Organizational Behavior

The purpose of this study is to explore the relationship between organizational justice and job satisfaction of health employee and to reveal whether or not differences according to socio-demographic characteristics of employees. Organizational justice scale that was developed by Niehoff and Moorman (1993) and Minnesota Job Satisfaction Scale that was developed Weis and colleagues (1967) were used as data collection tool in the study. The survey was administrated in a public hospital in Sakarya between May 30 and 30 June 2011. The validity and reliability of data obtained from the survey was measured using analysis confirmatory factor analysis and Cronbach's alpha coefficient. Path analysis, descriptive statistical methods, one-way variance analysis and independent samples t test were used for analyzing of the data. Results were evaluated in 95% confidence interval, p <0.05 significance level. According to findings from the Path analysis, there were high level of covariance r...

Bu calisma, saglik calisanlarinin hasta guvenligi tutumu algi duzeylerinin belirlenmesi amaciyla gerceklestirilmistir. Ayrica calismada saglik calisanlarinin sosyo-demografik ozelliklerine gore hasta guvenligi tutumu algi duzeylerinde istatistiksel acidan anlamli bir fark olup olmadigi arastirilmistir. Arastirmada veri toplama araci olarak Guvenlik Tutum Olcegi (Safety Attitudes Questionnaire-SAQ) kullanilmistir. 05 Ocak-15 Mart 2012 tarihleri arasinda gerceklestirilen arastirmanin evrenini Kirikkale ilinde faaliyet gosteren bir kamu hastanesinde calisan saglik calisanlari olusturmaktadir. Calismadan elde edilen bulgulara gore hasta guvenligi tutumunu olusturan boyutlardan; algilanan stres ile guvenlik iklimi ve is tatmini arasindaki iliskiler disindaki tum boyutlar arasindaki iliskiler pozitif ve istatistiksel olarak anlamli bulunmustur. Arastirma sonuclarina gore, en yuksek katilim algilanan stres boyutunda olmustur.

Surviving in a changing and hostile environment has become the primary concern of all managers. However, the development of innovative behavior largely depends on the internal and external environment of the company. More specifically, creativity of the employees, behavior of the manager and the organizational climate in general directly influence the innovation capacity of the company. The aim of this research is to study the role of leadership, individual creativity and organizational creativity in explaining innovation capacity. Our survey was conducted on 52 Tunisian companies operating in three priority industrial sectors of the Tunisian economy, namely: Food, Mechanical and metallurgical and Electrical & Electronics. We used the PLS approach to test hypotheses of our research model which allowed us to conclude that innovation is largely conditioned by a creative organizational climate, which in turn mainly depends on leadership and employees' individual creativity.

IntroductionHow to survive in a changing and hostile environment lias become the primary concern of all managers. Innovation is a solution to this concern. It was identified as a key factor related to the success and survival of the company (Rosenbusch et al.2011). However, Ben Moussa & Zaiem (2013) showed that there are several barriers to developing innovation, of which lack of qualified employees. It is for this reason that many companies have focused on employee training and development of their knowledge. Indeed, the creation of a sustainable competitive advantage depends largely on the ability of employees to adapt to environmental changes. When the company lias competent and capable employees to solve problems related to daily tasks, it might be able to differentiate itself from its competitors. Companies are more than ever called to be creative and innovative (Amabile, 1988) to meet customer needs. Several studies have shown that the development of innovative behavior depend...

Innovation has become today a key factor in business success or even sustainability. Previous research on innovation have shown that the introduction of management innovation depends on several determinants including organizational climate, job satisfaction, and employee commitment. This study aims to examine the contribution of each of these determinants on management innovation of Tunisian SMEs in a post-revolution context. For this reason, we conduct a survey of 78 SMEs operating in different sectors of the Tunisian economy by using the structural equations method and the PLS approach. Our findings show that before the revolution the relationship between innovation management and employee commitment is highly significant. Employee commitment depends only on job satisfaction. After the revolution, the introduction of innovation management is largely conditioned by employee commitment, which in turn depends on organizational environment and job satisfaction. The post-revolution env...

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Employees' expectations and needs may differ from person to person and from place to place. Different types of employees may have different types of expectations at their organizations. Therefore, the acceptance level of job satisfaction may differ among them. This research consists of a comparative study between development officers and management assistants of government employees. The objectives of the research are to find out the factors influencing on job satisfaction, to evaluate the level of job satisfaction among the employees, and to suggest ways to improve the job satisfaction of employees. The conceptual framework includes the recognition of work, job characteristics, leadership, work environment, and corporate culture. Selected a hundred employees on the equal basis of the systematic random sampling method. Univariate analysis and SPSS used for the data analysis purpose. The finding of results shows that in the comparative analysis, the development officer is more satisfied than the management assistant.

espanolEl presente trabajo pretende realizar una descripcion del comportamiento organizacional en las organizaciones virtuales, una tematica cada dia mas vigente y que demanda la atencion academica y profesional. A traves de los diferentes planteamientos de los autores que han abordado la tematica, se presenta una conceptualizacion de la Organizacion a partir de la cual se define la Organizacion Virtual (OV) propiamente dicha. Para la comprension del comportamiento organizacional en las OV se abordan como ejes de analisis entrevistas a trabajadores virtuales y especificamente a telemarketers de la ciudad de Parana, previamente a una descripcion teorica del modelo de cooperacion-confianza de la OV. Se describe la complejidad que la tematica reviste y los multiples abordajes que se presentan, subrayando que se trata de trabajos poco regulados, lo que habilita flexibilidad laboral, salarios bajos, condiciones laborales precarias que se evidencian en un elevado indice de rotacion labora...

This dissertation investigates managerial leadership and its cultural foundations in Kenya. It discusses the theoretical underpinnings of culturally contingent leadership theories, and examines Sub-Saharan African leadership through existing literature, cultural metaphors, and qualitative and quantitative methodologies. The study replicates the Global Leadership and Organisational Behaviour Effectiveness (GLOBE) methodologies with 267 respondents -managers in the finance and food processing sectors, and the civic sector (education and health). The literature review focuses on leadership issues impeding socio-economic development, complexities such as ethnic heterogeneity, colonial history, customary practices, instability in governance, conflict, corruption, and poverty. The cultural domain is also examined in terms of ethno-linguistic groups and major historical and geo-political influences on these groups. Additional aspects of culture that pose persistent problems to Kenyan leadership are explored: paternalism and patronage, and the legacy of entitlement and bureaucracy --negative influences on workrelated relations, and managerial and political leadership. Findings on organisational culture and societal culture indicate that Kenyan values and practices are not congruent, thereby creating a unique profile of Kenyan leader attributes and leadership styles. The study identifies Bwana Kubwa (Big Boss) managerial leadership as a norm, political leadership as "a dirty game," and an "inspirational idealist" as the preferred leader. Lastly, survey results for Kenya are compared against GLOBE dimensions of culture and leadership for Sub-Saharan Africa, as well as against West Africa. v

Este artículo de investigación tiene como objetivo el presentar el desarrollo de una estrategia argumentativa diseñada para mejorar los procesos de argumentación entre los docentes de un colegio público de Bogotá, Colombia. Metodológicamente, se pretendió diseñar una experiencia social para contribuir a que un Consejo Académico se consolidara como una comunidad de práctica (Wenger, 2001). Esta  investigación  hace  parte  de  la  estancia  posdoctoral del autor en el Doctorado Interinstitucional en Educación de la Universidad Distrital Francisco José de Caldas.  Entre  los  principales  resultados  se  identificaron  siete  tipos  de  acciones  discursivas  manifestadas  por  la  comunidad del Consejo Académico, durante el desarrollo de la estrategia, que indicaban grados de tensión frente a la estrategia comunicativa. Como conclusión se encontró que la estrategia fue reconocida, más no aceptada.

Sommario: Introduzione............................................................................................................................ ....................2 1. La banca dati. .............................................. ... ... Corrispondenza: Daniele Checchi Facoltà di Economia Università degli Studi di Milano Bicocca Polo Bicocca - U6-356 viale ...

Human capital has become important because knowledge is a critical ingredient for gaining competitive advantages, particularly in the New Economy era.It has been described as becoming the preeminent resource for creating economic wealth. To date, several studies have been conducted to determine the relationship between human capital and company performance.The relationship between human capital and economic growth has been explored.However, past literature reveals that artificial intelligence techniques have not been utilized in understanding the effect of human capital on economic growth.Artificial intelligence techniques such as neural networks have been successfully applied to business and financial problems.To this end, the neural networks approach was used to determine the impact of human capital on the New Economy.This paper discusses the results of the exploratory study for predicting demand for human capital. Data from 1971 to 1996 was collected for this study.The variables ...

Banking sector of India is running in a dynamic challenging period concerning both customer base and service performance. Service quality is only a strategy by which the banks can retain their customer base. Service quality plays a very important role in getting the customer satisfaction. Banks are trying to maintain their customer satisfaction by providing better quality services to the customer. This study compares customers' perceptions of service quality of both public and private sector banks in India. The service quality of both public and private sector banks has been measured through SERVQUAL scale. Data was collected from 390 respondents of Bareilly of both public and private sector banks by using preframed questionnaire. The results show the dimensions of service quality such as tangibility, reliability, responsiveness, empathy and assurance significantly predict customer trust and commitment. Private sector banks customers are more satisfied and committed as they received better quality services from banks. This study implies that public sector banks also should come forward and try their best to provide quality services to win their customers back.

The purpose of this study was to investigate the combination of teaching measuring the length and angle of a math lesson with the topics of Shot put and long jump in Track and Field the sixth-grade of physical education class. The research method was quasi-experimental (pre-test & post-test design with control group). T-test and SPSS software version 23 were used to analyze the data. The results showed that the mean scores of students who practically taught the mentioned topics increased significantly compared to students who learned the topics only in class. According to the obtained results, it is suggested that the sixth-grade teachers, in cooperation with physical education teachers, practice basic mathematical concepts during sports hours in order to combine the lessons and create motivation and vitality in the students in the teaching-learning process. Improve and use this new method in their teaching.

Cybersecurity threats continue to evolve, requiring a shift from technical defenses to behavioral strategies within the broader context of Information and Communication Technologies (ICT) and global development. This study examines how intrinsic (ICMS) and extrinsic (CMES) motivation influence cyber threat awareness and response (CTARS), drawing on Self-Determination Theory (SDT) and Protection Motivation Theory (PMT). Using Structural Equation Modeling (SEM) on survey data from 140 MIS employees in ESG-driven organizations, the study highlights cybersecurity’s role in sustainable ICT governance. Findings show that intrinsic motivation is the strongest predictor of cybersecurity engagement, while external reinforcements play a secondary role. Organizations fostering autonomy, responsibility, and mission-driven security cultures report fewer incidents and lower financial losses. These results support motivation-driven cybersecurity approaches that align with ICT resilience, crisis management, and sustainable digital security. This research bridges cybersecurity, psychology, and ICT governance, offering actionable insights for policymakers and security leaders to enhance long-term digital resilience and crisis preparedness.
Keywords:
Cybersecurity motivation, ICT resilience, digital crisis management, sustainable cybersecurity, intrinsic motivation, engagement-driven security.

Charismatic presence-what we term "developmental swagger"-represents a learnable constellation of embodied confidence, social calibration, and authentic self-projection. This paper proposes that charisma is not an innate trait but an emergent property of recursive feedback loops between individual behavior, environmental response, and identity integration (Weber, 1947; Antonakis, Fenley, & Liechti, 2011). Through systematic analysis of operant conditioning mechanisms, archetypal modeling, and post-digital mirror dynamics, we

Selective and divided attention have significant impacts on visual perception. Several studies have explored how these attention types influence visual processing. However, more extensive research is needed to explore how environmental factors, like stimulus difficulty, impact selective and divided attention in educational settings. Thus, this study aimed to investigate the effects of attention on the visual perception of college students using single-factor experimental approach involving 60 participants. Results indicated that visual perception was higher under selective attention (Mn = 24.7; SD = 4.71) than divided attention (Mn = 21.7; SD = 4.79), with a mean difference of 3.76 points. Moreover, there is a very significant difference between the experimental and the control group, with a p-value of 0.002. The analysis yielded a Cohen's d of 0.863, indicating that both selective and divided attention have a large effect size on student's visual perception. Therefore, researchers recommend creating quiet study spaces to minimize distractions within the institution. Teachers could use visual aids and educate the students about the possible consequences of multitasking. Students can improve visual perception by highlighting key information, color-coding materials, and practicing visual exercises like board games and puzzles. Further studies could examine attention effects across different age groups and genders.

Reviews important contemporary theoretical approaches to the understanding and management of change in organizations, and then proposes an alternative framework for integrating the major themes encountered in organizational change management. Reports on results from an assessment instrument measuring agreement with key principles and concepts from this framework. Analyses results for trends indicating differences according to gender, culture, function, level, industry and other demographic and organizational variables. Discusses implications for change agents and human resources professionals.

Statistical literacy is important for all citizens. As part of the curriculum of any business school, students need to learn how to use data, calculate appropriate statistics, and draw correct conclusions from the data. This is an iterative process and introducing students to data analysis and research in a structured manner can be a foundational step.  In this exercise, HRM students are given a set of surveys with known statistical properties and must answer a set of questions about the data.  Instructors can evaluate whether students picked the right statistic to answer the question, produced the correct statistical output, and made the correct interpretation of the statistical test. After completing this project, students are in a better position to create surveys, as well as analyze and interpret data.

The hybrid workplace model—integrating remote and on-site work—has transformed how organizations operate,
prompting leaders to reassess conventional approaches to management, communication, and team engagement.
This paper investigates the pivotal role of strategic leadership in effectively managing hybrid work environments,
with an emphasis on achieving a balance between flexibility, equity, and the preservation of organizational
culture. The study reveals that to do well in hybrid contexts, leaders must adapt their strategies to address the
demands of distributed teams, coordinating asynchronous workflows, and respond to meeting employee prospects.
Although flexibility is a key advantage of hybrid work, it can also lead to separated teams and incapableexperiences
if not guided by intentional leadership. The research highlights the need to ensure fairness across all work modes
remote, hybrid, and on-site by promoting equitable access to resources, transparent evaluation criteria, and
inclusive work practices. Moreover, the paper explores strategies for sustaining a cohesive organizational culture
across both digital and physical spaces. It discusses initiatives such as virtual team-building rituals, hybridinclusive onboarding processes, and leadership behaviours that reinforce shared values and psychological safety.
The proposed strategic leadership framework centres on five essential dimensions: agile communication, fairness
in decision-making, culture reinforcement, performance-oriented leadership, and empathetic interaction. The
study concludes that organizations prioritizing leadership development specially designed to the hybrid work
environment to encourage invention, retain talent, and enhance long-term flexibility. It suggests practical
references for leaders and human resource professionals looking for to cultivate adaptive, inclusive, and culturally
associated hybrid workplaces.

This research is about the influence of motivation and leadership on job satisfaction, as well as their impact on employee performance. Motivation, leadership, and organizational culture is an exogenous variable in this study. Employee performance is an endogenous variable. Job satisfaction is an intervening variable, where the variable is exogenous as well as endogenous variables. All the variables in this study are latent variables, so the analysis using structural equation modeling using partial least square. Respondents are determined by census methods, which all employees of PT Pelabuhan Indonesia II (Persero) Branch Cirebon serve as the respondents of this study. Hypothesis testing is done by using the bootstrap resampling method, with the help of software Smart Partial Least Square (PLS). Data validity is tested with the outer loadings and goodness of fit tested with composite reliability and cross loadings. Test the hypothesis views of t statistics produced inner weight. The research proves that the motivation, kepmimpinan, and organizational culture have a significant effect on job satisfaction. Furthermore, leadership, organizational culture, and job satisfaction have a significant effect on employee performance. Meanwhile, the leadership has no significant effect on employee performance.

considerations surrounding its deployment are gaining urgent relevance. This article explores the complex intersection of AI and ethical communication within organizational settings, highlighting both the transformative potential and the significant risks posed by AI-driven tools. It examines how systems such as chatbots, sentiment analysis engines, and automated writing assistants can improve efficiency, inclusivity, and transparency, but also how they may perpetuate bias, erode accountability, and compromise data privacy when implemented without proper oversight.

Bu çalışmanın amacı ilköğretim öğretmenlerinin duygusal zeka düzeyleri ile yaşadıkları psikolojik yıldırma (mobbing) arasındaki ilişkiyi incelemektir. Araştırmanın evreni Gaziantep İli Şahinbey ve Şehitkâmil merkez ilçelerinde bulunan ilköğretim okullarında görev yapan öğretmenlerden oluşmaktadır. Araştırmanın örneklemi ise Şahinbey ilçesinde bulunan 12 ilköğretim okulunda görev yapan 357 öğretmenden oluşmaktadır. Araştırmanın verileri Bar-on Duygusal Zeka Ölçeği ve Psiko-şiddet (Mobbing) Ölçeği ile toplanmıştır ve elde edilen veriler çok yönlü varyans analizi (ANOVA) tekniği ile test edilmiştir. Yapılan istatistiksel analizler sonucunda branş değişkeninin psikolojik yıldırma toplam puanı üzerinde anlamlı bir fark oluşturduğu ve branş öğretmenlerinin sınıf öğretmenlerine göre psikolojik yıldırma algılarının daha yüksek olduğu görülmüştür. Öğretmenlerin psiko-şiddet ölçeği aşağılama alt boyutu puanları duygusal zekaya göre farklılık göstermektedir. Duygusal zekâ düzeyi yüksek olanların düşük ve orta düzey duygusal zekâya sahip olanlara göre psikolojik yıldırma algıları daha yüksektir. Öğretmenlerin psiko-şiddet ölçeği cinsel taciz alt boyutu puanları kıdeme göre farklılık göstermektedir. Öğretmenlerin psiko-şiddet ölçeği iletişim engelleri alt boyutu puanları duygusal zekâya göre farklılık göstermektedir. Öğretmenlerin psiko-şiddet ölçeği iletişim engelleri alt boyutu puanları branşlarına göre farklılık göstermektedir.

Trust is critical for organizations, effective management, and efficient negotiations, yet trust violations are common. Prior work has often assumed trust to be fragile-easily broken and difficult to repair. We investigate this proposition in a laboratory study and find that trust harmed by untrustworthy behavior can be effectively restored when individuals observe a consistent series of trustworthy actions. Trust harmed by the same untrustworthy actions and deception, however, never fully recovers-even when deceived participants receive a promise, an apology, and observe a consistent series of trustworthy actions. We also find that a promise to change behavior can significantly speed the trust recovery process, but prior deception harms the effectiveness of a promise in accelerating trust recovery.

Trust is critical for organizations, effective management, and efficient negotiations, yet trust violations are common. Prior work has often assumed trust to be fragile-easily broken and difficult to repair. We investigate this proposition in a laboratory study and find that trust harmed by untrustworthy behavior can be effectively restored when individuals observe a consistent series of trustworthy actions. Trust harmed by the same untrustworthy actions and deception, however, never fully recovers-even when deceived participants receive a promise, an apology, and observe a consistent series of trustworthy actions. We also find that a promise to change behavior can significantly speed the trust recovery process, but prior deception harms the effectiveness of a promise in accelerating trust recovery.

This study explores the impact of team dynamics on organisational performance in selected Public Sector Undertakings (PSUs) in India. This study used a structured questionnaire to collect data from 357 executives working in Maharatna, Navratna, Miniratna and other scheduled PSUs. Using the Structural Equation Model (SEM) [mediation], this study sought to study the relationship between team dynamics and organisational performance while incorporating the mediating role of team effectiveness in the process. The results show that while team dynamics are critical in enhancing team effectiveness, team dynamics do not necessarily improve the organisation's performance. However, when moderated through team effectiveness, the influence of team dynamics on organisational performance becomes significant, presenting a complete mediation effect. This study explains the importance of team effectiveness in translating positive team dynamics into enhanced organisational performance. The study also provides insights into developing strategies for PSUs to promote productivity, innovation, and adaptability in a fast-paced business environment.

In an era of globalization and digital transformation, success in professional environments requires more than technical excellence-it demands a deep understanding of the cultural, organizational, and hierarchical contexts that shape behavior and expectations. This comparative study investigates the influence of national cultures (USA, China, Germany, Russia, and Arab countries), work domains (academic and industrial R&D, management, manufacturing, and learning), and responsibility levels (from researchers to executives) on the definition of project goals, team composition, outcome evaluation, and the selection of management methodologies (classic, agile, hybrid). It highlights the strategic implications of choosing between specialized, multidisciplinary, and global-view professionals, while exploring the cultural tensions, integration challenges, and synergistic advantages of bringing together such diverse profiles. With updated citations, this paper proposes context-sensitive recommendations-globally and specifically for Arab countries and post-conflict Syria-emphasizing adaptability, inclusive leadership, and cross-disciplinary collaboration as drivers for sustainable progress and innovation.

The organizational sciences are not immune to our culture's burgeoning interest in religion and spirituality, and such interest is taxing the capacity of scholars to keep pace both theoretically and methodologically. Elementary attempts at understanding workplace spirituality began in the early 1990s as evidenced in books, articles, and special journal issues or sections (e.g.,

Culinary small and medium enterprises (SMEs) play a vital role in Indonesia's economy, contributing to GDP, employment, and community income. This dissertation research is significant as it identifies sustainability challenges resulting from low komitmen terhadap organisasi, influenced by variables such as perceived organizational support and creativity, with work motivation acting as a mediating factor. Moreover, there has been a lack of specific studies addressing this issue. The objective of this research is to analyze the influence of the three variables on komitmen terhadap organisasi and to formulate strategic approaches to enhance the sustainability of culinary SMEs in Bogor City.Seven hypotheses are proposed, examining the influence of perceived organizational support and creativity on work motivation and komitmen terhadap organisasi, as well as the mediating role of work motivation in these relationships. The novelty of this research lies in its strategic framework for enhancing komitmen terhadap organisasi to ensure business sustainability and its integration of the three exogenous variables into a validated analytical model. A mixed-method approach was employed, involving 230 employee respondents from Bogor City, collected between December 2023 and July 2024. The findings reveal that perceived organizational support affects komitmen terhadap organisasi through the mediation of work motivation. Additionally, both creativity and work motivation have a direct influence on komitmen terhadap organisasi. Furthermore, five strategic recommendations were developed to support the sustainability of culinary SMEs. It is expected that the results of this dissertation can serve as a foundation and guide for academics, entrepreneurs, and policymakers in formulating more effective policies to improve the sustainability and competitiveness of culinary SMEs at both the national (Bogor and Indonesia) and international levels.

As well, I am extremely appreciative for the help from my contacts and friends at the organization where I collected the data for this research. In particular, Brian, Jennifer, Michelle, Tina, Todd, Neal, and Prasad, thank you for your time, curiosity, and commitment to rigor and quality at every step. I could not have completed this work without your guidance and mentorship, and I cannot envision anyone with whom I would have rather collaborated on this project. I am grateful for your generosity and patience, and look forward to many more fun and fruitful collaborations, in many forms.

Isletmelerin devamliligi ve buyumeleri uretilen urun ve hizmetlerin verimliligine baglidir. Isletme verimliliginde, uretim surecinde kullanilan ilk madde-malzeme, arazi, bina, makine, donanim ve enerji gibi kaynaklarin yaninda isgucu de onemli faktorlerden biridir. Isletme verimliligine etki eden isgucu elemanlarindan kisisel satis ve satis gelistirme konusu calisilmistir. Satis elemani performansi ve satis gelistirme konusu 150 denekle yuzyuze anket uygulamasi ile veri toplanma metodu kullanilarak sahadan gerekli bilgiler toplanmis ve analize tabi tutulmustur. Arastirmada elde edilen en onemli veriler; satis elemanlarinin gorevlerinden birinin on hazirlik yapmak ve satin almaya ozendirme oldugu, calisanlarin verimli olabilmeleri icin isletme elemanlari tarafindan verilen hizmetin onemli oldugu, urun cesitliligi, verilen musteri memnuniyeti ve musteri hizmetlerinin musteri tatminini etkiledigi, verimliligin sadece satis sirasinda olculmedigi, satis sonrasinda da musterilerin memnuni...

As a result of the growing interest in studying employee well‐being as a complex process that portrays high levels of within‐individual variability and evolves over time, this present study considers the experience of flow in the workplace from a nonlinear dynamical systems approach. Our goal is to offer new ways to move the study of employee well‐being beyond linear approaches. With nonlinear dynamical systems theory as the backdrop, we conducted a longitudinal study using the experience sampling method and qualitative semi‐structured interviews for data collection; 6981 registers of data were collected from a sample of 60 employees. The obtained time series were analyzed using various techniques derived from the nonlinear dynamical systems theory (i.e., recurrence analysis and surrogate data) and multiple correspondence analyses. The results revealed the following: 1) flow in the workplace presents a high degree of within‐individual variability; this variability is characterized a...

SummaryIn their seminal model of work–family enrichment, Greenhaus and Powell (2006) theorized five categories of work resources to have an impact on work–family enrichment. Using a matched set of 351 dual‐career spouses, we explored how these unique work resources contribute to work–family enrichment and how they spill over to shape job incumbents' family outcomes and cross over to spouse outcomes. Results support indirect effects for the work resources of developmental experiences, supervisor support, schedule control, and self‐efficacy, but not salary, on marital satisfaction and family functioning through the job incumbent's work–family enrichment. In addition, we found support for the crossover of these indirect effects to the spouse through the spouse's positive crossover transmission, which facilitated the spouse's marital satisfaction and commitment to the job incumbent's organization. Our results suggest that multiple work resources have an impact on wor...

The main purpose of the organizational behavioral discipline is to measure human behavior and make it manageable and so that this discipline can manage the effect that behaviors have created on the organization. Organizational behavior discipline focuses on the behaviors, decisions, perceptions and emotional responses of employees as a field of study of how people think, feel and reflect on their behaviors in and around the organization. In this context, the discipline of organizational behavior is about how individuals and groups are related to each other in the organization and to their colleagues in other organizations. Therefore, organizational behavior researchers systematically examine these issues at the level of individuals, groups and organizations (McShane ve Glinow, 2016:4).

Nowadays, healthcare industry is one of the most rapidly growing industry in the world and also used to be the powerful driven economic growth. In this context, nurses playing an important role in order to improve the quality of healthcare system in Malaysia. However, the turnover rate among nurses is in alarming rates. This circumstance can result in financial loss and weakens health systems in Malaysia. Hence, this study aims to examine whether motivation has influence on turnover intention among nurses who are working in private healthcare industry in Sabah. This study has conceptualized the motivation as a multidimensional construct which consisted of intrinsic and extrinsic motivation. Quantitative approach has been used in this study by using questionnaires through survey. The sample size of this study was 218 nurses in Kota Kinabalu, Sabah. The data were analyzed by using Statistical Package for Social Sciences (SPSS) version 21 and SmartPLS 2.0. The result of this study was ...

Kūrybinių klasterių valdymas, kaip kūrybos visuomenės ekonominis organizavimas Sumanios specializacijos logikos pagrindu yra nauja ir beveik netyrinėta koncepcija. Disertacijoje buvo isnagrinėtas Sumanios specializacijos supratimas ir pasiūlyti jo plėtiniai, isnagrinėti teoriniai požiūriai į kūrybos visuomene ir isanalizuotos jos savybės, analizuota klasterių teorija ir raida, kūrybinių klasterių ypatybės, sukurtas Lietuvos kūrybinių klasterių valdymo Sumanios specializacijos sąlygomis modelis. Teorinė analizė atskleidė, kad Sumani specializacija yra ne linijinė, ne pramoninė, o trimatė specializacija, kompleksiskai integruojanti skirtingus regionui specifinius kontekstus į ekonomiskai pagrįstas veiklas. Kūrybos visuomenė – postmoderni visuomenė, atspindinti siuolaikinį informacinės ir žinių visuomenės koncepcijų supratimą. Kūrybos visuomenė yra kūrybos ekonomikos pagrindas, specifiska geografinei vietai, grindžiama technologijų panaudojimu, organizuota nehierarchine forma ir siekia...

Disputes are inevitable elements in construction industry which must be solved within reasonable time; if not it may cause non compensable damages such as delays which may affect project performance. Thus, mediation as simple, rational, speedy and economical means of dispute resolution is needed. The practice of it has persistently being integrated as part of the construction industry; nevertheless the used of mediation is still at minimum level. This research aims to enhance the use of mediation in Malaysian construction industry by way of proposing factors to enhance the used of it. The objectives of the research are to explore the current development of mediation in construction industry; to determine the level of mediation being used in the settlement of disputes as well as to identify factors to enhance the use of mediation in construction industry. The research has adopted quantitative research method by way of questionnaire survey. The findings revealed that the current devel...

The thoughts to follow have been formulated as a spur to discussion about some of the power relations manifested in state responses to the Covid-19 pandemic up to early April, 2020. While it touches themes covered by others, the essay is significantly longer and more detailed than most that have appeared at the time of writing. This is due to its pedagogical intent: it was conceived as a reading for a Masters seminar scheduled to take place in the summer of 2020. Its purpose is to introduce students to Foucault's work in a tailored summary of his thinking on power relations, and to deploy Foucault's ideas in a broad (and necessarily provisional) analysis of the current Corona crisis. Readers already familiar with Foucault's analyses of power relations may wish to skip directly to Part II (page 16). In the interest of timely distribution, the essay has not been subjected to a comprehensive review process, only discussed internally by the three authors. Lacking complete ac...

Sosyal varlik olan bireyler yasamin her alaninda cevresi ile iletisim haline girerek diger bireyler ile sosyal etkilesime girmekte, etkilesimde oldugu bireyler hakkinda bilgi saglamakta ve belirli bir izlenim olusturmaya calismaktadir. Bu durumda birey ise, olusturdugu izlenim ile iletisim halinde oldugu bireyleri etkileyebilmek icin davranislarini kontrol altina alma egilimi icerisine girebilmektedir. Olusturulan bu izlenimler bazen bireylerin sosyal gorunuslerine bagli olarak kaygi yaratabilmekte, bunun yaninda calisanin ise tutkunluguna ve performansina etki edebilmektedir. Isletme calisanlari yogun ve saglikli sosyal iliskiler kurarak, performanslarini ve rekabet gucunu arttirmayi hedefleyen gruplardir. Kurumlarin rekabet avantaji elde edebilmesi, etkinlik ve verimliligini arttirabilmesi icin calisanin ise tutkunluklari orgutler icin onemli bir unsur olarak kabul edilmektedir. Bu baglamda arastirma, Antalya’da faaliyet gosteren bazi isletme calisanlarinda izlenim yonetimi davran...

The problems of conflicts in some African countries such as Nigeria, Chad, Uganda, Central African Republic, Malawi and Kenya revealed that the poor people are the most affected in conflict situations. Some African countries have been ravaged by conflict and conflict is seen as part and parcel of humanity. Conflict is seen as a natural phenomenon in humanity. Various nongovernmental organizations (NGOs) and religious institutions such as the Churches and the Mosques vis-à-vis their religious leaders have been responding to various conflict situations in some African countries. The Church is a place of worship and it has her divine mandate, vision and mission in spreading the gospel of peace and love as exemplified by the Apostolic mission of Jesus Christ. Scholars have argued that conflict in society arises as a result of the social gap between the rich and the poor. Conflict arises as a result of strained societal relationships caused by lack of the common good, cooperative relationship; and the major causes of conflicts are marginalization, land disputes, tribal sentiments, struggle for limited resources, corruption, lawlessness and social injustice. The Church is defined by two principles; community and common good. The common good as the invisible hand of God presupposes the platform for human socioeconomic and politico-existential relationships. This paper adopts the analytical framework in examining the existential import and the implications of conflicts and the role of religious institutions in conflict resolution. The findings, however, show that the Church generally speaking, has contributed in no small measure in ensuring social order, justice and peaceful coexistence in global community. Peacebuilding is an impetus for ensuring sustainable national development in Africa.

With all of the attention that examinations of bundle evaluations have garnered in the literature, it is surprising that no research has investigated how consumers process contextual information when the context, target, or both are composed of bundles. The ...

Metaphors are useful and powerful communication devices used in our daily conversation and in academic research. They are conceptual tools that we use to make sense of the world and interpret meaning (Ortony, 1975; Oswick, Keenoy & Grant, 2002; Pepper, 1942; Smith & Simmons, 1983). By using analogies, metaphors create mental images that assist in interpreting the world. Morgan (1998) believes that by creating certain types of realities within our minds metaphors help us to contextualize the world in ways that we may not have imagined before (Hussain & Hafeez, 2009). Just as metaphors are helpful in understanding the point of a conversation they can also bring clarity to the nature of an organization, or enterprise. Morgan provides eight perspectives of organizations; machine, organism, brain, culture, political system, flux & transformation, psychic prison, and instruments of domination. These metaphors help in understanding organizations, making sense of organizational structure, l...

In this study, we proffered a model along with its empirical testing of moderating effect of importance of teamwork on organizational politics and job outcomes by applying multiple regression analysis on observations collected from 200 employees of a public sector bank in Pakistan. The results of three stages regression supported the authors proposed hypothesis that those employees who value teamwork in organization are less affected by organizational politics in term of job satisfaction and particularly, affective organizational commitment in contrary, to others who give little value to expression of teamwork. Therefore, based on statistically significant, interaction of teamwork and organizational politics in proposed model, it is infer that the potential adverse consequences of organizational politics can be mitigated through promoting importance of teamwork within organization.

The Workplace discrimination especially Glass ceiling has gain a more attention over the years. The objective of this study was to check the mediating role of job stress between gender discrimination-glass ceiling and employee attitudinal outcome (job satisfaction & motivation). This study found that there exists a significant partial mediating relationship among study variables that suggest that there exists hindrance that restrain women from career development and stress do cause decline in satisfaction and motivation. Stress do mediates and intensify the impact of glass ceiling and gender discrimination on job satisfaction and motivation. Information and Data regarding study variables were obtained through different banks of Pakistan through systematic random sampling technique. Questionnaire was developed through careful consideration. There were total 20 items in questionnaire.

Employees are an organizations human capital. Being, an important asset of an organization, employee's satisfaction is imperative to the organization. Organizations are concerned about the job satisfaction and organizational commitment of the employees. These are important considerations in the organizations like banking sector where employees have to face much stress especially at the workplace. Stress impact organizations and make them suffer in form of declined organizational commitment and job satisfaction. Job satisfaction is an important employee attitude that defines attitudinal behavior of employees at the workplace. The reason to conduct this study was to empirically investigate the impact of job satisfaction on the facets of organizational commitment (affective commitment, continuance commitment and normative commitment. This study found a positive impact of job satisfaction on all the three aspects of organizational commitment (affective, normative and continuance commitment). This study also revealed that increase in job satisfaction increase the facets of the organizational commitment (affective, normative and continuance commitment). Analysis showed that in this study job satisfaction has a greater predictability for affective, then for normative and continuance commitment. Data was collected through questionnaire which is developed from empirical studies. Respondents from different cities of Punjab were contacted for the survey purpose. Respondents of the survey were the employees of banking sector of Pakistan, who were selected through convenience sampling. Correlation and regression analysis were used through SPSS-17 edition. th