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).
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.
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.
peer-reviewed ; The financial crisis has highlighted the impact of human failure on a global scale. The financial crisis has illuminated the individual, organizational, institutional and societal impact of dysfunctional or dark side behavior. This thesis explores the antecedent conditions that have the potential to contribute to the emergence, legitimation and institutionalization of dark side behaviors within the organizational setting – financial institutions. In doing so, the thesis draws on numerous public inquiries from the US and UK as well as a number of official government reports on the causes of the various banking crises that formed the basis of the global financial crisis. This thesis explores the organizational and institutional factors that can contribute to the development of dark side behaviors on a scale not considered previously. This thesis identifies the potential for a new organizational governance role for HR leaders that may minimize the potential for the institutionalization of organization-wide dark side behaviors. This thesis explores the theoretical foundations of HRD and challenges the performativity orientation as a facilitator of dark side organizational behavior. In doing so, it provides empirical evidence that the performance objective of many HRD practitioners may indeed facilitate the legitimation of dark side behaviors. This thesis also utilized a novel methodological approach to exploring HR interventions that may facilitate future inquiry of sensitive organizational topics. This approach provides a replicable framework for HR researchers to uncloak organizational behavior thought to be beyond the analytic gaze of the research community. Finally, this thesis explored how HR interventions can have a double-edge sword effect on human emotion potentially facilitating the emergence of an organization-wide disposition focused on dark side behaviors as a result of a positive emotional association with the organization.
Religions are organized in a variety of ways. They may resemble an elected autocracy, aparliamentary democracy, or something akin to a monarchy, where heredity plays aprimary role. This variation allows for a comparative study of their organization.These differing power arrangements call for different types of strategic behavior in thefight for control over church doctrine and finance. And they also induce different institutional responses. I show where screening is highly institutionalized and when the age of a person may be an important strategic factor in choosing a leader. I am thus able to explain what otherwise would be very puzzling differences in the age of appointment across religions and within a particular religion, overtime. In a nutshell, this paper is about politics and strategic behavior in the large (democracyversus autocracy) within the context of the small (religious institutions).
Religions are organized in a variety of ways. They may resemble an elected autocracy, a parliamentary democracy, or something akin to a monarchy, where heredity plays a primary role. This variation allows for a comparative study of their organization. These differing power arrangements call for different types of strategic behavior in the fight for control over church doctrine and finance. And they also induce different institutional responses. I show where screening is highly institutionalized and when the age of a person may be an important strategic factor in choosing a leader. I am thus able to explain what otherwise would be very puzzling differences in the age of appointment across religions and within a particular religion, overtime. In a nutshell, this paper is about politics and strategic behavior in the large (democracy versus autocracy) within the context of the small (religious institutions).
Since 1990, profound structural changes in the organization of local government have taken place in Denmark: Changes in the political structure (with the consolidation of political committees), in the administration (with the consolidation of departments and internal decentralization), and at the level of institutions (with decentralization from the administrative unit to the institutions). At the center of the changes are despecialization and decentralization. The longterm goal is to improve service, increase efficiency, share responsability, create a more holistic orientation, as well as to increase the public's influence. A research project has been started to document effects of these changes and to find explanations for them. The research project is still in progress, but initial results show that effects of the structural changes can already be seen in some instances and that it is possible to discern patterns in the relationship between specific structural changes and the changed attitude of local government. However, the research also shows that the goals have not yet been completely reached. One explanation for this may be that different cultures, norms, and values are slowing down the implementation of the changes. To reach the stated goal, it appears necessary to change the perspective of the actors in the organization (i.e., the employees). In Denmark, most of the employees in local government are "professionals," as the term is defined by social science. One way of dealing with cultures, norms, and values is to view professions as the creator of these cultures. Norms and values of professionals are mostly formed outside the organization, but expressed through structures and cultures within the organization. This provides an opportunity to combine structural and cultural approaches to the analysis of organizational development. One of our main theses in the project is that changes in the organization of local government require changes in the professionals' way of thinking and acting. The discussion of the relationship between professions and organizational development will be used to improve the models for change in the reorganization of Danish local government.
The domain of strategic interaction includes all those decision tasks in which the outcome of a decision depends on the decisions taken by a plurality of individuals, so that each individual must try to devise the most likely moves of the others in order to pursue the best course of action, knowing that all other actors are engaged in the same type of strategic thinking. Problems of strategic interaction in economics have been traditionally modelled using the formal language of game theory, first introduced by von Neumann and Morgenstern's 1944 seminal book Theory of Games and Economic Behavior. Game theory subsequently developed into a highly formal mathematical language used to describe the behavior of hyperrational individuals in strategic contexts. Although born as a branch of applied mathematics and originally developed with the intention of making it the science of military conflict, its diffusion within economics has been extremely rapid, and related fields in the social sciences have recently begun to apply it to model behavior in a variety of social settings.
Human resources management is currently a necessity and is no longer an option if a company wants to grow. Human Resources is very important in an organization, because the effectiveness and success of an organization is very dependent on the quality and performance of the human resources that exist in the organization. This study aims to examine and analyze the influence of Political Organization, Organizational Climate, and Organizational Culture on Organizational Citizenship Behavior (OCB) with Job Satisfaction as an intervening variable at PT. Pegadaian Indonesia (PERSERO). The object of this research is the employees as many as 80 respondents. The approach used in this research is the Component or Variance Based Structural Equation Model with Smart-PLS analysis tools. The results showed that the Political Organization had no significant effect on Job Satisfaction on the employees, Organizational Climate has a significant positive effect on Job Satisfaction, Organizational Culture has a significant positive effect on Job Satisfaction, Political Organizational significant positive effect on Organizational Citizenship Behavior on employees, Organizational Climate has a significant positive effect on Organizational Citizenship Behavior for employees, Organizational Culture significantly positive effect on Organizational Citizenship Behavior on employees, Job Satisfaction has a significant positive effect on Organizational Citizenship Behavior.
The politics of management and the management of politics in the workplace have received a great deal of attention due to their image of pervasiveness, mystery and potential benefits for those who know how to use them in the struggle over resources. This study therefore sought to examine the factors that influence organizational politics and the perceived effects on employees from the perspective of employees. Three banks were selected from Accra metropolis and fifty (50) respondents selected using convenience sampling. Analyzing the data with simple statistical frequency, percentage distribution, and tables, it was revealed that, nepotism and favoritism are the major factors which influence organizational politics. It was therefore, recommended that, nepotism and favoritism should be eliminated or reduced to avoid anxiety and stress, job insecurity and employee turnover.
Many researches on organizational politics have been done to investigate outcomes of organizational political behavior. Previous researches found that there was no consistent result of the relationship between organizational politics and organizational citizenship behavior (OCB). The purpose of this research was to re-analyze the relationship between organizational politics and organizational citizenship behavior.
The objective of this study is to investigate the relationship between workplace friendship, perceptions of organizational politics and organizational citizenship behavior in Pakistan's public sector organizations. Data has been collected through structured questionnaire from 150 employees. The results of the study show a negative impact of perceptions of organizational politics on organizational citizenship behavior, while workplace friendship affects organizational citizenship behavior positively. The workplace friendship significantly moderates the relationship of perceptions of organizational politics and organizational citizenship behavior. The future research needs to test the relationship of perceptions of organizational politics with other organizational outcomes, and should collect the data from various types of organizations.
WOS: 000384748100004 ; Problem Statement: Political discrimination is directed against individuals on the basis of their political party membership and views, including their sociopolitical and moral attitudes. People subjected to discrimination have a high level of professional exhaustion, slow upward career mobility, low morale and performance, less initiative, psychological problems, low job satisfaction and physical health problems. Political discrimination and cynicism, an unfavored attitude within an organization, were seen to possibly have a relationship, and an empirical test was, therefore believed to contribute to the literature. Aim of the study: This study aims to reveal the relationship between the political discrimination level perceived by teachers in school and their organizational cynicism level. Method of the study: This research utilizes a correlational screening format. The study group consists of 280 elementary school teachers serving in central district of Kirsehir province. The Political Discrimination Scale for Teachers and the Organizational Cynicism Scale for Teachers were used to determine political discrimination levels perceived by teachers and their organizational cynicism level respectively. Results of the study: Findings of the research revealed a medium level of significant relationship between political discrimination perceived by teachers and their organizational cynicism. Additionally, discrimination in social relationships and discrimination in administrative affairs were found to affect organizational cynicism. Accordingly, discrimination in social relationships and administrative affairs was found to be a significant predictor of organizational cynicism. Conclusion and Recommendations: Results of the study demonstrate a relationship between political discrimination and organizational cynicism, and teachers' perceptions of political discrimination play a significant role in promoting cynical behavior. The study recommends that to decrease teachers' cynicism, school principals should assure that teachers are not experiencing political discrimination in school.
