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Procedural justice is placed within a larger theoretical context developed from theories of comparative institutions. In a sample of Lithuanian and American electronics companies it was found that: (a) Employees in the "neotraditional" political economy perceived their organizations as less meritocratic than did their peers in the "modern" political economy. (b) The relationship between political economy and employee perceptions of procedural justice was mediated by the organizations' use of meritocratic practices. (c) Procedural justice was associated with employee organizational commitment and coworker trust, controlling for political economy.

Organizational behavior has developed into a particularly non-contextual ap­plied social science. It is clear to any observer that organizational behaviors tend to differ across societies, yet discussions of these differences typically document variations in organizational practices and cultures, which are descriptive without being explanatory. These accounts do not address why organizational practices and behavior differ in different societal contexts and so cannot be used to, among other things, predict change. Here ideas drawn from comparative institutions theories are applied in an effort to better understand organizational behavior in the organizations of relatively more traditional societies, and the circumstances under which organizations are likely to adopt comparatively more modern practices.

Many researchers (e.g., Johns, 2014; Parveen, Jaafar & Ainin, 2014; Razmerita, Kirchner & Nabeth, 2014) have suggested the use of social media in companies has several and different positive effects on the behaviors of managers and employees however, the majority of these studies has focused their attention on national and international companies hold in developed countries where the democracy is part of the national culture of their citizens (Mossberger, Wu & Crawford, 2013; Reilly & Hynan, 2014). But what happens when social media is introduced in companies where the national culture doesn't have embedded the democracy principles? From a theoretical perspective, this study developed a framework based on the current literature in order to suggest several proposals about how the use of social media in this kind of companies affects on some organizational behaviors. Some of these effects on organizational behaviors are the changing in the way how managers lead their employees (Korzynski, 2013; Cho, Hwang & Lee, 2012), the new processes to take decisions that managers and employees use (Diga & Kelleher, 2009; Sigalaa & Chalkitib, 2014) and the ways how employees communicate among them and with managers (Huang, Baptista & Galliers, 2013; Kooa, Watia & Jungb, 2011). The results of this study allow to establish a framework and starting point to research on the effects of social media on organizational behaviors and consequently on the ways how these companies compete in their own countries and in international contexts. ; Postprint (author's final draft)

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).

At present, the trend of technology usage is leading to the formation of a super-smart society, known as Technology 4.0. Technology 4.0 subsequently encourages the emergence of various innovations that in turn affect organizations. This article aims to provide stakeholders with an understanding of the current situation faced by organizations who are entering Technology 4.0. This literature review contains three parts, namely: a general illustration of Technology 4.0 in Indonesia along with a gap analysis between its application in Indonesia and the rest of the world; the factors that cause this aforementioned gap; and the changing elements of work and organizational life caused by Technology 4.0. The result of this literature review is expected to provide insights for the government, education institutions, the general society, and human resources who are working to enter the era of Technology 4.0.

Diese Dissertation zeigt empirische Ergebnisse aus vier verschiedenen experimentalökonomischen Studien zur Rolle von sozialen Interaktionen oder Erfahrungen in individuellen Entscheidungen. Gezeigt werden Effekte auf Veruntreuung, Unehrlichkeit, und die Weitergabe unfreundlichen Verhaltens. Obwohl letzteres nicht notwendigerweise unmoralisch ist, kann es doch dem Vertrauen in die Gesellschaft genauso abträglich sein, und wirtschaftlichen Erfolg schädigen. Neben neuen Methoden der Erforschung dieser Effekte dienen die Ergebnisse vor allem der Verbesserung bestehender Annahmen in Forschung und Politik. Kapitel 1 zeigt, dass die Entscheidung über Veruntreuung durch vorangehende Erfahrungen beeinflusst ist. Wer Großzügigkeit statt Geiz erfährt wird danach seltener, wer jedoch Glück statt Pech hat wird danach häufiger veruntreuen. Durch Eingriff in das Framing kann aber Großzügigkeit wie Glück erscheinen, wodurch Entscheidungen manipulierbar werden. Kapitel 2 und 3 untersuchen ein in bestehender Literatur vorgeschlagenes Mittel gegen die Weitergabe unfreundlichen Verhaltens, indem eine Weitergabe über verschiedene Entscheidungsdomänen hinweg getestet wird. Ergebnisse zeigen, dass das Mittel, Briefe schreiben, einen generellen pro-sozialen Effekt hat. Das spricht gegen die bislang vorherrschende Erklärung, Briefe schreiben habe eine emotional beruhigende Wirkung. Kapitel 4 untersucht das bislang wenig erforschte Ehrlichkeits-Verhalten von Kindern. Es zeigt, dass sehr junge Kinder zwar, wie von Evolutionspsychologen vorhergesagt, hauptsächlich aus egoistischen Motiven schummeln, dies jedoch auch aus anderen Gründen tun können. Das wird dadurch deutlich, dass Kinder Entscheidungen von ihrer sozialen Beziehung zu anderen abhängig machen, und also bewusst entscheiden. ; This dissertation presents empirical evidence from four experimental studies on the role of social interactions or experiences in individual decision making. It shows the effects on embezzlement, cheating, and the passing on of unkind behavior. Whereas the spread of unkind behavior may not be considered as immoral, it may still have detrimental effects on trust in the society, in turn triggering harm to economic prosperity, just as is the case with immoral behavior. Besides contributing new ways how to investigate these outcomes, the results are relevant to inform crucial assumptions by both, future researchers, as well as policy makers. Chapter 1 shows that the decision to engage in embezzlement is influenced by unrelated preceding experiences. After being treated generously vs. meagerly, embezzlement is less likely. However, after being lucky instead of unlucky, embezzlement is more likely. By varying the framing, generosity may be mistaken for luck, and hence, decision making can be manipulated. Chapters 2 and 3 reinvestigate a remedy against the forwarding of unkind behavior, by testing its effect in a new setting, where unkindness (and also kindness) can be passed on across different decision domains. We find that the remedy, letter writing, in general leads to more pro-social behavior, which speaks against the prevailing explanation that letter writing works through emotional closure. Surprisingly, our data do not provide evidence for the existence of a chain of unkindness across domains. Chapter 4 investigates the under-researched population of children regarding their cheating behavior. We show that while very young children mostly cheat out of selfish motives, as predicted by existing evolutionary psychology literature, other motives of cheating do already exist. Children make decisions dependent on social relations to others . ; von Nina Lucia Stephan, M.Sc. ; Tag der Verteidigung: 25.03.2019 ; Universität Paderborn, Dissertation, 2019

RT (formerly, Russia Today) is one of the most important organizations in the global political economy of disinformation. It is the most richly funded, well-staffed, formal organization in the world producing, disseminating, and marketing news in the service of the Kremlin. It is an agency accused of many things, but little is known about all the creative work involved in financing, governing, training, and motivating RT's activities. To understand more about the production of political news and information by RT, we investigate its organizational behavior through in-depth interviews of current and former staff. Our data show that RT is an opportunist channel that is used as an instrument of state defense policy to meddle in the politics of other states. The channel has been established in the shadows of the Soviet media system and its organizational behavior is characterized by Soviet-style controls.

The article deals with theoretical and methodological analysis of the basic theories of motivation and the role of motivational factors in organizational behavior is determined. The present trends, changes taking place in the world in the study and orientation of organizational behavior are substantiated. The role of the main motivational factors influencing the organizational behavior of the individual is described. The following main processes of organizational behavior were identified: governance, power and politics, information and communication, decision-making, conflicts and negotiations, mediation, change, stress. The theoretical analysis of the main theories of motivation: reinforcement, substantive, procedural. It has been discovered that each of these scientific concepts focuses on one or more motivational factors: reinforcements or rewards; needs or knowledge, satisfaction, efficiency. The issue of the need for an integrated approach to motivating employees in organizations has been updated. The concept of the organizational environment and its influence on the development of the personality in the organizational structure are highlighted. An important motivational factor of the personality in the workplace as a satisfaction with the united work integrates all the existing theories of motivation. The influence of remuneration as a motivational factor on satisfaction with work of a worker is described. Taking into account all motivational factors will contribute to the successful development, the competitiveness of organizational structures, the possibility of becoming an international market. Perspective is the need to develop and implement training on the personal development of employees, teaching aspects of psychology of motivation in the form of socio-psychological training for organizational structures. ; У статті здійснено теоретико-методологічний аналіз основних теорій мотивації та визначено роль мотиваційних чинників в організаційній поведінці. Обґрунтовано сучасні тенденції, зміни, які відбуваються у світі під час вивчення та спрямованості організаційної поведінки. Описано роль головних мотиваційних чинників, які впливають на організаційну поведінку індивіда. Виокремлено такі головні процеси організаційної поведінки, як управління, влада й політика, інформація та комунікації, прийняття рішень, конфлікти й переговори, медіація, зміни, стрес. Здійснено теоретичний аналіз головних теорій мотивації: підкріплення, змістових, процесуальних. Виявлено, що кожна з цих наукових концепцій зосереджена на одному чи декількох мотиваційних чинниках: підкріплення чи нагороди; потреби або пізнання, задоволення, ефективність. Актуалізовано питання про необхідність використання інтегрованого підходу щодо мотивації працівників в організаціях. Висвітлено поняття організаційного середовища та його впливу на розвиток особистості в організаційній структурі. Виокремлено важливий мотиваційний чинник особистості на робочому місці як задоволеність працею, що об'єднує, інтегрує всі наявні теорії мотивації. Описано вплив винагороди як мотиваційного чинника на задоволеність працею робітника. Урахування всіх мотиваційних чинників сприятиме успішному розвитку, конкурентоспроможності організаційних структур, можливості становлення на міжнародному ринку. Перспективною вбачаємо необхідність розроблення та впровадження навчання з особистісного розвитку працівників, викладання аспектів психології мотивації у формі соціально-психологічних тренінгів для організаційних структур.

The issue of what antecedents of organizational citizenship behavior (OCB) and psychological contracts (PC) employees form with their organization has also been of interest as they have many implications on an employee's extra-role behavior, specifically OCBs. This research investigates the relationship between types of PCs (a) relational and (b) transactional and the propensity to perform (a) altruism and (b) compliance OCB. Furthermore, the influence of organizational culture (OC) dimensions (a) internal orientation and (b) external orientation on this relationship was explored. The results show that transactional PCs were negatively related to both dimensions of OCB. Relational PCs were positively related to both dimensions of OCB. For both OCB dimensions, OC moderated this relationship only when a transactional PC was prevalent. When a relational PC was prevalent, neither internally or externally oriented OCs moderated the relationship between relational PCs and either dimension of OCB, but an unexplored dimension of OC (flexibility) emerged as a moderator between relational PCs and the compliance dimension of OCB. This research aided in providing insight into employee's organizational behavior within a military context, specifically exploring their type of PC formed, their perception of the culture of their organization, and their propensity to perform OCB.

COVID-19 has affected employees worldwide, and in many countries, governments have used lockdowns to control the pandemic. In some countries, employees were divided into essential and nonessential workers. A survey among Dutch employees (N = 408) investigated how a lockdown in response to the pandemic affected work perceptions. The study found that employees who were not working during lockdown, or whose work hours were reduced sharply, perceived their job as contributing less to the greater good, identified less strongly with their organization, and experienced more job insecurity compared with those who retained a large percentage of their work activities. The longer employees were in lockdown, the weaker their greater-good motivations and the more job insecurity. Furthermore, identification with colleagues and perception of positive meaning in one's job were significant predictors of online organizational citizenship behavior directed at other individuals (OCB-I), whereas organizational identification predicted such behavior directed at the organization (OCB-O). Moreover, indicative of a job preservation motive, increased job insecurity was related to more online OCB-O, and more deviant online behaviors directed at others in the form of cyberostracism and cyberincivility. We further discuss practical lessons for future lockdowns to minimize negative consequences for organizations and employees.

This study was prompted by the limited body of research describing the relationship between the allocation of financial resources and student outcomes in higher education, and by the instance of contradictory and inconclusive results found in that research. With consideration that yet unidentified dynamics might account for the diversity of results, this study explored the influence of dimensions of organizational behavior on the allocation of financial resources at three colleges with differing rates of persistence and graduation rates, but that were otherwise similar in terms of other defining institutional characteristics. Q Methodology ascertained perceptions of senior leadership at the three colleges about the behavioral nature of financial decision making at those institutions. Factor analysis of those perceptions revealed distinctly different profiles for two of the institutions in terms of dimensions of organizational behavior. Factor analysis found a lesser degree of commonality in perceptions about financial resource allocation at the third institution. The results implied that dimensions of organizational behavior differentially influence the allocation of financial resources. Implications for the relationship of financial resource allocation and persistence and graduation rates are discussed, and areas for future research recommended.

The study of organizational behavior has a great relevance in the process of training students of Business Administration, given that they will have to work with individuals and each one has different behavior, due to family, social, political, economic factors, among others. Such situations will influence their performance according to the perception that each of these individuals might have. In this sense, students will learn from, in and for real life. Likewise, this kind of learning will influence group work carried out within the organization, which will prevent or influence conflicts within the organization. All this impacts the efficiency and effectiveness of the functions carried out in the business sector. ; El estudio del comportamiento organizacional tiene una gran relevancia en el aprendizaje de los estudiantes de Administración de Empresas, dado que en esta área se trabaja con individuos y cada uno tiene diferente comportamiento, debido múltiples factores, sean estos de índole familiar, social, político, económicos, entre otros. Ello influirá en el desempeño de sus funciones de acuerdo a la percepción que cada uno de estos individuos tengan, y esto será del cúmulo de aprendizajes desde, en y para la vida. Así mismo, influirá en el trabajo de grupo que se realice dentro de la organización, lo que evitará o incidirá en los conflictos. Todo ello repercute en la eficiencia y eficacia de las funciones realizadas en el ámbito empresarial.

The study of organizational behavior has a great relevance in the process of training students of Business Administration, given that they will have to work with individuals and each one has different behavior, due to family, social, political, economic factors, among others. Such situations will influence their performance according to the perception that each of these individuals might have. In this sense, students will learn from, in and for real life. Likewise, this kind of learning will influence group work carried out within the organization, which will prevent or influence conflicts within the organization. All this impacts the efficiency and effectiveness of the functions carried out in the business sector. ; El estudio del comportamiento organizacional tiene una gran relevancia en el aprendizaje de los estudiantes de Administración de Empresas, dado que en esta área se trabaja con individuos y cada uno tiene diferente comportamiento, debido múltiples factores, sean estos de índole familiar, social, político, económicos, entre otros. Ello influirá en el desempeño de sus funciones de acuerdo a la percepción que cada uno de estos individuos tengan, y esto será del cúmulo de aprendizajes desde, en y para la vida. Así mismo, influirá en el trabajo de grupo que se realice dentro de la organización, lo que evitará o incidirá en los conflictos. Todo ello repercute en la eficiencia y eficacia de las funciones realizadas en el ámbito empresarial.

The purpose of this research was to explore the relationship between Organizational Citizenship Behavior (OCB), social network density, and group performance. Social networks have recently become a key area of interest for researchers in the study of management in organizations. OCB has, likewise, seen a considerable amount of attention in research literature as a direct and indirect contributor to group performance. This field study, conducted at a military training course, attempted to explore the possible net effects of network density and citizenship behaviors on group performance. Longitudinal social network data was used to examine whether there was a relationship between the levels of OCB displayed and the level of performance achieved in each group. Linear regression was used to explore the moderating and mediating relationships in this study. A sample of 406 students in 28 groups was studied. The data gathered provided empirical evidence that density and one dimension of OCB, sportsmanship, are negatively related to performance in both the task and friendship networks suggesting that low OCBs may actually be related to higher group performance. The results contradicted the social network density and OCB literature that predicted a positive relationship with performance.

In the last decade, a lot of attention has been increasingly devoted to 6 ABMs (Agent-Based Models), facilitated also by the availability of computational 7 power and open-source platforms. ABMs are thus becoming especially popular in 8 social and political sciences for modelling complex situations with multiple actors 9 that can evolve in highly unpredictable scenarios, due to a series of endogenous and 10 exogenous variables often difficult to identify and even less to measure and predict. 11 Conflicts and wars often qualify as ones. The aim of the present paper is to apply 12 ABMs to analyse the complex issues arising from dam development on the Mekong 13 River and the endless controversies this development has provoked since the 1960s, 14 making it one of the most pressing non-traditional security issues in the region. It 15 will preliminary examine the challenges of implementing ABMs to complex real- 16 world situation like the ones into exam and which preliminary steps and theoretical 17 considerations are necessary before the formulation of a definitive model. Finally, 18 it will provide indications the state of the work in progress on the model created 19 for this case-study, a few preliminary conclusions about its effectiveness, and some 20 notes for future development.