|
International Journal of Organization Theory and Behavior
Number of Followers: 1  Hybrid journal * Containing 4  Open Access article(s) in this issue *ISSN (Print) 1532-4273 - ISSN (Online) 1093-4537 Published by Emerald  [362 journals]
|
- Change readiness in organizations: an affective cognitive process
for convergent sensemaking-
Free pre-print version: Loading...
Authors: David Wasieleski, Nuno Guimarães da Costa, Olga Ivanova Ruffo
Abstract: This conceptual paper aims to present a new, integrated model for change readiness that focuses on affective sensemaking among intra-organizational members. Change processes are often hindered by lack of preparedness, which can be justified by organizational members' emotional resistance to change and divergent understandings of its meaning. Our paper proposes a normative model depicting the interactive process between middle-managers and employees until convergence of meaning is achieved and the organization is ready to change. The authors offer a conceptual process model that describes how employees prepare for organizational change. The model illustrates how emotionally laden narratives enable employees to make sense of organizational change communicated by middle managers. The sensemaking process is initiated by the negative emotions employees often experience when organizational change is first presented. Then middle managers must transform the negative felt emotions into positive valence via the strategic use of narratives that contain an affective component. This is done to increase the likelihood that convergent sensemaking takes place. Until this stage, intra-organizational members holding different perspectives about the need to change, engage in discussions in which the conflicting views are supported by the instrumental and systematic use of emotional tools with different valence. First, we contribute to the change readiness literature by offering a detailed process for managers to influence individual readiness for change in their organizations. Our paper proposes a normative model depicting the interactive process between middle-managers and employees until convergence of meaning is achieved and the organization is ready to change. Future work needs to empirically test our model. We contribute to the sensemaking literature by integrating positive and negative valence into the process for understanding organizational change. Finally, we contribute to our practical understanding of convergent sensemaking processes through the strategic use of narratives in organizations. Our paper proposes a normative model depicting the interactive process between middle-managers and employees until convergence of meaning is achieved and the organization is ready to organizational and social change. Our main contributions are three-fold. First, we contribute to the change readiness literature by offering a detailed process for managers to influence individual readiness for change in their organizations. Secondly, we contribute to the sensemaking literature by integrating positive and negative valence into the process for understanding organizational change. Finally, we contribute to our understanding of convergent sensemaking processes through the strategic use of narratives.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-07-17
DOI: 10.1108/IJOTB-02-2023-0047
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- The emergence of discrimination due to miscategorization
Open Access Article-
Free pre-print version: Loading...
Authors: M. Alperen Yasar
Abstract: This study explores the emergence of discrimination based on observable characteristics. In many instances, agents presume differences arising from traits such as race or gender, even when these parameters are irrelevant to the situation at hand. This paper intends to reveal an emergent behavior and a persistent culture of discrimination caused by miscategorization in strategic interactions. We assume that agents occasionally engage in conflicts modeled as asymmetric hawk and dove games, where boundedly rational agents may categorize their opponents based on observable traits to make effective decisions. Three categorization strategies are considered: fine-grained, regular, and coarse-grained. Subsequently, an evolutionary agent-based model is employed to examine the performance of these strategies in a dynamic environment. The results demonstrate that fine-grained categorization provides an advantage when the cost of fighting is low, while coarse-grained categorizers exhibit more peaceful behavior, gaining an advantage when the cost of conflict is high. Our primary finding indicates the emergence of discrimination based on non-relevant traits, manifested through consistent aggressive behavior towards individuals possessing these traits. This paper is the first to investigate the emergence of discrimination without assuming prior differences between groups. Previous studies have assumed either an initial population difference or a homophily-based approach. In contrast, we demonstrate that discrimination can emerge even in the absence of such assumptions. Discrimination between two groups may arise as long as there are agents who label these categories.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-07-05
DOI: 10.1108/IJOTB-08-2023-0168
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Effects of modularity on the organizational performance in presence
of conformity
Open Access Article-
Free pre-print version: Loading...
Authors: Ravshanbek Khodzhimatov, Stephan Leitner, Friederike Wall
Abstract: This research seeks to explore the intersection between modularity and conformity in organizational contexts. Modularity, a cornerstone of organizational design, pertains to the decomposability of tasks within an organization into subtasks with internal interdependence and external independence. Conformity, on the other hand, is the adjustment of an individual’s behavior to match that of others, often driven by a desire to adhere to social norms. We employ agent-based modeling and simulation as a technique to model organizations as complex systems. This approach allows us to delve into the effects of modularity in organizational structures on organizational performance, with a particular emphasis on the role of conformity in this relationship. We treat conformity as exogenously given, which allows us to focus on its effects rather than its emergence. The results demonstrate that a concentration of interdependent tasks within fewer departments can boost overall performance. Conformity decreases performance in all organizational structures except for cases when the departments work on highly similar tasks. This decline in performance can also explain why functional organizational structures are still being used in practice even though they are less modular than divisional structures — they feature lower levels of conformity and, thus, face smaller decline. Finally, we find that in highly complex settings, organizational performance can, surprisingly, be improved as complexity within departments increases. To the best of our knowledge, this study is the first to explore the modularity in organizational structures in presence of conformity. Distinctively, we adapt the NKCS model from evolutionary biology to our study, and perform an exhaustive analysis by examining all possible combinations of parameters that refer to the task allocation within organizations. We thereby contribute a unique perspective to the discourse on organizational theory and behavior.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-06-11
DOI: 10.1108/IJOTB-09-2023-0180
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Can metacognition determine employee performance in the context of virtual
workspace' An empirical investigation-
Free pre-print version: Loading...
Authors: Shilpa Jain, Aarushi Singh, Ruchi Bhalla
Abstract: The pandemic has necessitated employees to work virtually due to mandatory work-from-home setup. Since every employee is not comfortable working online owing to their individual differences which impact performance, thus, it is essential to identify individual characteristics governing performance. As per conventional theories, cognition and metacognition have a significant impact on employee performance, and the key to performance in a collaborative online environment also is metacognition. However, this has been scarcely explored in the context of virtual workspace. This study, therefore, empirically investigates the influence of metacognition and its sub-domains on employees' virtual performance given the challenges they face in a virtual work environment. The cross-sectional study used a purposive sampling technique for data collection. Data collected from 534 professionals with high and low levels of metacognitive ability is analysed using univariate analysis to ascertain whether metacognitive ability helps employees deal with challenges associated with virtual work environments and perform better. Results confirm a significant relationship between the level of metacognitive ability and virtual performance. Further, the findings also confirm the interaction effect of the level of metacognitive ability and challenge of maintaining work and non-work boundaries and the need for the physical presence of team member/s in predicting virtual performance. This study is the first empirical attempt to examine the linkage between metacognitive ability and performance among professionals in the context of post-pandemic virtual work environment and challenges.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-06-04
DOI: 10.1108/IJOTB-03-2023-0066
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Perceptions of organizational politics and organizational commitment: role
of personal motive and ability-
Free pre-print version: Loading...
Authors: Jun-hyuk Lee
Abstract: This study expanded previous studies on the relationship between POP (Perceptions of Organizational Politics) and OC (Organizational Commitment); and it examined the mediating effect of OCM (Organizational Concern Motive) and the moderated mediating effect of PS (Political Skills). Based on the uncertainty management and expectancy theories, the mediating role of OCM was assumed; also, the moderated mediating effect of PS was assumed, because of the effect of the POP on members' motives would vary depending on each individual's ability to respond. To collect the required data for analyzing the research model of this study, a questionnaire was conducted on employees of South Korean companies and institutions. To verify the hypothesis of this study, the measurement and hypothesized models were analyzed sequentially. The results of this study indicated that the OCM mediates the relationship between POP and OC. Furthermore, the mediating effect of OCM is moderated by PS. Specifically the negative effect of the POP on the OCM was mitigated in the group with proficient PS. To mitigate the negative effects of POP, this study suggests that managers should provide fair evaluation and reward based on performance, and consider PS as an important factor in employee selection and education/training. This study is original in that it presents the mechanisms of both variables in terms of an individual's motive towards the organization. Furthermore, this study is valuable in that it suggests ways to mitigate the negative effects of POP through PS.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-06-03
DOI: 10.1108/IJOTB-05-2023-0107
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Installation humor: a resistive social practice identified in the
engineering workplace
Open Access Article-
Free pre-print version: Loading...
Authors: Kristina Leppälä, Hanna Lehtimäki
Abstract: Social practices of work humor among engineering workers are a lesser studied phenomenon. We examine the social practices of an engineering work team through acts of a peculiar form of humorous expression we identify as installation humor. In these cases of installation humor, an anonymous member of the team created a temporary, inappropriate, yet neutral installation of a physical object to amuse the other members of the team. We provide three mini-cases of installation humor; these installations appeared as the team subtly resisted a managerial initiative. We contribute knowledge to the practices of engineers at work and to the practices of resistive humorous expression. Qualitative, full-participant ethnographic research with multiple data collection methods and utilizing abductive analysis. During the data collection, one of the researchers was a full member of the engineering team. We identified anonymous, artefact-based enactments of resistive humorous expression, which we named installation humor. We identify and describe installation humor, which occurred at the intersectionality of work and self-expression and served as momentary artefacts symbolic of engineering worker resistance in a high-tech environment. Managerial awareness of the unfolding forms of worker-led, fleeting signals of resistance, such as acts of installation humor, would provide another dimension of perception for identifying salient signals surrounding the phenomenon of resistance to managerial-led change initiatives. Further research is needed on engineering humor in the R&D workplace to better understand the complexity and dynamics of phenomena such as worker resistance through humorous acts. We suggest future studies on forms of humor in the engineering workplace, including incidences of installation humor as they exist in other professional work environments and organizations, to understand common and shared practices across professional boundaries. We advance and extend the understanding of humor as a social practice in the context of professional engineers in their R&D workplace and we identify humorous acts serving as a response to negative emotions (Huber, 2022) toward the organization related to a newly instated form of managerial control. This paper contributes to the studies of social practices of humor and emotions (Fine and De Soucey, 2005) in the engineering workplace (Buch and Andersen, 2013; Buch, 2016; Mazzurco et al., 2021) as unsupervised activity at work (Gabriel, 1995), with the social practice of humor adopting a non-verbal form that we identified as installation humor. We named this specific form of humor that we observed as installation humor and defined its specificity and differences from more traditional methods of humor (t. ex. Fine and De Soucey, 2005; Martin and Ford, 2018), shop floor humor (t. ex. Roy 1959), workplace humor (t. ex. Rosenberg et al., 2021) and engineering student humor (Holmila et al., 2007; Bender, 2011; Berge, 2017).The results of this study also suggest that ethnography for studying humor as a social practice is useful in identifying micro-level occurrences of unfolding engineering humor, including humor as a form of resistance. The study of humor in high-tech engineering settings enhances the literature of engineering work (t. ex. Mazzurco et al., 2021) and emerging humorous phenomena (Jarzabkowski and Lê, 2017). This case study highlights and extends the understanding of the non-technical competencies of engineers and the role of peer-to-peer humor in the engineering workplace as a form of resistance during managerial initiatives within an organization. The study extends and contributes new knowledge to research on emotions and humor by engineers at work, including the identification of a peculiar form of humor used by the engineers. This study also contributes to nascent research on the social practices of engineers at work. The research material was gathered as a full-member ethnography, increasing methodological knowledge of researching a site from within.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-05-28
DOI: 10.1108/IJOTB-01-2023-0006
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- How transformational leadership promotes employee creativity within the
context of environmental dynamism: a multilevel perspective-
Free pre-print version: Loading...
Authors: Shuang Xu, Zulnaidi Yaacob, Donghui Cao
Abstract: This study aims to explore how transformational leadership influences employees' creativity by considering the role of the environment and psychology. The study aims to provide insights into the impact of transformational leadership on team innovation climate, team reflexivity, psychological capital and employee creativity while also examining the moderating effect of environmental dynamism on these relationships. This study employed a multi-source, multi-wave approach, utilizing data from 618 participants in 118 teams. It constructed a multilevel structural equation model and estimated the confidence intervals of the mediated and moderated effects using the Markov chain Monte Carlo method. The results of the multilevel analyses indicated that transformational leadership positively influenced the team innovation climate, team reflexivity, psychological capital and employee creativity. Moreover, the study found that environmental dynamism positively moderates the relationships among transformational leadership, team reflexivity, psychological capital and employee creativity. Drawing on social cognitive theory and the motivated information processing in groups model, this study offers new insights into the interplay between transformational leadership and creativity. It examines the moderating role of cross-level process linkages and environmental dynamism, thereby validating and extending relevant theories.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-05-22
DOI: 10.1108/IJOTB-06-2023-0117
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Prolonged organizational citizenship behavior and its impact on nurses'
mental health: a time to rethink-
Free pre-print version: Loading...
Authors: Rachana Chattopadhyay
Abstract: The primary objective of this study is to understand the motivational process of the nurses who were engaged in COVID care and performed organizational citizenship behavior (OCB) without caring about their own lives. This study also aims to investigate the consequences of such OCB on life satisfaction when the situation continues for a longer period. For the study’s first objective, an online cross-sectional survey was conducted on 236 critical care nurses from 18 states of India extending over the period from March 2021 to November 2021, when the country passed through the second wave of COVID-19 infection. For the second objective, a longitudinal study compared the life satisfaction level during and post-COVID by giving a one-year gap (November 2022). The findings of this study reveal that during this COVID period, nurses were strongly performing OCB through their organizational and professional commitment, but one year later, they were identified with a low level of life satisfaction. Research on nurses has already categorized the profession under high emotional labor. Research also reveals that an individual’s emotional labor strategy (deep acting or surface acting) determines job satisfaction. However, under the COVID situation, nurses have displayed an extraordinary level of OCB by placing their own life at risk. Analysis of this study indicates that the OCB within the nurses during the COVID period originated from their commitment, not from the emotional labor strategy, which they used to select as a coping mechanism. However, one year later, it has affected their mental health and lowered their life satisfaction.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-05-17
DOI: 10.1108/IJOTB-01-2023-0030
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- School principals’ job crafting profiles and their differences during
the prolonged COVID-19 pandemic
Open Access Article-
Free pre-print version: Loading...
Authors: Terhi Nissinen, Katja Upadyaya, Kirsti Lonka, Hiroyuki Toyama, Katariina Salmela-Aro
Abstract: The purpose of this study was to explore school principals’ job crafting profiles during the prolonged COVID-19 crisis in 2021, and investigate profile differences regarding principals’ own perceived servant leadership, stress and work meaningfulness. Using latent profile analysis (LPA), two job crafting profiles were identified: (1) active crafters (55%) and (2) average crafters (45%). By auxiliary measurement-error-weighted-method (BCH), we examined whether and how job crafting profiles differed in terms of servant leadership, stress and work meaningfulness. Active crafters reported higher than the overall mean level of approach-oriented job crafting (increasing job resources and demands), whereas average crafters reported an overall mean level of approach-oriented job crafting. Avoidance-oriented job crafting by decreasing hindering job demands did not differentiate the two profiles. Active crafters reported significantly higher servant leadership behavior, stress and work meaningfulness than average crafters. Study findings provide new knowledge and reflect the implications that the unprecedented pandemic had for education. This study contributes to the existing literature within the scholarship of job crafting through empirical research during the prolonged COVID-19 pandemic. For practitioners, these study findings reflect contextual constraints, organizational processes and culture, and leadership in workplaces.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-04-17
DOI: 10.1108/IJOTB-03-2023-0060
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- The effect of remote work on millennials’ organizational commitment: the
moderating role of shared leadership and followership-
Free pre-print version: Loading...
Authors: Minseok Kim, Taehyung Kim
Abstract: This study aims to explore the impact of remote work (RW) on millennials’ organizational commitment (OC) by addressing four research gaps identified in existing studies. Drawing on social exchange theory (SET), the authors also investigate if millennials are well-suited for RW environment and how shared leadership (SL) and followership moderate the relationship between RW and millennials’ OC. A survey was conducted involving 154 millennial employees. Confirmatory factor analysis and hierarchical multiple regression analysis were performed to investigate the moderating effect of SL and followership on the relationship between RW and millennials’ OC. The results reveal that millennials’ OC increases with the degree of RW. Moreover, both SL and followership exhibited a moderating effect on the RW-millennials’ OC relationship, emphasizing their importance in shaping millennials’ OC. While the effect of RW on individual-level outcomes remains controversial, this study sheds light on the positive impact based on millennials' characteristics and suggests strategies to strengthen their OC in remote working environments. However, due to the cross-sectional nature of our research, a longitudinal study would be valuable to provide deeper insights. This study contributes to the field of organizational behavior (OB) by connecting millennials’ traits with SL and followership, offering valuable insights into strengthening their OC within the context of RW through the lens of SET. By addressing and filling the four identified research gaps, our research advances knowledge in the improvement of millennials’ OC within the RW environment.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-04-02
DOI: 10.1108/IJOTB-03-2023-0063
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Career adaptability in the new normal world of work: exploring the
post-pandemic research trends using bibliometric analysis-
Free pre-print version: Loading...
Authors: Aubid Hussain Parrey, Gurleen Kour
Abstract: Career adaptability is emerging as an important research area in today's uncertain, volatile world of work created by the COVID-19 pandemic. The present study focuses on career adaptability research post-COVID-19 by scientifically capturing the literature evolution, hotspots and future trends using bibliometric analysis. The Scopus database, due to its vast and quality literature, was used to search the papers from the period 2020 to 2023. Bibliometric data were extracted and analyzed from the relevant literature. For further scientific mapping, VOSviewer and Biblioshiny software tools were used. Findings of the analysis suggest a positive research trend related to career adaptability research post-Covid. Keyword analysis revealed noteworthy clusters and important themes. Bibliometric visual networks regarding authors, sources, citations, future themes, etc. are also presented from the 441 analyzed publications with comprehensive interpretation. The literature for carrying out the bibliometric analysis was confined to the Scopus database. Other databases in combination with different software can be used for future niche research. From the analysis, future research avenues and practical interventions are presented which have significant implications for future researchers, career counselors and managers. The study summarizes the recent literature on career adaptability in the aftermath of the pandemic and makes a novel contribution to the existing literature. A reliable study has been provided by the authors using the scientific bibliometric technique. The study highlights emerging research trends post the pandemic. The results are concluded with further suggestions which can guide future research related to the topic.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-03-19
DOI: 10.1108/IJOTB-03-2023-0065
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Employee withdrawal behavior during forced remote work: the roles of
perceived organizational support and meaningful work-
Free pre-print version: Loading...
Authors: Suthinee Rurkkhum, Suteera Detnakarin
Abstract: Employee withdrawal behavior can be costly for an organization. Referring to the job demands-resources (JD-R) model, this study assessed employee withdrawal behavior during forced remote work due to the COVID-19 pandemic. Job demands in the recent crisis tend to be high, resulting in the use of job resources, that is, perceived organizational support (POS) during remote work and meaningful work. Thus, the study aimed to examine the roles of POS and meaningful work toward employee withdrawal behavior during forced remote work. Self-report questionnaires were received from 320 Thai forced remote employees in various industries. Confirmatory factor analysis was conducted, followed by structural equation model to test hypotheses. The full mediating role of meaningful work between POS during remote work and employee withdrawal behavior was detected, emphasizing its significance as an intrinsic motivator to lessen the likelihood of withdrawal behavior. Existing knowledge of remote work is questioned in terms of how it applies to a forced remote situation. This study also confirmed the JD-R model in an unfamiliar scenario, contributing to our knowledge of remote work as a future of work.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-03-12
DOI: 10.1108/IJOTB-01-2023-0023
Issue No: Vol. ahead-of-print, No. ahead-of-print (2024)
-
- Pre-organization theory: an evolutionary approach integrating memetics,
inducement-contribution theory and generalized darwinism-
Free pre-print version: Loading...
Authors: Benjamin Caldwell Powell
Abstract: Organization theory seeks to explain how people coordinate their behaviors to achieve common objectives, but it has offered little insight into how organizations emerge from such coordination. Fully understanding entities requires knowing their origins. The purpose of this paper is to draw attention to and to suggest an approach for fortifying a foundational weakness in organization theory: pre-organization theory. To develop pre-organization theory, this paper employs an evolutionary approach that integrates three theories. This paper first employs memetics to articulate a unit of selection, the i-memeplex, and next introduces inducement-contribution theory to tailor the i-memeplex to pre-organization, yielding a founder’s mental map for exchanges of inducements and contributions. It then applies generalized Darwinism to complete its evolutionary theory of pre-organization. Memetics, inducement-contribution theory, and generalized Darwinism can be integrated to create a promising theoretical solution, but further investigation is needed to assess the empirical and practical value of pre-organization theory. This paper contributes to organization theory by (1) explicating a foundational weakness in organization theory – its lack of pre-organization theory – and (2) integrating a novel set of theories to develop an evolutionary theory of pre-organization.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2024-06-18
DOI: 10.1108/IJOTB-06-2022-0101
Issue No: Vol. 27, No. 2 (2024)
-
- Multi-factor model of the antecedents of unplanned conversations at work
-
Free pre-print version: Loading...
Authors: Dron M. Mandhana
Abstract: During everyday work, individuals often engage in unplanned conversations that help them develop relationships, share information and coordinate tasks. Unfortunately, the work-from-home mandates issued due to the pandemic have reduced the frequency of unplanned conversations among employees. So, as businesses reopen, organizations are considering post-pandemic workplace solutions that can facilitate unplanned conversations. To aid these efforts and move research and theory on unplanned conversations forward, this study proposes and tests a multi-factor model of the antecedents of unplanned conversations. This study adopted a multi-methodological approach and collected data using automated sensing technology, structured observations and cross-sectional survey methods. A total of 5,297 unplanned conversations among 61 employees were recorded using the custom mobile application and structured observations. Cross-sectional survey data about these employees' work contexts were also collected. The study results showed that the model significantly predicted the frequency of unplanned conversations. Notably, technical expertise, perceived time pressure and team psychological safety significantly predicted the frequency of unplanned conversations. The study findings have both theoretical and practical significance. Previous research studies have primarily focused on the influence of workplace designs on unplanned conversations. However, this study demonstrates that several other factors facilitate unplanned conversations. This research theorizes and empirically tests the relationship between unplanned conversations and several individual, team and organizational factors.
Citation: International Journal of Organization Theory & Behavior
PubDate: 2023-11-21
DOI: 10.1108/IJOTB-03-2023-0054
Issue No: Vol. ahead-of-print, No. ahead-of-print (2023)
-
