce behavior on organizational performance.

PubMed

Cerdena, Ernesto A

2009-01-01

Individual attitudes, values, personalities, ethics, and cultural differences all have an influence in organizational behavior. The formation of a culturally harmonious organization leads to new levels of management and structure, transcending the distinct cultures of individual team members. Leaders must be able to improve group process by facilitating interaction among group members and by maximizing group dynamics, which can only develop when there is positive interdependence, accountability, constructive interaction, and social skills.

Managerial and Organizational Discourses of Workplace Bullying.

PubMed

Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

2015-09-01

To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies. Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue. This study used discourse analysis to analyze interview data and policy documents. There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying. These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies.

Organizational Behavior: A Brief Overview and Safety Orientation.

PubMed

Waller, Mary J

2015-12-01

Organizational Behavior (OB) is a discipline of social science that seeks explanations for human behavior in organizations. OB draws on core disciplines such as psychology, sociology, anthropology, economics, communication, and law to create and investigate multilevel explanations of why people engage in particular behaviors, and which behaviors under which circumstances lead to better outcomes in organizations. Created using an applied or pragmatic lens and tested with a wide range of both quantitative and qualitative methodologies, most OB theories and research have direct implications for managers and for other organizational participants. Not surprisingly, one focal area of OB research concerns safety in organizations, and a growing body of safety-oriented literature in OB is based on data collected during simulation training across a variety of organizations such as hospitals, airlines, nuclear power plants, and other high reliability organizations. Copyright © 2015 Mosby, Inc. All rights reserved.

Retention, Persistence, and Enrollment Management: An Exploration of Organizational Models

ERIC Educational Resources Information Center

Bartlett, Stacy A.

2013-01-01

Low student retention and persistence continues to be a major problem within American higher education (Elkins, Braxton, & James, 2000; Kalsbeek & Hossler, 2010; Kezar, 2004; Tinto, 2006-2007). Less is known about the institutional organizational behavior influence on student persistence (Berger, 2001-2002); and while enrollment management…

Attachment Style, Leadership Behavior, and Perceptions of Leader Effectiveness in Academic Management

ERIC Educational Resources Information Center

Underwood, Rehema; Mohr, David; Ross, Michelle

2016-01-01

The quality of organizational leadership can have a significant impact on organizational success and employee well-being. Some research has shown that leaders with secure attachment styles are more effective leaders, but the connection between different attachment styles and different leadership styles is unclear. Relationships between attachment…

Evaluation of Organizational Self-Assessment Tools and Methodologies to Measure Continuous Process Improvement for the Naval Aviation Enterprise

DTIC Science & Technology

2006-09-01

Scully, M., Van Manen , J., & Westney, D. (2005). Managing for the Future: Organizational Behavior & Processes. Mason, OH: South-Western College...equipment, facilities and with increasing importance the resources of information and expertise (Ancona, D., Kochan, T., Scully, M., Van Maanen, J

The Best and the Rest: Revisiting the Norm of Normality of Individual Performance

ERIC Educational Resources Information Center

O'Boyle, Ernest, Jr.; Aguinis, Herman

2012-01-01

We revisit a long-held assumption in human resource management, organizational behavior, and industrial and organizational psychology that individual performance follows a Gaussian (normal) distribution. We conducted 5 studies involving 198 samples including 633,263 researchers, entertainers, politicians, and amateur and professional athletes.…

Nursing management and organizational ethics in the intensive care unit.

PubMed

Wlody, Ginger Schafer

2007-02-01

This article describes organizational ethics issues involved in nursing management of an intensive care unit. The intensive care team and medical center management have the dual responsibility to create an ethical environment in which to provide optimum patient care. Addressing organizational ethics is key to creating that ethical environment in the intensive care unit. During the past 15-20 yrs, increasing costs in health care, competitive markets, the effect of high technology, and global business changes have set the stage for business and healthcare organizational conflicts that affect the ethical environment. Studies show that critical care nurses experience moral distress and are affected by the ethical climate of both the intensive care unit and the larger organization. Thus, nursing moral distress may result in problems related to recruitment and retention of staff. Other issues with organizational ethics ramifications that may occur in the intensive care unit include patient safety issues (including those related to disruptive behavior), intensive care unit leadership style, research ethics, allocation of resources, triage, and other economic issues. Current organizational ethics conflicts are discussed, a professional practice model is described, and multidisciplinary recommendations are put forth.

Teamwork, organizational learning, patient safety and job outcomes.

PubMed

Goh, Swee C; Chan, Christopher; Kuziemsky, Craig

2013-01-01

This article aims to encourage healthcare administrators to consider the learning organization concept and foster collaborative learning among teams in their attempt to improve patient safety. Relevant healthcare, organizational behavior and human resource management literature was reviewed. A patient safety culture, fostered by healthcare leaders, should include an organizational culture that encourages collaborative learning, replaces the blame culture, prioritizes patient safety and rewards individuals who identify serious mistakes. As healthcare institution staffs are being asked to deliver more complex medical services with fewer resources, there is a need to understand how hospital staff can learn from other organizational settings, especially the non-healthcare sectors. The paper provides suggestions for improving patient safety which are drawn from the health and business management literature.

Effects of rational emotive occupational health therapy intervention on the perceptions of organizational climate and occupational risk management practices among electronics technology employees in Nigeria

PubMed Central

Ogbuanya, Theresa Chinyere; Eseadi, Chiedu; Orji, Chibueze Tobias; Ede, Moses Onyemaechi; Ohanu, Ifeanyi Benedict; Bakare, Jimoh

2017-01-01

Abstract Background: Improving employees’ perception of organizational climate, and coaching them to remain steadfast when managing occupational risks associated with their job, might have an important effect on their psychosocial wellbeing and occupational health. This study examined the effects of a rational emotive occupational health therapy intervention program on the perceptions of organizational climate and occupational risk management practices. Methods: The participants were 77 electronics technology employees in the south-east of Nigeria. The study used a pretest–posttest control group design. Results: The rational emotive occupational health therapy intervention program significantly improved perceptions of the organizational climate for the people in the treatment group compared to those in the waitlist control group at post-intervention and follow-up assessments. Occupational risk management practices of the employees in the treatment group were also significantly better than those in the waitlist control group at the same 2 assessments. Conclusions: Corporate application of a rational emotive behavior therapy as an occupational health therapy intervention program is essential for improving the perceptions of organizational climate and promoting the adoption of feasible occupational risk management strategies in the workplace. PMID:28471971

Effects of rational emotive occupational health therapy intervention on the perceptions of organizational climate and occupational risk management practices among electronics technology employees in Nigeria.

PubMed

Ogbuanya, Theresa Chinyere; Eseadi, Chiedu; Orji, Chibueze Tobias; Ede, Moses Onyemaechi; Ohanu, Ifeanyi Benedict; Bakare, Jimoh

2017-05-01

Improving employees' perception of organizational climate, and coaching them to remain steadfast when managing occupational risks associated with their job, might have an important effect on their psychosocial wellbeing and occupational health. This study examined the effects of a rational emotive occupational health therapy intervention program on the perceptions of organizational climate and occupational risk management practices. The participants were 77 electronics technology employees in the south-east of Nigeria. The study used a pretest-posttest control group design. The rational emotive occupational health therapy intervention program significantly improved perceptions of the organizational climate for the people in the treatment group compared to those in the waitlist control group at post-intervention and follow-up assessments. Occupational risk management practices of the employees in the treatment group were also significantly better than those in the waitlist control group at the same 2 assessments. Corporate application of a rational emotive behavior therapy as an occupational health therapy intervention program is essential for improving the perceptions of organizational climate and promoting the adoption of feasible occupational risk management strategies in the workplace.

Managing for Organizational Integrity.

ERIC Educational Resources Information Center

Paine, Lynn Sharp

1994-01-01

Compliance-based ethics programs focus on prevention, detection, and punishment. Companies should adopt an integrity-based approach to ethics management that combines a concern for the law with an emphasis on managerial responsibility for ethical behavior. (JOW)

Opportunities for Applied Behavior Analysis in the Total Quality Movement.

ERIC Educational Resources Information Center

Redmon, William K.

1992-01-01

This paper identifies critical components of recent organizational quality improvement programs and specifies how applied behavior analysis can contribute to quality technology. Statistical Process Control and Total Quality Management approaches are compared, and behavior analysts are urged to build their research base and market behavior change…

Organizational citizenship behavior and work experience.

PubMed

Kegans, Loyd; McCamey, Randy B; Hammond, Honor

2012-01-01

The authors compared the relationship of elements of the Organizational Citizenship Behavior (OCB) and years of work experience of registered nurses in the state of Texas. Work experience research has shown a relationship between OCB and work experience through mediating roles of various work related characteristics does exist. Work experience is described as the overall length of time in an occupation or workforce. Civic virtue was the only element of organizational citizenship behavior to have a statistically significant correlation with years of work experience in this study. Other elements were found to have no statistically significant correlation with years of work experience. Further research should be undertaken to determine if correlations between these two constructs holds up when the population under study is further refined by job classification, such as management and staff, or industry segment.

Managerial and Organizational Discourses of Workplace Bullying

PubMed Central

Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny H.-C.; de Castro, Arnold B.

2017-01-01

OBJECTIVE To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies. BACKGROUND Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue. METHODS This study used discourse analysis to analyze interview data and policy documents. RESULTS There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying. CONCLUSIONS These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies. PMID:26301552

Managerial and Organizational Career Development: An Annotated Bibliography.

ERIC Educational Resources Information Center

Maddox, E. Nick; And Others

1988-01-01

This annotated bibliography is an extension of an earlier work published in the "Career Planning and Adult Development Journal" in 1983. It represents a cross-sectional look at the expanding field of career development as it relates to organizational behavior and human resource management disciplines and practice. Citations are included of 295…

Motivation and Organizational Incentives for High Vitality Teachers: A Qualitative Perspective.

ERIC Educational Resources Information Center

Sederberg, Charles H.; Clark, Shirley M.

1990-01-01

Minnesota teachers of the year (N=18) were interviewed to identify motivation and organizational incentives for exemplary classroom performance. Values and role behaviors of high-vitality teachers differ from those assumed by rational management models calling for incentives such as increased academic preparation, career ladders, and merit pay.…

Evaluation of Army Organizational Development Interventions

DTIC Science & Technology

1979-07-01

organizational change . Personnel Journal, 1976, 55(11), 570-572, 579. Morse, M. Do it yourself consulting: A case report. Public Personnel Review# 1968, 29(1), 32...Behavioral Science, 1975, 11(4) 437-45 McNair, M. P. The case method at the Harvard Business School. NY: McGraw-Hill, 1954. Meyer, M. C. Managing

Organizational Cultures and Employees' Propensity to File Claims and/or Engage in Litigious Conduct

ERIC Educational Resources Information Center

Abracosa, Gerilynn P.

2013-01-01

Purpose: The purposes of this study were to (a) investigate the connections between aspects of organizational cultures and employees' propensity to file claims and/or engage in litigious conduct against their organization, (b) ascertain behaviors of managers and supervisors implicitly sanctioned by the organization's culture that trigger employees…

Management and the Executive.

DTIC Science & Technology

1988-01-01

8217RDUCTION TO ORGANIZATIONAL BEHAVIOR. 2nd ed. New York, NY: fk; Graw -Hill, 1982. 590 p. HD 31 .M478 1982 (182) Mitroff, Ian I. STAKEHOIDERS OF THE...ROPES TO KNOW: STUDIES IN ORGANIZATIONAL BEHAVIOR. 2nd ed. Columbus, OH: Grid Pub., 1982. 290 p. HD 58.7 .R57 1982 (216) Robbins, Stephen ...34 Stephen J. Carroll and Dennis J. Gillen. W-ADEMY OF MANAGT REVIEN 12:38-51, January 1987 (290) 1 ( "Axe You Firing Talented nagers?" Richard Gould

Effects of habitual anger on employees' behavior during organizational change.

PubMed

Bönigk, Mareike; Steffgen, Georges

2013-11-25

Organizational change is a particularly emotional event for those being confronted with it. Anger is a frequently experienced emotion under these conditions. This study analyses the influence of employees' habitual anger reactions on their reported behavior during organizational change. It was explored whether anger reactions conducive to recovering or increasing individual well-being will enhance the likelihood of functional change behavior. Dysfunctional regulation strategies in terms of individual well-being are expected to decrease the likelihood of functional change behavior-mediated by the commitment to change. Four hundred and twelve employees of different organizations in Luxembourg undergoing organizational change participated in the study. Findings indicate that the anger regulation strategy venting, and humor increase the likelihood of deviant resistance to change. Downplaying the incident's negative impact and feedback increase the likelihood of active support for change. The mediating effect of commitment to change has been found for humor and submission. The empirical findings suggest that a differentiated conceptualization of resistance to change is required. Specific implications for practical change management and for future research are discussed.

The Role of Social Support in Organizational Socialization.

DTIC Science & Technology

1983-05-01

adjustment is most likely caused in part by previous social support from co-workers and superiors. Support from co-workers seems to be about equal In...128943 THE RDL EF SOCIAL SUPPORT IN ORGANIZATIDNAL SOCIAL ZAIOH U) TEXAS A AND M UN V COLLEGE STATION COLL OF BUSIHESS ADMINISTRATION C D FSHER ET AL...STANDARDS- 1963-A VAt S" Organizational Behavior Research Department of Management Department of Psychology THE ROLE OF SOCIAL SUPPORT IN ORGANIZATIONAL

Culturally Relevant Management Education: Insights from Experience in Nunavut

ERIC Educational Resources Information Center

Wihak, Christine

2005-01-01

The author's experience with a Nunavut business management education program illustrates how to develop culturally relevant organizational behavior curriculum. The process initially involved interviews with Inuit Elders about culturally appropriate responses to scenarios of cultural conflicts in the workplace identified by Inuit managers. The…

Organizational resilience as a human capital strategy for companies in bankruptcy.

PubMed

Wilson, Robert L

2016-05-27

Bankruptcy is a crisis that generates severe stress and anxiety, resulting in maladaptive behavior and inappropriate decision-making at both individual and organizational levels. There is limited research or guidance for management to address the consequences of bankruptcy on an organization's human capital. This study examined the human capital management principle of organizational resilience that was employed by a company that successfully reorganized and emerged from bankruptcy. This study translated seven principles of organizational resilience proposed by Mallak to operationalize a conceptual model of organizational resilience for companies operating in bankruptcy. The model is evaluated using a qualitative research approach comprised of an original case study of Integrated Electrical Services, Inc. The results of the research points to the importance of de-centralized operational decision making, expanding communication channels, ensuring adequate external resources, and engaging external stakeholders in the management of an organization seeking to successfully operate and ultimately emerge from bankruptcy. The research identified the central importance of expanding decision making boundaries in the resilience of organizations and their ability to adapt when under adverse conditions such as bankruptcy. The implications support an organization developing a human resource strategy to develop organizational resilience.

"Walden Two" Revisited: Optimizing Behavioral Systems

ERIC Educational Resources Information Center

Abernathy, William B.

2009-01-01

There has been little recent discussion about Skinner's utopian vision as presented in Walden Two. Organizational Behavior Management could revitalize interest in this topic through its discussion of Behavioral Systems Analysis. A brief review of utopian thought and Walden Two is provided. Four recommendations are offered to improve the viability…

Remediating Organizational Functioning in Children with ADHD: Immediate and Long-Term Effects from a Randomized Controlled Trial

ERIC Educational Resources Information Center

Abikoff, Howard; Gallagher, Richard; Wells, Karen C.; Murray, Desiree W.; Huang, Lei; Lu, Feihan; Petkova, Eva

2013-01-01

Objective: The study compared the efficacy of 2 behavioral interventions to ameliorate organization, time management, and planning (OTMP) difficulties in 3rd- to 5th-grade children with attention-deficit/hyperactivity disorder (ADHD). Method: In a dual-site randomized controlled trial, 158 children were assigned to organizational skills training…

The Management of Self-Interest: Phenomenology and Staff Motivation. Coombe Lodge Working Paper: Information Bank Number 1634. Revised.

ERIC Educational Resources Information Center

Theodossin, Ernest

Theorists have named environmental forces, organizational structure, group interaction, individual needs, or some combination of these factors in accounting for organizational behavior. Phenomenology argues that organizations do not exist apart from the people of whom they are composed; in this view their private perceptions and personal…

Overview of Management Theory

DTIC Science & Technology

1991-02-01

theory orients command leadership for the enormous task of managing organizations in our environment fraught with volatility, uncertainty...performance and organizational ethics. A THEORY OF MANAGEMENT BACKGROUND BASIC MANAGEMENT BEHAVIORAL Definitions FUNCTIONS ASPECTS History Planning Leadership ...the best way to manage in their theory of managerial leadership . To them, the 9,9 position on their model, "is acknowledged by managers as the

Organizational behavior of employees of Tehran University of Medical Sciences.

PubMed

Dargahi, Hossein

2012-01-01

Organizational behaviors are commonly acknowledged as fundamentals of organizational life that strongly influence both formal and informal organizational processes, interpersonal relationships, work environments, and pay and promotion policies. The current study aims to investigate political behavior tendencies among employees of Tehran University of Medical Sciences (TUMS). This cross-sectional, descriptive and analytical study was conducted on 810 TUMS employees at the headquarters of the Tehran University of Medical Sciences, Iran during 2010-2011. The research tool for data collection was a researcher-tailored questionnaire on political behaviors. The validity of the questionnaire was confirmed by seven management professors, and its reliability was tested by a pilot study using test-retest method which yielded a Cronbach's alpha coefficient of 0.71. The respondents were asked to fill the questionnaire and express their perceptions and tendencies to engage in organizational behaviors. The collected data was read to and analyzed by IBM SPSS environment and correlation analytical methods. Overall, 729 respondents filled and returned the questionnaire yielding a response rate of 90%. Most of the respondents indicated that they had no tendency to engage in political behavior. Moreover, we found that there was a significant correlation between sex, higher education degrees, tenure and the employees' tendency to engage in political behavior. The participants were not overtly political because of their personal belief, ethical values, and personal characters. Non-political and overtly political employees are both prejudicial for all organizations. Therefore, it seems that the medium rate of good political behavior is vital and prevalent in Iranian organizations.

Management styles and motivation.

PubMed

Shearer, Dana Ann

2012-01-01

According to a review of the current literature, common managerial styles are transformational, transactional, and laissez-faire. When managers expand their leadership skills to improve the staff's morale, they must use a combination of transformational leadership behaviors and transactional contingent rewards to maximize their effectiveness on employees. A motivation theory such as Herzberg and Maslow enhances employees' motivation, morale, and satisfaction. Being able to motivate, empower, and influence staff improves satisfaction and retention levels among the team. A manager's leadership style influences motivation, morale, and retention in staff. Leaders are influenced by their educational development and the organizational culture. Organizational culture has an impact on a manager's style, which is forwarded to their followers.

Crossing the GEM Frontier: Graduate Admissions Professionals' Participation in Enrollment Management

ERIC Educational Resources Information Center

Campbell, C. Dean; Smith, Jahmaine

2014-01-01

Using qualitative inquiry and professional socialization as a framework to draw meaning from the work experiences of graduate admissions professionals, this project examines individual beliefs and organizational behaviors as they relate to enrollment management.

Managing the professional nurse. Part I. The organizational theories.

PubMed

McClure, M L

1984-02-01

How do employment organizations outside the hospital field deal with issues such as staff productivity, motivation, burnout, and high turnover? In Part I of this two-part article, the author presents an overview of modern management theory and practice, drawn from the literature on organizational behavior. She shows how nursing administrators can use this scholarly foundation to better understand the organizing principles and problems of their departments. In Part II (to be published in March 1984), the author applies these classic and relevant theories to the specific challenges that face the manager of professional nurses.

Abusive supervision, leader-member exchange and moral disengagement: a moderated-mediation model of organizational deviance.

PubMed

Valle, Matthew; Kacmar, K Michele; Zivnuska, Suzanne; Harting, Troy

2018-04-20

This paper draws from social exchange theory and social cognitive theory to explore moral disengagement as a potential mediator of the relationship between abusive supervision and organizational deviance. We also explore the moderating effect of leader-member exchange (LMX) on this mediated relationship. Results indicate that employees with abusive supervisors engaged in moral disengagement strategies and subsequently in organizational deviance behaviors. Additionally, this relationship was stronger for those higher in LMX. Important implications for management research and practice are discussed.

Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes

PubMed Central

Hendriksen, Ingrid J.M.; Snoijer, Mirjam; de Kok, Brenda P.H.; van Vilsteren, Jeroen; Hofstetter, Hedwig

2016-01-01

Objective: Evaluation of the effectiveness of a workplace health promotion program on employees’ vitality, health, and work-related outcomes, and exploring the influence of organizational support and the supervisors’ role on these outcomes. Methods: The 5-month intervention included activities at management, team, and individual level targeting self-management to perform healthy behaviors: a kick-off session, vitality training sessions, workshops, individual coaching, and intervision. Outcome measures were collected using questionnaires, health checks, and sickness absence data at baseline, after the intervention and at 10 months follow-up. For analysis linear and generalized mixed models were used. Results: Vitality, work performance, sickness absence, and self-management significantly improved. Good organizational support and involved supervisors were significantly associated with lower sickness absence. Conclusions: Including all organizational levels and focusing on increasing self-management provided promising results for improving vitality, health, and work-related outcomes. PMID:27136605

Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes.

PubMed

Hendriksen, Ingrid J M; Snoijer, Mirjam; de Kok, Brenda P H; van Vilsteren, Jeroen; Hofstetter, Hedwig

2016-06-01

Evaluation of the effectiveness of a workplace health promotion program on employees' vitality, health, and work-related outcomes, and exploring the influence of organizational support and the supervisors' role on these outcomes. The 5-month intervention included activities at management, team, and individual level targeting self-management to perform healthy behaviors: a kick-off session, vitality training sessions, workshops, individual coaching, and intervision. Outcome measures were collected using questionnaires, health checks, and sickness absence data at baseline, after the intervention and at 10 months follow-up. For analysis linear and generalized mixed models were used. Vitality, work performance, sickness absence, and self-management significantly improved. Good organizational support and involved supervisors were significantly associated with lower sickness absence. Including all organizational levels and focusing on increasing self-management provided promising results for improving vitality, health, and work-related outcomes.

Expanding the Scope of Organizational Behavior Management: Relational Frame Theory and the Experimental Analysis of Complex Human Behavior

ERIC Educational Resources Information Center

Hayes, Steven C.; Bunting, Kara; Herbst, Scott; Bond, Frank W.; Barnes-Holmes, Dermot

2006-01-01

Behavior analysis in general and applied behavior analysis in particular requires a well developed, empirically supported, and useful approach to human language and cognition in order to fulfill its mission of providing a relatively adequate comprehensive account of complex human behavior. This article introduces a series of articles in which the…

Organizational work-family resources as predictors of job performance and attitudes: the process of work-family conflict and enrichment.

PubMed

Odle-Dusseau, Heather N; Britt, Thomas W; Greene-Shortridge, Tiffany M

2012-01-01

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.

Lessons from Literature: Blending Academic Perspective with Management Practices

ERIC Educational Resources Information Center

Kapur, Surbhi; Mohanty, Pooja

2014-01-01

The present paper studies the role literature can play in management in general and in leadership, organizational behavior and communication in particular. Literature normally gets a skeptical reception in management studies. The paper discusses the relevance of literature for a better understanding of human behaviour and a judicious discernment…

The influence of interpersonal relationships on nurse managers' work engagement and proactive work behavior.

PubMed

Warshawsky, Nora E; Havens, Donna S; Knafl, George

2012-09-01

This study tested the effects of interpersonal relationships on nurse managers' work engagement and proactive work behavior. An engaged workforce may help healthcare organizations improve performance. In healthcare, nurse managers are responsible for creating motivating work environments. They also need to be engaged, yet little is known about what influences nurse managers' performance. A self-administered electronic survey was used to collect data from 323 nurse managers working in acute care hospitals. Instruments included the Relational Coordination Scale, Utrecht Work Engagement Scale, and Proactive Work Behavior Scale. Interpersonal relationships with nurse administrators were most predictive of nurse managers' work engagement. Interpersonal relationships with physicians were most predictive of nurse managers' proactive work behavior. Organizational cultures that foster quality interpersonal relationships will support the job performance of nurse managers.

[The mediating role of organizational citizenship behavior between organizational justice and organizational effectiveness in nursing organizations].

PubMed

Park, Wall Yun; Yoon, Sook Hee

2009-04-01

This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

Managerial Behaviors and Work Group Climate as Predictors of Employee Outcomes.

ERIC Educational Resources Information Center

Church, Allan H.

1995-01-01

Presents an analysis of the predictive relationships of managerial behavior and work group climate on employee outcomes; 1,428 survey responses were collected during an organizational change in the marketing and sales division of an international pharmaceuticals company. Behaviors of managers and work group members were found to be significantly…

Occupational stress, Type A behavior, and physical well being.

PubMed

Ivancevich, J M; Matteson, M T; Preston, C

1982-06-01

In the context of a person-environment fit framework, organizational level and the Type A behavior pattern of managers were found to moderate the stressor, satisfaction, and physiology associations. For nurses, Type A behavior pattern was a much more significant moderator of the person-environment fit than were the nurses' specialty work activities.

Workplace Bullying Prevention: A Critical Discourse Analysis

PubMed Central

JOHNSON, Susan L.

2016-01-01

Aim To analyze the discourses of workplace bullying prevention of hospital nursing unit managers and in the official documents of the organizations where they worked. Background Workplace bullying can be a self-perpetuating problem in nursing units. As such, efforts to prevent this behavior may be more effective than efforts to stop the behavior. There is limited research on how healthcare organizations characterize their efforts to prevent workplace bullying. Design This was a qualitative study. Method Critical discourse analysis and Foucault’s writings on governmentality and discipline were used to analyze data from interviews with hospital nursing unit managers (n=15) and organizational documents (n=22). Data were collected in 2012. Findings The discourse of workplace bullying prevention centered around three themes: prevention of workplace bullying through managerial presence, normalizing behaviors and controlling behaviors. All three are individual level discourses of workplace bullying prevention. Conclusion Current research indicates that workplace bullying is a complex issue with antecedents at the individual, departmental and organizational level. However, the discourse of the participants in this study only focused on prevention of bullying by moulding the behaviors of individuals. The effective prevention of workplace bullying will require departmental and organizational initiatives. Leaders in all types of organizations can use the results of this study to examine their organizations’ discourses of workplace bullying prevention to determine where change is needed. PMID:26010268

Safety management by walking around (SMBWA): a safety intervention program based on both peer and manager participation.

PubMed

Luria, Gil; Morag, Ido

2012-03-01

"Management by walking around" (MBWA) is a practice that has aroused much interest in management science and practice. The purpose of this study is to demonstrate adaptation of this practice to safety management. We describe a three-year long case study that collected empirical data in which a modified MBWA was practiced in order to improve safety in a semiconductor fabrication facility. The main modification involved integrating an information system with the MBWA in order to create a practice that would generate safety leadership development and an organizational safety learning mechanism, while promoting employee safety participation. The results of the case study demonstrate that the SMBWA practice facilitated thousands of tours in which safety leadership behaviors were practiced by managers and by employees (employees performed five times as many tours as managers). The information system collected information about safety behaviors and safety conditions that could not otherwise be obtained. Thus, this study presents a new organizational safety practice SMBWA, and demonstrates the ways in which SMBWA may improve safety in organizations. Copyright © 2011 Elsevier Ltd. All rights reserved.

Moderating effects of nurses' organizational justice between organizational support and organizational citizenship behaviors for evidence-based practice.

PubMed

Chang, Ching-Sheng

2014-10-01

Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.

Post-IOC space station: Models of operation and their implications for organizational behavior, performance and effectiveness

NASA Technical Reports Server (NTRS)

Danford, S.; Meindl, J.; Hunt, R.

1985-01-01

Issues of crew productivity during design work on space station are discussed. The crew productivity is defined almost exclusively in terms of human factors engineering and habitability design concerns. While such spatial environmental conditions are necessary to support crew performance and productivity, they are not sufficient to ensure high levels of crew performance and productivity on the post-Initial Operational Configurations (IOC) space station. The role of the organizational environment as a complement to the spatial environment for influencing crew performance in such isolated and confined work settings is examined. Three possible models of operation for post-IOC space station's organizational environment are identified and it is explained how they and space station's spatial environment will combine and interact to occasion patterns of crew behavior is suggested. A three phase program of research design: (1) identify patterns of crew behavior likely to be occasioned on post-IOC space station for each of the three models of operation; and (2) to determine proactive/preventative management strategies which could be adopted to maximize the emergence of preferred outcomes in crew behavior under each of the several spatial and organizational environment combinations.

Preparing Physicians for Practice in Managed Care Environments.

ERIC Educational Resources Information Center

Lurie, Nicole

1996-01-01

Discussion of managed health care looks at its evolution and characteristics, implications for medical education, and the competencies needed by physicians in this new environment, including epidemiological thinking, understanding of human and organizational behavior, familiarity with information technology, quality control skills, knowledge of…

Introducing Organisational Behaviour: Issues in Course Design.

ERIC Educational Resources Information Center

Costea, Bogdan; Crump, Norman

1999-01-01

Design of an introductory organizational behavior course contrasted a Cartesian scientific approach with phenomenological and hermeneutic perspectives intended to overcome limits of traditional approaches. The new course situates management in an historical context and focuses on management, then organizations, then the self. (SK)

Strategic management and organizational behavior in dental education: reflections on key issues in an environment of change.

PubMed

Dunning, David G; Durham, Timothy M; Lange, Brian M; Aksu, Mert N

2009-06-01

With issues such as shrinking revenue, access to care, faculty workloads, and graying faculty, dental schools are faced with difficult challenges that fall to dental school deans to manage. Do dental school deans have the organizational skill sets and ethical frameworks necessary to address the challenges now facing dental schools? The purpose of this article is to pose questions and suggestions regarding some of the key issues in dental colleges today and to stimulate discussion in the dental community about needed changes in dental education.

Editorial.

PubMed

Kozlowski, Steve W J

2009-01-01

The Journal of Applied Psychology is the oldest and largest top-tier journal publishing theory and research relevant to industrial and organizational psychology, organizational behavior, and human resources management. The primary emphasis of this journal is the publication of original investigations that advance theoretical understanding and create new knowledge for applied psychology within the broad scope of the organizational sciences. We are primarily interested in publishing empirical research and conceptual articles that enhance understanding of psychological phenomena in human and organizational systems. This editorial also covers the expectations and review process that the Journal of Applied Psychology has for manuscripts submitted to the journal. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Combined effects of uncertainty and organizational justice on employee health: testing the uncertainty management model of fairness judgments among Finnish public sector employees.

PubMed

Elovainio, Marko; van den Bos, Kees; Linna, Anne; Kivimäki, Mika; Ala-Mursula, Leena; Pentti, Jaana; Vahtera, Jussi

2005-12-01

We examined whether the combination of uncertainty (lack of work-time control, and negative changes at work) and organizational justice (i.e., justice of decision-making procedures and interpersonal treatment at work) contributes to sickness absence. A total of 7083 male and 24,317 female Finnish public sector employees completed questionnaires designed to assess organizational justice, workload and other factors. Hierarchical regression showed that after adjustment for age, income, and health behaviors low procedural and interactional justice were related to long sickness absence spells. In accordance with the uncertainty management model, these associations were dependent on experienced work-time control and perceived changes at work.

Effects of Habitual Anger on Employees’ Behavior during Organizational Change

PubMed Central

Bönigk, Mareike; Steffgen, Georges

2013-01-01

Organizational change is a particularly emotional event for those being confronted with it. Anger is a frequently experienced emotion under these conditions. This study analyses the influence of employees’ habitual anger reactions on their reported behavior during organizational change. It was explored whether anger reactions conducive to recovering or increasing individual well-being will enhance the likelihood of functional change behavior. Dysfunctional regulation strategies in terms of individual well-being are expected to decrease the likelihood of functional change behavior—mediated by the commitment to change. Four hundred and twelve employees of different organizations in Luxembourg undergoing organizational change participated in the study. Findings indicate that the anger regulation strategy venting, and humor increase the likelihood of deviant resistance to change. Downplaying the incident’s negative impact and feedback increase the likelihood of active support for change. The mediating effect of commitment to change has been found for humor and submission. The empirical findings suggest that a differentiated conceptualization of resistance to change is required. Specific implications for practical change management and for future research are discussed. PMID:24287849

From Idea to Action: Promoting Responsible Management Education through a Semester-Long Academic Integrity Learning Project

ERIC Educational Resources Information Center

Lavine, Marc H.; Roussin, Christopher J.

2012-01-01

The authors describe a semester-long action-learning project where undergraduate or graduate management students learn about ethics, responsibility, and organizational behavior by examining the policy of their college or university that addresses academic integrity. Working in teams, students adopt a stakeholder management approach as they make…

A study of leadership behaviors among chairpersons in allied health programs.

PubMed

Firestone, Deborah T

2010-01-01

This study was designed to investigate leadership behaviors among chairpersons in allied health programs, based on their perceptions and the perceptions of faculty. Transformational, transactional, and laissez-faire leadership behaviors, as well as organizational outcomes of effectiveness, extra effort, and satisfaction, were measured using the Multifactor Leadership Questionnaire (MLQ Form 5X-Short). A form developed by the researcher was used to gather demographic and program information. One hundred thirty-eight chairpersons and 327 faculty participated in the study. Major findings support the view that chairpersons primarily demonstrate leadership behaviors associated with transformational leadership factors and the contingent reward factor of transactional leadership. Statistically significant differences were found between the mean values of the self-perceptions of chairpersons and faculty for the transformational leadership factors of idealized influence (behavior), inspirational motivation, intellectual stimulation, individual consideration, and organizational outcomes of effectiveness and satisfaction. There was a statistically significant positive correlation, based on the self-perceptions of chairpersons and faculty, of the five transformational leadership factors with the three organizational outcomes and the transactional leadership factor of contingent reward with the organizational outcomes of effectiveness and extra effort. There was a statistically significant negative correlation, based on the perception of faculty, with the management-by-exception (passive) and laissez-faire leadership factors, and the organizational outcomes of effectiveness, extra effort and satisfaction. Transformational leadership has been identified as an effective strategy to adapt to a rapidly changing environment. Further development of the transformational leadership behaviors of chairpersons should be considered a priority for the allied health professions.

Developing Competencies for Navy Human Resource Management Specialists: A Delphi Approach.

DTIC Science & Technology

1983-06-01

93] (Expert in Consulting Processes) Organizational Diagnosis (Able to identify and res- pond to an organization’s real needs) (Resolve...consensus were those skills and knowledge generally agreed in the profession as necessary for any OD effort to be successful such as organizational ... diagnosis , designing and executing an intervention, process consultation, entry and contracting, general interpersonal skills, and organization behavior

Subordinate Imitation of Supervisor Behavior: The Role of Supervisor Power and Subordinate Self-Esteem.

ERIC Educational Resources Information Center

Adler, Seymour

1983-01-01

Examined similarity in the behavior tendencies of subordinates and their supervisors. Respondents were 66 department heads and branch managers in an Israeli banking organization. The overall pattern of results largely supported the applicability of Social Learning Theory to organizational modeling. (JAC)

Giving Voice to Values: A Pedagogy for Behavioral Ethics

ERIC Educational Resources Information Center

Gentile, Mary C.

2017-01-01

Management education has had a long and somewhat conflicted relationship with the integration of ethics and values-driven leadership into its curriculum. This essay presents some of the key challenges around pedagogy, curriculum design, as well as organizational and faculty concerns; and then outlines how behavioral ethics has triggered some…

Managerial Attention Patterns: A Micro-Behavioral Analysis.

ERIC Educational Resources Information Center

Sproull, Lee S.

This paper describes a study of managerial behavior in educational organizations that focused on managerial attention as an organizational coupling mechanism. Structured observation was used to collect minute-by-minute time allocation protocols for five first-line education program managers over 20 working days, and these protocols were analyzed…

Discovering Your Personality: A Group Exercise in Personal Sensemaking

ERIC Educational Resources Information Center

Anderson, Marc H.

2008-01-01

Personality affects a wide variety of issues in organizational behavior, human resource management, and strategic management. Instructors teaching personality often have students take personality tests and then give them their scores. This passive approach to giving test feedback suffers from several weaknesses dealing with distinct perceptual…

Integrated Information Centers within Academic Environments: Introduction and Overview.

ERIC Educational Resources Information Center

Lunin, Luis F., Ed.; D'Elia, George, Ed.

1991-01-01

Introduces eight articles on the Integrated Information Center (IIC) Project, which investigated significant behavioral, technological, organizational, financial, and legal factors involved in the management of IICs. Four articles address design and management issues of general interest, and four focus on specific design considerations and a…

Do it well and do it right: The impact of service climate and ethical climate on business performance and the boundary conditions.

PubMed

Jiang, Kaifeng; Hu, Jia; Hong, Ying; Liao, Hui; Liu, Songbo

2016-11-01

Prior research has demonstrated that service climate can enhance unit performance by guiding employees' service behavior to satisfy customers. Extending this literature, we identified ethical climate toward customers as another indispensable organizational climate in service contexts and examined how and when service climate operates in conjunction with ethical climate to enhance business performance of service units. Based on data collected in 2 phases over 6 months from multiple sources of 196 movie theaters, we found that service climate and ethical climate had disparate impacts on business performance, operationalized as an index of customer attendance rate and operating income per labor hour, by enhancing service behavior and reducing unethical behavior, respectively. Furthermore, we found that service behavior and unethical behavior interacted to affect business performance, in such a way that service behavior was more positively related to business performance when unethical behavior was low than when it was high. This interactive effect between service and unethical behaviors was further strengthened by high market turbulence and competitive intensity. These findings provide new insight into theoretical development of service management and offer practical implications about how to maximize business performance of service units by managing organizational climates and employee behaviors synergistically. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Toward Alternative Metrics for Measuring Performance within Operational Contracting Squadrons: An Application of Benchmarking Techniques

DTIC Science & Technology

1993-09-01

and (6) assistance with special problems by the purchasing department (Cavinato, 1987:10). Szilagyi and Wallace state-that an effective performance...Naval Research, November 1975. Szilagyi , Andrew D. Jr. and Marc J. Wallace , Jr. Organizational Behavior and Performance, Santa Monica CA, Goodyear...evaluation systems will the manager be able to achieve the bottom line--organizational effectiveness ( Szilagyi 1980:457). Benefits of Evaluatin2 Performance

A Study of Preferred Conflict-Management Behaviors among Small-School Principals: Effects of Gender and Experience

ERIC Educational Resources Information Center

Vestal, Brad; Torres, Mario

2016-01-01

It cannot be overstated the broad skill set managers must have to manage conflict in modern organizations (Lang, 2009; Ramani & Zhimin, 2010). Few studies have explored this topic in smaller organizational settings where leaders often assume a greater number of roles and responsibilities. For this reason, this study analyzed preferred conflict…

The Aging Work Force. Managing an Aging Work Force. Older Employees Instructional Resources for Instructors of Higher Education.

ERIC Educational Resources Information Center

American Association of Retired Persons, Washington, DC. Work Force Programs Dept.

These resource materials are designed to help instructors prepare their business students to work with older employees. The materials can be used in undergraduate and graduate courses in management, organizational behavior, human resource management, business policy, and business and society. The materials include lecture guides, discussion…

Organizational Behavior: A Review of the Literature.

ERIC Educational Resources Information Center

Bobbitt, H. Randolph, Jr.; Behling, Orlando C.

1981-01-01

Organizational behavior is defined and its micro and macro subdivisions described. Leavitt's model for organizational change (task, technology, structure, and people) is employed to extract meanings from the organizational behavior literature. A diagnostic approach is suggested for applying organizational behavior to the practice of higher…

Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital's Employees, 2013.

PubMed

Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

2014-01-01

Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one's job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson's correlation coefficient were used for data analysis. There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital's employees (P ≤ 0.05, R = 0.33). This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital's productivity.

Evidence for the Usefulness of Task Performance, Job Dedication, and Interpersonal Facilitation as Components of Overall Performance

DTIC Science & Technology

1994-08-01

effectiveness. Recent research in organizational citizenship behavior (Smith, Organ, & Near, 1983; Organ, 1988); prosocial organizational behavior (Brief...performance, interpersonal facilitation and job dedication. Job dedication consists of self- motivated , disciplined behaviors like working hard...organizational citizenship behavior (Smith et al., 1983), prosocial organizational behavior (Brief & Motowidlo, 1986), organizational spontaneity (George

How Top PR Professionals Handle Hearsay: Corporate Rumors, Their Effects, and Strategies to Manage Them.

ERIC Educational Resources Information Center

DiFonzo, Nicholas; Bordia, Prashant

2000-01-01

Investigates types of organizational rumors, their prevalence and effects, effectiveness of rumor management strategies, and associated psychological and situational variables. Finds 3 distinct dimensions of rumor effects: external ramifications (bad press), internal attitudes (lowered morale), and internal behaviors (increased absenteeism). (NH)

Organizational Behavior: Where Does It Fit in Today's Management Curriculum?

ERIC Educational Resources Information Center

Singh, Robert P.; Schick, Allen G.

2007-01-01

Maximizing shareholder value is the dominant goal that influences management decision making in business practice. This goal--with rapid improvements in technology, changes in capital markets, and global competition--has altered employment relations between workers and top executives. The authors' purpose in this article was to share thoughts and…

Evidence-Based Management Education

ERIC Educational Resources Information Center

Burke-Smalley, Lisa A.

2014-01-01

In this rejoinder to "Let's Burn Them All: Reflections on the Learning-Inhibitory Nature of Introduction to Management and Introduction to Organizational Behavior Textbooks," by Robert A. Snyder (see EJ1039748), Lisa Burke-Smalley touches upon a number of Snyder's claims and explores questions sparked by his essay. She argues…

Facilitating a just and trusting culture.

PubMed

Pattison, Jill; Kline, Theresa

2015-01-01

The purpose of this paper is to identify managerial and organizational characteristics and behaviors that facilitate the fostering of a just and trusting culture within the healthcare system. Two studies were conducted. The initial qualitative one was used to identify themes based on interviews with health care workers that facilitate a just and trusting culture. The quantitative one used a policy-capturing design to determine which factors were most likely to predict outcomes of manager and organizational trust. The factors of violation type (ability vs integrity), providing an explanation or not, blame vs no blame by manager, and blame vs no blame by organization were all significant predictors of perceptions of trust. Limitations to the generalizability of findings included both a small and non-representative sample from one health care region. The present findings can be useful in developing training systems for managers and organizational executive teams for managing medical error events in a manner that will help develop a just and trusting culture. A just and trusting culture should enhance the likelihood of reporting medical errors. Improved reporting, in turn, should enhance patient safety. This is the first field study experimentally manipulating aspects of organizational trust within the health care sector. The use of policy-capturing is a unique feature that sheds light into the decision-making of health care workers as to the efficaciousness of particular managerial and organizational characteristics that impact a just and trusting culture.

Practice patterns and organizational commitment of inpatient nurse practitioners.

PubMed

Johnson, Janet; Brennan, Mary; Musil, Carol M; Fitzpatrick, Joyce J

2016-07-01

Nurse practitioners (NPs) deliver a wide array of healthcare services in a variety of settings. The purpose of this study was to examine the practice patterns and organizational commitment of inpatient NPs. A quantitative design was used with a convenience sample (n = 183) of NPs who attended the American Association of Nurse Practitioners (AANP) national conference. The NPs were asked to complete a demographic questionnaire, the Practice Patterns of Acute Nurse Practitioners tool and the Organizational Commitment Questionnaire. Over 85% of inpatient practice time consists of direct and indirect patient care activities. The remaining nonclinical activities of education, research, and administration were less evident in the NP's workweek. This indicates that the major role of inpatient NPs continues to be management of acutely ill patients. Moderate commitment was noted in the Organizational Commitment Questionnaire. Supportive hospital/nursing leadership should acknowledge the value of the clinical and nonclinical roles of inpatient NPs as they can contribute to the operational effectiveness of their organization. By fostering the organizational commitment behaviors of identification, loyalty, and involvement, management can reap the benefits of these professionally dedicated providers. ©2015 American Association of Nurse Practitioners.

Datasets on organizational citizenship behavior in the selected hospitals with different ownership.

PubMed

Jahani, Mohammad Ali; Mahmoudjanloo, Shahrbanoo; Rostami, Fatemeh Hoseini; Nikbakht, Hosein Ali; Mahmoudi, Ghahraman

2018-08-01

Studying the role of employees as the base of an organization on achieving organizational goals has increased in recent years [1]. To have better organizational citizens, organizations should encourage their staff [2]. As the most powerful form of organizational behavior, organizational citizenship is more influential than organizational cooperation [3]. Studies have shown that cooperative behavior, such as the citizenship behavior results in easier organizational communication, promoting organizational planning, improving inter-personal cooperation and developing better organizational climate, directly influence staff satisfaction, work life quality, service-provision, job commitment and financial output [4]. As the most fundamental organizational behavior, the organizational citizenship behavior (OCB) causes so-called organizational effectiveness. This study Focused on the comparing organizational citizenship behavior components including conscientiousness, courtesy, altruism, sportsmanship and civic virtue among hospitals based on ownership. Research population included all therapeutic and non-therapeutic employees working in the five selected hospital located in Golestan province, Iran in 2016. This study is approved by Ethical committee of Islamic Azad Sari Branch. Based on Cochran׳s sampling formula, 312 employees working in different hospital sections and units (nurses and administrative personnel) were proportionally selected as the research sample. They completed the Persian version of Podsakoff׳s standard scale measuring organizational citizenship behavior. The data were analyzed using SPSS 22 and applying inferential statistics approaches such as t-test, Tukey, and ANOVA in the confidence interval of 95%.

Stability of Work Values: Individual Differences and Relationship with Decision Making.

ERIC Educational Resources Information Center

Ravlin, Elizabeth C.; And Others

Values in the workplace have long been a topic of interest for both researchers in organizational behavior and management practitioners alike. Values are believed to be deeply internalized standards for personal behavior because they are based on a person's experience. Relatively little attention has been paid to the processes relating to…

On Making Mountains Out of Molehills: Confessions of a Behavioral Scientist with Mentalistic Vulnerability

ERIC Educational Resources Information Center

Geller, E. Scott

2005-01-01

Seven thoughtful and provocative commentaries were activated by one or both of two articles I authored or coauthored. One article (Geller, 2002) presented a case for broadening the content of organizational behavior management (OBM), while the other (Wiegand & Geller, 2004) discussed linkages between positive reinforcement, positive…

Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital’s Employees, 2013

PubMed Central

Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

2014-01-01

Background: Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one’s job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. Methods: This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson’s correlation coefficient were used for data analysis. Results: There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital’s employees (P ≤ 0.05, R = 0.33). Conclusion: This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital’s productivity. PMID:25763156

The Promise of Group Therapy: How To Build a Vigorous Training and Organizational Base for Group Therapy in Managed Behavioral Healthcare.

ERIC Educational Resources Information Center

Roller, Bill

The use of group therapy is expected to increase dramatically in the next decade. This volume explores the convergence of consumer demand for group treatment and corporate marketing of health care plans and how it will affect group therapy as a discipline. It shows how to put in place the key organizational elements that are needed to create and…

Analysis of Training Needs for Civil Engineering Superintendents and Foremen.

DTIC Science & Technology

1984-09-01

between superiors and subordinates ( Szilagyi and Wallace , 1983). Most management writing includes a 12...Prentice-Hall Inc., 1979. Student, K. R. "Back to Basics for Improved Human Resource Management," Management Review, 51-56 (August 1978). Szilagyi , Andrew D...and Marc J. Wallace . Organizational Behavior and Performance (Third Edition). Glenview IL: Scott, Foresman, and Company, 1983. Toth, Edward R. Jr

Identifying Procurement Fraud in Defense Agencies: An Analysis of the Government Purchase Card Program

DTIC Science & Technology

2011-04-30

fielding, contracting, interoperability, organizational behavior, risk management , cost estimating, and many others. Approaches range from... COSO ), (Whittington & Pany, 2012). In addition, the Federal Financial Management Improvement Act of 1996 identified internal control as an...fraud indicators within the DoD Government Purchase Card Programs and provides recommendations for improving the management of Government Purchase

Creating and Sustaining Effective Partnership between Government and Industry

DTIC Science & Technology

2011-04-30

defense industry, fielding, contracting, interoperability, organizational behavior, risk management , cost estimating, and many others. Approaches...Finance from Cameron University and an MBA from Drury University. [scott.fouse@dau.mil] Allen Green—Engineer and Program Manager , SAIC, Inc...Program Executive Officer SHIPS • Commander, Naval Sea Systems Command • Army Contracting Command, U.S. Army Materiel Command • Program Manager , Airborne

Preventing construction worker injury incidents through the management of personal stress and organizational stressors.

PubMed

Leung, Mei-yung; Chan, Isabelle Yee Shan; Yu, Jingyu

2012-09-01

Construction workers (CWs) are positioned at the lowest level of an organization and thus have limited control over their work. For this reason, they are often deprived of their due rewards and training or sometimes are even compelled to focus on production at the expense of their own safety. These organizational stressors not only cause the CWs stress but also impair their safety behaviors. The impairment of safety behaviors is the major cause of CW injury incidents. Hence, to prevent injury incidents and enhance safety behaviors of CWs, the current study aimed to identify the impact of various organizational stressors and stress on CW safety behaviors and injury incidents. To achieve this aim, we surveyed 395 CWs. Using factor analysis, we identified five organizational stressors (unfair reward and treatment, inappropriate safety equipment, provision of training, lack of goal setting, and poor physical environment), two types of stress (emotional and physical), and safety behaviors. The results of correlation and regression analyses revealed the following: (1) injury incidents were minimized by safety behaviors but escalated by a lack of goal setting, (2) safety behaviors were maximized by moderate levels of emotional stress (i.e., an inverted U-shape relationship between these two variables) and increased in line with physical stress and inappropriate safety equipment, (3) emotional stress was positively predicted by the provision of training and inappropriate safety equipment, and (4) physical stress was predicted only by inappropriate safety equipment. Based on these results, we suggest various recommendations to construction stakeholders on how to prevent CW injury incidents. Copyright © 2011 Elsevier Ltd. All rights reserved.

Cooperation for a competitive position: The impact of hospital cooperation behavior on organizational performance.

PubMed

Büchner, Vera Antonia; Hinz, Vera; Schreyögg, Jonas

2015-01-01

Several public policy initiatives, particularly those involving managed care, aim to enhance cooperation between partners in the health care sector because it is expected that such cooperation will reduce costs and generate additional revenue. However, empirical evidence regarding the effects of cooperation on hospital performance is scarce, particularly with respect to creating a comprehensive measure of cooperation behavior. The aim of this study is to investigate the impact of hospital cooperation behavior on organizational performance. We differentiate between horizontal and vertical cooperation using two alternative measures-cooperation depth and cooperation breadth-and include the interaction effects between both cooperation directions. Data are derived from a survey of German hospitals and combined with objective performance information from annual financial statements. Generalized linear regression models are used. The study findings provide insight into the nature of hospitals' cooperation behavior. In particular, we show that there are negative synergies between horizontal administrative cooperation behavior and vertical cooperation behavior. Whereas the depth and breadth of horizontal administrative cooperation positively affect financial performance (when there is no vertical cooperation), vertical cooperation positively affects financial performance (when there is no horizontal administrative cooperation) only when cooperation is broad (rather than deep). Horizontal cooperation is generally more effective than vertical cooperation at improving financial performance. Hospital managers should consider the negative interaction effect when making decisions about whether to recommend a cooperative relationship in a horizontal or vertical direction. In addition, managers should be aware of the limited financial benefit of cooperation behavior.

A Study of Organizational Behavior of Colleges of Education of Maharashtra State

ERIC Educational Resources Information Center

Thakur, Geeta R.

2014-01-01

The purpose of this study was to study Organizational Behavior of Colleges of Education of Maharashtra state in India. Organizational behavior was studied at three process level i.e. individual process level, team process level and organizational process level. The differences were found out if any, in the Organizational Behavior, in between the…

Ethics for Management.

ERIC Educational Resources Information Center

Jaques, Elliott

2003-01-01

Notes that it is essential that business organizations establish organizational systems that require satisfactory ethical business behaviors from everyone concerned, regardless of differences in personal outlooks. Outlines what needs to be done in order to effectively teach business ethics. (SG)

Prerequisite Coursework as a Predictor of Performance in a Graduate Management Course

ERIC Educational Resources Information Center

McMillan-Capehart, Amy; Adeyemi-Bello, Tope

2008-01-01

There have been many studies published concerning predictors of academic performance but few of these studies have examined the impact of prerequisites. As such, we investigated the impact of a prerequisite management course on graduate student performance in an Organizational Behavior (OB) course. In this longitudinal study, we explored…

An Evaluation of Leadership and Management Training in the United States Coast Guard

DTIC Science & Technology

1982-07-06

organizational behavior, operations. research, system theory, applied management P-nalysik, and other courses in economics, planning, and financial management ...continued existence in a period of severe financial stress. 3. If there is no positive impact, document this so that top- management in t•he Coast...Relations InstituIte 5. Drug Education Specialist course 6. U. S. Navy Managkment course 7. A Management course og another service 8. Other formal

Accounting for the costs of quality.

PubMed

Suver, J D; Neumann, B R; Boles, K E

1992-09-01

Total quality management (TQM) represents a paradigm shift in the organizational values that shape every aspect of a healthcare provider's activities. The TQM approach to quality management subscribes to the theory that it is not the work of employees of an organization that leads to poor quality; rather, it is the poor design of systems and procedures. In a book recently published by HFMA, Management Accounting for Healthcare Organizations, third edition, authors Suver, Neumann and Boles point out that the changes in behavioral focus and organizational climate brought about by TQM will have a major impact on management accounting function in healthcare organizations. TQM will require new methods of accounting that will enable the effects of declining quality to be recognized and evaluated. It also will require new types of management accounting reports that will identify opportunities for quality improvement and will monitor the effectiveness of quality management endeavors. The following article has been adapted from the book cited above.

Job Satisfaction of Nurses and Its Moderating Effects on the Relationship Between Organizational Commitment and Organizational Citizenship Behaviors.

PubMed

Lin, Chia-Tzu; Chang, Ching-Sheng

2015-01-01

Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p < .01) and that job satisfaction has a significant positive moderating effect on the relationship between organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p < .01). Therefore, hospitals can improve the job satisfaction of their nursing staff by improving perceived working satisfaction, interpersonal satisfaction, and remunerative satisfaction, which would then improve organizational commitment and organizational citizenship behaviors.

Principals' Response to Change in Schools and Its Effect on School Climate

ERIC Educational Resources Information Center

Busch, Steve; Johnson, Shirley; Robles-Piña, Rebecca; Slate, John R.

2009-01-01

In this study, the researchers examined principal behaviors related with change in school climate. That is, the manner in which principals managed change within their schools and the impact of these change behaviors on the school climate was investigated. Through use of the Leadership Profile (Johnson, 2003) and the Organizational Health Inventory…

Introducing Physician Order Entry at a Major Academic Medical Center: I. Impact on Organizational Culture and Behavior.

ERIC Educational Resources Information Center

Massaro, Thomas A.

1993-01-01

Implementation of the University of Virginia Medical Center's computerized system for mandatory recordkeeping of physician orders is discussed, focusing on administrative issues: delays, costs, disruption of work routine and behavior, and the need to bring in a senior management team. Recommendations are made for institutions with similar…

Invited Reaction: Investigating the Influences of Core Self-Evaluations, Job Autonomy, and Intrinsic Motivation on In-Role Job Performance

ERIC Educational Resources Information Center

Collins, Brian J.

2010-01-01

The authors of this featured article (Joo, Jeung, & Yoon, 2010) respond to calls for further examination of how individual differences and workplace environment jointly impact organizational behavior. The authors integrate social psychology and management research to examine employee behavior and its relation to human resource development.…

Organizational Effectiveness: Development and Validation of Integrated Models. Report II. Empirical Studies of Organizational Effectiveness Using Multivariate Models

DTIC Science & Technology

1982-04-01

34 ’Institute for Social Research LEADERSHIP AND MANAGEMENT TECHNICAL AREA DTIC ~EL ECT-ICI /AUG 2 1983 U. S. Army D C3 Research Institute for the Behavioral and...about or aIlowing changes within the organizatin itself (Georgopoulos, 1972; Georgopoulos & Tannenbaum, 1957). As open systems, organizations and their...in school organizations. Unpublished manuscript, The University of Michigan, 1980. Selznick, P. Leadership in administration. Evanston, Ill.: Row

Effects of MPH-OROS on the organizational, time management, and planning behaviors of children with ADHD.

PubMed

Abikoff, Howard; Nissley-Tsiopinis, Jenelle; Gallagher, Richard; Zambenedetti, Maurizio; Seyffert, Michael; Boorady, Roy; McCarthy, John

2009-02-01

To evaluate the effects of stimulant medication on organizational, time management, and planning (OTMP) in children with attention-deficit/hyperactivity disorder (ADHD) and ascertain whether OTMP is normalized with medication. Participants included 19 stimulant-naïve children with ADHD (aged 8-13 years) and impaired OTMP functioning, defined as greater than 1 SD below norms on the Children's Organizational Skills Scale. A double-blind, placebo-controlled, crossover design, with 4 weeks of each condition, evaluated medication (methylphenidate-osmotic-release oral system [MPH-OROS]) effects on OTMP, based on the parent and teacher versions of the Children's Organizational Skills Scale. The parent and teacher Swanson, Nolan, and Pelham, Version IV, rating scales assessed ADHD symptoms. "Not impaired" in OTMP was defined as no longer meeting study entry criteria, and "not impaired" in ADHD symptoms was defined as having mean Swanson, Nolan, and Pelham, Version IV, scores of < or = 1.0. MPH-OROS significantly improved children's OTMP behaviors. These improvements were correlated with significant reductions in ADHD symptoms. However, most of the children (61%) continued to show significant OTMP impairments on MPH-OROS. The MPH-OROS reduced children's OTMP deficits, and these improvements were associated with improvements in ADHD symptoms. Some children remained impaired in OTMP even after effective stimulant treatment of ADHD symptoms. These youngsters may require other treatments that target OTMP deficits.

From Machiavelli to Ms: differences in male-female power styles.

PubMed

Van Wagner, K; Swanson, C

1979-01-01

While the concept of power has always been a concern to students of political science and public administration, it has been examined only peripherally in the last few years. Recent work by McClelland has indicated that power may be a very important variable in explaining managerial behavior and organizational effectiveness. Starting with a definition of power provided by McClelland, this paper develops a conceptual framework for analyzing power-related behavior in an organizational setting. The framework is then applied to a problem area of particular interest to the authors--the question of whether or not women managers can be expected to behave differently than their male counterparts because of possible differences in their orientations toward power. We conclude that differences in power needs will not impede the effectiveness of female managers, but women may be at a disadvantage in the work environment due to possible differences in the way they express these needs.

Reframing Organizations: Artistry, Choice, and Leadership. Jossey-Bass Management Series, Social and Behavioral Science Series, and Higher and Adult Education Series.

ERIC Educational Resources Information Center

Bolman, Lee G.; Deal, Terrence E.

This book shows how educators can become more versatile managers and more artistic leaders. In part 1, chapter 1 shows why reframing--the use of multiple lenses--is vital to effective leadership and management. It introduces the four basic lenses for organizational analysis--the structural, human resource, political, and symbolic frames--and show…

All I Really Need to Know I Learned in Kindergarten: How Dr. Seuss Reinforces Management Concepts and Promotes Community Citizenship

ERIC Educational Resources Information Center

Comer, Debra R.; Holbrook, Robert L., Jr.

2005-01-01

The authors recommend that management educators add the works of Dr. Seuss to their repertoire of teaching tools. After describing why instructors should use Dr. Seuss's stories to foster understanding of concepts in management and organizational behavior, the authors describe a Seuss-based project at two levels that (a) helps students identify…

Measuring Organizational Climate and Organizational Commitment in the Turkish Educational Context.

ERIC Educational Resources Information Center

Turan, Selahattin

This report examines the relationship between each dimension of organizational climate (supportive principal behavior, directive principal behavior, engaged teacher behavior, frustrated teacher behavior) and the organizational commitment of teachers in Turkish public schools. Data were collected from 900 educators in 40 public high schools.…

Organizational climate and culture.

PubMed

Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

2013-01-01

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

The "It's Not My Fault!" Exercise: Exploring the Causes and Consequences of Managers' Explanations for Poor Performance

ERIC Educational Resources Information Center

Paglis, Laura L.

2008-01-01

Experienced managers know that perceptions matter greatly when it comes to working effectively with employees. The task for organizational behavior (OB) instructors, especially in the undergraduate classroom, is to make the perceptions topic come alive for students who may not appreciate at first the application and significance of this subject…

Evaluating the Value-Added Impact of Outdoor Management Training for Leadership Development in an MBA Program

ERIC Educational Resources Information Center

Kass, Darrin; Grandzol, Christian

2012-01-01

This study examined the benefits of Outdoor Management Training for the leadership development of students enrolled in an MBA-level Organizational Behavior course. Students enrolled in one of two experiential courses. Both were identical, except one included an intensive outdoor training component called Leadership on the Edge. The…

Using Motion Pictures to Teach Management: Refocusing the Camera Lens through the Infusion Approach to Diversity

ERIC Educational Resources Information Center

Bumpus, Minnette A.

2005-01-01

Motion pictures and television shows can provide mediums to facilitate the learning of management and organizational behavior theories and concepts. Although the motion pictures and television shows cited in the literature cover a broad range of cinematic categories, racial inclusion is limited. The objectives of this article are to document the…

Effects of MPH-OROS on the Organizational, Time Management, and Planning Behaviors of Children with ADHD

ERIC Educational Resources Information Center

Abikoff, Howard; Nissley-Tsiopinis, Jenelle; Gallagher, Richard; Zambenedetti, Maurizio; Seyffert, Michael; Boorady, Roy; McCarthy, John

2009-01-01

A double-blind, placebo-controlled, crossover design study was done to evaluate the effects of methylphenidate-osmotic-release oral systems (MPH-OROS) on the organization, time management, and planning (OTMP) of children with attention deficit hyperactivity disorder (ADHD). Results show significant improvements on the OTMP of children with ADHD in…

Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.

PubMed

Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

2013-06-01

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

Making work safer: testing a model of social exchange and safety management.

PubMed

DeJoy, David M; Della, Lindsay J; Vandenberg, Robert J; Wilson, Mark G

2010-04-01

This study tests a conceptual model that focuses on social exchange in the context of safety management. The model hypothesizes that supportive safety policies and programs should impact both safety climate and organizational commitment. Further, perceived organizational support is predicted to partially mediate both of these relationships. Study outcomes included traditional outcomes for both organizational commitment (e.g., withdrawal behaviors) as well as safety climate (e.g., self-reported work accidents). Questionnaire responses were obtained from 1,723 employees of a large national retailer. Using structural equation modeling (SEM) techniques, all of the model's hypothesized relationships were statistically significant and in the expected directions. The results are discussed in terms of social exchange in organizations and research on safety climate. Maximizing safety is a social-technical enterprise. Expectations related to social exchange and reciprocity figure prominently in creating a positive climate for safety within the organization. Copyright 2010 Elsevier Ltd. All rights reserved.

The level and determinants of mission statement use: a questionnaire survey.

PubMed

Desmidt, Sebastian; Prinzie, Anita; Heene, Aimé

2008-10-01

Although mission statements are one of the most popular management instruments, little is known about the nature and direction of the presumed relationship between mission statements and organizational performance. In particular, empirical insights into the degree of mission statement use by individual organizational members are insufficient. We address the observed knowledge gap by (a) measuring the level of mission statement use (e.g., explaining the mission statement, making linkages to extant programs or practices, communicating enthusiasm, and adapting the mission statement to the personal work situation) by individual organizational members, and (b) identifying the antecedents that influence mission statement use. Questionnaires were used to collect data from a sample of 510 nurses from three Flemish hospitals. Mission statement use was measured by means of Fairhurst's Management of Meaning Scale. Antecedents of mission statement use were derived from the Theory of Planned Behavior and the mission statement literature. The findings indicate that mission statement use is low on average. Attitude, subjective norm, perceived behavioral control, and formal involvement in mission statement communication proved to be significant determinants of mission statement use and accounted for 43% of the variance. The results of the conducted regression analyses indicate that nurses (a) who have a positive attitude towards the mission statement, (b) who perceive pressure from superiors and colleagues to use the mission statement, (c) who feel they are in control of performing such behavior, and (d) who are formally involved in the mission statement communication processes are more likely to use the mission statement. Furthermore, the results indicated that demographic characteristics are not associated with mission statement use. To effectively increase mission statement use, investments should focus on redesigning a work environment that stresses the importance of the organizational mission statement and provides detailed information on the ways that individual organizational members can contribute in realizing the mission statement.

Motivating nurses' organizational citizenship behaviors by customer-oriented perception for evidence-based practice.

PubMed

Chang, Ching Sheng; Chang, Hae Ching

2010-12-01

There is a gap in the literature about the influence of customer-oriented perception on nursing personnel's organizational citizenship behaviors. Organizational citizenship behaviors are the type of contextual behaviors that are difficult to observe and measure as such behaviors are usually generated in quite subtle and unpredictable ways. This study tested the hypothesis: Customer-oriented perception is associated with increased organizational citizenship behaviors for nurses. If nursing personnel's customer-oriented perception can increase their willingness to display organizational citizenship behaviors, it may facilitate hospital operation and enhance organizational effectiveness. A cross-sectional design using a questionnaire survey of nurses in 10 medical centers was used. Five hundred copies of the questionnaire were distributed, and 232 effective copies were retrieved, with a valid response rate of 46.4%. Structural equation modeling was performed in SPSS 11.0 and Amos 7.0 (SPSS Inc., Chicago, IL, USA) statistical software packages. The main finding was that favorable customer-oriented perception is associated with increased organizational citizenship behaviors for nurses. Extensive training and customer-oriented performance evaluation are proposed in the hope of creating customer-oriented perception among nursing personnel and subsequently inspiring the display of organizational citizenship behaviors. ©2010 Sigma Theta Tau International.

The role of organizational trust in safety climate's influence on organizational outcomes.

PubMed

Kath, Lisa M; Magley, Vicki J; Marmet, Matthew

2010-09-01

Based on elements of social exchange theory and other conceptualizations of trust, a model was developed situating organizational trust as a central component to the relationship that safety climate has with organizational outcomes. Specifically, the model specified that two facets of safety climate--upward safety communication and management attitudes toward safety--would be positively related to organizational trust. Increased levels of trust would then predict increased motivation to engage in safe job-related behaviors, increased job satisfaction, and decreased turnover intentions. Another hypothesis investigated whether job safety relevance would moderate the relationship between safety climate and trust. Online survey research was conducted with 599 employees from 97 work groups across a New England grocery store chain. Hierarchical linear modeling indicated support for trust mediating the relationship between safety climate and organizational outcomes; further, the relationship between safety climate and trust was stronger within work groups where safety was more relevant. 2009 Elsevier Ltd. All rights reserved.

The Relationship between Organizational Justice Perceptions, Level of School and Administrator Trust, and Organizational Citizenship Behaviors of Secondary School Teachers in Turkey

ERIC Educational Resources Information Center

Polat, Soner

2007-01-01

The objective of this research is to display; (a) the effect of organizational justice in explaining school trust, administrator trust and organizational citizenship behavior, (b)the effect of school trust and administrator trust in explaining organizational citizenship behavior, based on perceptions related with the variables of organizational…

Strategic Decision Making Paradigms: A Primer for Senior Leaders

DTIC Science & Technology

2012-08-01

MAKING Strategic decisions are non-routine and involve both the art of leadership and the science of management. Routine decisions of how to...article are drawn from the social psychology, organizational behavior, sociology, and public administration literature. STRATEGIC DECISION

Relationship between workplace spirituality and organizational citizenship behavior among nurses through mediation of affective organizational commitment.

PubMed

Kazemipour, Farahnaz; Mohamad Amin, Salmiah; Pourseidi, Bahram

2012-09-01

This study aims to investigate the relationships between workplace spirituality, organizational citizenship behavior (OCB), and affective organizational commitment among nurses, and whether affective commitment mediates the relationship between workplace spirituality and OCB. In the present correlational study, a cross-sectional design was employed, and data were collected using a questionnaire-based survey. Based on the random sampling, 305 nurses were chosen and questionnaires were distributed among respondents in four public and general hospitals located in Kerman, Iran. To analyze the data descriptive statistics, Pearson coefficient, simple and multiple regression, and path analyses were also conducted. Workplace spirituality has a positive influence on nurses' OCB and affective commitment. Workplace spirituality explained 16% of the variation in OCB, while it explained 35% of the variation in affective commitment among nurses. Moreover, affective organizational commitment mediated the impact of workplace spirituality on OCB. Workplace spirituality predicts nurses' OCB and affective organizational commitment. It emphasizes benefits from the new perspective of workplace spirituality, particularly among nurses who need to be motivated in their work. This study illustrates that there are potential benefits owing to the positive influence of workplace spirituality on OCB and affective commitment among nurses. Managers of nursing services should consider workplace spirituality and its positive influence on nurses' outcomes in order to improve their performance and, subsequently, the healthcare system. © 2012 Sigma Theta Tau International.

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

PubMed

Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

2012-07-01

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

Antecedents of organizational citizenship behavior among Iranian nurses: a multicenter study.

PubMed

Taghinezhad, Fakhredin; Safavi, Mahboobe; Raiesifar, Afsaneh; Yahyavi, Sayed Hossein

2015-10-08

Organizational citizenship behavior (OCB) improves efficiency and employees' participation and generally provides a good ambiance. This study was conducted to determine the role of job satisfaction (JS), organizational commitment (OC) and procedural justice (PJ) in explaining OCB among nurses working in fifteen educational-treatment centers in Tehran-Iran, to provide guidelines for health care managers' further understanding of how to encourage citizenship behavior among nurses. In this multi-center descriptive-correlational study 373 nurses were evaluated through a Multi-stage cluster sampling method after obtaining approval from the Ethics Committee of Islamic Azad University, Tehran Medical Branch and Tehran University of Medical Sciences Research Deputy. Nurses who signed the informed consent and holding a bachelor or master degree, having a minimum one year of job experience and not having organizational management position during the questionnaire distribution were included in the study. In order to collect data, Demographic questionnaire, Podsakoff et al. (Leadersh Q 1(2):107-142, 1990) OCB questionnaire, OC questionnaire, Aelterman et al. (Educ Stud 33(3):285-297, 2007) JS questionnaire and PJ questionnaire were used. These questionnaires were translated into Persian and content validity was confirmed by an expert group; their reliability was calculated by the internal consistency Cronbach alpha coefficient and it was satisfied. Data were analyzed by descriptive statistics, Comparative mean tests, correlation coefficient and multiple-regression in the SPSS software version 11. The general mean and all five aspects of OCB that ranked higher than 3 were evaluated in a "quite desired" state. The mean for perceived procedural justice, the general mean for JS and the mean of general grade for OC from the nurses' was in "quite desired" state. Finding from multiple regression indicated that OC and PJ exhibit about 19 % of OCB variance totally which is statistically significant (P < 0.01). JS had no significant impact on explaining OCB. OC was the strongest predictor of nurses' OCB followed by perceived procedural justice. So, improving these factors can initiate better citizenship behavior among nurses.

The impact of work rewards on radiographers' organizational commitment.

PubMed

Akroyd, D; Mulkey, W; Utley-Smith, Q

1995-01-01

Organizational commitment is an affective work outcome that has been used to predict work-related behaviors such as turnover, absenteeism and intent-to-leave. There has been little research in organizational commitment for the allied health professions and no empirical studies in the radiologic sciences. The purpose of this study was to examine the predictive value of selected intrinsic and extrinsic work reward variables--involvement, significance, autonomy, general working conditions, supervision and salary--on staff radiographers' organizational commitment. In this study of 600 full-time staff radiographers in North and South Carolina, supervision (for ages 20-37 years) and involvement (for ages 38-66 years) were significant predictors of organizational commitment. The results of the study indicate that healthcare organizations should provide potential supervisors with managerial training, especially for radiographers who move to supervisory positions based on clinical skills and years of experience. In the long run, such programs are much less expensive than costs associated with replacing employees who leave the organization because of low organizational commitment. Also, management strategies and programs to redesign and enhance job tasks may help maintain or increase organizational commitment.

Behavioral health leadership: new directions in occupational mental health.

PubMed

Adler, Amy B; Saboe, Kristin N; Anderson, James; Sipos, Maurice L; Thomas, Jeffrey L

2014-10-01

The impact of stress on mental health in high-risk occupations may be mitigated by organizational factors such as leadership. Studies have documented the impact of general leadership skills on employee performance and mental health. Other researchers have begun examining specific leadership domains that address relevant organizational outcomes, such as safety climate leadership. One emerging approach focuses on domain-specific leadership behaviors that may moderate the impact of combat deployment on mental health. In a recent study, US soldiers deployed to Afghanistan rated leaders on behaviors promoting management of combat operational stress. When soldiers rated their leaders high on these behaviors, soldiers also reported better mental health and feeling more comfortable with the idea of seeking mental health treatment. These associations held even after controlling for overall leadership ratings. Operational stress leader behaviors also moderated the relationship between combat exposure and soldier health. Domain-specific leadership offers an important step in identifying measures to moderate the impact of high-risk occupations on employee health.

A Fair Go for All? The Impact of Intragroup Diversity and Diversity-Management Skills on Student Experiences and Outcomes in Team-Based Class Projects

ERIC Educational Resources Information Center

Shaw, James B.

2004-01-01

A longitudinal study of 390 students in 64 Practical Organizational Behavior Education (PROBE) project teams was conducted on the effects of intragroup diversity and student diversity-management skills. The impact of gender, age, and nationality variables on student grades, cognitive processes, perceptions of team effectiveness, and satisfaction…

Social Technologies in Shipbuilding Workshop

DTIC Science & Technology

1983-05-01

Study Discussion 31 Employee -managed Work Redesign 33 Behavior Modification: Performance Management 36 Discussion 37 Supporting & Sustaining Change in...found, however, that these distinctly Japanese social organizational variables have less causal impact on performance than do the more universal social...production figures and might even share the information with his employees . This, to be sure, is measure- ment and feedback — but not in the Performance

Supervisors matter more than you think: components of a mission-centered organizational climate.

PubMed

Butcher, A H

1994-01-01

A study was conducted in a medical center among a diverse sample of employees to examine whether components of organizational climate related to workers' knowledge of the organization's mission and mission-centered values. Findings supported a mediated relationship between supervisor behaviors, mission knowledge, and customer service orientation (the organization's key mission value). Employee perceptions of coworker and organizational support and knowledge of their own performance expectations also related positively to customer service orientation. Results suggest that supervisors are in an ideal position to disseminate a mission-centered climate. Practical applications of these findings for management wishing to develop mission-centered climates in health care organizations are discussed.

Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior

PubMed Central

Page, Nadine C.; Nilsson, Viktor O.

2017-01-01

Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention’s impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success. PMID:28119640

Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior.

PubMed

Page, Nadine C; Nilsson, Viktor O

2016-01-01

Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention's impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success.

Quality-Based Supply Management Indicators

DTIC Science & Technology

1993-09-01

Dixon and others, 1990:72; Williams, 1982:458-461; Szilagyi and Wallace , 1980:336-337). Conclusion #4. The characteristics o- customer focus and...December 1989). Szilagyi , Andrew D., Jr. and Marc J. Wallace , Jr. Organizational Behavior and Performance. Santa Monica CA: Goodyear Publishing Co., Inc

Education Reform: A Managerial Agenda.

ERIC Educational Resources Information Center

Bacharach, Samuel B.; Conley, Sharon C.

1986-01-01

Education reform has wrongly focused on teacher motivation and rewards, when the organizational system itself is at fault. Research shows that effective school management hinges on increased individual discretion and decision-making opportunities for teachers and less controlling behavior by administrators. Ten characteristics of effective…

The effect of a contingent monetary reward on probation referrals to a drug abuse program.

PubMed

Hunsaker, A C

1985-01-01

Faced with reductions in public funds and calls for greater accountability, substance abuse programs can possibly increase revenues through patient fees by increasing referrals from the criminal justice system. Accountability can be improved through the use of organizational behavior management techniques. This study demonstrates the utility of behavioral techniques to increase referrals and revenue in an outpatient drug abuse program. The rate of criminal justice referrals increased substantially when counselors were offered "commissions" based on patient fees. These results are discussed with respect to the practicality of behavioral techniques in the management of drug abuse programs and with regard to policy implications.

Conflict management styles of Asian and Asian American nurses: implications for the nurse manager.

PubMed

Xu, Yu; Davidhizar, Ruth

2004-01-01

Foreign nurses and American nurses who are culturally diverse make up an increasing number of the US nursing workforce. Of foreign nurses, Asians constitute the largest number. Conflict is an inevitable aspect of human relations in health care settings. Nurses and other health team members with diverse cultural background bring to the workplace different conflict behaviors that directly impact the outcomes of conflicts. It is essential for health care team members and managers to be cognizant of different conflict behaviors as well as different conflict management styles so that strategies can be designed to build a culturally diverse health care team that is able to effectively achieve group and organizational objectives.

Nursing management of aggression in a Singapore emergency department: A qualitative study.

PubMed

Tan, Mei Fen; Lopez, Violeta; Cleary, Michelle

2015-09-01

In Singapore, anecdotal evidence suggests that nurses are concerned about managing aggressive incidents in the emergency department. In this study, registered nurses' perceptions of managing aggressive patients in an emergency department were explored. Ten registered nurses from the emergency department of an acute public hospital in Singapore were interviewed. Four overarching themes emerged from the thematic analysis: (i) impact of aggressive patients on nurses; (ii) nursing assessment of aggressive behaviors; (iii) nursing management of aggressive behaviors; and (iv) organizational support and responsiveness. Further research is required to better support nurses to deliver optimal care for aggressive patients and achieve positive and effective outcomes. © 2015 Wiley Publishing Asia Pty Ltd.

Identifying Organizational Identification as a Basis for Attitudes and Behaviors: A Meta-Analytic Review.

PubMed

Lee, Eun-Suk; Park, Tae-Youn; Koo, Bonjin

2015-09-01

Organizational identification has been argued to have a unique value in explaining individual attitudes and behaviors in organizations, as it involves the essential definition of entities (i.e., individual and organizational identities). This review seeks meta-analytic evidence of the argument by examining how this identity-relevant construct functions in the nexus of attitudinal/behavioral constructs. The findings show that, first, organizational identification is significantly associated with key attitudes (job involvement, job satisfaction, and affective organizational commitment) and behaviors (in-role performance and extra-role performance) in organizations. Second, in the classic psychological model of attitude-behavior relations (Fishbein & Ajzen, 1975), organizational identification is positioned as a basis from which general sets of those attitudes and behaviors are engendered; organizational identification has a direct effect on general behavior above and beyond the effect of general attitude. Third, the effects of organizational identification are moderated by national culture, a higher-level social context wherein the organization is embedded, such that the effects are stronger in a collectivistic culture than in an individualistic culture. Theoretical and practical implications of the findings and future research directions are discussed. (c) 2015 APA, all rights reserved).

Organizational citizenship behavior among Iranian nurses.

PubMed

Dargahi, H; Alirezaie, S; Shaham, G

2012-01-01

Organizational Citizenship Behavior (OCB) is defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate, promotes the effective functioning of organization". OCB, enhance job satisfaction among nursing employees. According to several findings, nurses' OCB have a positive and significant influence on job satisfaction. This research is aimed to study OCB among Iranian nurses. A cross-sectional, descriptive and analytical study was conducted among 510 nurses working in 15 teaching hospitals in Tehran, Iran to be selected by stratified random sampling. The respondents were asked to complete Netemeyer's organizational citizenship behavior questionnaire that encompassed four dimensions of OCB including Sportsmanship, Civil Virtue, Conscientiousness, Altruism and selected each item of OCB dimensions and identified their attitudes about OCB items were observed in hospitals of Tehran. The data was analyzed by T-test, ANOVA and Pearson statistical methods. The results of this research showed that most of the nurses who studied in this study, had OCB behaviors. Also, we found that there was significant correlation between Iranian nurses' marriage status, qualifications and gender with sportsmanship, altruism and civic virtue. This research demonstrates the existence of OCB among Iranian nurses that are essential in developing patient - oriented behavior. The results can be used to develop further nursing management strategies for enhancement of OCB. Finally, the present study indicates new possibilities for future researches such as analysis and comparison of OCB between different hospitals and how nursing policy-makers can enhance these behaviors in Iranian hospitals.

The Relationship between Organizational Citizenship Behavior, Group Cohesiveness and Workplace Deviance Behavior of Turkish Teachers

ERIC Educational Resources Information Center

Apaydin, Çigdem; Sirin, Hüseyin

2016-01-01

This study aims to develop a structural model for organizational citizenship behavior, group cohesiveness and workplace deviance behavior. The study group consists of 639 Turkish teachers working in primary and secondary public schools. In the study, the "Organizational Citizenship Behavior Scale" and the "Group Cohesiveness…

Moderating effect of nurses' customer-oriented perception between organizational citizenship behaviors and satisfaction.

PubMed

Chang, Ching Sheng; Chang, Hae Ching

2010-08-01

This study investigates whether organizational citizenship behaviors enhance job satisfaction among nursing personnel, while exploring whether customer-oriented perception has a moderating effect between nursing personnel's organizational citizenship behaviors and job satisfaction.The authors used a cross-sectional survey sent to 500 nurses with 232 valid responses. According to the research findings, nurses' organizational citizenship behaviors have a positive and significant influence on job satisfaction. Results also indicated that the moderating effect of nurses' customer-oriented perception on the relationship between their organizational citizenship behaviors and job satisfaction was stronger for high customer-oriented perception than it was low customer-oriented perception.

Socialization and organizational citizenship behavior among Turkish primary and secondary school teachers.

PubMed

Çavuş, Mustafa Fedai

2012-01-01

The aim of the present study is to investigate the effects of organizational socialization levels of employees on organizational citizenship behavior (OCB). A total of 185 (70 female, 115 male) teachers were sampled at 27 primary and secondary schools. Their ages ranged from 23 to 55 years, with a mean (SD) of 36 (5.1). In this sample, 100 (54.1%) worked in primary schools, and 85 (45.9%) worked in secondary schools. A three-part questionnaire was designed for the study. The research scales were self-report measures of organizational socialization, OCB, and demographic variables. The hypothesized model was tested using Pearson correlation analyses and multiple regression analyses. The teachers demonstrated high level socialization (Mean 4.2, SD 0.7) and OCB (Mean 4.0, SD 0.54). Understanding, coworker support, and performance proficiency explained significant variance in organizational citizenship behavior; however, there was no relationship (p=0.286) between the organizational goals and values and OCB. The findings contribute to our understanding of the relationship between the level of organizational socialization and organizational citizenship behavior in educational settings. These findings suggest that high level organizational socialization supports organizational citizenship behavior in primary and secondary school teachers.

The Jossey-Bass Reader on Educational Leadership.

ERIC Educational Resources Information Center

2000

This comprehensive reader features 24 chapters in 5 primary areas of educational research. Part One, "Leadership, Management, and Organizational Behavior," demonstrates that leadership has a strong conceptual basis that is basic in all human situations. It contains 6 articles: "The Nature of Leadership" (J. Gardner); "Give…

General patterns of managerial approaches to work motivation: Implications for rehabilitation professionals involved in occupational rehabilitation.

PubMed

Murphy, G C; Foreman, P

1993-03-01

Calls for rehabilitation counselors to learn more about the world of work have been recently repeated. The validity of these calls is suggested by a group of studies which indicate that the rehabilitation counseling literature has an established emphasis on matters of counseling and adjustment rather than on matters related to behavior in organizations. A survey of rehabilitation counsellors' beliefs about key topics in organizational behavior indicates that their beliefs are often discrepant with those of practicing managers and supervisors. A summary of dominant models of work motivation adopted by managerial workers is presented and some implications for occupational rehabilitation practice identified. Finally, some contemporary literature relevant to managerial approaches to employee motivation are identified and it is suggested that familiarity with this literature could assist rehabilitation practitioners move from a more narrow occupational rehabilitation role to a broader involvement in organizational life via the expansion of the disability management approach in work organizations.

Organizational Commitment of Principals: The Effects of Job Autonomy, Empowerment, and Distributive Justice

ERIC Educational Resources Information Center

Dude, David Joseph

2012-01-01

Organizational commitment has been a topic of extensive interest in the organizational behavior literature since the 1950's. It has been associated with workforce stability, decreased absenteeism, organizational citizenship behaviors, and decreased turnover. This study focuses on the relationships between organizational commitment and…

Turn It Off: An Action Research Study of Top Management Influence on Energy Conservation in the Workplace

PubMed Central

Russell, Sally V.; Evans, Alice; Fielding, Kelly S.; Hill, Christopher

2016-01-01

This paper reports the results of an intervention study that aimed to encourage workplace energy conservation behavior by office-based employees. Taking a co-production approach we worked with the participating organization to design and implement an intervention that used the influence of top management commitment and prompts to encourage workplace energy reduction. Whilst past research has shown top management is related to workplace pro-environmental behavior, this study extends this work by examining a field-based intervention over a longitudinal period. The efficacy of the intervention was measured using observational and self-reported data over a period of 6 months. Results showed that there were significant changes in objective and self-reported energy conservation behavior, perceived top management commitment, organizational culture, norms, and knowledge regarding energy conservation behavior over the course of the study. The findings also demonstrated that the intervention was most successful for those behaviors where employees have individual responsibility. Implications for future research and practice are discussed. PMID:27047417

Turn It Off: An Action Research Study of Top Management Influence on Energy Conservation in the Workplace.

PubMed

Russell, Sally V; Evans, Alice; Fielding, Kelly S; Hill, Christopher

2016-01-01

This paper reports the results of an intervention study that aimed to encourage workplace energy conservation behavior by office-based employees. Taking a co-production approach we worked with the participating organization to design and implement an intervention that used the influence of top management commitment and prompts to encourage workplace energy reduction. Whilst past research has shown top management is related to workplace pro-environmental behavior, this study extends this work by examining a field-based intervention over a longitudinal period. The efficacy of the intervention was measured using observational and self-reported data over a period of 6 months. Results showed that there were significant changes in objective and self-reported energy conservation behavior, perceived top management commitment, organizational culture, norms, and knowledge regarding energy conservation behavior over the course of the study. The findings also demonstrated that the intervention was most successful for those behaviors where employees have individual responsibility. Implications for future research and practice are discussed.

Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.

PubMed

Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B

2015-10-01

The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).

The effects of self-management in general education classrooms on the organizational skills of adolescents with ADHD.

PubMed

Gureasko-Moore, Sammi; Dupaul, George J; White, George P

2006-03-01

Self-management procedures have been used in school settings to successfully reduce problem behaviors, as well as to reinforce appropriate behavior. A multiple-baseline across participants design was applied in this study to evaluate the effects of using a self-management procedure to enhance the classroom preparation skills of secondary school students with attention-deficit/ hyperactivity disorder (ADHD). Three male students enrolled in a public secondary school were selected for this study because teacher reports suggested that these students were insufficiently prepared for class and inconsistently completed assignments. The intervention involved training in self-management procedures focusing on the improvement of classroom preparation skills. Following the intervention, the training process was systematically faded. Results were consistent across the 3 participants in enhancing classroom preparation behaviors. Implications for practice and future research are discussed.

The Relationship Between the Perceived Organizational Behavior Capabilities of Senior Navy Medical Department Executives and their Reported Organizational Behavior Requirements

DTIC Science & Technology

1994-03-01

Calhoun: The NPS Institutional Archive DSpace Repository Theses and Dissertations Thesis and Dissertation Collection 1994-03 The relationship between...POSfGRADUAlE SCHOOL Monterey, California THESIS THE RELATIONSHIP BElWEEN THE PERCEIVED ORGANIZATIONAL BEHAVIOR CAPABILITIES OF SENTOR NAVY MEDICAL...for public re1~ase; distribution is unlimited. The Relationship Betwe~n the Perceived Organizational Behavior Capabilities of Senior Navy Medical

Understanding and managing organizational change: implications for public health management.

PubMed

Thompson, Jon M

2010-01-01

Managing organizational change has become a significant responsibility of managers. Managing the change process within public health organizations is important because appropriately and systematically managing change is linked to improved organizational performance. However, change is difficult and the change process poses formidable challenges for managers. Managers themselves face increased pressure to respond to environmental influences and provide the necessary leadership to their organizations in the change process. In fact, managing organizational change has become a key competency for healthcare managers. This article addresses the important topic of organizational change in public health organizations. It provides a conceptual foundation for understanding organizational change and its relationship to healthcare organizational performance, and then discusses the types and nature of change, using some examples and evidence from those organizations that have successfully managed change. A framework for guiding public health managers in the change management process is provided. The article concludes with suggested management competencies to establish a change-oriented organization with the culture and capacity for change.

Cross-industry dimensionality of the commitment to change scale in China.

PubMed

Chen, Jingqiu; Wang, Lei

2011-06-01

Commitment to organizational change can explain a range of employees' attitudes and behaviors during organizational change, and its measurement is central to explaining such organizational linkages. The purpose of this study is to re-examine the dimensionality of Herscovitch and Meyer's Commitment to Change Scale across two different industrial samples in a non-Western cultural context (China). The two samples were 198 civil servants (60.0% men; M age = 29.3 yr., M organizational tenure = 62.7 mo.) and 442 high-tech company employees (58.2% men; M age = 30.5 yr., M organizational tenure = 66.5 mo.) who had respectively undergone major changes in compensation and performance appraisal systems in their organizations at the time of the research. Results of exploratory and confirmatory factor analyses showed that a four-factor model with 14 items fit the data best in both samples. The generality of the scale's structure as well as its implications for change-management practices are discussed.

Safety in the c-suite: How chief executive officers influence organizational safety climate and employee injuries.

PubMed

Tucker, Sean; Ogunfowora, Babatunde; Ehr, Dayle

2016-09-01

According to social learning theory, powerful and high status individuals can significantly influence the behaviors of others. In this paper, we propose that chief executive officers (CEOs) indirectly impact frontline injuries through the collective social learning experiences and effort of different groups of organizational actors-including members of the top management team (TMT), organizational supervisors, and frontline employees. We found support for our collective social learning model using data from 2,714 frontline employees, 1,398 supervisors, and 229 members of TMTs in 54 organizations. TMT members' experiences within a CEO-driven TMT safety climate was positively related to organizational supervisors' reports of the broader organizational safety climate and their subsequent collective support for safety (reported by frontline employees). In turn, supervisory support for safety was associated with fewer employee injuries at the individual level. We discuss the theoretical and practical implications of these findings for workplace safety research and practice. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Exploring the Relationship of Organizational Culture and Implicit Leadership Theory to Performance Differences in the Nuclear and Fossil Energy Industry

NASA Astrophysics Data System (ADS)

Cravey, Kristopher J.

Notable performance differences exist between nuclear and fossil power generation plants in areas such as safety, outage duration efficiency, and capacity factor. This study explored the relationship of organizational culture and implicit leadership theory to these performance differences. A mixed methods approach consisting of quantitative instruments, namely the Organizational Culture Assessment Instrument and the GLOBE Leadership Scales, and qualitative interviews were used in this study. Subjects were operations middle managers in a U.S. energy company that serves nuclear or fossil power plants. Results from the quantitative instruments revealed no differences between nuclear and fossil groups in regards to organizational culture types and implicit leadership theories. However, the qualitative results did reveal divergence between the two groups in regards to what is valued in the organization and how that drives behaviors and decision making. These organizational phenomenological differences seem to explain why performance differences exist between nuclear and fossil plants because, ultimately, they affect how the organization functions.

Sleep and organizational citizenship behavior: the mediating role of job satisfaction.

PubMed

Barnes, Christopher M; Ghumman, Sonia; Scott, Brent A

2013-01-01

We examine sleep as an important factor beyond the work domain that is relevant to organizational citizenship behavior. In a field study of 87 employees from a variety of organizations, an objective measure of sleep quantity predicted organizational citizenship behavior directed toward organizations but not organizational citizenship behavior directed toward individuals. Additionally, job satisfaction mediated this relationship. In a second field study of 85 working college students, we found that natural variation in daily sleep over the course of a work week predicted daily variance in organizational citizenship behavior directed toward both individuals and organizations, and that job satisfaction mediated these relationships. Based on these findings, we discuss theoretical and practical implications of sleep-deprived employees.

Officer Individual Differences: Predicting Long-Term Continuance and Performance in the U.S. Army

DTIC Science & Technology

2012-10-01

Psychology, 51, 321-355. doi: 10.1111/j.1744-6570.1998.tb00728.x Wood, R., & Bandura , A. (1989). Social cognitive theory of organizational management...for the Behavioral and Social Sciences Approved for public release; distribution is unlimited. U.S...Army Research Institute for the Behavioral and Social Sciences Department of the Army Deputy Chief of Staff, G1 Authorized and approved for

The correlation between justice and organizational citizenship behavior and organizational identity among nurses.

PubMed

Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

2014-08-15

"The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.

Show us you are real: the effect of human-versus-organizational presence on online relationship building through social networking sites.

PubMed

Park, Hyojung; Lee, Hyunmin

2013-04-01

This study examined how creating a human presence in organizational online communication affects organization-public relationships and publics' favorable behavioral intentions to engage in word-of-mouth (WOM) and dialogic communications. Four hypotheses were tested in the context of Twitter through a 2×2 (presence: human vs. organizational×organization type: nonprofit vs. for-profit) within-subjects design. The results revealed that conversational human voice was perceived to be higher for Twitter pages of organizations with a human presence than for those with an organizational presence. Providing a human presence on social media through the use of social media managers' avatars and names appeared to promote favorable organization-public relationships and positive WOM communication. However, dialogic communication intentions did not significantly differ between organizations incorporating a human presence versus an organizational presence into their Twitter pages. The proposed dynamic role of human presence versus organizational presence adds a new perspective as to how organizations can take better advantage of interpersonal aspects of social media.

The Effects of Values, Work Centrality, and Organizational Commitment on Organizational Citizenship Behaviors: Evidence from Turkish SMEs

ERIC Educational Resources Information Center

Ucanok, Basak; Karabati, Serdar

2013-01-01

Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on…

Affective Organizational Commitment and Citizenship Behavior: Linear and Non-linear Moderating Effects of Organizational Tenure

ERIC Educational Resources Information Center

Ng, Thomas W. H.; Feldman, Daniel C.

2011-01-01

Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between…

The Behavioral Health Role in Nursing Facility Social Work.

PubMed

Myers, Dennis R; Rogers, Robin K; LeCrone, Harold H; Kelley, Katherine

2017-09-01

Types of compromised resident behaviors licensed nursing facility social workers encounter, the behavioral health role they enact, and effective practices they apply have not been the subject of systematic investigation. Analyses of 20 in-depth interviews with Bachelor of Social Work (BSW)/Master of Social Work (MSW) social workers averaging 8.8 years of experience identified frequently occurring resident behaviors: physical and verbal aggression/disruption, passive disruption, socially and sexually inappropriateness. Six functions of the behavioral health role were care management, educating, investigating, preventing, mediating, and advocating. Skills most frequently applied were attention/affirmation/active listening, assessment, behavior management, building relationship, teamwork, and redirection. Narratives revealed role rewards as well as knowledge deficits, organizational barriers, personal maltreatment, and frustrations. Respondents offered perspectives and prescriptions for behavioral health practice in this setting. The findings expand understanding of the behavioral health role and provide an empirical basis for more research in this area. Recommendations, including educational competencies, are offered.

Vocational Behavior 1990-1992: Personnel Practices, Organizational Behavior, Workplace Justice, and Industrial/Organizational Measurement Issues.

ERIC Educational Resources Information Center

Blau, Gary; And Others

1993-01-01

This annual review gives representative coverage of research on personnel practices and issues, work adjustment, organizational behavior, workplace justice (equal opportunities, harassment, etc.), and industrial/occupational measurement issues. The bibliography lists 438 references. (SK)

Examining the effects of turnover intentions on organizational citizenship behaviors and deviance behaviors: A psychological contract approach.

PubMed

Mai, Ke Michael; Ellis, Aleksander P J; Christian, Jessica Siegel; Porter, Christopher O L H

2016-08-01

Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an explanatory framework, we argue that turnover intentions result in high levels of transactional contract orientation and low levels of relational contract orientation, which in turn lead to a decrease in the incidence of OCBs and an increase in the incidence of DBs. We first used a pilot study to investigate the direction of causality between turnover intentions and psychological contract orientations. Then, in Study 1, we tested our mediated model using a sample of employees from a large drug retailing chain. In Study 2, we expanded our model by arguing that the mediated effects are much stronger when the organization is deemed responsible for potential exit. We then tested our full model using a sample of employees from a large state-owned telecommunications corporation in China. Across both studies, results were generally consistent and supportive of our hypotheses. We discuss the implications of our findings for future theory, research, and practice regarding the management of both the turnover process and discretionary behaviors at work. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.

PubMed

Zhao, Hongdan; Peng, Zhenglong; Chen, Hsiu-Kuei

2014-01-01

This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.

Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change.

PubMed

Cummings, Greta G; Spiers, Judith A; Sharlow, Janice; Germann, Paula; Yurtseven, Ozden; Bhatti, Aslam

2013-01-01

In response to increasing recognition of the importance of quality health care work environments, the Alberta Cancer Board initiated a province-wide leadership development program to plan for organizational change through a series of stages. In 2004, the Leadership Development Initiative (LDI) was implemented to facilitate organizational learning using a cohort-based leadership intervention based on a communities of practice framework. The aim of the Worklife Improvement and Leadership Development study was to examine both the outcomes and experiences of participants of the LDI program to better understand leadership development, implementation, and its impact on worklife quality among 5 cohorts of health care managers and staff at the Alberta Cancer Board. This study used both structured survey and interview methods, using a pretest-intervention-posttest quasi-experiment without a control group design, to assess the effects of LDI on worklife of leaders and staff. Surveys included the Leadership Practices Inventory and Areas of Worklife Scale, which looked at meaningfulness of work and organizational engagement. Interviews and focus group data provided a more detailed description of the experience of leadership development and perceptions of organizational worklife. The study revealed layers of information about the complexity of individual and collective leadership in a cohort-based design, perceptions of leadership initiatives, organizational worklife, and planned organizational change. Our findings suggest that early changes in how leaders reflected on their own skills and practices (Leading Self) were positive; however, growing disengagement as the LDI continued was evident in the focus group data, particularly when change in behavior of others was not perceived to be evident. To support the effectiveness and success of a leadership initiative, managers and administrators need to implement strategies designed to help leaders grow and cope with ongoing flux of organizational change and stagnation.

Chinese insurance agents in "bad barrels": a multilevel analysis of the relationship between ethical leadership, ethical climate and business ethical sensitivity.

PubMed

Zhang, Na; Zhang, Jian

2016-01-01

The moral hazards and poor public image of the insurance industry, arising from insurance agents' unethical behavior, affect both the normal operation of an insurance company and decrease applicants' confidence in the company. Contrarily, these scandals may demonstrate that the organizations were "bad barrels" in which insurance agents' unethical decisions were supported or encouraged by the organization's leadership or climate. The present study brings two organization-level factors (ethical leadership and ethical climate) together and explores the role of ethical climate on the relationship between the ethical leadership and business ethical sensitivity of Chinese insurance agents. Through the multilevel analysis of 502 insurance agents from 56 organizations, it is found that organizational ethical leadership is positively related to the organizational ethical climate; organizational ethical climate is positively related to business ethical sensitivity, and organizational ethical climate fully mediates the relationship between organizational ethical leadership and business ethical sensitivity. Organizational ethical climate plays a completely mediating role in the relationship between organizational ethical leadership and business ethical sensitivity. The integrated model of ethical leadership, ethical climate and business ethical sensitivity makes several contributions to ethics theory, research and management.

Relation of organizational citizenship behavior and locus of control.

PubMed

Turnipseed, David L; Bacon, Calvin M

2009-12-01

The relation of organizational citizenship behavior and locus of control was assessed in a sample of 286 college students (52% men; M age = 24 yr.) who worked an average of 26 hr. per week. Measures were Spector's Work Locus of Control Scale and Podsakoff, et al.'s Organization Citizenship Behavior scale. Hierarchical multiple regressions indicated positive association of scores on work locus of control with scores on each of the four tested dimensions of organizational citizenship, as well as total organizational citizenship behavior.

Knowledge Management: Usefulness of Knowledge to Organizational Managers

ERIC Educational Resources Information Center

Klein, Roy L.

2010-01-01

The purpose of this study was to determine the level of knowledge-usefulness to organizational managers. The determination of the level of usefulness provided organizational managers with a reliable measure of their decision-making. Organizational workers' perceptions of knowledge accessibility, quality of knowledge content, timeliness, and user…

Understanding Alignment of Trust Behaviors and Their Effect on Organizational Trust at the Tank-Automotive and Armaments Command Life Cycle Management Command (TACOM LCMC)

DTIC Science & Technology

2013-03-20

Covey, 2006); and lead to increased perceived effectiveness and job satisfaction ( Shockley - Zalabak , Morreale, & Hackman, 2010). Trust has multiple... Shockley - Zalabak et. al. (2010) further refined the Mishra model by adding identification (defined as the connection between the organization and...effectiveness, job satisfaction ( Shockley - Zalabak , Morreale, & Hackman, 2010), more open communication, information sharing, conflict management

Knowledge Management: An Effort to Keep Pace with Information

DTIC Science & Technology

2009-05-04

base for the future. 1 “ Leaders in the past have focused primarily on the growth of Information Technology for a... Luthans , Organizational Behavior 10 th ed, (New York, NY: McGraw-Hill Irwin, 2005), 34. 3 data transfer rates at less than this assumed norm, there...the operational commander finds difficult to manage. It has caught the attention of leaders at the strategic level. The Chief of Naval Operations

Managing Performance to Change Behavior

ERIC Educational Resources Information Center

Denisi, Angelo S.

2011-01-01

Performance appraisal systems are often considered primarily in their role as criterion measures for validation studies. Even when they are considered in other organizational roles, there has traditionally been a strong focus on improving the accuracy of the appraisals. The present article argues that the proper focus of performance appraisal is…

The Moderating Role of Cultural Similarity in Leadership Training Effectiveness

ERIC Educational Resources Information Center

Xu, Qiumei Jane; Jiang, Jianfeng

2010-01-01

Purpose: This paper aims to examine the moderating role of cultural similarity between leaders and followers on leadership training effectiveness in terms of followers' fairness perception and organizational citizenship behavior. Design/methodology/approach: A quasi-experiment was conducted with 40 managers from international corporations as the…

Looking behind the Veil: Addressing the Enigma of Leadership.

ERIC Educational Resources Information Center

English, Fenwick W.

This paper claims that leadership, as a topic, has been disguised in behaviorism and obscured by organizational theory and management. The article examines the theories or metanarratives that have dominated educational administration and shows how they have covered and disguised leadership. It argues that the metanarratives--trait theory,…

Consistency of Pay-For-Performance Results Across a Geographically Dispersed Command

DTIC Science & Technology

2010-04-01

give to and receive from the other” ( Ivancevich , Konopaske, & Matteson, 2008, pg 129). Jeffery Immelt, CEO of General Electric was quoted as saying...Source Premier database. Ivancevich , J., Konopaske, R., and Matteson, M. (2008). Organizational Behavior and Management, 8th Ed. New York: McGraw

Case Study: Preparing the Gastroenterology Clinic at Naval Medical Center San Diego (NMCSD) for T-NEX Implementation

DTIC Science & Technology

2004-04-09

recognized and then implemented. This will require an understanding of organizational behavior and its reaction to change. According to Ivancevich and...Health Administration Press. Hallowell, B. (2003). Tips on Transforming an Organization. Healthcare Financial Management, 57(6), 64-66. Ivancevich , J. M

The Role of Communication in Organizations: Ethical Considerations.

ERIC Educational Resources Information Center

Pettit, John D., Jr.; And Others

1990-01-01

Outlines a theoretical framework of ethics, power, and communication in the workplace, which provides a backdrop for viewing ethical decisions. Explains that business managers are often caught in a dilemma between job pressures and personal ethical codes. Proposes communication as a means of fostering more ethical organizational behavior. (SG)

Leadership in a Humane Organization

ERIC Educational Resources Information Center

Dimitrov, Danielle

2015-01-01

Purpose: The purpose of this paper is to explore the way leadership influences an organization to become humane through its features and behaviors; as well as the organizational circumstances in which humane leadership can be nurtured. The first empirical case study, in the fields of Human Resource Development (HRD) and hospitality management, to…

Organizational Growth and Change: The Life Cycle of a Community Mental Health Center.

ERIC Educational Resources Information Center

Messal, Judith L.

1980-01-01

Organizations go through life cycles that affect their behavior. Growth models often relate to leadership. In a study of one mental health center's development, growth is related to funding. If funding remains diversified and productivity is kept high, growth of a mature organization remains manageable. (JAC)

Student Classroom and Career Success: The Role of Organizational Citizenship Behavior.

ERIC Educational Resources Information Center

Allison, Barbara J.; Voss, Richard Steven; Dryer, Sean

2001-01-01

Business students (n=211) rated their organizational citizenship behavior (altruism, courtesy, civic virtue, sportsmanship, conscientiousness). A majority had moderately high levels, but a significant percentage had relatively low levels. Organizational citizenship behavior was significantly and positively related to academic performance. (SK)

Knowledge Management as an Indication of Organizational Maturity in Project Management: An Enhancement of the OPM3(c) Model

ERIC Educational Resources Information Center

Smith, Dedrick A.

2010-01-01

This dissertation reviews the knowledge management's role in organizational maturity in project management. It draws a direct linked between organizational maturity knowledge channels both informal and then formal and organizational project management maturity. The study uses a mixed method approach through online and telephone surveys that draws…

Organizational Citizenship Behaviors in Higher Education: Examining the Relationships between Behaviors and Performance Outcomes for Individuals and Institutions

ERIC Educational Resources Information Center

Rose, Kevin

2012-01-01

Organizational citizenship behaviors (OCBs) have been described as employee behaviors that are not required by job descriptions, are not formally rewarded, and contribute positively to the organization. Previous research has shown that OCBs are related to both individual and organizational performance. Given the importance of OCBs to individual…

Understanding Work-Family Spillover in Hotel Managers.

PubMed

Lawson, Katie M; Davis, Kelly D; Crouter, Ann C; O'Neill, John W

2013-06-01

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs' jobs and retention.

Understanding Work-Family Spillover in Hotel Managers

PubMed Central

Lawson, Katie M.; Davis, Kelly D.; Crouter, Ann C.; O’Neill, John W.

2013-01-01

The present study examined the experience of work-family spillover among 586 hotel managers (HMs) working in 50 full-service hotels throughout the U.S. Work-family spillover occurs when behaviors, moods, stresses, and emotions from work spill over into family. We first investigated which hotel managers were more likely to experience spillover and stressful work conditions based on their life circumstances (gender, parental status, age, decision-making latitude at work). Second, we investigated which work conditions (hours worked per week, organizational time expectations, emotional labor, and permeable boundaries) predicted more work-family spillover. Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover. Work conditions, particularly organizational time expectations, put HMs at risk for experiencing more negative and less positive work-family spillover. The results provide evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs’ jobs and retention. PMID:23888092

The Correlation Between Justice and Organizational Citizenship Behavior and Organizational Identity Among Nurses

PubMed Central

Azizollah, Arbabisarjou; Hajipour, Reza; Mahdi, Sadeghian Sourki

2014-01-01

“The correlation between justice and organizational citizenship behavior and organizational identity among the nurses”, aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R2 = 0.612); and loyalty and obedience are correlated with distributional justice (R2 = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R2 = 0.69) and loyalty and self-development are correlated with distributional justice (R2 = 0.89). A correlation was also detected between interactional justice and organizational identity (R2 = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals. PMID:25363122

Organizational supports used by private child and family serving agencies to facilitate evidence use: a mixed methods study protocol.

PubMed

Chuang, Emmeline; Collins-Camargo, Crystal; McBeath, Bowen

2017-04-08

Challenges to evidence use are well documented. Less well understood are the formal supports-e.g., technical infrastructure, inter-organizational relationships-organizations may put in place to help overcome these challenges. This study will identify supports for evidence use currently used by private child and family serving agencies delivering publicly funded behavioral health and/or human services; examine contextual, organizational, and managerial factors associated with use of such supports; and determine how identified supports affect evidence use by staff at multiple levels of the organization. We will use a sequential explanatory mixed methods design, with study activities occurring in two sequential phases: In phase 1, quantitative survey data collected from managers of private child and family serving agencies in six states (CA, IN, KY, MO, PA, and WI) and analyzed using both regression and qualitative comparative analysis (QCA) will identify organizational supports currently being used to facilitate evidence use and examine the contextual, organizational, and managerial factors associated with the use of such supports. In phase 2, data from phase 1 will be used to select a purposive sample of 12 agencies for in-depth case studies. In those 12 agencies, semi-structured interviews with key informants and managers, focus groups with frontline staff, and document analysis will provide further insight into agencies' motivation for investing in organizational supports for evidence use and the facilitators and barriers encountered in doing so. Semi-structured interviews with managers and focus groups with frontline staff will also assess whether and how identified supports affect evidence use at different levels of the organization (senior executives, middle managers, frontline supervisors, and frontline staff). Within- and between-case analyses supplemented by QCA will identify combinations of factors associated with the highest and lowest levels of staff evidence use. This study will inform efforts to improve sustainment, scale-up, and spread of evidence by providing insight into organizational and managerial strategies that facilitate evidence use, the contexts in which these strategies are most effective, and their effect on evidence use by staff at different levels of the organization.

Impact of managed care on physician organizational behavior.

PubMed

Reece, R L

1999-01-01

This article examines how physicians act, react, and organize when managed care forces them to consolidate into larger groups and business corporations. Physicians have experimented with ownership by hospitals or business corporations to gain capital, management skills, and information systems. Now they're moving toward physician-owned groups with "outsourcing" of administrative and information system functions. The mood, movement, and momentum of physicians, in short, is toward integrated physician organizations bound together by information that amplifies on their core competencies and capacities to deliver care.

Examining Organizational Learning in Schools: The Role of Psychological Safety, Experimentation, and Leadership that Reinforces Learning

ERIC Educational Resources Information Center

Higgins, Monica; Ishimaru, Ann; Holcombe, Rebecca; Fowler, Amy

2012-01-01

This study draws upon theory and methods from the field of organizational behavior to examine organizational learning (OL) in the context of a large urban US school district. We build upon prior literature on OL from the field of organizational behavior to introduce and validate three subscales that assess key dimensions of organizational learning…

Organizational Performance and Customer Value

ERIC Educational Resources Information Center

Tosti, Donald; Herbst, Scott A.

2009-01-01

While behavior systems analysts have recognized the importance of the consumer of organizational products (i.e., receiving system) in developing models of organizational change, few have offered a systematic assessment of the relationship between consumer and organizational practices. In this article we will discuss how a behavior systems approach…

Educational Administration and Organizational Behavior. Fifth Edition.

ERIC Educational Resources Information Center

Hanson, E. Mark

This book attempts to link academic theory and research on educational practices and organizational administration to classroom practices. Written within the framework of the social and behavioral sciences, it describes and critiques concepts, analytical tools, case material, and organizational theory and behavior from the public, business, and…

Examining Relationships among Enabling School Structures, Academic Optimism and Organizational Citizenship Behaviors

ERIC Educational Resources Information Center

Messick, Penelope Pope

2012-01-01

This study examined the relationships among enabling school structures, academic optimism, and organizational citizenship behaviors. Additionally, it sought to determine if academic optimism served as a mediator between enabling school structures and organizational citizenship behaviors. Three existing survey instruments, previously tested for…

W. Edwards Deming, quality analysis, and total behavior management.

PubMed

Saunders, R R; Saunders, J L

1994-01-01

During the past 10 years, the inclusion of the word "quality" in descriptions of production methods, management approaches, educational systems, service system changes, and so forth, has grown exponentially. It appears that no new approach to any problem is likely to be given much consideration today without overt acknowledgment that some improvement in quality must be the outcome. The origins of the importance of quality are primarily rooted in the awakening recognition of the influence of W. Edwards Deming in the post-World War II restoration of Japanese industry. We provide a brief overview of Deming's approach to modernizing management methods and discuss recent criticisms from the field of organizational behavior management that his approach lacks emphasis on the role of reinforcement. We offer a different analysis of Deming's approach and relate its evolution to the contingencies of reinforcement for the behavior of consulting. We also provide an example of problem solving with Deming's approach in a social service setting familiar to many behavior analysts.

Relationship between School Administrators' Organizational Power Sources and Teachers' Organizational Citizenship Behaviors

ERIC Educational Resources Information Center

Altinkurt, Yahya; Yilmaz, Kursad

2012-01-01

The main purpose of the research was to determine correlation between school administrators' organizational power sources and teachers' organizational citizenship behaviors in primary schools. The research was a correlational survey model study. 275 participants were randomly chosen for the research. The data were collected by…

Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior.

ERIC Educational Resources Information Center

Donaldson, Stewart I.; Ensher, Ellen A.; Grant-Vallone, Elisa J.

2000-01-01

A 6-month study of 157 workers being mentored found that proteges with high-quality mentoring relationships had higher levels of organizational commitment over time. Relationship quality also influenced levels of self-reported organizational citizenship behavior (helping co-workers, volunteering beyond job duties). However, such behavior was not…

Relationships among Servant Leadership, Organizational Citizenship Behavior, and School Climate in Alabama High Schools

ERIC Educational Resources Information Center

Dixon, David L.

2013-01-01

This study examined the relationship between servant leadership of the principal with Organizational Citizenship Behavior (OCB) and school climate. Servant leadership, a leadership behavior that emphasizes personal growth of followers, has a useful research history in business but limited exposure in public schools. Organizational Citizenship…

A Case Study of Leadership Pedagogy in an Organizational Behavior Class

ERIC Educational Resources Information Center

Ingerson, Kati; Bruce, Jackie

2015-01-01

The purpose of this study was to understand if selected leadership pedagogy (hands on activities) utilized in an organizational behavior classroom contributed to the development of workplace readiness skills. Since successful organizational behavior classes and hands on learning can lead to successful graduates, the importance of leadership…

Determinants of environmental audit frequency: the role of firm organizational structure.

PubMed

Earnhart, Dietrich; Leonard, J Mark

2013-10-15

This study empirically examines the extent of environmental management practiced by US chemical manufacturing facilities, as reflected in the number of environmental internal audits conducted annually. As its focus, this study analyzes the effects of firm-level organizational structure on facility-level environmental management practices. For this empirical analysis, the study exploits unique data from a survey distributed to all U.S. chemical manufacturing permitted to discharge wastewater in 2001; the data reflect internal audits conducted during the years 1999-2001. Empirical results reveal differences in auditing behavior based on whether facilities are owned by publicly held or non-publicly held firms, owned by U.S.-based or non-U.S.-based firms, and owned by larger or smaller firms. Copyright © 2013 Elsevier Ltd. All rights reserved.

Are they ready? Organizational readiness for change among clinical teaching teams

PubMed Central

Bank, Lindsay; Jippes, Mariëlle; Leppink, Jimmie; Scherpbier, Albert JJA; den Rooyen, Corry; van Luijk, Scheltus J; Scheele, Fedde

2017-01-01

Introduction Curriculum change and innovation are inevitable parts of progress in postgraduate medical education (PGME). Although implementing change is known to be challenging, change management principles are rarely looked at for support. Change experts contend that organizational readiness for change (ORC) is a critical precursor for the successful implementation of change initiatives. Therefore, this study explores whether assessing ORC in clinical teaching teams could help to understand how curriculum change takes place in PGME. Methods Clinical teaching teams in hospitals in the Netherlands were requested to complete the Specialty Training’s Organizational Readiness for curriculum Change, a questionnaire to measure ORC in clinical teaching teams. In addition, change-related behavior was measured by using the “behavioral support-for-change” measure. A two-way analysis of variance was performed for all response variables of interest. Results In total, 836 clinical teaching team members were included in this study: 288 (34.4%) trainees, 307 (36.7%) clinical staff members, and 241 (28.8%) program directors. Overall, items regarding whether the program director has the authority to lead scored higher compared with the other items. At the other end, the subscales “management support and leadership,” “project resources,” and “implementation plan” had the lowest scores in all groups. Discussion The study brought to light that program directors are clearly in the lead when it comes to the implementation of educational innovation. Clinical teaching teams tend to work together as a team, sharing responsibilities in the implementation process. However, the results also reinforce the need for change management support in change processes in PGME. PMID:29276424

Are they ready? Organizational readiness for change among clinical teaching teams.

PubMed

Bank, Lindsay; Jippes, Mariëlle; Leppink, Jimmie; Scherpbier, Albert Jja; den Rooyen, Corry; van Luijk, Scheltus J; Scheele, Fedde

2017-01-01

Curriculum change and innovation are inevitable parts of progress in postgraduate medical education (PGME). Although implementing change is known to be challenging, change management principles are rarely looked at for support. Change experts contend that organizational readiness for change (ORC) is a critical precursor for the successful implementation of change initiatives. Therefore, this study explores whether assessing ORC in clinical teaching teams could help to understand how curriculum change takes place in PGME. Clinical teaching teams in hospitals in the Netherlands were requested to complete the Specialty Training's Organizational Readiness for curriculum Change, a questionnaire to measure ORC in clinical teaching teams. In addition, change-related behavior was measured by using the "behavioral support-for-change" measure. A two-way analysis of variance was performed for all response variables of interest. In total, 836 clinical teaching team members were included in this study: 288 (34.4%) trainees, 307 (36.7%) clinical staff members, and 241 (28.8%) program directors. Overall, items regarding whether the program director has the authority to lead scored higher compared with the other items. At the other end, the subscales "management support and leadership," "project resources," and "implementation plan" had the lowest scores in all groups. The study brought to light that program directors are clearly in the lead when it comes to the implementation of educational innovation. Clinical teaching teams tend to work together as a team, sharing responsibilities in the implementation process. However, the results also reinforce the need for change management support in change processes in PGME.

THE RELATIONSHIP BETWEEN HOFSTEDE ORGANIZATIONAL CULTURE AND EMPLOYEES JOB BURNOUT IN HOSPITALS OF TEHRAN UNIVERSITY OF MEDICAL SCIENCES 2014-2015.

PubMed

Farzianpour, Fereshteh; Abbasi, Mahya; Foruoshani, Abbas Rahimi; Pooyan, Ebrahim Jafari

2016-02-01

Organizational culture plays a supportive role in modification of structure and implementation of new management systems. So, the management of organizational culture with cultural elements recognition plays an important role in improving the efficacy and effectiveness of the organization. On the other hand, the health sector requires healthy and motivated practitioners and staff to achieve these goals. Job burnout as a response to environmental stressors causes some changes in attitude and behavior towards work and work environment, and factors such as organizational culture effect on it. This study aimed to clarify the relationship between organizational culture and employee's burnout. This is a descriptive and cross-sectional study. The study population included all clinical staff (physicians and nurses) and nonclinical (administrative and financial) in hospitals affiliated to Tehran University of Medical Sciences in 2014-2015. Among them, 387 participants were selected using simple stratified random sampling. In order to collect the required data, the Maslach Burnout Inventory (1981) and Hofstede's organizational cultural questionnaire (1988) were used. Also Cronbach's alpha obtained 0.836 and 0.913 for them, respectively. In order to analyze the data, the Kolmogorov-Smirnov test, multiple regression, independent t-test and binomial test were performed using SPSS 20. Results showed that organizational culture in studied population were masculine, collectivism with high uncertainty avoidance and relatively equitable power distance. Mean score for emotional exhaustion was (31.4) and most of participants 315 (40.6%) had average emotional exhaustion. Mean score for depersonalization was (21.16) and most of participants 315 (82.1%) had high depersonalization. Mean score for personal accomplishment was (30.02) and most of participants 280 (73.2%) had high personal accomplishment. Multiple correlation coefficient showed that there is a significant relationship between the components of organizational culture including masculinity/femininity, individualism/collectivism, uncertainty avoidance and power distance with job burnout (r=0.305, p>0.001). R(2) also showed that 9.3 percent of the variance of job burnout is related to the mentioned factors. The overall result is that some staff health issues rooted in their culture; so, the organizational culture assessment by hospital managers to plan and goals achievement is essential. If necessary, improving organizational culture, creating a healthy environment, enhancing tolerance and individual adjustment and stress control can help to reduce staff burnout.

A study of relationship between the organizational justice and organizational citizenship behavior among nurses in selected hospitals of Isfahan University of Medical Sciences.

PubMed

Yaghoubi, Maryam; Afshar, Mina; Javadi, Marzieh

2012-09-01

Numerous researches have been carried out to indicate that organizational justice (OJ) is a variable that anticipates many other variables in organizations, especially in hospitals. Organizational behavior (OCB) is one of the most important variables. We aimed to study the relationship between OJ and OCB of nurses in selected hospitals in Isfahan. This was a descriptive correlational study. The research was conducted among nurses of selected hospitals in Isfahan. Data were gathered using two questionnaires of OJ, and OCB. The t-test, chi-square, and Pearson correlation test were used to analyze the data through SPSS version 13. In general, the mean score (SD) of OJ among nurses was 41.2 (16.2) and the mean score of OCB was 57.7 (18). Finally, there was no significant relationship between OJ, civil virtue, and sportsmanship. There was a significant relationship between OJ, OCB, courtesy, and conscientiousness. As the scores of OCB and OJ among nurses were average in selected hospitals, the managers of the hospitals should improve the perception of justice among nurses. Today, organizations need efficient and expert workers to achieve their goals, and to grow and improve in all aspects. In fact, the efficiency and effectiveness of organizations depend on the staffs, especially in hospitals.

Overview of Management Systems. No. 157.

ERIC Educational Resources Information Center

Goddu, Roland

The need for organizational management is discussed, and educational management systems are examined, with attention paid to organizational components and different approaches to organizational control. (MJB)

Organizational Learning and Crisis Management

ERIC Educational Resources Information Center

Wang, Jia

2007-01-01

The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…

Use of Behaviorally Anchored Rating Scales (BARS) to Complement the Management by Objectives (MBO) and Fitness Report Components of the Marine Corps Performance Evaluation System.

DTIC Science & Technology

1980-06-06

performance coaching/ counseling instrument. This conclusion is congruent with current theory on performance appraisal.1 Fred Luthans, in presenting Porter...first characteristic and all of the second and fourth charac- teristics as well. 2 Fred Luthans, Organizational Behavior (2d ed.; New York: McGraw...3d ed. Englewood Clfs, N.J.: Prenfi-ce-Ha- TI -7. Kerlinger, Fred N. Foundations of Behavioral Research. 2d ed. New York: Holt, Rine-art and Winston

Influence of Teacher Empowerment on Teachers' Organizational Commitment, Professional Commitment and Organizational Citizenship Behavior in Schools

ERIC Educational Resources Information Center

Bogler, Ronit; Somech, Anit

2004-01-01

The present study focuses on the relationship between teacher empowerment and teachers' organizational commitment, professional commitment (PC) and organizational citizenship behavior (OCB). It examines which subscales of teacher empowerment can best predict these outcomes. The data were collected through a questionnaire returned by a sample of…

Relationship between the Instructional Leadership Behaviors of High School Principals and Teachers' Organizational Commitment

ERIC Educational Resources Information Center

Sarikaya, Nuray; Erdogan, Çetin

2016-01-01

The purpose of the current study is to investigate the relationship between the instructional leadership behaviors of high school principals and teachers' perceptions of organizational commitment and to test the extent to which instructional leadership behaviors predict organizational commitment. The study is designed in relational method. The…

The Roles of Principal Leadership Behaviors and Organizational Routines in Montana's Distinguished Title I Schools

ERIC Educational Resources Information Center

Donnelly, Sean Niles

2012-01-01

This embedded multiple-case study addressed the lack of qualitative research on the contributions of principal leadership behaviors and organizational routines in Montana's distinguished Title I schools. This study was guided by the research question, "How do principal leadership behaviors and organizational routines contribute to the high…

Organizational Adaptative Behavior: The Complex Perspective of Individuals-Tasks Interaction

NASA Astrophysics Data System (ADS)

Wu, Jiang; Sun, Duoyong; Hu, Bin; Zhang, Yu

Organizations with different organizational structures have different organizational behaviors when responding environmental changes. In this paper, we use a computational model to examine organizational adaptation on four dimensions: Agility, Robustness, Resilience, and Survivability. We analyze the dynamics of organizational adaptation by a simulation study from a complex perspective of the interaction between tasks and individuals in a sales enterprise. The simulation studies in different scenarios show that more flexible communication between employees and less hierarchy level with the suitable centralization can improve organizational adaptation.

An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

PubMed

Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

2014-06-01

Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

Exploring the link between organizational climate and the use of psychotropic medicines in nursing homes: A qualitative study.

PubMed

Sawan, Mouna; Jeon, Yun-Hee; Fois, Romano A; Chen, Timothy F

Research concerning the overprescribing of psychotropic medicines in nursing homes suggests that organizational climate plays a significant role in the use of psychotropic medicines. Organizational climate refers to how members of the organization perceive their work environment as well as interactions with each other or outsiders. This study aimed to explore the key dimensions of organizational climate and their subsequent influence on the use of psychotropic medicines. Semi-structured interviews were conducted with 40 on-site and visiting staff from eight nursing homes in Sydney, Australia. Purposive sampling was used to recruit participants representing a broad range of health disciplines and roles. Transcripts were content coded for participants' perceptions related to the work environment and descriptions of psychotropic medicines use. Thematic analysis was used to derive key concepts. Three salient dimensions of organizational climate were linked to the use of psychotropic medicines in nursing homes: staffing, managerial expectations and teamwork among visiting and on-site staff. Inadequate staffing levels were perceived to influence on-site staff requests for initiation of psychotropic medicines to cope with high workload. Participants reported managers that prioritized the non-pharmacological management of behavioral disturbances led other on-site staff to have a reduced preference for psychotropic medicines. In addition, trust and open communication among on-site and visiting staff facilitated the cessation of psychotropic medicines. This study illustrates that organizational climate is an important factor influencing the use of psychotropic medicines. Furthermore, the study highlights what aspects of organizational climate need to be addressed to reduce the inappropriate prescribing of psychotropic medicines. Copyright © 2016 Elsevier Inc. All rights reserved.

A Component Analysis of the Impact of Evaluative and Objective Feedback on Performance

ERIC Educational Resources Information Center

Johnson, Douglas A.

2013-01-01

Despite the frequency with which performance feedback interventions are used in organizational behavior management, component analyses of such feedback are rare. It has been suggested that evaluation of performance and objective details about performance are two necessary components for performance feedback. The present study was designed to help…

A Meta-Analytic Study of Downsizing: Behaviors and Attitudes Prevalent Among Supervisors

DTIC Science & Technology

1994-09-01

1990:52). From a manager’s perspective, organizational commitment is an extremely im- portant attitude to foster in subordinates, probably even more...112: 155-160 (July 1985). Kanungo. R. "Measurement of Job and Work Involvement," Journal of Applied Psychology, 67: 341-349 (March 1982). Latack , J.C

The Impact of Organizational Culture on Perceptions and Experiences of Sexual Harassment.

ERIC Educational Resources Information Center

Timmerman, Greetje; Bajema, Cristien

2000-01-01

In a survey of 458 telecommunications workers, those who were positive about the workplace social climate reported fewer unwanted sexual behaviors; those who perceived equal gender treatment reported less sexual harassment; those who perceived favorable management attitudes about work and family reported fewer incidents of sexual harassment. (SK)

Understanding Reactions to Workplace Injustice through Process Theories of Motivation: A Teaching Module and Simulation

ERIC Educational Resources Information Center

Stecher, Mary D.; Rosse, Joseph G.

2007-01-01

Management and organizational behavior students are often overwhelmed by the plethora of motivation theories they must master at the undergraduate level. This article offers a teaching module geared toward helping students understand how two major process theories of motivation, equity and expectancy theories and theories of organizational…

Developing a Teachable Point of View

ERIC Educational Resources Information Center

Cameron, Kim

2007-01-01

As professors of management and organizational behavior mature in their teaching, they should begin to develop a teachable point of view. In this article, the author describes several attributes of a teachable point of view. Based on his own teaching experience, the author outlines five criteria for the content of the material taught--the what of…

What Should "JOBM" Be when It Grows Up?

ERIC Educational Resources Information Center

Crowell, Charles R.

2012-01-01

The lead article in this issue by VanStelle et al. (2012) presents a meta-analytic review of "Journal of Organizational Behavior Management" ("JOBM") publications during its third decade and is a follow up to two previous reviews presenting similar analyses for the first (Balcazar, Shupert, Daniels, Mawhinney, & Hopkins, 1989) and second (Nolan,…

International Training: The Training of Managers for Assignment Abroad

ERIC Educational Resources Information Center

Treven, Sonja

2003-01-01

This paper presents various approaches to studying cultures of different countries. The starting point is Hofstede's dimensions of cultural values as well as Hall's approach to high- and low-context cultures. After that the interaction between culture and organizational behavior is discussed. A special attention to the impact of culture on…

The Impact of Wireless Technology on Loading Trucks at an Auto Parts Distribution Center

ERIC Educational Resources Information Center

Goomas, David T.

2012-01-01

An intervention was introduced for truck loaders that used wireless vehicle mount computers that included auditory, visual feedback, and immediate data delivery. The implementation reliably reduced pallets from being loaded out of sequence for all outbound trucks in multistop routes. The role of the organizational behavior management (OBM)…

Women in Authority: A Sociopsychological Analysis

ERIC Educational Resources Information Center

Bayes, Marjorie; Newton, Peter M.

1978-01-01

A case study of a woman manager and her staff within a mental health center is analyzed in an attempt to interrelate organizational structure, leadership style, and staff group dynamics. The approach to the exercise of authority is sociopsychological. Available from: JAB S Order Dept., NTL Institute for Applied Behavioral Science, P.O. Box 9155,…

Unethical behavior in the name of the company: the moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior.

PubMed

Umphress, Elizabeth E; Bingham, John B; Mitchell, Marie S

2010-07-01

We examined the relationship between organizational identification and unethical pro-organizational behavior (UPB)-unethical behaviors conducted by employees to potentially benefit the organization. We predicted that organizational identification would be positively related to UPB and that positive reciprocity beliefs would moderate and strengthen this relationship. The results from 2 field studies support the interaction effect and show that individuals who strongly identify with their organization are more likely to engage in UPB when they hold strong positive reciprocity beliefs. Given the nature of reciprocity, our findings may suggest that highly identified employees who hold strong reciprocity beliefs may conduct UPB with an anticipation of a future reward from their organization. Theoretical and managerial implications of our results for understanding unethical behaviors are discussed.

An integrative review of literature on determinants of nurses' organizational commitment.

PubMed

Vagharseyyedin, Seyyed Abolfazl

2016-01-01

This integrative review was aimed to examine in literature and integrate the determinants of nurses' organizational commitment in hospital settings. In this study, an integrative review of the literature was used. The search strategy began with six electronic databases (e.g. CINAHL and Medline). Considering the inclusion criteria, published studies that examined the factors influencing nurses' organizational commitment in the timeframe of 2000 through 2013 were chosen. Data extraction and analysis were completed on all included studies. The final sample for this integrative review comprised 33 studies. Based on common meanings and central issues, 63 different factors contributing to nurses' organizational commitment were integrated and grouped into four main categories: Personal characteristics and traits of nurses, leadership and management style and behavior, perception of organizational context, and characteristics of job and work environment. In general, categories emerged in this study could be useful for formulating initiatives to stimulate nurses' OC. However, little is known about the relative significance of each identified factor among nurses working in different countries. Qualitative research is recommended for narrowing this gap. Future research should be directed to examine the psychometric properties of the organizational scales for nurses in different cultures.

Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings.

PubMed

Whiting, Steven W; Podsakoff, Philip M; Pierce, Jason R

2008-01-01

Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task performance, helping behavior, voice, and organizational loyalty on performance appraisal evaluations. Findings demonstrated that each of these forms of behavior has significant effects on performance evaluation decisions and suggest that additional attention should be directed at both voice and organizational loyalty as important forms of citizenship behavior aimed at the organization. 2008 APA

An Analysis of Factors Influencing the Turnover of United States Air Force Pilots in the Six to Eleven Year Group

DTIC Science & Technology

1980-06-01

1979. 16. Donnelly, James H., Jr., James L. Gibson, and JohnM. Ivancevich . Organizations--Structure, Processes, Behavior. Dallas TX: Business...Publications, Inc., 1973. 17. Ivancevich , John M., Andrew D. Szilagyi, Jr., and Marc J. Wallace, Jr. Organizational Behavior and Performance. Santa Monica CA...215. 102 Lyons , Colonel Billy S., USAF, and Colonel KZjnald L. Marks, USAF. "An Alternate Pilot Management Pro- gram for Future Strategic Weapon

Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.

PubMed

Hunter, Samuel T; Shortland, Neil D; Crayne, Matthew P; Ligon, Gina S

2017-04-01

For many terrorist organizations, also known as violent extremist organizations (VEOs), their ability to perpetuate violence is often contingent upon successful recruitment and selection of organizational members. Although academic work on terrorist recruitment and selection has improved in recent years, researchers have generally focused more heavily on aspects of radicalization rather than organization attraction and entry. Moreover, a number of terrorism scholars have lamented the lack of conceptual frameworks with which to interpret and extend findings linked to recruitment and selection, specifically. In light of these difficulties, we propose that considering literature bases outside of terrorism may be useful in extending lines of inquiry and offering alternative ways of thinking about how terrorist organizations operate. Specifically, we draw on Industrial and Organizational Psychology, Human Resource Management, and Organizational Behavior literature bases to offer alternative and extended modes of thought on terrorist recruitment and selection. In doing so, we believe both terrorism and more traditional organizational scholars can make substantive and novel contributions to future investigations of increasingly pressing issues surrounding violent extremism. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Pilot Study of Implementation of an Internet-Based Depression Prevention Intervention (CATCH-IT) for Adolescents in 12 US Primary Care Practices: Clinical and Management/Organizational Behavioral Perspectives

PubMed Central

Eisen, Jeffrey C.; Marko-Holguin, Monika; Fogel, Joshua; Cardenas, Alonso; Bahn, My; Bradford, Nathan; Fagan, Blake; Wiedmann, Peggy

2013-01-01

Objective: To explore the implementation of CATCH-IT (Competent Adulthood Transition with Cognitive-behavioral Humanistic and Interpersonal Training), an Internet-based depression intervention program in 12 primary care sites, occurring as part of a randomized clinical trial comparing 2 versions of the intervention (motivational interview + Internet program versus brief advice + Internet program) in 83 adolescents aged 14 to 21 years recruited from February 1, 2007, to November 31, 2007. Method: The CATCH-IT intervention model consists of primary care screening to assess risk, a primary care physician interview to encourage participation, and 14 online modules of Internet training to teach adolescents how to reduce behaviors that increase vulnerability to depressive disorders. Specifically, we evaluated this program from both a management/organizational behavioral perspective (provider attitudes and demonstrated competence) and a clinical outcomes perspective (depressed mood scores) using the RE-AIM model (Reach, Efficacy, Adoption, Implementation, and Maintenance of the intervention). Results: While results varied by clinic, overall, clinics demonstrated satisfactory reach, efficacy, adoption, implementation, and maintenance of the CATCH-IT depression prevention program. Measures of program implementation and management predicted clinical outcomes at practices in exploratory analyses. Conclusion: Multidisciplinary approaches may be essential to evaluating the impact of complex interventions to prevent depression in community settings. Primary care physicians and nurses can use Internet-based programs to create a feasible and cost-effective model for the prevention of mental disorders in adolescents in primary care settings. Trial Registration: ClinicalTrials.gov identifiers: NCT00152529 and NCT00145912 PMID:24800110

Pilot Study of Implementation of an Internet-Based Depression Prevention Intervention (CATCH-IT) for Adolescents in 12 US Primary Care Practices: Clinical and Management/Organizational Behavioral Perspectives.

PubMed

Eisen, Jeffrey C; Marko-Holguin, Monika; Fogel, Joshua; Cardenas, Alonso; Bahn, My; Bradford, Nathan; Fagan, Blake; Wiedmann, Peggy; Van Voorhees, Benjamin W

2013-01-01

To explore the implementation of CATCH-IT (Competent Adulthood Transition with Cognitive-behavioral Humanistic and Interpersonal Training), an Internet-based depression intervention program in 12 primary care sites, occurring as part of a randomized clinical trial comparing 2 versions of the intervention (motivational interview + Internet program versus brief advice + Internet program) in 83 adolescents aged 14 to 21 years recruited from February 1, 2007, to November 31, 2007. The CATCH-IT intervention model consists of primary care screening to assess risk, a primary care physician interview to encourage participation, and 14 online modules of Internet training to teach adolescents how to reduce behaviors that increase vulnerability to depressive disorders. Specifically, we evaluated this program from both a management/organizational behavioral perspective (provider attitudes and demonstrated competence) and a clinical outcomes perspective (depressed mood scores) using the RE-AIM model (Reach, Efficacy, Adoption, Implementation, and Maintenance of the intervention). While results varied by clinic, overall, clinics demonstrated satisfactory reach, efficacy, adoption, implementation, and maintenance of the CATCH-IT depression prevention program. Measures of program implementation and management predicted clinical outcomes at practices in exploratory analyses. Multidisciplinary approaches may be essential to evaluating the impact of complex interventions to prevent depression in community settings. Primary care physicians and nurses can use Internet-based programs to create a feasible and cost-effective model for the prevention of mental disorders in adolescents in primary care settings. ClinicalTrials.gov identifiers: NCT00152529 and NCT00145912.

Faculty development and organizational systems behavior.

PubMed

Henley, C E; Magelssen, D

1990-06-01

Faculty development is that process that fosters improvement in faculty members' skills in teaching and research and promotes their career advancement. This study investigated the association between organizational behavior in military medical centers and the faculty development of its medical corps officers assigned to teaching positions. Such organizational behaviors as defining tasks clearly and resolving conflicts satisfactorily correlated well with the faculty members' overall satisfaction and other parameters of good faculty development. The results suggest that a strong relationship exists between the organizational behavior of an institution and the sense of identity, productivity, and continued career growth of its individual faculty members.

The marketing firm and consumer choice: implications of bilateral contingency for levels of analysis in organizational neuroscience

PubMed Central

Foxall, Gordon R.

2014-01-01

The emergence of a conception of the marketing firm (Foxall, 1999a) conceived within behavioral psychology and based on a corresponding model of consumer choice, (Foxall, 1990/2004) permits an assessment of the levels of behavioral and organizational analysis amenable to neuroscientific examination. This paper explores the ways in which the bilateral contingencies that link the marketing firm with its consumerate allow appropriate levels of organizational neuroscientific analysis to be specified. Having described the concept of the marketing firm and the model of consumer behavior on which it is based, the paper analyzes bilateral contingencies at the levels of (i) market exchange, (ii) emotional reward, and (iii) neuroeconomics. Market exchange emerges as a level of analysis that lends itself predominantly to the explanation of firm—consumerate interactions in terms of the super-personal level of reinforcing and punishing contingencies: the marketing firm can be treated as a contextual or operant system in its own right. However, the emotional reward and neuroeconomic levels of analysis should be confined to the personal level of analysis represented by individual managers on the one hand and individual consumers on the other. This also entails a level of abstraction but it is one that can be satisfactorily handled in terms of the concept of bilateral contingency. PMID:25071506

The marketing firm and consumer choice: implications of bilateral contingency for levels of analysis in organizational neuroscience.

PubMed

Foxall, Gordon R

2014-01-01

The emergence of a conception of the marketing firm (Foxall, 1999a) conceived within behavioral psychology and based on a corresponding model of consumer choice, (Foxall, 1990/2004) permits an assessment of the levels of behavioral and organizational analysis amenable to neuroscientific examination. This paper explores the ways in which the bilateral contingencies that link the marketing firm with its consumerate allow appropriate levels of organizational neuroscientific analysis to be specified. Having described the concept of the marketing firm and the model of consumer behavior on which it is based, the paper analyzes bilateral contingencies at the levels of (i) market exchange, (ii) emotional reward, and (iii) neuroeconomics. Market exchange emerges as a level of analysis that lends itself predominantly to the explanation of firm-consumerate interactions in terms of the super-personal level of reinforcing and punishing contingencies: the marketing firm can be treated as a contextual or operant system in its own right. However, the emotional reward and neuroeconomic levels of analysis should be confined to the personal level of analysis represented by individual managers on the one hand and individual consumers on the other. This also entails a level of abstraction but it is one that can be satisfactorily handled in terms of the concept of bilateral contingency.

Concordance Between Administrator and Clinician Ratings of Organizational Culture and Climate.

PubMed

Beidas, Rinad S; Williams, Nathaniel J; Green, Philip D; Aarons, Gregory A; Becker-Haimes, Emily M; Evans, Arthur C; Rubin, Ronnie; Adams, Danielle R; Marcus, Steven C

2018-01-01

Organizational culture and climate are important determinants of behavioral health service delivery for youth. The Organizational Social Context measure is a well validated assessment of organizational culture and climate that has been developed and extensively used in public sector behavioral health service settings. The degree of concordance between administrators and clinicians in their reports of organizational culture and climate may have implications for research design, inferences, and organizational intervention. However, the extent to which administrators' and clinicians' reports demonstrate concordance is just beginning to garner attention in public behavioral health settings in the United States. We investigated the concordance between 73 administrators (i.e., supervisors, clinical directors, and executive directors) and 247 clinicians in 28 child-serving programs in a public behavioral health system. Findings suggest that administrators, compared to clinicians, reported more positive cultures and climates. Organizational size moderated this relationship such that administrators in small programs (<466 youth clients served annually) provided more congruent reports of culture and climate in contrast to administrators in large programs (≥466 youth clients served annually) who reported more positive cultures and climates than clinicians. We propose a research agenda that examines the effect of concordance between administrators and clinicians on organizational outcomes in public behavioral health service settings.

Rewarding safe behavior: strategies for change.

PubMed

Fell-Carlson, Deborah

2004-12-01

Effective, sustainable safety incentives are integrated into a performance management system designed to encourage long term behavior change. Effective incentive program design integrates the fundamental considerations of compensation (i.e., valence, instrumentality, expectancy, equity) with behavior change theory in the context of a strong merit based performance management system. Clear expectations are established and communicated from the time applicants apply for the position. Feedback and social recognition are leveraged and used as rewards, in addition to financial incentives built into the compensation system and offered periodically as short term incentives. Rewards are tied to specific objectives intended to influence specific behaviors. Objectives are designed to challenge employees, providing opportunities to grow and enhance their sense of belonging. Safety contests and other awareness activities are most effective when used to focus safety improvement efforts on specific behaviors or processes, for a predetermined period of time, in the context of a comprehensive safety system. Safety incentive programs designed around injury outcomes can result in unintended, and undesirable, consequences. Safety performance can be leveraged by integrating safety into corporate cultural indicators. Symbols of safety remind employees of corporate safety goals and objectives (e.g., posted safety goals and integrating safety into corporate mission and vision). Rites and ceremonies provide opportunities for social recognition and feedback and demonstrate safety is a corporate value. Feedback opportunities, rewards, and social recognition all provide content for corporate legends, those stories embellished over time, that punctuate the overall system of organizational norms, and provide examples of the organizational safety culture in action.

Conflict cultures in organizations: how leaders shape conflict cultures and their organizational-level consequences.

PubMed

Gelfand, Michele J; Leslie, Lisa M; Keller, Kirsten; de Dreu, Carsten

2012-11-01

Anecdotal evidence abounds that organizations have distinct conflict cultures, or socially shared norms for how conflict should be managed. However, research to date has largely focused on conflict management styles at the individual and small group level, and has yet to examine whether organizations create socially shared and normative ways to manage conflict. In a sample of leaders and members from 92 branches of a large bank, factor analysis and aggregation analyses show that 3 conflict cultures-collaborative, dominating, and avoidant-operate at the unit level of analysis. Building on Lewin, Lippitt, and White's (1939) classic work, we find that leaders' own conflict management behaviors are associated with distinct unit conflict cultures. The results also demonstrate that conflict cultures have implications for macro branch-level outcomes, including branch viability (i.e., cohesion, potency, and burnout) and branch performance (i.e., creativity and customer service). A conflict culture perspective moves beyond the individual level and provides new insight into the dynamics of conflict management in organizational contexts. (c) 2012 APA, all rights reserved.

When Science is Not Enough: A Framework Towards More Customer-Focused Drug Development.

PubMed

Oraiopoulos, Nektarios; Dunlop, William C N

2017-07-01

The purpose of this study was to identify the key barriers to a customer-focused drug development process and develop a comprehensive framework to overcome them. The paper draws on existing literature, both academic and practitioner, across a range of disciplines (innovation management, marketing, organizational behavior, behavioral economics, health economics, industry reports). On the basis of this extensive review, a conceptual framework is developed that offers concrete suggestions on how organizations can overcome the barriers and enable a more customer-focused development process. The barriers to collaboration are organized into three distinct categories (economic, behavioral, organizational), and within each category, a one-to-one mapping between barriers and solutions is developed. The framework is specifically designed with the objective of offering actionable and practical advice to executives who face these challenges in their organizations. The paper provides a unique theoretical contribution by synthesizing findings from several academic disciplines with concrete examples from the pharmaceutical industry. Mundipharma International Limited.

Organizational Behavior in Education: Instructional Leadership and School Reform. Seventh Edition.

ERIC Educational Resources Information Center

Owens, Robert G.

This book concentrates on the connection between organizational behavior and the clamor for school reform, whether market-based, standards-based, or whole-school reform. It explains the great need for school leaders to develop a theory and practice that draws on what is known about organizational behavior in education. Educational leaders need a…

Integrating Organizational Learning and Business Praxis: A Case for Intelligent Project Management.

ERIC Educational Resources Information Center

Cavaleri, Steven A.; Fearon, David S.

2000-01-01

Project management provides a natural home for organizational learning, freeing it from mechanical processes. Organizational learning plays a critical role in intelligent project management, which combines manageability, performance outcomes of knowledge management, and innovation. Learning should be integrated into an organization's core…

Implementation Characteristics of Organizational Innovations: Limits and Opportunities for Management Strategies.

ERIC Educational Resources Information Center

Leonard-Barton, Dorothy

1988-01-01

Examines the effects of a technology's implementation characteristics (its transferability, organizational complexity, and divisibility) on tactics managers use to implement an innovation, such as: involving users, managing sponsorship, and managing organizational change in concert with technical change. (SR)

Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management

ERIC Educational Resources Information Center

Wang, Jia; Hutchins, Holly M.; Garavan, Thomas N.

2009-01-01

Crisis management has been a largely overlooked territory in human resource development (HRD) despite the increasingly recognized impact of organizational crises on the individual and organizational performance. This article explores the strategic role of HRD in the context of organizational crisis management using Garavan's strategic HRD model as…

Can health care organizations improve health behavior and treatment adherence?

PubMed

Bender, Bruce G

2014-04-01

Many Americans are failing to engage in both the behaviors that prevent and those that effectively manage chronic health conditions, including pulmonary disorders, cardiovascular conditions, diabetes, and cancer. Expectations that health care providers are responsible for changing patients' health behaviors often do not stand up against the realities of clinical care that include large patient loads, limited time, increasing co-pays, and restricted access. Organizations and systems that might share a stake in changing health behavior include employers, insurance payers, health care delivery systems, and public sector programs. However, although the costs of unhealthy behaviors are evident, financial resources to address the problem are not readily available. For most health care organizations, the return on investment for developing behavior change programs appears highest when addressing treatment adherence and disease self-management, and lowest when promoting healthy lifestyles. Organizational strategies to improve adherence are identified in 4 categories: patient access, provider training and support, incentives, and information technology. Strategies in all 4 categories are currently under investigation in ongoing studies and have the potential to improve self-management of many chronic health conditions.

Revolutionizing Child Welfare with Outcomes Management

PubMed Central

Toche-Manley, Linda L.; Dietzen, Laura; Nankin, Jesse; Beigel, Astrid

2013-01-01

Outcomes management technology holds great promise for improving the quality of services provided to youth in the child welfare system. Advantages include better detection of behavioral health and trauma-related issues, early indicators of case progress or risk of failure and program- and system-level learning. Yet organizational barriers to implementation persist. Attention is spent in this paper on addressing these barriers so the use of outcomes management technology becomes a common practice. A model for predicting resiliency is presented, along with case examples demonstrating its potential use for treatment planning and monitoring progress. PMID:23460130

A multilevel model of organizational health culture and the effectiveness of health promotion.

PubMed

Lin, Yea-Wen; Lin, Yueh-Ysen

2014-01-01

Organizational health culture is a health-oriented core characteristic of the organization that is shared by all members. It is effective in regulating health-related behavior for employees and could therefore influence the effectiveness of health promotion efforts among organizations and employees. This study applied a multilevel analysis to verify the effects of organizational health culture on the organizational and individual effectiveness of health promotion. At the organizational level, we investigated the effect of organizational health culture on the organizational effectiveness of health promotion. At the individual level, we adopted a cross-level analysis to determine if organizational health culture affects employee effectiveness through the mediating effect of employee health behavior. The study setting consisted of the workplaces of various enterprises. We selected 54 enterprises in Taiwan and surveyed 20 full-time employees from each organization, for a total sample of 1011 employees. We developed the Organizational Health Culture Scale to measure employee perceptions and aggregated the individual data to formulate organization-level data. Organizational effectiveness of health promotion included four dimensions: planning effectiveness, production, outcome, and quality, which were measured by scale or objective indicators. The Health Promotion Lifestyle Scale was adopted for the measurement of health behavior. Employee effectiveness was measured subjectively in three dimensions: self-evaluated performance, altruism, and happiness. Following the calculation of descriptive statistics, hierarchical linear modeling (HLM) was used to test the multilevel hypotheses. Organizational health culture had a significant effect on the planning effectiveness (β = .356, p < .05) and production (β = .359, p < .05) of health promotion. In addition, results of cross-level moderating effect analysis by HLM demonstrated that the effects of organizational health culture on three dimensions of employee effectiveness were completely mediated by health behavior. The construct connections established in this multilevel model will help in the construction of health promotion theories. The findings remind business executives that organizational health culture and employee health behavior help improve employee effectiveness.

7 CFR 2903.16 - Organizational management information.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false Organizational management information. 2903.16... § 2903.16 Organizational management information. Specific management information relating to an applicant... a grant identified under this program, if such information has not been provided previously. Copies...

Workplace Bullying and Its Influence on the Perception of Organizational Justice and Organizational Citizenship Behavior in Higher Education

ERIC Educational Resources Information Center

Mourssi-Alfash, Mohamed F.

2014-01-01

Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior…

The Relationship between the Organizational Alienation and the Organizational Citizenship Behaviors of Primary School Teachers

ERIC Educational Resources Information Center

Dagli, Abidin; Averbek, Emel

2017-01-01

The aim of this study is to determine the relationship between the organizational alienation and the organizational citizenship behaviors of primary school teachers. The research population consists of 700 teachers from 90 primary schools in the central district of Mardin/Turkey in the academic year of 2015-2016. The research sample consists of…

Analyzing the Relationship of Organizational Trust and Organizational Culture with Knowledge Sharing Behavior in Teachers of Second Intermediate Period

ERIC Educational Resources Information Center

Shahhosseini, Sakineh; Nadi, Mohammad Ali

2015-01-01

The present paper aims to study the relationship of organizational trust, organizational culture with knowledge sharing behavior among teachers of Second Intermediate Period in the City of Isfahan. Research method was correlation and statistical population included all teachers of Second Intermediate Period of Isfahan in academic year 2013-2014 (N…

A Study of the Influence of Organizational Learning on Employees' Innovative Behavior and Work Engagement by a Cross-Level Examination

ERIC Educational Resources Information Center

Lin, Hsiu-Chuan; Lee, Yuan-Duen

2017-01-01

The purpose of this study is to examine the influence of organizational learning on employee's innovative behavior, and further proposed the mediation effect of work engagement between the relationship of organizational learning and employee's innovative behavior. The study targets on executives and their subordinates by paired samples within the…

A multilevel analysis of aggressive behaviors among nursing home residents.

PubMed

Cassie, Kimberly M

2012-01-01

Individual and organizational characteristics associated with aggressive behavior among nursing home residents were examined among a sample of 5,494 residents from 23 facilities using the Minimum Data Set 2.0 and the Organizational Social Context scale. On admission, some individual level variables (age, sex, depression, activities of daily life [ADL] impairments, and cognitive impairments) and no organizational level variables were associated with aggressive behaviors. Over time, aggressive behaviors were linked with some individual characteristics (age, sex, and ADL impairments) and several organizational level variables (stressful climates, less rigid cultures, more resistant cultures, geographic location, facility size and staffing patterns). Findings suggest multi-faceted change strategies are needed.

Leadership of risk decision making in a complex, technology organization: The deliberative decision making model

NASA Astrophysics Data System (ADS)

Flaming, Susan C.

2007-12-01

The continuing saga of satellite technology development is as much a story of successful risk management as of innovative engineering. How do program leaders on complex, technology projects manage high stakes risks that threaten business success and satellite performance? This grounded theory study of risk decision making portrays decision leadership practices at one communication satellite company. Integrated product team (IPT) leaders of multi-million dollar programs were interviewed and observed to develop an extensive description of the leadership skills required to navigate organizational influences and drive challenging risk decisions to closure. Based on the study's findings the researcher proposes a new decision making model, Deliberative Decision Making, to describe the program leaders' cognitive and organizational leadership practices. This Deliberative Model extends the insights of prominent decision making models including the rational (or classical) and the naturalistic and qualifies claims made by bounded rationality theory. The Deliberative Model describes how leaders proactively engage resources to play a variety of decision leadership roles. The Model incorporates six distinct types of leadership decision activities, undertaken in varying sequence based on the challenges posed by specific risks. Novel features of the Deliberative Decision Model include: an inventory of leadership methods for managing task challenges, potential stakeholder bias and debates; four types of leadership meta-decisions that guide decision processes, and aligned organizational culture. Both supporting and constraining organizational influences were observed as leaders managed major risks, requiring active leadership on the most difficult decisions. Although the company's engineering culture emphasized the importance of data-based decisions, the uncertainties intrinsic to satellite risks required expert engineering judgment to be exercised throughout. An investigation into the co-variation of decision methods with uncertainty suggests that perceived risk severity may serve as a robust indicator for choices about decision practices. The Deliberative Decision processes incorporate multiple organizational and cultural controls as cross-checks to mitigate potential parochial bias of individuals, stakeholder groups, or leaders. Overall the Deliberative Decision framework describes how expert leadership practices, supportive organizational systems along with aligned cultural values and behavioral norms help leaders drive high stakes risk decisions to closure in this complex, advanced-technology setting.

Toward a Comprehensive Talent Management Program: Level-I Hospital Commander Preparation

DTIC Science & Technology

2013-03-01

ethical decision making, personal/professional 21 ethics, bioethics , organizational ethics, individual behavior, group dynamics, conflict...100.00%) Bioethics 16 (51.61%) 10 (32.26%) 4 (12.90%) 1 (3.23%) Org. Ethics 31 (100.0%) Individual Behavior 29 (93.55%) 2 (6.45%) Group Dynamics 27...75.00%) Add. Labor Law 3 (42.86%) 4 (57.14%) Add. Health Law 1 (100.00%) Add. National Dis. 1 (50.00%) 1 (50.00%) Add. Bioethics 2 (100.00

The impact of a national strategy to increase physical activity among older adults on national organizations.

PubMed

Park, Chae-Hee; Chodzko-Zajko, Wojtek; Ory, Marcia G; Gleason-Senior, Jane; Bazzarre, Terry L; Mockenhaupt, Robin

2010-10-01

This study was designed to evaluate the impact of the National Blueprint (NB) on the policies, programs, and organizational culture of selected national organizations. The theoretical model selected to assess the impact of the NB on organizational behavior was Burke's system theory of organizational change. Three organizations, AARP, the American College of Sports Medicine (ACSM), and the Administration on Aging (AoA), were selected for the study. Two individuals in each of these organizations were selected for interview. Semistructured interviews and document reviews were used in the data-collection process. Findings showed that the publication and establishment of the NB resulted in changes in the operating procedures of AARP, ACSM, and AoA. The results were broadly consistent with Burke's system theory of organizational change. The publication of the NB was shown to affect the behavior of organizational leaders, organizational culture, policies, programs, and individual and organizational performance. The new information generated has increased our understanding of the impact of health campaigns on organizational behavior.

An evolution in interdisciplinary competencies to prevent and manage patient violence.

PubMed

Morton, Paula G

2002-01-01

Patient violence is a growing problem in healthcare institutions. Incidents of violence lead to injuries and increased operating costs. An innovative organizational approach to this problem is inclusion of interdisciplinary competency-based staff education and practice, as a key component of a comprehensive violence prevention program.Interdisciplinary competencies include a variety of behavioral responses, aimed at prevention, environmental, interpersonal, and physical interventions and postvention techniques for aggression and violence. Methods to maintain, monitor, document, and improve staff performance and skills are delineated. Organizational investment in such interdisciplinary competency-based education and practice evolves over time. Results include fewer incidents and injuries and enhanced interdisciplinary cooperation.

From proactive personality to organizational citizenship behavior: mediating role of harmony.

PubMed

Gan, Yiqun; Cheung, Fanny M

2010-06-01

The objective of the present study was to examine the moderating role of interpersonal harmony in the relation of proactive personality with organizational citizenship behavior. 158 employees in Chinese state-owned companies completed the Proactive Personality Scale (Bateman & Crant, 1993), Harmony scale, and Organizational Citizenship Behavior Questionnaire. Proactive personality had insignificant correlation with job dedication. The correlation between interpersonal facilitation and proactive personality was significant but quite low. Results of the hierarchical regression analyses indicated that when demographic variables were controlled, Harmony had significant moderating effects on the relations of proactive behavior and job dedication/interpersonal facilitation. In the high Harmony group, the correlation between proactive personality and organizational citizenship behavior was significant; whereas in the low Harmony group, this correlation was not significant.

Giving Feedback: Development of Scales for the Mum Effect, Discomfort Giving Feedback, and Feedback Medium Preference

ERIC Educational Resources Information Center

Cox, Susie S.; Marler, Laura E.; Simmering, Marcia J.; Totten, Jeff W.

2011-01-01

Research in organizational behavior and human resources promotes the view that it is critical for managers to provide accurate feedback to employees, yet little research addresses rater tendencies (i.e., the "mum effect") and attitudes that influence how performance feedback is given. Because technology has changed the nature of…

Organizational Behavior.

DTIC Science & Technology

1984-08-01

researchers and theoreticians are currently located in American business schools . Impressive theoretical and practical contributions have also come from...industry, the tension in business schools between 03 and * other business disciplines can be felt. Marketers, Finance/Accountants, * Management Scientists... business schools . it will be argued that this tension might be somewhat alleviated if OB researchers paid more attention to the economic benefits of 03

Effects of Training Leaders in Needs-Based Methods of Running Meetings

ERIC Educational Resources Information Center

Douglass, Emily M.; Malouff, John M.; Rangan, Julie A.

2015-01-01

This study evaluated the effects of brief training in how to lead organizational meetings. The training was based on an attendee-needs-based model of running meetings. Twelve mid-level managers completed the training. The study showed a significant pre to post increase in the number of needs-based behaviors displayed by meeting leaders and in…

Let's Burn Them All: A Librarian's View

ERIC Educational Resources Information Center

Werner, Roye

2014-01-01

In this rejoinder to "Let's Burn Them All," a librarian supports the author's case for eliminating textbooks in the teaching of management and organizational behavior. A move away from textbooks would free libraries from worrying about whether and to what extent to provide expensive textbook access to students, a long-standing…

Perceptions of African American Faculty in Kinesiology-Based Programs at Predominantly White American Institutions of Higher Education

ERIC Educational Resources Information Center

Burden, Joe W., Jr.; Harrison, Louis, Jr.; Hodge, Samuel R.

2005-01-01

The purpose of this study was to examine the perceptions of African American faculty on their organizational socialization in kinesiology-based (i.e., sport pedagogy, exercise physiology, motor behavior, sport management/history) programs at predominantly White American (1) institutions of higher education (PW-IHE). Participants were 9 African…

Institutionalization of Planned Organizational Change,

DTIC Science & Technology

1978-09-01

organizational change in the context of labor- management relations. One of their basic arguments is that the company and management have conflicting...planned organizational interventions. From the modest number of empirical studies on planned organizational change in a union- management context...new forms of work organization have emphasized the need to increase our understanding of oraganizational change processes. This paper has elaborated

Organizational Factors that Affect the Implementation of Information Technology: Perspectives of Middle Managers in Iran.

PubMed

Barzekar, Hosein; Karami, Mahtab

2014-10-01

to examine the organizational factors affecting the application of information technology in hospitals. Since the organizational factors are one of the most important determinants of successful projects, by understanding their impact and identifying them it can help planning a systematic IT implementation. In this cross-sectional descriptive study 110 middle managers were chosen from teaching hospitals. Structured questionnaire was used for the data collection. There was a significant relationship between organization resource, organizational knowledge, process, management structure and values and goals with implementation of information technology. Findings showed that organizational factors had a considerable impact on implementation of information technology. Top managers must consider the important aspects of effective organizational factors.

[Qualitative analysis of organizational innovations in Spanish public hospitals].

PubMed

del Llano, J; Martínez-Cantarero, J F; Gol, J; Raigada, F

2002-01-01

To determine the opinion of chief executive officers (CEOs) and physicians in public hospitals concerning new managerial trends. We performed a qualitative study designed to determine the opinion of CEOs and physicians on the organizational innovations that affect more than one level of health management intervention. In-depth semi-structured interviews were conducted to identify behavior, experiences, opinions, knowledge and other personal and institutional aspects related to the study's aim. Focus groups (two study groups and one control group) were also used. Interaction between groups was used to obtain different types of information on the development of ideas, operational capacity, and the degree of consensus and disagreement on the subjects discussed. Comparison between the control and the study groups revealed that the new management trends added value in the following areas: economy of contracts, delegation, administrative decentralization, incentives, risk avoidance, process re-engineering, heath care continuity, competitiveness, leadership, information systems and client centeredness. Physicians are showing increased interest in organizational innovations while CEOs are ambivalent about their changing role and respective responsibilities. There is evidence of resistance to change. There is no single institutional model; institutional design depends on internal factors (cohesion and leadership) and external factors (environment, size and technology). The incipient development of innovations reveals the need for changes in the style and characteristics of management structure (composition, functions, responsibilities).

Innovative work behavior of managers: Implications regarding stressful challenges of modernized public- and private-sector organizations

PubMed Central

Mukherjee, Sudeshna Basu; Ray, Anjali

2009-01-01

Background: The present study was firstly aimed to find out the nature of stressful life events arising out of the innovative challenges in modernized organizations; and secondly, it tried to identify the relationship between innovative work behavior of managers and the levels of stress arising out of stressful events in modernized organizations (public and private) in West Bengal. Materials and Methods: Data was collected from a sample of 200 managers, by using 3 tools (General Information Schedule, Life Event Inventory and Innovative Work Behavior Scale) through a face-to-face interview. Responses were subjected to both quantitative and qualitative analyses. The data was statistically treated for ‘t’ and ANOVA. Results: Data highlighted the fact that the qualitative profile of stressful events in the lives of managers expressed specificity in terms of their organizational type (public- and private-sector modernized organizations), and levels of stress from stressful life events were significantly higher among the modernized private-sector managers than those among public-sector managers. The prevalence of innovative work behavior was moderately higher among managers of private-sector modernized organizations than their counterparts in public-sector organizations. The trends of innovative work behavior of the managers indicated much variability due to interaction of their level of perceived stressful challenges for innovation and the global forces of change that have unleashed dynamic, systematic and higher expectation level from them. PMID:21180486

Innovative work behavior of managers: Implications regarding stressful challenges of modernized public- and private-sector organizations.

PubMed

Mukherjee, Sudeshna Basu; Ray, Anjali

2009-07-01

The present study was firstly aimed to find out the nature of stressful life events arising out of the innovative challenges in modernized organizations; and secondly, it tried to identify the relationship between innovative work behavior of managers and the levels of stress arising out of stressful events in modernized organizations (public and private) in West Bengal. Data was collected from a sample of 200 managers, by using 3 tools (General Information Schedule, Life Event Inventory and Innovative Work Behavior Scale) through a face-to-face interview. Responses were subjected to both quantitative and qualitative analyses. The data was statistically treated for 't' and ANOVA. Data highlighted the fact that the qualitative profile of stressful events in the lives of managers expressed specificity in terms of their organizational type (public- and private-sector modernized organizations), and levels of stress from stressful life events were significantly higher among the modernized private-sector managers than those among public-sector managers. The prevalence of innovative work behavior was moderately higher among managers of private-sector modernized organizations than their counterparts in public-sector organizations. The trends of innovative work behavior of the managers indicated much variability due to interaction of their level of perceived stressful challenges for innovation and the global forces of change that have unleashed dynamic, systematic and higher expectation level from them.

An Evalualation of How Organizational Culture Can Perpetuate a Formal Mentoring Relationship

DTIC Science & Technology

2006-03-10

be found in chapter two. Six categories helped to determine the dominant characteristics of an organization, organizational leadership , management of...Dominant Characteristics, Organizational Leadership , Management of Employees, Organizational Glue, Strategic Emphasis, Formal Mentoring, Career

Effect of Organizational Justice Behaviors on Organizational Silence and Cynicism: A Research on Academics from Schools of Physical Education and Sports

ERIC Educational Resources Information Center

Erdogdu, Murat

2018-01-01

In this research, it is aimed to examine the effect of organizational justice behaviors on organizational silence and cynicism based on the opinions of academics who serve in Schools of Physical Education and Sports, and Faculties of Sports Sciences. Research group consisted of academics from 22 different universities in Turkey. There are 320…

The Effect of the Total Quality Management on Organizational Innovation in Higher Education Mediated by Organizational Learning

ERIC Educational Resources Information Center

Aminbeidokhti, Aliakbar; Jamshidi, Laleh; Mohammadi Hoseini, Ahmad

2016-01-01

Many scientists have suggested that both total quality management (TQM) and organizational learning can separately and effectively reinforce innovation. But is there any relationship between TQM and organizational learning? This study has two main purposes: (1) determining the causal relationship between TQM, organizational learning and…

The Relationship between Multiple Commitments and Organizational Citizenship Behavior in Arab and Jewish Culture

ERIC Educational Resources Information Center

Cohen, Aaron

2006-01-01

This study examined the relation between multiple commitments (organizational commitment, occupational commitment, job involvement, and group commitment), ethnicity, and cultural values (individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity) with organizational citizenship behaviors (OCB) and in-role…

Effects of Perceived Discrimination on Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior, and Grievances.

ERIC Educational Resources Information Center

Ensher, Ellen A.; Grant-Vallone, Elisa J.; Donaldson, Stewart I.

2001-01-01

In a study of 366 ethnically diverse employees, perceived discrimination from supervisors, coworkers, or the organization affected organizational commitment, job satisfaction, and citizenship behavior. Perceived discrimination was not related to the number of grievances filed. (Contains 57 references.) (SK)

Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills

PubMed Central

Baloch, Muhammad A.; Meng, Fanchen; Xu, Zefeng; Cepeda-Carrion, Ignacio; Danish; Bari, Muhammad W.

2017-01-01

The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry. PMID:29167654

Dark Triad, Perceptions of Organizational Politics and Counterproductive Work Behaviors: The Moderating Effect of Political Skills.

PubMed

Baloch, Muhammad A; Meng, Fanchen; Xu, Zefeng; Cepeda-Carrion, Ignacio; Danish; Bari, Muhammad W

2017-01-01

The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry.

Effect of management training in organizational justice: a randomized controlled trial

PubMed Central

NAKAMURA, Saki; SOMEMURA, Hironori; SASAKI, Norio; YAMAMOTO, Megumi; TANAKA, Mika; TANAKA, Katsutoshi

2016-01-01

Organizational justice (OJ) influences the well-being of employees of organizations. We conducted a randomized controlled trial to examine whether or not brief management training increases OJ for subordinates. Study participants were managers and subordinates working in the private manufacturing sector. Randomization at the departmental level generated an intervention group of 23 departments (93 managers and 248 subordinates) and a control group of 23 departments (91 managers and 314 subordinates). Managers in the intervention group received a 90-min training session to investigate the attitudes and behavior of managers and help increase OJ. Subordinates completed self-administered OJ questionnaire surveys on procedural, interpersonal, and informational justice before and 3 months after intervention. For all subordinates, the interaction between group and time in OJ scores obtained before and 3 months after intervention were not significant. However, in subgroup analyses of the lowest tertile group in relation to the baseline of each of the three OJ subscales and total scores, the lowest tertile group of the interpersonal justice subscale showed significant improvement. The results of this study suggest that brief management training in OJ for managers significantly improves a low rating from subordinates in interpersonal justice. Further studies are required to develop a specific intervention method to increase OJ. PMID:26860786

Effect of management training in organizational justice: a randomized controlled trial.

PubMed

Nakamura, Saki; Somemura, Hironori; Sasaki, Norio; Yamamoto, Megumi; Tanaka, Mika; Tanaka, Katsutoshi

2016-06-10

Organizational justice (OJ) influences the well-being of employees of organizations. We conducted a randomized controlled trial to examine whether or not brief management training increases OJ for subordinates. Study participants were managers and subordinates working in the private manufacturing sector. Randomization at the departmental level generated an intervention group of 23 departments (93 managers and 248 subordinates) and a control group of 23 departments (91 managers and 314 subordinates). Managers in the intervention group received a 90-min training session to investigate the attitudes and behavior of managers and help increase OJ. Subordinates completed self-administered OJ questionnaire surveys on procedural, interpersonal, and informational justice before and 3 months after intervention. For all subordinates, the interaction between group and time in OJ scores obtained before and 3 months after intervention were not significant. However, in subgroup analyses of the lowest tertile group in relation to the baseline of each of the three OJ subscales and total scores, the lowest tertile group of the interpersonal justice subscale showed significant improvement. The results of this study suggest that brief management training in OJ for managers significantly improves a low rating from subordinates in interpersonal justice. Further studies are required to develop a specific intervention method to increase OJ.

Effect of emotional dissonance on organizational citizenship behavior: testing the stressor-strain-outcome model.

PubMed

Cheung, Francis Yue-Lok; Cheung, Ray Yu-Hin

2013-01-01

In this study, the stressor-strain-outcome (SSO) model developed by Koeske and Koeske was adopted to examine the mediating effect of burnout between emotional dissonance and organizational citizenship behavior (OCB). The study involved 264 full-time Chinese school teachers (82 men, 16 women, and 22 individuals whose genders were not specified; mean age = 34.4 years and SD = 8.09 years). Correlation analysis showed that emotional dissonance is positively related to all three burnout dimensions (i.e., emotional exhaustion, depersonalization, and lack of personal accomplishment). Emotional dissonance is also negatively related to OCB toward individuals. Results from structural equation modeling support the SSO model, which states that emotional dissonance first leads to burnout and then to lower OCB. The limitations and implications to the school management, such as provision of emotional regulation training and strengthening of the social network system, were also discussed.

Working memory and organizational skills problems in ADHD.

PubMed

Kofler, Michael J; Sarver, Dustin E; Harmon, Sherelle L; Moltisanti, Allison; Aduen, Paula A; Soto, Elia F; Ferretti, Nicole

2018-01-01

This study tested model-driven predictions regarding working memory's role in the organizational problems associated with ADHD. Children aged 8-13 (M = 10.33, SD = 1.42) with and without ADHD (N = 103; 39 girls; 73% Caucasian/Non-Hispanic) were assessed on multiple, counterbalanced working memory tasks. Parents and teachers completed norm-referenced measures of organizational problems (Children's Organizational Skills Scale; COSS). Results confirmed large magnitude working memory deficits (d = 1.24) and organizational problems in ADHD (d = 0.85). Bias-corrected, bootstrapped conditional effects models linked impaired working memory with greater parent- and teacher-reported inattention, hyperactivity/impulsivity, and organizational problems. Working memory predicted organization problems across all parent and teacher COSS subscales (R 2  = .19-.23). Approximately 38%-57% of working memory's effect on organization problems was conveyed by working memory's association with inattentive behavior. Unique effects of working memory remained significant for both parent- and teacher-reported task planning, as well as for teacher-reported memory/materials management and overall organization problems. Attention problems uniquely predicted worse organizational skills. Hyperactivity was unrelated to parent-reported organizational skills, but predicted better teacher-reported task planning. Children with ADHD exhibit multisetting, broad-based organizational impairment. These impaired organizational skills are attributable in part to performance deficits secondary to working memory dysfunction, both directly and indirectly via working memory's role in regulating attention. Impaired working memory in ADHD renders it extraordinarily difficult for these children to consistently anticipate, plan, enact, and maintain goal-directed actions. © 2017 Association for Child and Adolescent Mental Health.

Improving performance through an organizational culture of employee expertise.

PubMed

Jacobs, R L

1996-01-01

Managers can do many things to improve organizational performance, but the accomplishments of the most skillful employees often are most important. This article makes the point that managers should be aware of employee expertise and its relationship to organizational performance. The article also describes the components of an organizational culture of employee expertise. An organizational culture of employee expertise builds on the learning organization metaphor that has frequently appeared in the management literature. How employees develop expertise to do their jobs is emerging as a critical issue for organizations, and managers will likely play a key role in that process.

The association between work ethics and attitudes towards organizational changes among the administrative, financial and support employees of general teaching hospitals

PubMed Central

Ravangard, Ramin; Sajjadnia, Zahra; Jafari, Abdosaleh; Shahsavan, Najme; Bahmaie, Jamshid; Bahadori, Mohammadkarim

2014-01-01

In order to achieve success in today’s competitive world, organizations should adapt to environmental changes. On the other hand, managers should have a set of values and ethical guidelines for their administrative and organizational functions. This study aimed to investigate the association between work ethics and attitudes towards organizational changes among the administrative, financial and support employees of general teaching hospitals affiliated to Shiraz University of Medical Sciences. This was an applied, cross-sectional and descriptive-analytic study conducted in 2013. A sample of 124 employees was selected using stratified sampling proportional to size and simple random sampling methods. Data were collected using 2 questionnaires measuring the dimensions of employees' work ethics (four dimensions) and attitudes towards organizational changes (three dimensions). The collected data were analyzed using SPSS 18.0 and statistical tests, including ANOVA, independent samples t-test, and Pearson’s correlation coefficient. A P < 0.05 was considered statistically significant. The maximum and minimum score of work ethic dimensions were related to being cooperative (4.60 ± 0.38) and dependable (4.29 ± 0.39) respectively. On the other hand, the maximum and minimum score of attitudes towards the various dimensions of organizational changes were related to the behavioral (3.83 ± 0.70) and the affective (3.55 ± 0.88) dimensions respectively. Furthermore, there was a significant relationship between the work ethics and education levels of the employees in this study (P = 0.003). Also, among work s dimensions, only being considerate had a significant association with attitudes towards organizational changes (P = 0.014) and their cognitive dimension (P = 0.005). To improve employees' work ethics and attitudes towards organizational changes, the following suggestions can be offered: training hospitals managers in participative management style and its application, as well as the importance of meeting the employees' needs and expectations based on their characteristics; familiarizing employees with the Islamic work ethic; educating employees on the importance of being considerate towards their colleagues and subordinates in the workplace, and reinforcing this desirable quality; and finally, clarifying the need for changes in the organization for all employees. PMID:25512831

Reducing suboptimal employee decisions can build the business case for employee benefits.

PubMed

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

Quality management of human resources. Providers should begin by focusing on education, performance management, and reward systems.

PubMed

Blair, C S; Fordyce, M; Barney, S M

1993-10-01

For a quality management transformation to occur, a healthcare organization must focus on education and development, performance management, and recognition and reward systems during the first years of implementation. Education and development are perhaps the most important human resource management functions when implementing quality management principles and processes because behavioral changes will be required at all organizational levels. Specific programs that support an organization's quality management effort will vary but should include the conceptual, cultural, and technical aspects of quality management. The essence of quality management is to always satisfy the customer and to continuously improve the services and products the organization offers. The approach to performance management should therefore rely on customer feedback and satisfaction. An organization committed to quality management should base its performance management approach on customer orientation, process improvement, employee involvement, decision making with data, and continuous improvement. Managers and trustees are being challenged to provide innovative recognition and reward systems that reinforce the values and behaviors consistent with quality management. Such systems must also be aligned with the behaviors and outcomes that support the philosophy, mission, and values of the Catholic healthcare ministry. The following components should be considered for a recognition and reward system: base pay, incentives, benefits, and nonmonetary rewards.

THE RELATIONSHIP BETWEEN HOFSTEDE ORGANIZATIONAL CULTURE AND EMPLOYEES JOB BURNOUT IN HOSPITALS OF TEHRAN UNIVERSITY OF MEDICAL SCIENCES 2014-2015

PubMed Central

Farzianpour, Fereshteh; Abbasi, Mahya; Foruoshani, Abbas Rahimi; Pooyan, Ebrahim Jafari

2016-01-01

Objective: Organizational culture plays a supportive role in modification of structure and implementation of new management systems. So, the management of organizational culture with cultural elements recognition plays an important role in improving the efficacy and effectiveness of the organization. On the other hand, the health sector requires healthy and motivated practitioners and staff to achieve these goals. Job burnout as a response to environmental stressors causes some changes in attitude and behavior towards work and work environment, and factors such as organizational culture effect on it. This study aimed to clarify the relationship between organizational culture and employee’s burnout. Material and Methods: This is a descriptive and cross-sectional study. The study population included all clinical staff (physicians and nurses) and nonclinical (administrative and financial) in hospitals affiliated to Tehran University of Medical Sciences in 2014-2015. Among them, 387 participants were selected using simple stratified random sampling. In order to collect the required data, the Maslach Burnout Inventory (1981) and Hofstede’s organizational cultural questionnaire (1988) were used. Also Cronbach’s alpha obtained 0.836 and 0.913 for them, respectively. In order to analyze the data, the Kolmogorov-Smirnov test, multiple regression, independent t-test and binomial test were performed using SPSS 20. Results: Results showed that organizational culture in studied population were masculine, collectivism with high uncertainty avoidance and relatively equitable power distance. Mean score for emotional exhaustion was (31.4) and most of participants 315 (40.6%) had average emotional exhaustion. Mean score for depersonalization was (21.16) and most of participants 315 (82.1%) had high depersonalization. Mean score for personal accomplishment was (30.02) and most of participants 280 (73.2%) had high personal accomplishment. Multiple correlation coefficient showed that there is a significant relationship between the components of organizational culture including masculinity/femininity, individualism/collectivism, uncertainty avoidance and power distance with job burnout (r=0.305, p>0.001). R2 also showed that 9.3 percent of the variance of job burnout is related to the mentioned factors. Conclusion: The overall result is that some staff health issues rooted in their culture; so, the organizational culture assessment by hospital managers to plan and goals achievement is essential. If necessary, improving organizational culture, creating a healthy environment, enhancing tolerance and individual adjustment and stress control can help to reduce staff burnout. PMID:27047263

Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation.

PubMed

Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke

2010-05-01

This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.

Behavioral Scientists (AFSC 2675), Scientific Managers (AFSC 26169), and Related Specialties.

DTIC Science & Technology

1984-12-01

mitroliche only h : hard copy only A ,ceoo For DTI5 ?RA1 . ." ),, " k -. A’t ’ . .. " " ." , ’ - % ° ’ -" .. . , .. -. • . . . -. . . . - " . TABLE OF...FUNCTIONS 22 K APPLICATIONS OF RESEARCH L MANAGING RESEARCH OR APPLICATIONS PROGRAMS 14 M ORGANIZATIONAL IMPROVEMENT FUNCTIONS it N ACADEMIC INSTRUCTOR...time ratings for each task. For the purpose of organizing individual jobs into similar types of work, an automated job clustering program was used. This

Transformation and Transformational Leadership: A Review of the Current and Relevant Literature for Academic Radiologists.

PubMed

Thomson, Norman B; Rawson, James V; Slade, Catherine P; Bledsoe, Martin

2016-05-01

With the US healthcare system on an unsustainable course, change is inevitable. Changes in the healthcare landscape impacting radiology include changing payment models, rapid adoption of digital technology, changes in radiology resident certifying exams, and the rise of consumerism in health care. Academic Radiology will be part of that change with none of its missions spared. What matters is not that change is coming but how Academic Radiology responds to change. Do we ignore, adapt, adopt others' practices, or lead change? Change management or transformation is a management skill set that can be learned and developed. Transformational leadership is a leadership style defined by the relationships between the leaders and the followers and the results they are able to achieve together to meet organizational goals. In this paper, we provide a review of key change management theories, as well as practical advice for self-reflection and development of leadership behaviors that promote effective change management and organizational transformation, particularly in a complex industry like Academic Radiology. Copyright © 2016 The Association of University Radiologists. Published by Elsevier Inc. All rights reserved.

[B-BS and occupational health and safety management systems: the SGSL certification].

PubMed

Calabrese, G; Candura, G

2010-01-01

The social costs deriving from the lack of occupational safety, which nowadays constitute approximately 2.8% of the GDP, tend not to come down despite the regulations, the inspections and the sanctions. The problems may be ascribed both to a shortage of systemic actions and to inappropriate training of the workers. Possible solutions are represented by the adoption of organizational models (D. Lgs. 81 art. 30) and by the implementation of protocols such as the Behavior-Based Safety (B-BS). Organisational and Management Models have been introduced with art. 30 D.Lgs. 81/2008 and with art. 6 D.Lgs. 231/2001. The comparison between their requisites and the ones specified by the OHSAS 18001 standards, confirms the partial overlapping of the Organizational Models with the Occupational Health & Safety Management Systems. Nevertheless such Systems are rarely adopted by Italian companies and their implementation still doesn't grant complete effectiveness. The B-BS protocol is proving to be a tool of extraordinary value to increase the level of safety, especially when used along with the known Health & Safety Management Systems.

Detecting event-related changes in organizational networks using optimized neural network models.

PubMed

Li, Ze; Sun, Duoyong; Zhu, Renqi; Lin, Zihan

2017-01-01

Organizational external behavior changes are caused by the internal structure and interactions. External behaviors are also known as the behavioral events of an organization. Detecting event-related changes in organizational networks could efficiently be used to monitor the dynamics of organizational behaviors. Although many different methods have been used to detect changes in organizational networks, these methods usually ignore the correlation between the internal structure and external events. Event-related change detection considers the correlation and could be used for event recognition based on social network modeling and supervised classification. Detecting event-related changes could be effectively useful in providing early warnings and faster responses to both positive and negative organizational activities. In this study, event-related change in an organizational network was defined, and artificial neural network models were used to quantitatively determine whether and when a change occurred. To achieve a higher accuracy, Back Propagation Neural Networks (BPNNs) were optimized using Genetic Algorithms (GAs) and Particle Swarm Optimization (PSO). We showed the feasibility of the proposed method by comparing its performance with that of other methods using two cases. The results suggested that the proposed method could identify organizational events based on a correlation between the organizational networks and events. The results also suggested that the proposed method not only has a higher precision but also has a better robustness than the previously used techniques.

Detecting event-related changes in organizational networks using optimized neural network models

PubMed Central

Sun, Duoyong; Zhu, Renqi; Lin, Zihan

2017-01-01

Organizational external behavior changes are caused by the internal structure and interactions. External behaviors are also known as the behavioral events of an organization. Detecting event-related changes in organizational networks could efficiently be used to monitor the dynamics of organizational behaviors. Although many different methods have been used to detect changes in organizational networks, these methods usually ignore the correlation between the internal structure and external events. Event-related change detection considers the correlation and could be used for event recognition based on social network modeling and supervised classification. Detecting event-related changes could be effectively useful in providing early warnings and faster responses to both positive and negative organizational activities. In this study, event-related change in an organizational network was defined, and artificial neural network models were used to quantitatively determine whether and when a change occurred. To achieve a higher accuracy, Back Propagation Neural Networks (BPNNs) were optimized using Genetic Algorithms (GAs) and Particle Swarm Optimization (PSO). We showed the feasibility of the proposed method by comparing its performance with that of other methods using two cases. The results suggested that the proposed method could identify organizational events based on a correlation between the organizational networks and events. The results also suggested that the proposed method not only has a higher precision but also has a better robustness than the previously used techniques. PMID:29190799

Organizational Factors that Affect the Implementation of Information Technology: Perspectives of Middle Managers in Iran

PubMed Central

Barzekar, Hosein; Karami, Mahtab

2014-01-01

ABSTRACT Objective: to examine the organizational factors affecting the application of information technology in hospitals. Since the organizational factors are one of the most important determinants of successful projects, by understanding their impact and identifying them it can help planning a systematic IT implementation. Methods: In this cross-sectional descriptive study 110 middle managers were chosen from teaching hospitals. Structured questionnaire was used for the data collection. Results: There was a significant relationship between organization resource, organizational knowledge, process, management structure and values and goals with implementation of information technology. Conclusion: Findings showed that organizational factors had a considerable impact on implementation of information technology. Top managers must consider the important aspects of effective organizational factors. PMID:25568582

Steroid hormone signaling during development has a latent effect on adult male sexual behavior in the butterfly Bicyclus anynana

PubMed Central

Bear, Ashley; Prudic, Kathleen L.

2017-01-01

It is well established that steroid hormones regulate sexual behavior in vertebrates via organizational and activational effects. However, whether the organizational/activational paradigm applies more broadly to the sexual behavior of other animals such as insects is not well established. Here we describe the hormonal regulation of a sexual behavior in the seasonally polyphenic butterfly Bicyclus anynana is consistent with the characteristics of an organizational effect. By measuring hormone titer levels, quantifying hormone receptor gene expression in the brain, and performing hormone manipulations, we demonstrate steroid hormone signaling early in pupal development has a latent effect on adult male sexual behavior in B. anynana. These findings suggest the organizational/activational paradigm may be more highly conserved across animal taxa than previously thought. PMID:28328961

Steroid hormone signaling during development has a latent effect on adult male sexual behavior in the butterfly Bicyclus anynana.

PubMed

Bear, Ashley; Prudic, Kathleen L; Monteiro, Antónia

2017-01-01

It is well established that steroid hormones regulate sexual behavior in vertebrates via organizational and activational effects. However, whether the organizational/activational paradigm applies more broadly to the sexual behavior of other animals such as insects is not well established. Here we describe the hormonal regulation of a sexual behavior in the seasonally polyphenic butterfly Bicyclus anynana is consistent with the characteristics of an organizational effect. By measuring hormone titer levels, quantifying hormone receptor gene expression in the brain, and performing hormone manipulations, we demonstrate steroid hormone signaling early in pupal development has a latent effect on adult male sexual behavior in B. anynana. These findings suggest the organizational/activational paradigm may be more highly conserved across animal taxa than previously thought.

Leading during change: the effects of leader behavior on sickness absence in a Norwegian health trust

PubMed Central

2012-01-01

Background Organizational change often leads to negative employee outcomes such as increased absence. Because change is also often inevitable, it is important to know how these negative outcomes could be reduced. This study investigates how the line manager’s behavior relates to sickness absence in a Norwegian health trust during major restructuring. Methods Leader behavior was measured by questionnaire, where employees assessed their line manager’s behavior (N = 1008; response rate 40%). Data on sickness absence were provided at department level (N = 35) and were measured at two times. Analyses were primarily conducted using linear regression; leader behavior was aggregated and weighted by department size. Results The results show a relationship between several leader behaviors and sickness absence. The line managers’ display of loyalty to their superiors was related to higher sickness absence; whereas task monitoring was related to lower absence. Social support was related to higher sickness absence. However, the effect of social support was no longer significant when the line manager also displayed high levels of problem confrontation. Conclusions The findings clearly support the line manager’s importance for employee sickness absence during organizational change. We conclude that more awareness concerning the manager’s role in change processes is needed. PMID:22984817

Matrix Management: An Organizational Alternative for Libraries.

ERIC Educational Resources Information Center

Johnson, Peggy

1990-01-01

Describes various organizational structures and models, presents matrix management as an alternative to traditional hierarchical structures, and suggests matrix management as an appropriate organizational alternative for academic libraries. Benefits that are discussed include increased flexibility, a higher level of professional independence, and…

Entrepreneurship management in health services: an integrative model.

PubMed

Guo, Kristina L

2006-01-01

This research develops an integrated systems model of entrepreneurship management as a method for achieving health care organizational survival and growth. Specifically, it analyzes current health care environment challenges, identifies roles of managers and discusses organizational theories that are relevant to the health care environment, outlines the role of entrepreneurship in health care, and describes the entrepreneurial manager in the entrepreneurial management process to produce desirable organizational outcomes. The study concludes that as current health care environment continues to show intense competition, entrepreneurial managers are responsible for creating innovations, managing change, investing in resources, and recognizing opportunities in the environment to increase organizational viability.

Impact of yoga way of life on organizational performance

PubMed Central

Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

2010-01-01

Background: Organizational performance can be attributed to a number of factors. However, there are certain organizational factors, the presence or absence of which can determine the success or failure of the organization. There are different ways in which organizations try to improve their performance by working on such factors. In the research presented in this article, an attempt is made to find out whether adoption of the Yoga Way of Life by managers can have a positive impact on such organizational performance indicators. Aims: To measure effect of yoga way of life on five different indicators through an empirical study. Materials and Methods: The five indicators are job satisfaction, job involvement, goal orientation, affective organizational commitment and organizational citizenship behavior. Statistics Analysis: Pre- and post-data was measured using self-reported questionnaire. Independent T-test (Paired) and Pearson’s correlation test were conducted using SPSS. Results and Conclusion: The results of the study show that Yoga has a significant positive impact on four out of five of these indicators. Only job involvement does not show significant improvement. The construct used for measuring job involvement had a Chronbach alpha of 0.613, which is an indicator of moderate reliability, which could be the main reason for not getting positive result. PMID:21170231

The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment.

PubMed

Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen

2017-01-01

Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them.

The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment

PubMed Central

Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen

2018-01-01

Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them. PMID:29375434

“Does Organizational Culture Influence the Ethical Behavior in the Pharmaceutical Industry?”

PubMed Central

Nagashekhara, Molugulu; Agil, Syed Omar Syed

2011-01-01

Study of ethical behavior among medical representatives in the profession is an under-portrayed component that deserves further perusal in the pharmaceutical industry. The purpose of this study is to find out the influence of organizational culture on ethical behavior of medical representatives. Medical representatives working for both domestic and multinational companies constitutes the sample (n=300). Data is collected using a simple random and cluster sampling through a structured questionnaire. The research design is hypothesis testing. It is a cross-sectional and correlational study, conducted under non-contrived settings. Chi-square tests were shows that there is an association between the organizational culture and ethical behavior of medical representatives. In addition, the strength of the association is measured which report to Cramer’s V of 63.1% and Phi Value of 2.749. Results indicate that multinational company medical reps are more ethical compared to domestic company medical representatives vast difference in both variance and in t test results. Through better organizational culture, pharmaceutical companies can create the most desirable behavior among their employees. Authors conclude that apart from organizational culture, the study of additional organizational, individual and external factors are imperative for better understanding of ethical behavior of medical representatives in the pharmaceutical industry in India. PMID:24826027

"Does organizational culture influence the ethical behavior in the pharmaceutical industry?".

PubMed

Nagashekhara, Molugulu; Agil, Syed Omar Syed

2011-12-01

Study of ethical behavior among medical representatives in the profession is an under-portrayed component that deserves further perusal in the pharmaceutical industry. The purpose of this study is to find out the influence of organizational culture on ethical behavior of medical representatives. Medical representatives working for both domestic and multinational companies constitutes the sample (n=300). Data is collected using a simple random and cluster sampling through a structured questionnaire. The research design is hypothesis testing. It is a cross-sectional and correlational study, conducted under non-contrived settings. Chi-square tests were shows that there is an association between the organizational culture and ethical behavior of medical representatives. In addition, the strength of the association is measured which report to Cramer's V of 63.1% and Phi Value of 2.749. Results indicate that multinational company medical reps are more ethical compared to domestic company medical representatives vast difference in both variance and in t test results. Through better organizational culture, pharmaceutical companies can create the most desirable behavior among their employees. Authors conclude that apart from organizational culture, the study of additional organizational, individual and external factors are imperative for better understanding of ethical behavior of medical representatives in the pharmaceutical industry in India.

Emerging Perspectives on Organizational Behavior: Implications for Institutional Researchers.

ERIC Educational Resources Information Center

Schmidtlein, Frank A.

1999-01-01

Examines common assumptions about the rationality or irrationality of organizational behavior and finds that decision making occurs in a complex context that successful college/university institutional research offices must recognize and work with. Finds that emerging organizational theories suggest there are limitations on the use of data and…

The Concept of Employee Engagement: A Comprehensive Review from a Positive Organizational Behavior Perspective

ERIC Educational Resources Information Center

Jeung, Chang-Wook

2011-01-01

Employee engagement has been understood from various academic and practical perspectives, mainly due to its recent popularity. This study explores not only positive movements--positive psychology, positive organizational scholarship (POS), and positive organizational behavior (POB)--as a background of engagement but also the conceptualization,…

Behavioral and psychophysiological responses to job demands and association with musculoskeletal symptoms in computer work.

PubMed

Griffiths, Karin Lindgren; Mackey, Martin G; Adamson, Barbara J

2011-12-01

The purpose of this study was to identify and compare individual behavioral and psychophysiological responses to workload demands and stressors associated with the reporting of musculoskeletal symptoms with computer work. Evidence is growing that the prevalence of musculoskeletal symptoms increases with longer hours of computer work and exposure to psychosocial stressors such as high workloads and unrealistic deadlines. Workstyle, or how an individual worker behaves in response to such work demands, may also be an important factor associated with musculoskeletal symptoms in computer operators. Approximately 8,000 employees of the Australian Public Service were invited to complete an on-line survey if they worked with a computer for 15 or more hours per week. The survey was a composite of three questionnaires: the ASSET to measure perceived organizational stressors, Nordic Musculoskeletal Questionnaire to measure reported prevalence of musculoskeletal symptoms and additional questions to measure individual work behaviors and responses. 934 completed surveys were accepted for analyses. Logistic regression was used to identify significant behavioral and work response predictors of musculoskeletal symptoms. Reporting of heightened muscle tension in response to workload pressure was more strongly associated, than other physical behavioral factors, with musculoskeletal symptoms for all body areas, particularly the neck (OR = 2.50, 95% CI: 2.09-2.99). Individual workstyles in response to workload demands and stressors, including working with heightened muscle tension and mental fatigue, were significantly associated with musculoskeletal symptoms. Future risk management strategies should have a greater focus on the identification and management of those organizational factors that are likely to encourage and exacerbate adverse workstyles.

Knowledge Management Antecedents and Its Impact on Employee Satisfaction: A Study on Indian Telecommunication Industries

ERIC Educational Resources Information Center

Singh, Ajay Kr.; Sharma, Vandna

2011-01-01

Purpose: Managers in many organizations have indicated that in today's highly competitive environment, knowledge management will be the key to organizational success in this millennium. This paper aims to analyze how the organizational culture and organizational learning impacts knowledge management, and ultimately the satisfaction of employees…

Managing Organizational Change.

ERIC Educational Resources Information Center

Watwood, Britt; And Others

Based on studies comparing leadership in two rural community colleges undergoing change and examining the management of change at Maryland's Allegany College, this paper presents a conceptual framework and model for managing organizational change. First, a framework for understanding the community college chair's role in organizational change is…

Intra-Organizational Conflict in Schools.

ERIC Educational Resources Information Center

Wynn, Richard

There is no abundance of research on intra-organizational conflict, and there are no simple answers to the tricky business of managing organizational conflicts. This paper states some propositions about conflict and suggests some management stratagems that can be used in sustaining constructive organizational characteristics. The propositions are…

Relationship between organizational culture, leadership behavior and job satisfaction.

PubMed

Tsai, Yafang

2011-05-14

Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.

Strategic issues in performance appraisal: theory and practice.

PubMed

Fombrun, C J; Laud, R L

1983-01-01

Performance appraisal systems have tremendous strategic potential for governing employee behavior and thus corporate direction through their links to selection, training and career planning, and reward systems. Authors Charles J. Fombrun, assistant professor of management at the University of Pennsylvania's Wharton School, and Robert P. Laud, senior vice-president of Drake Beam Morin, Inc., surveyed appraisal systems of Fortune 1300 corporations to find out how well companies are realizing this potential. Among their conclusions: (1) In most organizations, the typical performance appraisal system is focused on short-term goals. Strengthening the linkage between the appraisal system and the long-term implications of strategic planning could improve organizational effectiveness in the future. (2) The performance appraisal system's most prevalent use is as a feedback mechanism rather than as a management tool. Thus, the authors conclude, the role of the performance appraisal system as a strategic organizational tool is largely unappreciated by U.S. organizations.

[Individuals and changes in health organizations: a psychosociological approach].

PubMed

Azevedo, Creuza da Silva; Braga Neto, Francisco Campos; Sá, Marilene de Castilho

2002-01-01

The Brazilian health sector has undergone a severe crisis, affecting the case-resolving capacity, efficiency and governability of the health system as a whole and health organizations in particular. Although innovative management systems and tools have been encouraged, such innovations are limited in their ability to spawn organizational change, especially with regard to the challenge of enabling individual adherence to institutional projects and relations involving individuals and organizations. This paper focuses on the French psychosociological approach for analyzing and intervening in organizations, one of whose main thinkers is Eugène Enriquez. In its view of contemporary organizations, this approach focuses on the conflict between reproduction and creation as the main problem to be solved by management processes. While an organization is essentially seen as a place of order and repetition, organizational change implies the challenge of bringing creative individuals into the organization's project, avoiding the trap of controlling their minds and behavior.

[The development of clinical reasoning skills and leadership: personal factors and organizational factors].

PubMed

Larue, Caroline; Dubois, Sylvie; Girard, Francine; Goudreau, Johanne; Dumont, Katia

2013-03-01

Continuing education of newly graduated nurses (NGN) depends on several factors related to the characteristics of skills to be developed, the target population and the organizational context. Few studies describe both how nurses develop their skills and how institutions promote this development. The objectives of this manuscript are to (1) describe the behaviors that the NGN use to develop their reasoning skills and leadership and (2) document the organizational elements that facilitate this development. Method. Individual interviews were conducted with nurses (n = 34) using a grid of semistructured interviews and two group interviews were conducted with nurses (n = 7) and managers (n = 19) in two teaching hospitals in eastern Canada. The results show that nurses develop mainly by reflecting on their professional practice in their workplace. However, the lack of time for reflection in the workspace is a considerable obstacle while managerial leadership is an important asset.

The rocky road to prosocial behavior at work: The role of positivity and organizational socialization in preventing interpersonal strain

PubMed Central

Theodorou, Annalisa; Rullo, Marika; Cinque, Luigi; Alessandri, Guido

2018-01-01

Among relevant consequences of organizational socialization, a key factor is the promotion of organizational citizenship behaviors toward individuals (i.e. OCBI). However, the relation between organizational socialization and OCBI has received little attention. This study tests the validity of a moderated mediation model in which we examine the mediating effect of a decreased interpersonal strain on the relationship between organizational socialization and OCBI, and the moderation role of a positive personal resource in reducing interpersonal strain when an unsuccessful socialization subsists. A cross-sectional study was conducted on 765 new recruits of the Guardia di Finanza–a military Police Force reporting to the Italian Minister of Economy. Findings confirm our hypothesis that interpersonal strain mediates the relationship between organizational socialization and OCBI. The index of moderated mediation results significant, showing that this effect exists at different levels of positivity. Theoretical and practical implications for promoting pro-organizational behaviors are discussed. PMID:29494621

The rocky road to prosocial behavior at work: The role of positivity and organizational socialization in preventing interpersonal strain.

PubMed

Livi, Stefano; Theodorou, Annalisa; Rullo, Marika; Cinque, Luigi; Alessandri, Guido

2018-01-01

Among relevant consequences of organizational socialization, a key factor is the promotion of organizational citizenship behaviors toward individuals (i.e. OCBI). However, the relation between organizational socialization and OCBI has received little attention. This study tests the validity of a moderated mediation model in which we examine the mediating effect of a decreased interpersonal strain on the relationship between organizational socialization and OCBI, and the moderation role of a positive personal resource in reducing interpersonal strain when an unsuccessful socialization subsists. A cross-sectional study was conducted on 765 new recruits of the Guardia di Finanza-a military Police Force reporting to the Italian Minister of Economy. Findings confirm our hypothesis that interpersonal strain mediates the relationship between organizational socialization and OCBI. The index of moderated mediation results significant, showing that this effect exists at different levels of positivity. Theoretical and practical implications for promoting pro-organizational behaviors are discussed.

The School Counselor as Facilitator of Organizational Health.

ERIC Educational Resources Information Center

Childers, John H., Jr.; Fairman, Marvin

1986-01-01

Discusses ways school counselors can be agents of change in organizational behavior to promote organizational health in their schools. Defines organizational health and identifies 10 related dimensions. (ABB)

A Preliminary Investigation of the Effect of Rules on Employee Performance

ERIC Educational Resources Information Center

Squires, James; Wilder, David A.

2010-01-01

The way in which rules impact workplace performance has been a topic of discussion in the Organizational Behavior Management literature for some time. Despite this interest, there is a dearth of empirical research on the topic. The purpose of this study was to examine the effect of rules and goal setting in the workplace. Participants included two…

The Top 10 Greatest Screen Legends and What Their Definitive Roles Demonstrate about Management and Organizational Behaviour

ERIC Educational Resources Information Center

Dunphy, Steve; Meyer, David; Linton, Sara

2008-01-01

Those interested in using multimedia films for the purpose of illustrating, critiquing and even correcting behavior in organizations face a daunting array of choices from training films to television to full length movies. The authors suggest that the top screen "legends" of Hollywood and their definitive roles should be considered as an…

Learning to Lead at 5,267 Feet: An Empirical Study of Outdoor Management Training and MBA Students' Leadership Development

ERIC Educational Resources Information Center

Kass, Darrin; Grandzol, Christian

2011-01-01

This study examined the leadership development of MBA students enrolled in an Organizational Behavior course. Students enrolled in either an in-class section or a section that included an intensive, outdoor training component called Leadership on the Edge. Results from Kouzes and Posner's Leadership Practices Inventory (2003) showed that students…

Effective Management Selection: The Analysis of Behavior by Simulation Techniques.

ERIC Educational Resources Information Center

Jaffee, Cabot L.

This book presents a system by which feedback might be generated and used as a basis for organizational change. The major areas covered consist of the development of a rationale for the use of simulation in the selection of supervisors, a description of actual techniques, and a method for training individuals in the use of the material. The…

Influence of Organizational Culture on the Relationship Between Psychological Contracts and Organizational Citizenship Behavior

DTIC Science & Technology

2006-03-01

Vroom, VV. H. (1964). Work and motivation. New York, NY: Wiley. Yeung, A., Brockbank , J.W., & Ulrich , D.O. (1991). Organizational culture and human...Podsakoff, Ahearne, & MacKenzie, 1997 ) that OCB is a critical area that must be researched, since these contributions may be essential to the...Ahearne & MacKenzie, 1997 ) have also found 18 organizational citizenship behavior to be essential to effective functioning of an organization. For

Cultural Organization: Fragments of a Theory,

DTIC Science & Technology

1983-11-01

34 In B. Staw & L.L. Cummings (eds.) Research in Organization Behavior , Vol. 6, Greenwich, CT: JAI Press, 1963. November, 1982. 0070-11H 0983 TR-11 Bailyn... Behavior . November, 1982. TR-12 Schein, Edgar H. "The Role of the Founder In the Creation of Organizational Culture." Organizational Dynamics, Summer...34 Forthcoming in J. Lorscb (ed.) Handbook of Organizational Behavior , Englewood Cliffs, NJ: Prentice-Hall. May, 1983. TR-20 Van Maanen, John

Organizational Citizenship of Faculty and Achievement of High School Students

ERIC Educational Resources Information Center

DiPaola, Michael F.; Hoy, Wayne K.

2005-01-01

All successful organizations, including successful high schools, have employees who go beyond their formal job responsibilities and freely give of their time and energy to succeed. Organ was the first to use the phrase "organizational citizenship behavior" (OCB) to denote organizationally beneficial behavior of workers that was not prescribed but…

Investigation of Organizational Interaction and Support in an NGO through Computer-Mediated Discussions

ERIC Educational Resources Information Center

Chang, Yao-Jen; Chang, Yao-Sheng

2011-01-01

Discussion forums have been used to support organizational communication and they have become a candidate for study of organizational behaviors. However, online behaviors of NGOs have been insufficiently studied compared to those studies conducted in education and industries. Our empirical study examined how social workers in one NGO used an…

Growing Organizational Culture: The Power of Stories

ERIC Educational Resources Information Center

Greenman, Jim

2008-01-01

Organizational culture is the personality of the organization: the beliefs, values, and behavioral norms of an organization. People come and go and a strong organizational culture guides their thinking and behavior while they are there. Good centers, like all good organizations, have cultures that shape how its members think, feel, and behave.…

Promoting Organizational Citizenship Behavior in Schools: The Impact of Individual and Organizational Characteristics

ERIC Educational Resources Information Center

Somech, Anit; Ron, Ifat

2007-01-01

Purpose: The success of schools fundamentally depends on teachers' willingness to go above and beyond the call of duty, namely, to exhibit organizational citizenship behaviors (OCBs). Attempts to understand the causes of OCB frequently focus on individual characteristics; only recently have researchers begun to direct their attention to more…

The Effect of Internal Marketing on Organizational Citizenship Behavior of Academic Staff in Higher Educational Institutions

ERIC Educational Resources Information Center

Yildiz, Suleyman M.

2016-01-01

Due to their important roles in organizational performance, internal marketing and organizational citizenship behavior have become more interesting subjects among researchers and practitioners. However, empirical research is limited in the literature, and the relationship between these two variables in higher educational institutions is not clear.…

The Role of Organizational Learning Culture and Psychological Empowerment in Reducing Turnover Intention and Enhancing Citizenship Behavior

ERIC Educational Resources Information Center

Islam, Talat; Khan, Mubbsher Munawar; Bukhari, Fida Hussain

2016-01-01

Purpose: The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/Methodology/Approach: This study was undertaken via a questionnaire conducted among Malay-Chinese working in…

Organizational Deviance and Multi-Factor Leadership

ERIC Educational Resources Information Center

Aksu, Ali

2016-01-01

Organizational deviant behaviors can be defined as behaviors that have deviated from standards and uncongenial to organization's expectations. When such behaviors have been thought to damage the organization, it can be said that reducing the deviation behaviors at minimum level is necessary for a healthy organization. The aim of this research is…

Beyond the three-component model of organizational commitment.

PubMed

Solinger, Omar N; van Olffen, Woody; Roe, Robert A

2008-01-01

This article offers a conceptual critique of the three-component model (TCM) of organizational commitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general organizational commitment can best be understood as an attitude regarding the organization, while normative and continuance commitment are attitudes regarding specific forms of behavior (i.e., staying or leaving). The conceptual analysis shows that the TCM fails to qualify as general model of organizational commitment but instead represents a specific model for predicting turnover. The authors suggest that the use of the TCM be restricted to this purpose and that Eagly and Chaiken's model be adopted as a generic commitment model template from which a range of models for predicting specific organizational behaviors can be extracted. Finally, they discuss the definition and measurement of the organizational commitment attitude. Covering the affective, cognitive, and behavioral facets of this attitude helps to enhance construct validity and to differentiate the construct from other constructs. 2008 APA

The Impact of School-Based Management on School Health.

ERIC Educational Resources Information Center

Nir, Adam E.

2002-01-01

Three-year study examines the effects of school-based management (SBM) on the organizational health of 28 elementary schools in Jerusalem using 7 indicators from the Organizational Climate Description Questionnaire and the Organizational Health Inventory. Finds no significant impact of SBM on the schools' organizational health, but finds…

Professional Development through Organizational Assessment: Using APPA's Facilities Management Evaluation Program

ERIC Educational Resources Information Center

Medlin, E. Lander; Judd, R. Holly

2013-01-01

APPA's Facilities Management Evaluation Program (FMEP) provides an integrated system to optimize organizational performance. The criteria for evaluation not only provide a tool for organizational continuous improvement, they serve as a compelling leadership development tool essential for today's facilities management professional. The senior…

Romanian Special Forces: Identifying Appropriate Missions and Organizational Structure

DTIC Science & Technology

2004-12-01

79 B. RECOMMENDATIONS FOR MANAGING ORGANIZATIONAL CHANGE ........................................................................................................80...to its periphery, to think, feel, and do things differently. B. RECOMMENDATIONS FOR MANAGING ORGANIZATIONAL CHANGE In The Harvard Business Review

Information and communications technology, culture, and medical universities; organizational culture and netiquette among academic staff.

PubMed

Yarmohammadian, Mohammad Hossein; Iravani, Hoorsana; Abzari, Mehdi

2012-01-01

Netiquette is appropriate behavioral etiquette when communicating through computer networks or virtual space. Identification of a dominant organizational culture and its relationship with a network culture offers applied guidelines to top managers of the university to expand communications and develop and learn organization through the use of the internet. The aim of this research was to examine the relationship between netiquette and organizational culture among faculty members of the Isfahan University of Medical Sciences (IUMS), Iran. To achieve this aim, the research method in this study was correlational research, which belonged to the category of descriptive survey research. The target population comprised of 594 faculty members of the IUMS, from which a sample of 150 was randomly selected, based on a simple stratified sampling method. For collecting the required data, two researcher-made questionnaires were formulated. Even as the first questionnaire tended to measure the selected sample members' organizational culture according to Rabbin's model (1999), the latter was designed in the Health Management and Economic Research Center (HMERC), to evaluate netiquette. The reliability of the questionnaires was computed by Choronbach's alpha coefficient formula and they happened to be 0.97 and 0.89, respectively. Ultimately, SPSS Version #15 was used for the statistical analysis of the data. The findings revealed that the organizational culture and netiquette were below average level among the sample members, signifying a considerable gap in the mean. In spite of that, there was no significant relationship between netiquette and the organizational culture of the faculty members. Emphasizing the importance of cultural preparation and a network user's training, this research suggests that the expansion of network culture rules among IUMS and organizational official communications, through the use of internet networks, in order to promote university netiquette and convenience in communication development, on the basis of special etiquette.

Information and communications technology, culture, and medical universities; organizational culture and netiquette among academic staff

PubMed Central

Yarmohammadian, Mohammad Hossein; Iravani, Hoorsana; Abzari, Mehdi

2012-01-01

Introduction: Netiquette is appropriate behavioral etiquette when communicating through computer networks or virtual space. Identification of a dominant organizational culture and its relationship with a network culture offers applied guidelines to top managers of the university to expand communications and develop and learn organization through the use of the internet. The aim of this research was to examine the relationship between netiquette and organizational culture among faculty members of the Isfahan University of Medical Sciences (IUMS), Iran. Materials and Methods: To achieve this aim, the research method in this study was correlational research, which belonged to the category of descriptive survey research. The target population comprised of 594 faculty members of the IUMS, from which a sample of 150 was randomly selected, based on a simple stratified sampling method. For collecting the required data, two researcher-made questionnaires were formulated. Even as the first questionnaire tended to measure the selected sample members’ organizational culture according to Rabbin's model (1999), the latter was designed in the Health Management and Economic Research Center (HMERC), to evaluate netiquette. The reliability of the questionnaires was computed by Choronbach's alpha coefficient formula and they happened to be 0.97 and 0.89, respectively. Ultimately, SPSS Version #15 was used for the statistical analysis of the data. Results: The findings revealed that the organizational culture and netiquette were below average level among the sample members, signifying a considerable gap in the mean. In spite of that, there was no significant relationship between netiquette and the organizational culture of the faculty members. Conclusion: Emphasizing the importance of cultural preparation and a network user's training, this research suggests that the expansion of network culture rules among IUMS and organizational official communications, through the use of internet networks, in order to promote university netiquette and convenience in communication development, on the basis of special etiquette. PMID:23555109

Advancing the practice of systems engineering at JPL

NASA Technical Reports Server (NTRS)

Jansma, Patti A.; Jones, Ross M.

2006-01-01

In FY 2004, JPL launched an initiative to improve the way it practices systems engineering. The Lab's senior management formed the Systems Engineering Advancement (SEA) Project in order to "significantly advance the practice and organizational capabilities of systems engineering at JPL on flight projects and ground support tasks." The scope of the SEA Project includes the systems engineering work performed in all three dimensions of a program, project, or task: 1. the full life-cycle, i.e., concept through end of operations 2. the full depth, i.e., Program, Project, System, Subsystem, Element (SE Levels 1 to 5) 3. the full technical scope, e.g., the flight, ground and launch systems, avionics, power, propulsion, telecommunications, thermal, etc. The initial focus of their efforts defined the following basic systems engineering functions at JPL: systems architecture, requirements management, interface definition, technical resource management, system design and analysis, system verification and validation, risk management, technical peer reviews, design process management and systems engineering task management, They also developed a list of highly valued personal behaviors of systems engineers, and are working to inculcate those behaviors into members of their systems engineering community. The SEA Project is developing products, services, and training to support managers and practitioners throughout the entire system lifecycle. As these are developed, each one needs to be systematically deployed. Hence, the SEA Project developed a deployment process that includes four aspects: infrastructure and operations, communication and outreach, education and training, and consulting support. In addition, the SEA Project has taken a proactive approach to organizational change management and customer relationship management - both concepts and approaches not usually invoked in an engineering environment. This paper'3 describes JPL's approach to advancing the practice of systems engineering at the Lab. It describes the general approach used and how they addressed the three key aspects of change: people, process and technology. It highlights a list of highly valued personal behaviors of systems engineers, discusses the various products, services and training that were developed, describes the deployment approach used, and concludes with several lessons learned.

The Impact of School-Wide Positive Behavioral Interventions and Supports (PBIS) on the Organizational Health of Elementary Schools

ERIC Educational Resources Information Center

Bradshaw, Catherine P.; Koth, Christine W.; Bevans, Katherine B.; Ialongo, Nicholas; Leaf, Philip J.

2008-01-01

Positive Behavioral Interventions and Supports (PBIS) is a universal, school-wide prevention strategy that is currently implemented in over 7,500 schools across the nation to reduce disruptive behavior problems through the application of behavioral, social learning, and organizational behavioral principles. PBIS aims to alter school environments…

When do business units benefit more from collective citizenship behavior of management teams? An upper echelons perspective.

PubMed

Liu, Wu; Gong, Yaping; Liu, Jun

2014-05-01

Drawing upon the notion of managerial discretion from upper echelons theory, we theorize which external contingencies moderate the relationship between collective organizational citizenship behavior (COCB) and unit performance. Focusing on business unit (BU) management teams, we hypothesize that COCB of BU management teams enhances BU performance and that this impact depends on environmental uncertainty and BU management-team decision latitude, 2 determinants of managerial discretion. In particular, the positive effect of COCB is stronger when environmental uncertainty or the BU management-team decision latitude is greater. Time-lagged data from 109 BUs of a telecommunications company support the hypotheses. Additional exploratory analysis shows that the positive moderating effect of environmental uncertainty is further amplified at higher levels of BU management-team decision latitude. Overall, this study extends the internally focused view in the micro OCB literature by introducing external contingencies for the COCB-unit-performance relationship. (c) 2014 APA, all rights reserved.

Exploring Organizational Smoking Policies and Employee Vaping Behavior.

PubMed

Song, Xiaochuan; English, Master Thomas M; Whitman, Marilyn V

2017-04-01

Cigarette consumption has become global threat to both smokers and organizations. However, little is known about organizational smoking and vaping policies, and their influence to employees' smoking and vaping behavior. We collected data from 456 employed smokers, vapers, and/or dual users. Smoking and/or vaping behavior, along with perceived organizational smoking/vaping policies were examined. Vapers reported perceiving more stringent smoking policy, while vapers who reported having workplace vaping policies perceived having generally more stringent vaping policy. Most smokers and vapers are well informed about smoking policy; however, a considerable portion of them do not have a good understanding about organizational vaping policy. Organizations should not consider smoking and vaping to be the same when setting policy. Employers should ensure that organizational vaping policies are present and clear to all employees.

Clinical risk management in mental health: a qualitative study of main risks and related organizational management practices.

PubMed

Briner, Matthias; Manser, Tanja

2013-02-04

A scientific understanding of clinical risk management (CRM) in mental health care is essential for building safer health systems and for improving patient safety. While evidence on patient safety and CRM in physical health care has increased, there is limited research on these issues in mental health care. This qualitative study provides an overview of the most important clinical risks in mental health and related organizational management practices. We conducted in-depth expert interviews with professionals responsible for CRM in psychiatric hospitals. Interviews were transcribed and analyzed applying qualitative content analysis to thematically sort the identified risks. The main concerns for CRM in mental health are a) violence and self-destructive behavior (i.e. protecting patients and staff from other patients, and patients from themselves), b) treatment errors, especially in the process of therapy, and c) risks associated with mental illnesses (e.g. psychosis or depression). This study identified critical differences to CRM in hospitals for physical disorder and challenges specific to CRM in mental health. Firstly, many psychiatric patients do not believe that they are ill and are therefore in hospital against their will. Secondly, staff safety is a much more prominent theme for CRM in mental health care as it is directly related to the specifics of mental illnesses. The current study contributes to the understanding of patient safety and raises awareness for CRM in mental health. The mental health specific overview of central risks and related organizational management practices offers a valuable basis for CRM development in mental health and an addition to CRM in general.

Identification of Commercial Items Risk Factors

DTIC Science & Technology

2003-03-01

performance measures, vendors availability of support, testing and managing organizational change . 1. Process Risk Factor: Commercial Standards Military...support, testing and managing organizational change . C. ASSESSING RESULTS Completing the questions and assessing/compiling the results should help...to performance measures, vendors availability of support, testing and managing organizational change . SECTION I Service

NPRDC Papers from the International Symposium on Human Factors in Organizational Design and Management (2nd) Held in Vancouver, British Columbia, Canada on 19-21 August 1986

DTIC Science & Technology

1988-02-01

both cognitive and behavioral learning at a variety of levels. Empirical findings were compared to the current concept of organizations as...or in the field. The U.S. Army Research Institute for the Behavioral and Social Sciences {ARI) com- missioned the development of a small, low-cost...estimated, and (3) the computerized system is far less cumbersome and time comsuming to use. This is a particularly potential important application area

Emotions and leadership. Reasons and impact of emotions in organizational context.

PubMed

Siebert-Adzic, Meike

2012-01-01

Emotions as reasons for dissatisfaction, decreasing job performance or physical and mental strain at work are becoming more and more important. Especially psycho-social interactions with conflicts between employees and managers, caused by leadership behavior, as a source of negative emotions are relevant in this context. Which relevance emotions can have in order to influence human behavior and in order to influence work climate will be demonstrated by two qualitative field surveys in the automotive and the energy sector. The study in the energy sector will explain which leadership behavior fosters an improved employee behavior concerning occupational health and safety. A second study in the automotive industry shows that leadership behavior which causes positive emotions is essential for successful teamwork.

Organizational strategy and diversity management: diversity-sensitive orientation as a moderating influence.

PubMed

Dansky, Kathryn H; Weech-Maldonado, Robert; De Souza, Gita; Dreachslin, Janice L

2003-01-01

Empirical studies on diversity suggest that health care organizations have been slow to embrace diversity management. We propose that sensitivity to diversity, at the corporate level, moderates strategic decision making, which influences human resource management practices such as diversity initiatives. This study of 203 hospitals explored the relationships among organizational strategy, organizational sensitivity to diversity, and diversity management practices.

Exploring the Relationship between Organizational Virtuousness and Culture in Continuing Higher Education

ERIC Educational Resources Information Center

Vallett, Carol M.

2010-01-01

In recent years, positive organizational behavior and scholarship has emerged as a new lens for organizational analysis. The construct of organizational virtuousness, a part of positive organizational scholarship, has been examined in for-profit entities and was found to be positively linked with organizational outcomes. This case study sought to…

The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate

ERIC Educational Resources Information Center

Köse, Akif

2016-01-01

The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work…

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

PubMed Central

2011-01-01

Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Results Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction. PMID:21569537

Exploring the Political Underbelly of Organizational Learning: Learning during Pay and Performance Management Change

ERIC Educational Resources Information Center

Field, Laurie

2011-01-01

Purpose: In an effort to better understand the political dimensions of organizational learning, this paper aims to examine learning processes in an organizational context--namely renegotiation of pay and performance management arrangements--where the interests of organizational members are threatened. Design/methodology/approach: Data were derived…

Founders' Sensemaking and Sensegiving Behaviors Effect on the Organizational Identities of New Charter Schools

ERIC Educational Resources Information Center

Fehsenfeld, Corie

2010-01-01

This qualitative, multiple case study looked at the emerging organizational identity of four charter schools during the early years of development and the influence of the founder on that developing identity. The study looked at the ways in which each founder's sensemaking and sensegiving behaviors may have influenced the organizational identity…

Knowledge Management Enablers and Process in Hospital Organizations.

PubMed

Lee, Hyun-Sook

2017-02-01

This research aimed to investigate the effects of knowledge management enablers, such as organizational structure, leadership, learning, information technology systems, trust, and collaboration, on the knowledge management process of creation, storage, sharing, and application. Using data from self-administered questionnaires in four Korean tertiary hospitals, this survey investigated the main organizational factors affecting the knowledge management process in these organizations. A total of 779 questionnaires were analyzed using SPSS 18.0 and AMOS 18.0. The results showed that organizational factors affect the knowledge management process differently in each hospital organization. From a managerial perspective, the implications of these factors for developing organizational strategies that encourage and foster the knowledge management process are discussed.

Exploring the Effects of Cultural Variables in the Implementation of Behavior-Based Safety in Two Organizations

ERIC Educational Resources Information Center

Bumstead, Alaina; Boyce, Thomas E.

2005-01-01

The present case study examines how culture can influence behavior-based safety in different organizational settings and how behavior-based safety can impact different organizational cultures. Behavior-based safety processes implemented in two culturally diverse work settings are described. Specifically, despite identical implementation plans,…

Perceived Differences of Leadership Behaviors of Deans of Education: A Selected Study

ERIC Educational Resources Information Center

Beck-Frazier, Susan; White, Larry Nash; McFadden, Cheryl

2007-01-01

The study design investigated the leadership behavior of deans of education that addresses an important aspect of leadership--leadership is created when there is alignment between the organizational leadership behaviors needed by the institution and the leadership behaviors provided by the organizational leader. A survey of a selected group of…

Fairness, Teachers' Non-Task Behavior and Alumni Satisfaction: The Influence of Group Commitment

ERIC Educational Resources Information Center

de Lara, Pablo Zoghbi Manrique

2008-01-01

Purpose--The purpose of this study is to examine the relationship between interactional justice, as a type of organizational justice that reflects the teachers' perceived fairness of supervisor treatment, and their non-task behavior in terms of organizational citizenship behavior (OCB) and deviant workplace behavior (DWB).…

Gender Differences in Workplace Deviant Behavior of University Teachers and Modification Techniques

ERIC Educational Resources Information Center

Anwar, Muhammad Nadeem; Sarwar, Muhammad; Awan, Riffat-un-Nisa; Arif, Muhammad Irfan

2011-01-01

Any behavior that does not conform to social organizational norms is deviance. This study was conducted to test whether there is any difference in organizational deviance and interpersonal deviance behavior, deviance behavior of male-female university teachers. All teaching staff of the University of Sargodha was target population and for…

Flourishing-at-Work: The Role of Positive Organizational Practices.

PubMed

Redelinghuys, Kleinjan; Rothmann, Sebastiaan; Botha, Elrie

2018-01-01

The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale-Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale-Short Form, Turnover Intention Scale, In-Role Behavior Scale, Organizational Citizenship Behavior Scale, and the Positive Practices Questionnaire were administered. The results showed acceptable psychometric properties for the short scale which measures flourishing. Workplace flourishing negatively predicted intention to leave, while positively predicting in-role performance and organizational citizenship behavior. A total of 44.19% of the population flourished, while 49.22% were moderately mentally healthy and 6.59% languished. Positive organizational practices were associated with flourishing at work.

The SAM framework: modeling the effects of management factors on human behavior in risk analysis.

PubMed

Murphy, D M; Paté-Cornell, M E

1996-08-01

Complex engineered systems, such as nuclear reactors and chemical plants, have the potential for catastrophic failure with disastrous consequences. In recent years, human and management factors have been recognized as frequent root causes of major failures in such systems. However, classical probabilistic risk analysis (PRA) techniques do not account for the underlying causes of these errors because they focus on the physical system and do not explicitly address the link between components' performance and organizational factors. This paper describes a general approach for addressing the human and management causes of system failure, called the SAM (System-Action-Management) framework. Beginning with a quantitative risk model of the physical system, SAM expands the scope of analysis to incorporate first the decisions and actions of individuals that affect the physical system. SAM then links management factors (incentives, training, policies and procedures, selection criteria, etc.) to those decisions and actions. The focus of this paper is on four quantitative models of action that describe this last relationship. These models address the formation of intentions for action and their execution as a function of the organizational environment. Intention formation is described by three alternative models: a rational model, a bounded rationality model, and a rule-based model. The execution of intentions is then modeled separately. These four models are designed to assess the probabilities of individual actions from the perspective of management, thus reflecting the uncertainties inherent to human behavior. The SAM framework is illustrated for a hypothetical case of hazardous materials transportation. This framework can be used as a tool to increase the safety and reliability of complex technical systems by modifying the organization, rather than, or in addition to, re-designing the physical system.

Organizational Citizenship and Organizational Justice in Turkish Primary Schools

ERIC Educational Resources Information Center

Yilmaz, Kursad; Tasdan, Murat

2009-01-01

Purpose: The purpose of this study is to determine primary school teachers' perceptions regarding organizational citizenship and organizational justice. The study also aims to determine whether such perceptions vary depending on the variables of gender, field of study and seniority, and whether organizational citizenship behaviors and…

The Effects of Organizational Cynicism on Community Colleges: Exploring Concepts from Positive Psychology

ERIC Educational Resources Information Center

Barnes, Lenora Lacy

2010-01-01

This study tested the negative relationships between organizational cynicism and organizational commitment and organizational citizenship behavior, and the positive relationship between organizational cynicism and turnover intention within the context of higher education. Going beyond previous research efforts, this study identified how these…

On Organizations of the Future. Administrative and Policy Studies Series: Volume I, No. 03-006. A Sage Professional Paper.

ERIC Educational Resources Information Center

Argyris, Chris

Some of the most important causes for organizational deterioration and entropy are related to the fact that organizations have been designed and managed on a restricted view of man. Lack of interpersonal competence (and its consequences in group and intergroup behavior) has helped to create such an internal environment that the rational and…

Impact of "JOBM": ISI Impact Factor Places the "Journal of Organizational Behavior Management" Third in Applied Psychology

ERIC Educational Resources Information Center

Hantula, Donald A.

2006-01-01

The ISI Impact Factor for "JOBM" is 1.793, placing it third in the JCR rankings for journals in applied psychology with a sharply accelerating linear trend over the past 5 years. This article reviews the Impact Factor and raises questions regarding its reliability and validity and then considers a citation analysis of "JOBM" in light of the…

Characteristics Shaping College Student Organizational Citizenship Behavior

ERIC Educational Resources Information Center

LeBlanc, Cary J.

2014-01-01

This study explored the concept of Organizational Citizenship Behavior (OCB) in relation to undergraduate college students. The extensive research on OCB within traditional work environments indicates that while workers who demonstrate OCB usually receive more favorable performance evaluations, those behaviors also help build community and culture…

Factors affecting the adoption of healthcare information technology.

PubMed

Phichitchaisopa, Nisakorn; Naenna, Thanakorn

2013-01-01

In order to improve the quality and performance of healthcare services, healthcare information technology is among the most important technology in healthcare supply chain management. This study sets out to apply and test the Unified Theory of Acceptance and Use of Technology (UTAUT), to examine the factors influencing healthcare Information Technology (IT) services. A structured questionnaire was developed and distributed to healthcare representatives in each province surveyed in Thailand. Data collected from 400 employees including physicians, nurses, and hospital staff members were tested the model using structural equation modeling technique. The results found that the factors with a significant effect are performance expectancy, effort expectancy and facilitating conditions. They were also found to have a significant impact on behavioral intention to use the acceptance healthcare technology. In addition, in Thai provincial areas, positive significance was found with two factors: social influence on behavioral intention and facilitating conditions to direct using behavior. Based on research findings, in order for healthcare information technology to be widely adopted and used by healthcare staffs in healthcare supply chain management, the healthcare organizational management should improve healthcare staffs' behavioral intention and facilitating conditions.

Factors affecting the adoption of healthcare information technology

PubMed Central

Phichitchaisopa, Nisakorn; Naenna, Thanakorn

2013-01-01

In order to improve the quality and performance of healthcare services, healthcare information technology is among the most important technology in healthcare supply chain management. This study sets out to apply and test the Unified Theory of Acceptance and Use of Technology (UTAUT), to examine the factors influencing healthcare Information Technology (IT) services. A structured questionnaire was developed and distributed to healthcare representatives in each province surveyed in Thailand. Data collected from 400 employees including physicians, nurses, and hospital staff members were tested the model using structural equation modeling technique. The results found that the factors with a significant effect are performance expectancy, effort expectancy and facilitating conditions. They were also found to have a significant impact on behavioral intention to use the acceptance healthcare technology. In addition, in Thai provincial areas, positive significance was found with two factors: social influence on behavioral intention and facilitating conditions to direct using behavior. Based on research findings, in order for healthcare information technology to be widely adopted and used by healthcare staffs in healthcare supply chain management, the healthcare organizational management should improve healthcare staffs' behavioral intention and facilitating conditions. PMID:26417235

Organizational culture and knowledge management in the electric power generation industry

NASA Astrophysics Data System (ADS)

Mayfield, Robert D.

Scarcity of knowledge and expertise is a challenge in the electric power generation industry. Today's most pervasive knowledge issues result from employee turnover and the constant movement of employees from project to project inside organizations. To address scarcity of knowledge and expertise, organizations must enable employees to capture, transfer, and use mission-critical explicit and tacit knowledge. The purpose of this qualitative grounded theory research was to examine the relationship between and among organizations within the electric power generation industry developing knowledge management processes designed to retain, share, and use the industry, institutional, and technical knowledge upon which the organizations depend. The research findings show that knowledge management is a business problem within the domain of information systems and management. The risks associated with losing mission critical-knowledge can be measured using metrics on employee retention, recruitment, productivity, training and benchmarking. Certain enablers must be in place in order to engage people, encourage cooperation, create a knowledge-sharing culture, and, ultimately change behavior. The research revealed the following change enablers that support knowledge management strategies: (a) training - blended learning, (b) communities of practice, (c) cross-functional teams, (d) rewards and recognition programs, (e) active senior management support, (f) communication and awareness, (g) succession planning, and (h) team organizational culture.

Workplace injuries, safety climate and behaviors: application of an artificial neural network.

PubMed

Abubakar, A Mohammed; Karadal, Himmet; Bayighomog, Steven W; Merdan, Ethem

2018-05-09

This article proposes and tests a model for the interaction effect of the organizational safety climate and behaviors on workplace injuries. Using artificial neural network and survey data from 306 metal casting industry employees in central Anatolia, we found that an organizational safety climate mitigates workplace injuries, and safety behaviors enforce the strength of the negative impact of the safety climate on workplace injuries. The results suggest a complex relationship between the organizational safety climate, safety behavior and workplace injuries. Theoretical and practical implications are discussed in light of decreasing workplace injuries in the Anatolian metal casting industry.

Intervention Effects on Safety Compliance and Citizenship Behaviors: Evidence from the Work, Family, and Health Study

PubMed Central

Hammer, Leslie B.; Johnson, Ryan C.; Crain, Tori L.; Bodner, Todd; Kossek, Ellen Ernst; Davis, Kelly; Kelly, Erin L.; Buxton, Orfeu M.; Karuntzos, Georgia; Chosewood, L. Casey; Berkman, Lisa

2015-01-01

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 healthcare facilities using a group-randomized trial. Based on Conservation of Resources theory and the Work-Home Resources Model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family and employee control over work time would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline, 6-month and 12-month post-intervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month and organizational citizenship behaviors at the 12-month follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors, compared to employees in the control facilities. The hypothesized mediators of perceptions of family supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. PMID:26348479

The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

ERIC Educational Resources Information Center

Demir, Kamile

2015-01-01

Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

Dealing with Organizational Silos with Communities of Practice and Human Resource Management

ERIC Educational Resources Information Center

Forsten-Astikainen, Riitta; Hurmelinna-Laukkanen, Pia; Lämsä, Tuija; Heilmann, Pia; Hyrkäs, Elina

2017-01-01

Purpose: Organizational silos that build on the existing organizational structures are often considered to have negative effects in the form of focus on private narrow objectives and organizational fragmentation. To avoid such harmful outcomes, competence management is called for, and in this, the human resources (HR) function takes a key role.…

Auditing Organizational Security

DTIC Science & Technology

2017-01-01

Managing organizational security is no different from managing any other of the command’s missions. Establish your policies, goals and risk...parameters; implement, train, measure and benchmark them. And then audit, audit, audit. Today, more than ever, Organizational Security is an essential...not be regarded as independent or standing alone. Cybersecurity is an indispensable element of organizational security, which is the subject of

The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation

ERIC Educational Resources Information Center

Thomas, Tammara Petrill

2013-01-01

Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the…

The Influence of Leadership Behavior and Organizational Commitment on Organizational Readiness for Change in a Higher Learning Institution

ERIC Educational Resources Information Center

Nordin, Norshidah

2012-01-01

Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and…

Influence of Health Behaviors and Occupational Stress on Prediabetic State among Male Office Workers.

PubMed

Ryu, Hosihn; Moon, Jihyeon; Jung, Jiyeon

2018-06-14

This study examined the influence of health behaviors and occupational stress on the prediabetic state of male office workers, and identified related risks and influencing factors. The study used a cross-sectional design and performed an integrative analysis on data from regular health checkups, health questionnaires, and a health behavior-related survey of employees of a company, using Spearman’s correlation coefficients and multiple logistic regression analysis. The results showed significant relationships of prediabetic state with health behaviors and occupational stress. Among health behaviors, a diet without vegetables and fruits (Odds Ratio (OR) = 3.74, 95% Confidence Interval (CI) = 1.93⁻7.66) was associated with a high risk of prediabetic state. In the subscales on occupational stress, organizational system in the 4th quartile (OR = 4.83, 95% CI = 2.40⁻9.70) was significantly associated with an increased likelihood of prediabetic state. To identify influencing factors of prediabetic state, the multiple logistic regression was performed using regression models. The results showed that dietary habits (β = 1.20, p = 0.002), total occupational stress score (β = 1.33, p = 0.024), and organizational system (β = 1.13, p = 0.009) were significant influencing factors. The present findings indicate that active interventions are needed at workplace for the systematic and comprehensive management of health behaviors and occupational stress that influence prediabetic state of office workers.

Gratitude in Organizations: A Contribution for Healthy Organizational Contexts

PubMed Central

Di Fabio, Annamaria; Palazzeschi, Letizia; Bucci, Ornella

2017-01-01

This article reviews the construct of gratitude. Gratitude has been shown to be a fundamental resource for strengthening individual well-being. From a positive psychology perspective, gratitude is recognized as a promising opportunity for individuals because it can be enhanced through specific training according to a primary prevention framework. In organizations, gratitude is now thought to be crucial to employees’ efficiency, success, and productivity while also improving organizational citizenship behaviors, prosocial organizational behavior, and the organizational climate. Thus, gratitude is noteworthy because it increases positive relationships, social support, and workers’ well-being, reduces negative emotions at the workplace, and enhances organizational health and success. This perspective article concludes by suggesting new directions for gratitude research and intervention in the organizational context. PMID:29204133

Gratitude in Organizations: A Contribution for Healthy Organizational Contexts.

PubMed

Di Fabio, Annamaria; Palazzeschi, Letizia; Bucci, Ornella

2017-01-01

This article reviews the construct of gratitude. Gratitude has been shown to be a fundamental resource for strengthening individual well-being. From a positive psychology perspective, gratitude is recognized as a promising opportunity for individuals because it can be enhanced through specific training according to a primary prevention framework. In organizations, gratitude is now thought to be crucial to employees' efficiency, success, and productivity while also improving organizational citizenship behaviors, prosocial organizational behavior, and the organizational climate. Thus, gratitude is noteworthy because it increases positive relationships, social support, and workers' well-being, reduces negative emotions at the workplace, and enhances organizational health and success. This perspective article concludes by suggesting new directions for gratitude research and intervention in the organizational context.

Management system, organizational climate and performance relationships

NASA Technical Reports Server (NTRS)

Davis, B. D.

1979-01-01

Seven aerospace firms were investigated to determine if a relationship existed among management systems, organizational climate, and organization performance. Positive relationships were found between each of these variables, but a statistically significant relationship existed only between the management system and organizational climate. The direction and amount of communication and the degree of decentralized decision-making, elements of the management system, also had a statistically significant realtionship with organization performance.

Attributions of the "causes" of group performance as an alternative explanation of the relationship between organizational citizenship behavior and organizational performance.

PubMed

Bachrach, D G; Bendoly, E; Podsakoff, P M

2001-12-01

The purpose of this study was to examine the possibility that feedback regarding team performance may influence team members' reports of organizational citizenship behaviors. Ninety-five teams of business students (N = 412) participated in a labor-scheduling simulation over a local area network. Teams were provided with false negative, false positive, or neutral feedback regarding their performance. Results support the hypothesis that the perception of 2 forms of organizational citizenship behavior (helping behavior and civic virtue) in work groups may, in part. be a function of the nature of the performance feedback that group members receive. However, negative feedback appears to play a more critical role than positive feedback in this attributional process. Possible reasons for these findings, as well as their implications, are discussed.

Blaming Leaders for Organizational Accidents: Proxy Logic in Collective- versus Individual-Agency Cultures

ERIC Educational Resources Information Center

Zemba, Yuriko; Young, Maia J.; Morris, Michael W.

2006-01-01

The current research investigates whether observers blame leaders for organizational accidents even when these managers are known to be causally uninvolved. Past research finds that the public blames managers for organizational harm if the managers are perceived to have personally played a causal role. The present research argues that East Asian…

Automated Generation of Fault Management Artifacts from a Simple System Model

NASA Technical Reports Server (NTRS)

Kennedy, Andrew K.; Day, John C.

2013-01-01

Our understanding of off-nominal behavior - failure modes and fault propagation - in complex systems is often based purely on engineering intuition; specific cases are assessed in an ad hoc fashion as a (fallible) fault management engineer sees fit. This work is an attempt to provide a more rigorous approach to this understanding and assessment by automating the creation of a fault management artifact, the Failure Modes and Effects Analysis (FMEA) through querying a representation of the system in a SysML model. This work builds off the previous development of an off-nominal behavior model for the upcoming Soil Moisture Active-Passive (SMAP) mission at the Jet Propulsion Laboratory. We further developed the previous system model to more fully incorporate the ideas of State Analysis, and it was restructured in an organizational hierarchy that models the system as layers of control systems while also incorporating the concept of "design authority". We present software that was developed to traverse the elements and relationships in this model to automatically construct an FMEA spreadsheet. We further discuss extending this model to automatically generate other typical fault management artifacts, such as Fault Trees, to efficiently portray system behavior, and depend less on the intuition of fault management engineers to ensure complete examination of off-nominal behavior.

Effects of the Educational Leadership of Nursing Unit Managers on Team Effectiveness: Mediating Effects of Organizational Communication.

PubMed

Choi, Eun Ha; Kim, Eun-Kyung; Kim, Pil Bong

2018-03-31

EDUCATIONAL LEADERSHIP OF NURSING UNIT MANAGERS ON TEAM EFFECTIVENESS: Mediating Effects of Organizational Communication Satisfaction. This study identifies the effects of the educational leadership of nursing unit managers on team effectiveness and the mediating effects of organizational communication satisfaction; it highlights the importance of educational leadership and organizational communication and provides the data needed to enhance the education capacity of managers. The participants were 216 nursing unit managers of staff nurses at a tertiary hospital located in C Region, South Korea, and nurses who had worked for more than six months at the same hospital. This study was conducted using questionnaires on educational leadership, team effectiveness, and organizational communication satisfaction. Data analysis was performed with a t-test, ANOVA, Scheffé, Pearson's correlation coefficient, and simple and multiple regression analyses using SPSS version 23.0. Mediation analysis was tested using Baron and Kenny's regression analysis and a Sobel test. The mean score for the educational leadership of nursing unit managers was 3.74(±0.68); for organizational communication satisfaction, 3.14(±0.51); and for team effectiveness, 3.52(±0.49). Educational leadership was significantly positively correlated with team effectiveness and organizational communication satisfaction. Organizational communication satisfaction demonstrated a complete mediating effect on the relationship between educational leadership and team effectiveness (β=.61, p<.001) and was significant (Sobel test; Z=7.40, p<.001). The results indicate that the educational leadership of nursing unit managers increases communication satisfaction among nurses; this supports the idea that educational leadership can contribute to team effectiveness. This suggests that the educational leadership and communication capacity of nursing unit managers must be improved to enhance the performance of nursing organizations. Copyright © 2018. Published by Elsevier B.V.

Effects of Organizational Citizenship Behaviors on Selection Decisions in Employment Interviews

ERIC Educational Resources Information Center

Podsakoff, Nathan P.; Whiting, Steven W.; Podsakoff, Philip M.; Mishra, Paresh

2011-01-01

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in…

The Importance of Instrumentality Beliefs in the Prediction of Organizational Citizenship Behavior.

ERIC Educational Resources Information Center

Levy, Paul E.; Haworth, Chera L.

2001-01-01

Using expectancy theory, analysis of data from 113 subjects found that perceptions of procedural justice and the performance appraisal system in organizations interact with organizational citizenship behavior. Those who believe that organizaitonal citizenship behaviors are worthwhile, influenced by direct and indirect rewards, will do more of…

Attitudes and perceptions of workers to sexual harassment.

PubMed

McCabe, Marita P; Hardman, Lisa

2005-12-01

The authors investigated how individual factors (age, gender, gender role, past experiences of sexual harassment) and organizational factors (gender ratio, sexual harassment policies, the role of employers) related to workers' attitudes toward and perceptions of sexual harassment. In Study 1, participants were 176 workers from a large, white-collar organization. In Study 2, participants were 75 workers from a smaller, blue-collar organization. Individuals from Study 2 experienced more sexual harassment, were more tolerant of sexual harassment, and perceived less behavior as sexual harassment than did individuals from Study 1. For both samples, organizational and individual factors predicted workers' attitudes toward and experiences of sexual harassment. Individual factors-such as age, gender, gender role, past experiences of sexual harassment, and perceptions of management's tolerance of sexual harassment-predicted attitudes toward sexual harassment. Workers' attitudes, the behavioral context, and the gender of the victim and perpetrator predicted perceptions of sexual harassment. The authors discussed the broader implications of these findings and suggested recommendations for future research.

Perspective: Organizational professionalism: relevant competencies and behaviors.

PubMed

Egener, Barry; McDonald, Walter; Rosof, Bernard; Gullen, David

2012-05-01

The professionalism behaviors of physicians have been extensively discussed and defined; however, the professionalism behaviors of health care organizations have not been systemically categorized or described. Defining organizational professionalism is important because the behaviors of a health care organization may substantially impact the behaviors of physicians and others within the organization as well as other institutions and the larger community. In this article, the authors discuss the following competencies of organizational professionalism, derived from ethical values: service, respect, fairness, integrity, accountability, mindfulness, and self-motivation. How nonprofit health care organizations can translate these competencies into behaviors is described. For example, incorporating metrics of population health into assessments of corporate success may increase collaboration among regional health care organizations while also benefiting the community. The unique responsibilities of leadership to model these competencies, promote them in the community, and develop relevant organizational strategies are clarified. These obligations elevate the importance of the executive leadership's capacity for self-reflection and the governing boards' responsibility for mapping operational activities to organizational mission. Lastly, the authors consider how medical organizations are currently addressing professionalism challenges. In an environment made turbulent by regulatory change and financial constraints, achieving proficiency in professionalism competencies can assist nonprofit health care organizations to promote population health and the well-being of their workforces.

Organizational Paradigm Shifts.

ERIC Educational Resources Information Center

National Association of College and University Business Officers, Washington, DC.

This collection of essays explores a new paradigm of higher education. The first essay, "Beyond Re-engineering: Changing the Organizational Paradigm" (L. Edwin Coate), suggests a model of quality process management and a structure for managing organizational change. "Thinking About Consortia" (Mary Jo Maydew) discusses…

75 FR 62008 - Safety Management System for Certificated Airports

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-07

.... The majority of pilot study airports indicated an existing organizational structure to manage safety... organizational structure; Identifies the lines of safety responsibility and accountability; Establishes and... understands that airport operations and organizational structures vary widely. Accordingly, the FAA would not...

The Roles of Individual and Organizational Factors in Burnout among Community-Based Mental Health Service Providers

PubMed Central

Green, Amy E.; Albanese, Brian J.; Shapiro, Nicole M.; Aarons, Gregory A.

2014-01-01

Public sector mental health care providers are at high risk for burnout which negatively affects not only provider well-being but also the quality of services for clients and the functioning of organizations. This study examines the influence of demographics, work characteristic, and organizational variables on levels of burnout among child and adolescent mental health service providers operating within a public sector mental health service system. Additionally, given the dearth of research examining differences in burnout levels among mental health sub-disciplines (e.g., social work, psychology, marital and family therapy) and mental health programs (e.g., outpatient, day treatment, Wraparound, case management), analyses were conducted to compare levels of burnout among multiple mental health disciplines and program types. Surveys were completed by 285 providers across 49 mental health programs in a large urban public mental health system. Variables representing dimensions of organizational climate and transformational leadership accounted for the greatest amount of variance in provider reported burnout. Analyses demonstrated significantly lower levels of depersonalization among Wraparound providers compared to traditional case managers. Age was the only demographic variable related to burnout. Additionally, no significant effects were found for provider discipline or for agency tenure and caseload size. Results suggest the need to consider organizational development strategies aimed at creating more functional and less stressful climates and increasing levels of transformational leadership behaviors in order to reduce levels of burnout among clinicians working in public mental health settings for youth and families. PMID:24564442

A qualitative study exploring visible components of organizational culture: what influences the use of psychotropic medicines in nursing homes?

PubMed

Sawan, Mouna J; Jeon, Yun-Hee; Fois, Romano J; Chen, Timothy F

2016-10-01

The influence of organizational culture on how psychotropic medicines are used in nursing homes has not been extensively studied. Schein's theory provides a framework for examining organizational culture which begins with the exploration of visible components of an organization such as behaviors, structures, and processes. This study aimed to identify key visible components related to the use of psychotropic medicines in nursing homes. A qualitative study was conducted in eight nursing homes in Sydney, Australia. Purposive sampling was used to conduct semi-structured interviews with 40 participants representing a broad range of health disciplines. Thematic analysis was used to derive concepts. Three visible components were related to psychotropic medicine use. These were drugs and therapeutics committee meetings, pharmacist led medication management reviews and formal and informal meetings with residents and their families. We found that only a few nursing homes utilized drugs and therapeutics committee meetings to address the overuse of psychotropic medicines. Pharmacist led medication management reviews provided a lever to minimize inappropriate psychotropic prescribing for a number of nursing homes; however, in others it was used as a box-ticking exercise. We also found that some nursing homes used meetings with residents and their families to review the use of psychotropic medicines. This study was the first to illustrate that visible components of organizational culture do influence the use of psychotropic medicines and explains in detail what of the culture needs to be addressed to reduce inappropriate psychotropic prescribing.

Operating room management and operating room productivity: the case of Germany.

PubMed

Berry, Maresi; Berry-Stölzle, Thomas; Schleppers, Alexander

2008-09-01

We examine operating room productivity on the example of hospitals in Germany with independent anesthesiology departments. Linked to anesthesiology group literature, we use the ln(Total Surgical Time/Total Anesthesiologists Salary) as a proxy for operating room productivity. We test the association between operating room productivity and different structural, organizational and management characteristics based on survey data from 87 hospitals. Our empirical analysis links improved operating room productivity to greater operating room capacity, appropriate scheduling behavior and management methods to realign interests. From this analysis, the enforcing jurisdiction and avoiding advance over-scheduling appear to be the implementable tools for improving operating room productivity.

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying.

PubMed

Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

2015-10-01

Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. © 2015 The Author(s).

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

PubMed Central

Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny H.-C.; de Castro, Arnold B.

2017-01-01

Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. PMID:26223898

Nurse executives' values and leadership behaviors. Conflict or coexistence?

PubMed

Perkel, Linda K

2002-01-01

Nurse leaders struggle to provide for the delivery of humanistic and holistic healthcare that is consistent with nursing values in a changing economic environment. There is concern that nurse executives find it increasingly difficult to reconcile the differences between organizational economics and their personal and professional identities. The purpose of this study was to examine the relationship between nurse executives' perceived personal and organizational value congruence and their leadership behaviors (i.e., transformational, transactional, and laissez-faire). Four hundred and eleven nurse executives employed by American Hospital Association hospitals located east of the Mississippi participated in the study. Findings provide insight into the values held by nurse executives, personal and organizational value congruence and conflict perceived by nurse executives, and the leadership behaviors used by nurse executives. For example, the findings indicate there is a moderate degree of value congruence between nurse executives' personal and organizational values; however, the degree to which specific values are important is significantly different. Nurse executives report that they most often engage in transformational leadership behaviors, but there was no relationship between their leadership behavior and the degree of personal and organizational value congruence. Implications for nursing and nursing research are discussed.

Hospital nurse job attitudes and performance: the impact of employment status.

PubMed

Chu, Cheng-I; Hsu, Yao-Feng

2011-03-01

According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention. This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance. Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment. Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance. In this study, supervisors gave higher job performance ratings to full-time nurses than to contract nurses. This result deserves further investigation.

An Investigation of the Knowledge Claims Supporting Goal Based Planning and Organizational Culture as Keys to Excellence in Educational Organizations.

ERIC Educational Resources Information Center

Hossler, Don; And Others

Two independent bodies of organizational theory and research are developing around separate concepts associated with organizational effectiveness: goal-based behavior (intention) and organizational climate (distinction). Although both variables have been found to influence organizational effectiveness, findings have been inconsistent. The term…

Prisons as Organizational Cultures: A Literature Review of a Vastly Unexplored Organizational Communication Setting.

ERIC Educational Resources Information Center

Bedore, Joan M.

This literature review examines prisons as organizations and prisons as cultures, for as J. M. Shafritz and J. S. Ott (1992) point out, "a strong organizational culture literally controls organizational behavior." The review investigates the research of prison, organizational, and communication scholars to see how prison cultures shape…

Why managers should care about fairness: the effects of aggregate justice perceptions on organizational outcomes.

PubMed

Simons, Tony; Roberson, Quinetta

2003-06-01

This work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings.

Increasing clinicians' EBT exploration and preparation behavior in youth mental health services by changing organizational culture with ARC.

PubMed

Glisson, Charles; Williams, Nathaniel J; Hemmelgarn, Anthony; Proctor, Enola; Green, Philip

2016-01-01

Clinician EBT exploration and preparation behavior is essential to the ongoing implementation of new EBTs. This study examined the effect of the ARC organizational intervention on clinician EBT exploration and preparation behavior and assessed the mediating role of organizational culture as a linking mechanism. Fourteen community mental health agencies that serve youth in a major Midwestern metropolis along with 475 clinicians who worked in those agencies, were randomly assigned to either the three-year ARC intervention or control condition. Organizational culture was assessed with the Organizational Social Context (OSC) measure at baseline and follow-up. EBT exploration and preparation behavior was measured as clinician participation in nine separate community EBT workshops held over a three-year period. There was 69 percent greater odds (OR = 1.69, p < .003) of clinicians in the ARC condition (versus control) attending each subsequent workshop. Workshop attendance in the control group remained under two percent and declined over three years while attendance in the ARC condition grew from 3.6 percent in the first workshop to 12 percent in the ninth and final workshop. Improvement in proficient organizational culture mediated the positive effect of the ARC intervention on clinicians' workshop attendance (a × b = .21; 95% CI:LL = .05, UL = .40). Organizational interventions that create proficient mental health agency cultures can increase clinician EBT exploration and preparation behavior that is essential to the ongoing implementation of new EBTs in community youth mental health settings. Copyright © 2015 Elsevier Ltd. All rights reserved.

Investigation of the Relation between Trust in the Manager and Organizational Justice

ERIC Educational Resources Information Center

Bayraktar, Hatice Vatansever; Girgin, Sinan

2017-01-01

The aim of this study is to show the perception of trust in the manager of teachers working at public primary schools, secondary schools and high schools, and their perception of organizational justice, and reveal whether there is a correlation between the perception of trust in the manager and the perception of organizational justice. The study…

Health workers' perceptions of private-not-for-profit health facilities' organizational culture and its influence on retention in Uganda.

PubMed

Shumba, Constance Sibongile; Kielmann, Karina; Witter, Sophie

2017-12-06

An in-depth understanding of how organizational culture is experienced by health workers (HWs), and influences their decisions to leave their jobs is a fundamental, yet under-examined, basis for forming effective retention strategies. This research examined HWs' working experiences and perceptions of organisational culture within private-not-for-profit, largely mission-based hospitals, and how this influenced retention. Thirty-two HWs, including managers, in 19 health facilities in Uganda were interviewed using a semi-structured topic guide. Interview transcripts were analysed using thematic content analysis. Interviews showed that the organizational culture was predominantly hierarchical, with non-participative management styles which emphasized control and efficiency. HWs and managers held different perceptions of the organizational culture. While the managers valued results and performance, HWs valued team work, recognition and participative management. The findings of this study indicate that organizational culture influences retention of HWs in health facilities and provide a useful context to inform health care managers in the PNFP sub-sector in Uganda and similar contexts. To improve retention of HWs, a gradual shift in organizational culture will be necessary, focussing on the values, beliefs and perceptions which have the greatest influence on observable behaviour.

Organizational culture, team climate, and quality management in an important patient safety issue: nosocomial pressure ulcers.

PubMed

Bosch, Marije; Halfens, Ruud J G; van der Weijden, Trudy; Wensing, Michel; Akkermans, Reinier; Grol, Richard

2011-03-01

Increasingly, policy reform in health care is discussed in terms of changing organizational culture, creating practice teams, and organizational quality management. Yet, the evidence for these suggested determinants of high-quality care is inconsistent. To determine if the type of organizational culture (Competing Values Framework), team climate (Team Climate Inventory), and preventive pressure ulcer quality management at ward level were related to the prevalence of pressure ulcers. Also, we wanted to determine if the type of organizational culture, team climate, or the institutional quality management related to preventive quality management at the ward level. In this cross-sectional observational study multivariate (logistic) regression analyses were performed, adjusting for potential confounders and institution-level clustering. Data from 1274 patients and 460 health care professionals in 37 general hospital wards and 67 nursing home wards in the Netherlands were analyzed. The main outcome measures were nosocomial pressure ulcers in patients at risk for pressure ulcers (Braden score ≤ 18) and preventive quality management at ward level. No associations were found between organizational culture, team climate, or preventive quality management at the ward level and the prevalence of nosocomial pressure ulcers. Institutional quality management was positively correlated with preventive quality management at ward level (adj. β 0.32; p < 0.001). Although the prevalence of nosocomial pressure ulcers varied considerably across wards, it did not relate to organizational culture, team climate, or preventive quality management at the ward level. These results would therefore not subscribe the widely suggested importance of these factors in improving health care. However, different designs and research methods (that go beyond the cross-sectional design) may be more informative in studying relations between such complex factors and outcomes in a more meaningful way. Copyright ©2010 Sigma Theta Tau International.

Managing Organizational Culture.

ERIC Educational Resources Information Center

Malinconico, S. Michael

1984-01-01

Explains concept of organizational culture (includes systems of values and attitudes shared by organization's members, ways they have developed for handling problems, forms of acceptable solutions), and discusses OCLC, AT&T, and the University of California at Berkeley as examples of managing cultures and organizational change. Twenty-six…

Organizational health in health organizations: towards a conceptualization.

PubMed

Orvik, Arne; Axelsson, Runo

2012-12-01

This article is introducing a new concept of organizational health and discussing its possible implications for health organizations and health management. The concept is developed against the background of New Public Management, which has coincided with increasing workplace health problems in health organizations. It is based on research mainly in health promotion and health management. Organizational health is defined in terms of how an organization is able to deal with the tensions of diverse and competing values. This requires a dialectical perspective, integration as well as disintegration, and a tricultural approach to value tensions. The concept of organizational health is pointing towards an inverse value pyramid and a hybrid- and value-based form of management in health organizations. An application of this concept may clarify competing values and help managers to deal with the value tensions underlying workplace health problems on an organizational as well as an individual and group level. More empirical research is required, however, to link more closely the different aspects of organizational health in health organizations. © 2012 The Authors. Scandinavian Journal of Caring Sciences © 2012 Nordic College of Caring Science.

Influence of sex steroid hormones on the adolescent brain and behavior: An update

PubMed Central

Vigil, Pilar; del Río, Juan Pablo; Carrera, BÁrbara; ArÁnguiz, Florencia C.

2016-01-01

This review explains the main effects exerted by sex steroids and other hormones on the adolescent brain. During the transition from puberty to adolescence, these hormones participate in the organizational phenomena that structurally shape some brain circuits. In adulthood, this will propitiate some specific behavior as responses to the hormones now activating those neural circuits. Adolescence is, then, a critical “organizational window” for the brain to develop adequately, since steroid hormones perform important functions at this stage. For this reason, the adolescent years are very important for future behaviors in human beings. Changes that occur or fail to occur during adolescence will determine behaviors for the rest of one's lifetime. Consequently, understanding the link between adolescent behavior and brain development as influenced by sex steroids and other hormones and compounds is very important in order to interpret various psycho-affective pathologies. Lay Summary: The effect of steroid hormones on the development of the adolescent brain, and therefore, on adolescent behavior, is noticeable. This review presents their main activational and organizational effects. During the transition from puberty to adolescence, organizational phenomena triggered by steroids structurally affect the remodeling of brain circuits. Later in adulthood, these changes will be reflected in behavioral responses to such hormones. Adolescence can then be seen as a fundamental “organizational window” during which sex steroids and other hormones and compounds play relevant roles. The understanding of the relationship between adolescent behavior and the way hormones influence brain development help understand some psychological disorders. PMID:27833209

Intervention effects on safety compliance and citizenship behaviors: Evidence from the Work, Family, and Health Study.

PubMed

Hammer, Leslie B; Johnson, Ryan C; Crain, Tori L; Bodner, Todd; Kossek, Ellen Ernst; Davis, Kelly D; Kelly, Erin L; Buxton, Orfeu M; Karuntzos, Georgia; Chosewood, L Casey; Berkman, Lisa

2016-02-01

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month and 12-month postintervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month, and organizational citizenship behaviors at the 12-month, follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors compared with employees in the control facilities. The hypothesized mediators of perceptions of family-supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family-supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes. (c) 2016 APA, all rights reserved).

Battle Staff Training and Synchronization in Light Infantry Battalions and Task Forces

DTIC Science & Technology

1991-12-01

Institute for the Behavioral and Social Sciences Fort Benning Field Unit (ARI-Benning) joined the Training Research Laboratory’s Determinants of Effective ...and unforgiving. The effective management and manipulation of stressors in a continuous operations environment, along with an efficient and consistent...an organizational effectiveness model grounded in the General Systems Theory model. An extensive body of work was reviewed, but two authors stand out

Employees, Careers, and Job Creation: Developing Growth-Oriented Human Resource Strategies and Programs. First Edition. A Joint Publication in the Jossey-Bass Management Series and the Jossey-Bass Social and Behavioral Science Series.

ERIC Educational Resources Information Center

London, Manuel, Ed.

The 13 chapters in this volume detail how industrial and organizational psychologists, human resource professionals, and consultants have created innovative human resource development and training programs. "Employee Development and Job Creation" (Jennifer Jarratt, Joseph F. Coates) looks at several trends that have important consequences for…

Work Values and Service-Oriented Organizational Citizenship Behaviors: The Mediation of Psychological Contract and Professional Commitment: A Case of Students in Taiwan Police College

ERIC Educational Resources Information Center

Chen, Chun-hsi Vivian; Kao, Rui Hsin

2012-01-01

Public security, traffic management and service for the people are the three major functions of policing. To assure the quality of police service, which is contingent on the people who render the service, has become the core of policing. This study aims to investigate the relationship between work values and service-oriented organizational…

Going the extra mile and feeling energized: An enrichment perspective of organizational citizenship behaviors.

PubMed

Lam, Chak Fu; Wan, Wylie H; Roussin, Christopher J

2016-03-01

Scholars have voiced concerns about the potential dark side of Organizational Citizenship Behavior (OCB), arguing that OCB consumes energy, which contributes to a depletion of personal resources and results in poorer well-being. Drawing from research on the meaningfulness of work, we propose a pattern opposite to depletion: that OCB enhances energy, which contributes to an enrichment of personal resources and results in better well-being. This idea was tested over the course of a workweek with 224 day-level ratings from 67 employees and 30 managers working in a service management firm. Three-level hierarchical linear modeling indicated that supervisor-rated daily OCB was positively associated with employees' vigor at the end of the workday, and multilevel structural equation modeling analyses showed that this relationship was mediated by meaningfulness of work. Moreover, we found that the association between OCB and work meaningfulness was stronger for employees with greater role ambiguity. Exploratory analyses revealed that daily in-role performance and daily OCB interacted to predict meaningfulness of work, such that the association between daily OCB and meaningfulness of work was more prominent among those who exhibited high levels of daily in-role performance. We discuss implications of these findings, limitations, and directions for future research. (c) 2016 APA, all rights reserved).

Clinical risk management in mental health: a qualitative study of main risks and related organizational management practices

PubMed Central

2013-01-01

Background A scientific understanding of clinical risk management (CRM) in mental health care is essential for building safer health systems and for improving patient safety. While evidence on patient safety and CRM in physical health care has increased, there is limited research on these issues in mental health care. This qualitative study provides an overview of the most important clinical risks in mental health and related organizational management practices. Methods We conducted in-depth expert interviews with professionals responsible for CRM in psychiatric hospitals. Interviews were transcribed and analyzed applying qualitative content analysis to thematically sort the identified risks. Results The main concerns for CRM in mental health are a) violence and self-destructive behavior (i.e. protecting patients and staff from other patients, and patients from themselves), b) treatment errors, especially in the process of therapy, and c) risks associated with mental illnesses (e.g. psychosis or depression). This study identified critical differences to CRM in hospitals for physical disorder and challenges specific to CRM in mental health. Firstly, many psychiatric patients do not believe that they are ill and are therefore in hospital against their will. Secondly, staff safety is a much more prominent theme for CRM in mental health care as it is directly related to the specifics of mental illnesses. Conclusions The current study contributes to the understanding of patient safety and raises awareness for CRM in mental health. The mental health specific overview of central risks and related organizational management practices offers a valuable basis for CRM development in mental health and an addition to CRM in general. PMID:23379842

Embedding care management in the medical home: a case study.

PubMed

Daaleman, Timothy P; Hay, Sherry; Prentice, Amy; Gwynne, Mark D

2014-04-01

Care managers are playing increasingly significant roles in the redesign of primary care and in the evolution of patient-centered medical homes (PCMHs), yet their adoption within day-to-day practice remains uneven and approaches for implementation have been minimally reported. We introduce a strategy for incorporating care management into the operations of a PCMH and assess the preliminary effectiveness of this approach. A case study of the University of North Carolina at Chapel Hill Family Medicine Center used an organizational model of innovation implementation to guide the parameters of implementation and evaluation. Two sources were used to determine the effectiveness of the implementation strategy: data elements from the care management informatics system in the health record and electronic survey data from the Family Medicine Center providers and care staff. A majority of physicians (75%) and support staff (82%) reported interactions with the care manager, primarily via face-to-face, telephone, or electronic means, primarily for facilitating referrals for behavioral health services and assistance with financial and social and community-based resources. Trend line suggests an absolute decrease of 8 emergency department visits per month for recipients of care management services and an absolute decrease of 7.5 inpatient admissions per month during the initial 2-year implementation period. An organizational model of innovation implementation is a potentially effective approach to guide the process of incorporating care management services into the structure and workflows of PCMHs.

Warrant Officer Orientation Course (WOOC) Evaluation

DTIC Science & Technology

1981-10-01

Army Mainte- nance Management System, Security Awareness, Organizational Effectiveness, Introduction to Management , Enlisted Personnel Management...Orientation Introduction to Management Professional Ethics USA Officer Evaluation Reporting System (OES) Military Correspondence Military...Organizational Effectiveness, Introduction to Management , Enlisted Personnal Management System, and The Army Functional Files System and The Army

Exploring leadership and team communication within the organizational environment of a dental practice.

PubMed

Chilcutt, Alexa Stough

2009-10-01

A lack of training in leadership and communication skills can place dentists at a disadvantage, leading to high degrees of staff-related stress and turnover. A dentist's leadership style directly affects an office's communication practices, and specific leadership behaviors affect the degree of team identity, interdependence and social distance (a measure of the influential power of team members). The author recruited 10 dental offices to take part in a study. Qualitative methods included in-depth interviews of one dentist, one senior staff member and one newer staff member from each office. The interview findings show that clear and definable relationships exist between leadership behaviors--hierarchical or team-oriented organizational perspectives, proactive or laissez-faire leadership styles, and autocratic or participative decision-making processes--and the team's communication practices. Decision-making processes directly affect the degree of team identification experienced by staff members, and conflict-management tactics affect team members' sense of interdependence and social distance. The findings of this study indicate that dentists should engage in participative decision-making processes that include staff members, thereby communicating their value to the practice and empowering employees. They also must become proactive in facilitating an environment that encourages collaboration and confrontation as healthy forms of conflict management. These leadership and communication behaviors are the most significant in creating a real rather than nominal team culture, which, in turn, leads to increased overall productivity, an enhanced level of services provided to patients and improved team member satisfaction.

The role of organizational context in moderating the effect of research use on pain outcomes in hospitalized children: a cross sectional study.

PubMed

Yamada, Janet; Squires, Janet E; Estabrooks, Carole A; Victor, Charles; Stevens, Bonnie

2017-01-23

Despite substantial research on pediatric pain assessment and management, health care professionals do not adequately incorporate this knowledge into clinical practice. Organizational context (work environment) is a significant factor in influencing outcomes; however, the nature of the mechanisms are relatively unknown. The objective of this study was to assess how organizational context moderates the effect of research use and pain outcomes in hospitalized children. A cross-sectional survey was undertaken with 779 nurses in 32 patient care units in 8 Canadian pediatric hospitals, following implementation of a multifaceted knowledge translation intervention, Evidence-based Practice for Improving Quality (EPIQ). The influence of organizational context was assessed in relation to pain process (assessment and management) and clinical (pain intensity) outcomes. Organizational context was measured using the Alberta Context Tool that includes: leadership, culture, evaluation, social capital, informal interactions, formal interactions, structural and electronic resources, and organizational slack (staff, space, and time). Marginal modeling estimated the effects of instrumental research use (direct use of research knowledge) and conceptual research use (indirect use of research knowledge) on pain outcomes while examining the effects of context. Six of the 10 organizational context factors (culture, social capital, informal interactions, resources, and organizational slack [space and time]) significantly moderated the effect of instrumental research use on pain assessment; four factors (culture, social capital, resources and organizational slack time) moderated the effect of conceptual research use and pain assessment. Only two factors (evaluation and formal interactions) moderated the effect of instrumental research use on pain management. All organizational factors except slack space significantly moderated the effect of instrumental research use on pain intensity; informal interactions and organizational slack space moderated the effect of conceptual research use and pain intensity. Many aspects of organizational context consistently moderated the effects of instrumental research use on pain assessment and pain intensity, while only a few influenced conceptual use of research on pain outcomes. Organizational context factors did not generally influence the effect of research use on pain management. Further research is required to further explore the relationships between organizational context and pain management outcomes.

Organizational factors associated with readiness to implement and translate a primary care based telemedicine behavioral program to improve blood pressure control: the HTN-IMPROVE study

PubMed Central

2013-01-01

Background Hypertension is prevalent and often sub-optimally controlled; however, interventions to improve blood pressure control have had limited success. Objectives Through implementation of an evidence-based nurse-delivered self-management phone intervention to facilitate hypertension management within large complex health systems, we sought to answer the following questions: What is the level of organizational readiness to implement the intervention? What are the specific facilitators, barriers, and contextual factors that may affect organizational readiness to change? Study design Each intervention site from three separate Veterans Integrated Service Networks (VISNs), which represent 21 geographic regions across the US, agreed to enroll 500 participants over a year with at least 0.5 full time equivalent employees of nursing time. Our mixed methods approach used a priori semi-structured interviews conducted with stakeholders (n = 27) including nurses, physicians, administrators, and information technology (IT) professionals between 2010 and 2011. Researchers iteratively identified facilitators and barriers of organizational readiness to change (ORC) and implementation. Additionally, an ORC survey was conducted with the stakeholders who were (n = 102) preparing for program implementation. Results Key ORC facilitators included stakeholder buy-in and improving hypertension. Positive organizational characteristics likely to impact ORC included: other similar programs that support buy-in, adequate staff, and alignment with the existing site environment; improved patient outcomes; is positive for the professional nurse role, and is evidence-based; understanding of the intervention; IT infrastructure and support, and utilization of existing equipment and space. The primary ORC barrier was unclear long-term commitment of nursing. Negative organizational characteristics likely to impact ORC included: added workload, competition with existing programs, implementation length, and limited available nurse staff time; buy-in is temporary until evidence shows improved outcomes; contacting patients and the logistics of integration into existing workflow is a challenge; and inadequate staffing is problematic. Findings were complementary across quantitative and qualitative analyses. Conclusions The model of organizational change identified key facilitators and barriers of organizational readiness to change and successful implementation. This study allows us to understand the needs and challenges of intervention implementation. Furthermore, examination of organizational facilitators and barriers to implementation of evidence-based interventions may inform dissemination in other chronic diseases. PMID:24010683

Organizational factors associated with readiness to implement and translate a primary care based telemedicine behavioral program to improve blood pressure control: the HTN-IMPROVE study.

PubMed

Shaw, Ryan J; Kaufman, Miriam A; Bosworth, Hayden B; Weiner, Bryan J; Zullig, Leah L; Lee, Shoou-Yih Daniel; Kravetz, Jeffrey D; Rakley, Susan M; Roumie, Christianne L; Bowen, Michael E; Del Monte, Pamela S; Oddone, Eugene Z; Jackson, George L

2013-09-08

Hypertension is prevalent and often sub-optimally controlled; however, interventions to improve blood pressure control have had limited success. Through implementation of an evidence-based nurse-delivered self-management phone intervention to facilitate hypertension management within large complex health systems, we sought to answer the following questions: What is the level of organizational readiness to implement the intervention? What are the specific facilitators, barriers, and contextual factors that may affect organizational readiness to change? Each intervention site from three separate Veterans Integrated Service Networks (VISNs), which represent 21 geographic regions across the US, agreed to enroll 500 participants over a year with at least 0.5 full time equivalent employees of nursing time. Our mixed methods approach used a priori semi-structured interviews conducted with stakeholders (n = 27) including nurses, physicians, administrators, and information technology (IT) professionals between 2010 and 2011. Researchers iteratively identified facilitators and barriers of organizational readiness to change (ORC) and implementation. Additionally, an ORC survey was conducted with the stakeholders who were (n = 102) preparing for program implementation. Key ORC facilitators included stakeholder buy-in and improving hypertension. Positive organizational characteristics likely to impact ORC included: other similar programs that support buy-in, adequate staff, and alignment with the existing site environment; improved patient outcomes; is positive for the professional nurse role, and is evidence-based; understanding of the intervention; IT infrastructure and support, and utilization of existing equipment and space.The primary ORC barrier was unclear long-term commitment of nursing. Negative organizational characteristics likely to impact ORC included: added workload, competition with existing programs, implementation length, and limited available nurse staff time; buy-in is temporary until evidence shows improved outcomes; contacting patients and the logistics of integration into existing workflow is a challenge; and inadequate staffing is problematic. Findings were complementary across quantitative and qualitative analyses. The model of organizational change identified key facilitators and barriers of organizational readiness to change and successful implementation. This study allows us to understand the needs and challenges of intervention implementation. Furthermore, examination of organizational facilitators and barriers to implementation of evidence-based interventions may inform dissemination in other chronic diseases.

The Relationship between Authoritarian Leadership and Employees' Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism.

PubMed

Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun

2017-01-01

This study investigated the relationship between authoritarian leadership and employees' deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees' DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees' DWB.

Organizational Citizenship Behavior: Its Importance in Academics

ERIC Educational Resources Information Center

Kernodle, Thomas A.; Noble, Deborah

2013-01-01

The purpose of this paper is to support Organizational Citizenship Behavior (OCB) as an essential area of study in the field of business education that is often neglected. OCB has been defined as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the…

Middle School Teachers' Expectations of Organizational Behaviors of Students with Learning Disabilities

ERIC Educational Resources Information Center

McMullen, Rebecca C.; Shippen, Margaret E.; Dangel, Harry L.

2007-01-01

The purpose of this pilot study was to investigate the specific classroom organizational behaviors that middle school inclusive teachers report as expectations for students with learning disabilities. Practicing middle school science and social studies teachers (n = 12) responded to a survey about organization behaviors of students with learning…

Authentic leadership and its effect on employees' organizational citizenship behaviours.

PubMed

Edú Valsania, Sergio; Moriano León, Juan A; Molero Alonso, Fernando; Topa Cantisano, Gabriela

2012-11-01

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives.

Inspecting the Dangers of Feeling like a Fake: An Empirical Investigation of the Impostor Phenomenon in the World of Work

PubMed Central

Neureiter, Mirjam; Traut-Mattausch, Eva

2016-01-01

To investigate the link between the impostor phenomenon (IP), career self-management (CSM) factors, and work-relevant outcomes, we looked at the IP's impact on career optimism, career adaptability, and knowledge of the job market, as well as on employee- and organizationally-relevant outcomes. We analyzed data from 238 working professionals (57% female) using parallel multiple mediation analyses. The results revealed that the IP was negatively related to all work-relevant outcomes through decreased CSM factors, which were subsequently associated with the outcomes. As hypothesized, employee-relevant subjective outcomes were mediated by optimism and employee-relevant objective (i.e., economic) outcomes by adaptability and knowledge. Additional mediating effects occurred. Regarding organizationally relevant outcomes, adaptability mediated the IP's impact on organizational citizenship behavior. The IP was only indirectly related to continuance commitment through adaptability and to affective commitment through optimism. We discuss the theoretical and practical implications and offer ideas for future research. PMID:27729882

Organizational Change for Acquisition Reform: Proposed Core Competencies

DTIC Science & Technology

1997-03-01

21Patrick Connor, and Linda Lake, Managing Organizational Change (Westport, CT: Praeger, 1994), 74. Schein, 328. Tichy, 242. 22Tichy, 246. 23Conner and...Connor, Patrick and Linda Lake. Managing Organizational Change . Westport, CT: Praeger, 1994. “Cultural Shift Clutches Acquisition Work Force.” National

Managing Organizational Commitment: Insights from Longitudinal Research

ERIC Educational Resources Information Center

Morrow, Paula C.

2011-01-01

This article summarizes what is known about the "active" management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human…

Impact of organizational change on organizational culture: implications for introducing evidence-based practice.

PubMed

Austin, Michael J; Claassen, Jennette

2008-01-01

Evidence-based practice (EBP) seeks to integrate the expertise of individual practitioners with the best available evidence within the context of the values and expectations of clients. Prior to implementing EBP, it is important to understand the significance that organizational change and organizational culture play. This article seeks to explore the literature associated with both organizational change and organizational culture. The analysis of organizational culture and change draw upon findings from both the private, for-profit sector, and the public, non-profit field. It is divided into four sections: organizational change and innovation, organizational culture, managing organizational culture and change, and finally, applying the findings to the implementation of EBP. While the audience for this analysis is managers in public and nonprofit human service organizations who are considering implementing EBP into their work environment, it is not intended to provide a "how to" guide, but rather a framework for critical thinking.

Are organizational justice rules gendered? Reactions to men's and women's justice violations.

PubMed

Caleo, Suzette

2016-10-01

Research has shown that gender role prescriptions can bias reactions to men's and women's work behaviors. The current work draws upon this idea and extends it to consider violations of procedural and interactional justice rules. The results of four experimental studies demonstrate that men and women receive differential performance evaluation ratings and reward recommendations when they violate those organizational justice rules that coincide with the content of prescriptive gender stereotypes. Specifically, women were rated less favorably than men when they exhibited interactional injustice (Study 1 and Study 4), but not when they engaged in procedural injustice (Study 2). Findings also indicate that interactional justice violations (e.g., being impolite, not caring about the well-being of subordinates), but not procedural justice violations, are deemed less acceptable for female managers than male managers (Study 3). Overall, the findings suggest that reactions to injustice can be influenced by expectations of how men and women should behave. (PsycINFO Database Record (c) 2016 APA, all rights reserved).