Employees play a critical role in materializing the company's purpose as they are the ones responsible for planning and executing all the organizational activities. Considering their vital role, we explored how employees, currently working full‐time from home, perceive their participation in the company's purpose. To do so, we performed online interviews with 23 employees from 14 companies. In addition to employees' perspectives, we collected textual data from the companies' websites where these employees were working, allowing us to (...) compare both perspectives and better understand employees' perspectives. Results revealed that employees do not directly recognize the organizational purpose concept and that the term purpose is barely found on the companies' websites. Therefore, we found that besides a problem of conceptual lack of clarity in the literature, organizational purpose is still on the way to being comprehended within companies. To help solve this problem, based on stakeholder theory, we discuss the meaning of organizational purpose and compare it to related concepts such as mission and vision. Finally, we offer managers orientation on how they should operationalize their companies' purpose and how they may externally communicate it online. (shrink)

Organizational purpose has flourished in the professional management literature, yet despite increased scholarly interest, academic knowledge and empirical research on the topic remain scarce. Moreover, studies that have been conducted contain important oversights including the lack of a clear conceptualization and misinterpretations that hinder the further development and understanding of organizational purpose. In view of these shortcomings, our interview study aimed to contribute to academic and societal conversations on the contemporary meaning and function of organizational (...) purpose considering the voices and perspectives of 44 global experts. Employing template analysis, we defined organizational purpose as “an organization’s reason for being characterized by significance, aspiration, direction, unification, and motivation.” Moreover, we proposed an explanatory conceptual model, including drivers and outcomes of purpose, important boundary conditions, and explanatory mechanisms. Drawing on self-determination theory, person–organization fit theory, job characteristics theory, and conservation of resources theory, we were able to explain how and under what conditions these concepts are related to organizational purpose. In doing so, our research contributes to advancing the knowledge and understanding of organizational purpose and its effects on human lives within and outside organizations. Our study thereby enhances the understanding of the role of organizations in society and helps in evaluating whether organizations take responsibility by living their purpose in the society they are part of. As such, our study provides important insights for theory development, scale development, and further empirical research on organizational purpose and its effects in different streams such as OB, HRM, marketing, leadership, and strategy. (shrink)

School leaders are expected to act with integrity, but values are always contested: one person’s ‘moral purpose’ is not the same as another’s. Researchers have explored these issues from different angles. One approach focusses on individual leaders, seeking to understand how their values inform their practice. Other work highlights that individual values are only part of the story: values are embedded within professional norms and organisational cultures, while policy and governance frameworks serve to structure and constrain individual agency, particularly (...) in marketised and performative systems. This paper draws on examples from recent research in England to argue that leadership responses to structural constraints should be seen on a spectrum in terms of how far they reflect individual agency and values, proposing four possible categories – ‘toxic leadership’, ‘pragmatic compliance’, ‘principled infidelity’ and ‘authentic agency’. It also discusses the question of how values operate at locality and national levels as well as within individual schools and draws the analysis together into a conceptual frame. (shrink)

Background: The traditional approach to resolving ethics concerns may not address underlying organisational issues involved in the evolution of these concerns. This represents a missed opportunity to improve quality of care “upstream”. The purpose of this study was to understand better which organisational issues may contribute to ethics concerns. Methods: Directed content analysis was used to review ethics consultation notes from an academic children’s hospital from 1996 to 2006 (N = 71). The analysis utilised 18 categories of organisational issues (...) derived and modified from published quality improvement protocols. Results: Organisational issues were identified in 68 of the 71 (96%) ethics consult notes across a range of patient settings and reasons for consultation. Thirteen of the 18 categories of organisational issues were identified and there was a median of two organisational issues per consult note. The most frequently identified organisational issues were informal organisational culture (eg, collective practices and approaches to situations with ethical dimensions that are not guided by policy), policies and procedures (eg, staff knows policy and/or procedural guidelines for an ethical concern but do not follow it) and communication (eg, communication about critical information, orders, or hand-offs repeatedly does not occur among services). Conclusions: Organisational issues contribute to ethical concerns that result in clinical ethics consults. Identifying and addressing organisational issues such as informal culture and communication may help decrease the recurrence of future similar ethics concerns. (shrink)

It has been argued amply that alternative theoretical approaches to the corporate governance phenomenon can be a valuable complement to the mainstream economic approach. However, such approaches are largely embryonic and empirical studies based on more organisationally oriented theory are few and geographically limited. The purpose of the present article is to discuss the value of organisationally oriented approaches to corporate governance as a complement to more traditional economic approaches. This is accomplished by discussing the findings of an empirical (...) study on Swedish shareholder activism in the light of institutional sociology. The study demonstrates how the preferences and actions of investors are institutionally determined, and not only influenced by regulation and law, but also by moral obligations, societal expectations and relational ties. Thus, the study demonstrates the value of complementing economic explanations with more institutionally and organisationally oriented accounts, in order to better understand shareholder activism in particular, and corporate governance in general. (shrink)

Given the diverse conceptualisations used in the measurement of organisational value congruence (OVC), the purpose of this paper is to propose an integrated typology of measurement criteria — as a methodological and measurement guideline — that can be employed in operationalising the measurement of OVC. Based on a review of over forty empirical articles, this typology proposes a path forward to operationalise the measurement of OVC by selecting from the proposed criteria and alternative dimensions to match the specific aims (...) of researchers more comprehensively. The typology thus proposed identifies six key criteria and 12 dimensions therein. It further presents how different combinations of alternative dimensions in measuring OVC are used and can be used to best suit different objectives of researchers. As a concept matrix, this typology would specifically be useful for future researchers to identify how best to measure OVC to match their specific study objectives and facilitate rational comparison of OVC studies, permitting sensible knowledge sharing. Further, this typology can be extended to locate the best possible combinations for operationalising the measurement of OVC for future research. (shrink)

Purpose driven companies have developed their corporate culture with a commitment to stakeholders, Sustainable Development Goals, and social responsibility, prioritizing the management of organizational intangibles over capital. The overall objective of this research is to gain knowledge regarding the attention and emotional intensity registered by young Spanish university students when visualizing corporate purpose versus corporate visual identity, as well as the image of the Chairman of the main Spanish companies quoted on the IBEX 35. The techniques of (...) eye tracking and galvanic skin response have been used with 31 Spanish university students. The results suggest that brands with the highest brand equity in the Interbrand ranking are also the ones that receive the highest levels of attention and emotional arousal, and that a well-formulated corporate purpose is not enough to satisfy the public if company credibility is low due to previous perceptions of an organization. (shrink)

The ethical nature of transformational leadership has been hotly debated. This debate is demonstrated in the range of descriptors that have been used to label transformational leaders including narcissistic, manipulative, and self-centred, but also ethical, just and effective. Therefore, the purpose of the present research was to address this issue directly by assessing the statistical relationship between perceived leader integrity and transformational leadership using the Perceived Leader Integrity Scale (PLIS) and the Multi-Factor Leadership Questionnaire (MLQ). In a national sample (...) of 1354 managers a moderate to strong positive relationship was found between perceived integrity and the demonstration of transformational leadership behaviours. A similar relationship was found between perceived integrity and developmental exchange leadership. A systematic leniency bias was identified when respondents rated subordinates vis-à-vis peer ratings. In support of previous findings, perceived integrity was also found to correlate positively with leader and organisational effectiveness measures. (shrink)

The primary purpose of this study was to explore the unique impact of individual differences (e.g. gender, managerial experience), social culture, ethical leadership, and ethical climate on the manner in which individuals analyse and interpret an organisational scenario. Furthermore, we sought to explore whether the manner in which a scenario is initially interpreted by respondents (i.e. as a legal issue, ethical issue, and/or ethical dilemma) influenced subsequent recognition of the relevant stakeholders involved and the identification of intra- and extra-organisational (...) variables significant to the scenario depicted. Data for this study were anonymously collected from professional samples in Russia (Moscow region) and in New Zealand. Findings show a strong effect of social culture (i.e. working in New Zealand or working in Russia) on the manner in which respondents characterised the scenario, on the experience of ethical climate and ethical leadership in their organisations, and on the ability to identify intra- and extra-organisational variables responsible for the situation presented in the scenario, above and beyond other individual and contextual factors. (shrink)

PurposeAnomic feelings are predicted to play a moderating role in the relationship between organisational justice perceptions and the citizenship use of the organisation's internet access, or cybercivism. The purpose of this paper is to hypothesise that, just as AFs are supported in prior research as able to intensify the negative effects of organisational justice on cyberloafing, they will also intensify the positive effects of OJ on cybercivism.Design/methodology/approachData were collected from 270 of the 1,547 respondents at a public university.FindingsExcept in (...) the case of procedural justice, the results support that AF act as a moderator of the OJ‐cybercivism link because, among employees with comparatively less AF, the perceptions of the OJ under study had a stronger impact on cybercivism.Research limitations/implicationsTo generalise from a convenience sample of 17 per cent to the entire University is unfeasible, let alone the “public sector” as a whole for a whole culture/country. Therefore, the paper only aims to be an early exploration of actual phenomenon, and to provide new insights necessary to understand the impact of pervasive new media and information and communication technologies on individual behaviour in virtual work settings.Practical implicationsThe findings contribute to an improved understanding of the influence of OJ on cybercivism. As a moderator, anomia is supported in our sample as one of the key “controllers” of the OJ predictions on cybercivism and sets a new scenario in seeking electronic business effectiveness. By encouraging convincing values and equity in the workplace, organisational management seems be on the right path to create the proper context for cybercivism to occur.Originality/valueEmployee AFs are shown to be a moderator in the relationship between OJ and cybercivism. This is the first empirical test of this interaction. (shrink)

PurposeAnomic feelings are predicted to play a moderating role in the relationship between organisational justice perceptions and the citizenship use of the organisation's internet access, or cybercivism. The purpose of this paper is to hypothesise that, just as AFs are supported in prior research as able to intensify the negative effects of organisational justice on cyberloafing, they will also intensify the positive effects of OJ on cybercivism.Design/methodology/approachData were collected from 270 of the 1,547 respondents at a public university.FindingsExcept in (...) the case of procedural justice, the results support that AF act as a moderator of the OJ‐cybercivism link because, among employees with comparatively less AF, the perceptions of the OJ under study had a stronger impact on cybercivism.Research limitations/implicationsTo generalise from a convenience sample of 17 per cent to the entire University is unfeasible, let alone the “public sector” as a whole for a whole culture/country. Therefore, the paper only aims to be an early exploration of actual phenomenon, and to provide new insights necessary to understand the impact of pervasive new media and information and communication technologies on individual behaviour in virtual work settings.Practical implicationsThe findings contribute to an improved understanding of the influence of OJ on cybercivism. As a moderator, anomia is supported in our sample as one of the key “controllers” of the OJ predictions on cybercivism and sets a new scenario in seeking electronic business effectiveness. By encouraging convincing values and equity in the workplace, organisational management seems be on the right path to create the proper context for cybercivism to occur.Originality/valueEmployee AFs are shown to be a moderator in the relationship between OJ and cybercivism. This is the first empirical test of this interaction. (shrink)

Muslim scholars have defined ethics as enduring traits and characteristics in the individual that cause actions appropriate to those traits to be issued spontaneously without the need for human thought and reflection. Islamic ethics state the rightness or wrongness of these attributes within the framework of Islamic concepts, while the concepts of Islamic work ethics deal with the functioning of the framework of Islamic concepts in the form of human work activities in various organisations. Furthermore, work ethics can be effective (...) in the organisation when it can shape the culture of the organisation. Research shows that Islamic work ethics have a significant relationship with various individual, professional and organisational factors. The purpose of this study is to investigate the relationship between Islamic work ethics and organisational culture. The statistical population of this research consists of 1500 Muslim staff of 30 service organisations (financial, educational, medical and hotel organisations) in Moscow, Russia, in 2021, of which 306 people have been selected as statistical samples using Krejcie and Morgan's sample size table. Data analyses were performed by statistical software, Statistical Package for the Social Sciences (SPSS). The results of this study confirm the significant and positive relationship between Islamic work ethics and organisational culture among the Muslim Russian staff (β = 0.53; T = −8.65). CONTRIBUTION: This study examines the relationship between Islamic work ethics and organisational culture in Russia and has expanded the results of previous studies conducted in other contexts. (shrink)

Purpose: The main aim of this study was to examine the influence of organizational culture on strategy implementation in Kenya Government Tourism Agencies. Materials and Methods: The study used a positivist approach research philosophy. The research designs employed in this study were explanatory and descriptive research designs. The study population comprised of the tourism industry. The study included the ministry of tourism itself since it is the parent ministry that regulates and oversees the operations of the tourism agencies (...) to give a total of 10 areas of study. A sample of 327 was achieved based on the following formula. This study used primary data. The study used questionnaires and interview guides to collect both qualitative and quantitative data. Quantitative data was analyzed through scientific methods using the statistical package for social sciences (SPSS version 22) while qualitative data was analyzed thematically. The descriptive statistics was first used to analyze the demographic factors of the respondents using frequencies and charts. Inferential statistics such as correlation and multiple linear regression analysis were used to test the relationship among the variables as per the study hypothesis. Findings: The culture of an organization was found to play a critical role in implementation of strategies and consequently realizations of set objectives and profits in organizations. Organizational norms, ethics, employee training and organizational climate are very key in achieving success while implementing strategies. Implications to Theory, Practice and Policy: It is recommended that organizations (tourism industry) create strategy implementation promoting culture, culture of timeliness, innovative culture, ethics and one which promotes team spirit. These aspects of culture need to be reinforced and strengthened to ensure implementation of strategies is smooth and quick enough. This study thus bridges the gap between theory and practice, offering a nuanced understanding of the interplay between organizational culture and strategy implementation in a critical sector for Kenya's economy. (shrink)

The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and (...) companies should consider adopting ethical policies that support principled conduct, punish unethical actions, and increase individual perceptions of an ethical company environment. (shrink)

The purpose of this paper is to analyze the possibility of diagnosing and managing the innovation potential of the tourist enterprises through the study and modification of the characteristics of its organizational culture. The article examines the theoretical possibility of diagnosing and managing the innovation potential of the tourist business. The content of definitions "innovative potential" and "organizational culture" were analyzed. The necessity of using social-psychological model for the analysis of innovation reality of the innovative potential of (...) tourism enterprises was proved. The characteristics of an ideal model of innovative organizational culture of a tourist enterprise were formulated. The necessity to attract managers of tourism enterprises in the formation of the innovative capacity of enterprises of the tourism industry was grounded. It was proposed to consider the innovative potential of the tourism enterprise as an opportunity to transform and streamline the experience and the stereotypes interaction among business process, that is, as an opportunity to transform and streamline the experience of interaction between the subjects of the enterprise. (shrink)

Organizational cronyism refers to favoring some employees within an organization based on non-performance-related factors. Although it is highly likely to encounter many attitudes and behaviors meeting this description within public and private institutions, there are limited studies on this issue. Thus, the purpose of this study is to develop a valid and reliable scale to assess the perception of cronyism among organizational members. To this end, an item pool was formed based on current literature as well the (...) views of teachers and expert recommendations. The validity–reliability of the scale was tested via two sample groups. As a result of the study, a scale with 3 dimensions and 15 items as well as psychometric qualities was developed to assess employee perceptions of cronyism. The scale dimensions comprise: in-group bias, paternal cronyism, and reciprocal exchange of favor in accordance with the way the method was addressed in the literature. The analyses of nomological validity of the scale showed that perception of cronyism is an important predictor of trust in managers. (shrink)

Bangladesh is aspiring to achieve universal health coverage by 2030. In this regard, quality and efficient healthcare delivery have been regarded as a major challenge. Proper management of employees is crucial for service organizations like healthcare because in healthcare employees provide life saving services which make them unique from other non-health professionals. They directly interface with the patients or service seekers who make evaluative judgment of the quality of service delivered by the employees. Therefore, it is important that healthcare organizations (...) (both public and private) comprehend specific organizational factors and issues that influence employee’s attitudes and behaviors, which ultimately affect their service behaviour at work. Drawing from the organizational justice principles and other management theories, this article presents a conceptual framework and a set of hypotheses regarding the relationships among distributive justice, procedural justice, interactional justice, employee’s citizenship behaviour, role prescribed behaviour and counterproductive behaviour for the healthcare organizations in Bangladesh. The purpose is to assist the policy makers and service providers in identifying desirable human resource management practices that healthcare organizations in Bangladesh should seek and engage in and at the same time, avoid undesirable practices in order to maintain optimum level of employee commitment, and citizenship behavior essential for ensuring quality and efficient service delivery to the communities. This article is ‘theoretical’ but it has practical implications for the policy makers and service providers who are directly involved with service delivery system. It is also expected that the paper enriches the health service delivery literature and also advocates focusing on justice perspectives particularly in Bangladesh. (shrink)

The purpose of this study is to analyze the current characteristics of organizational culture and climate in Kazakhstani higher educational institutions during the COVID-19 crisis. Materials for the study were collected from interviews and online discussions published on the website of Al-Farabi Kazakh National University. In addition, results from the social monitoring systems of the university’s educational activities as well as an official survey have been used. The study offers details of how Kazakhstani universities dealt with the crisis (...) by presenting KazNU case study. The paper presents the responsible actions developed at the university as well as the problems faced by students and teachers. One important lesson to be learnt is that educational organization needs to be more comprehensive, caring for appropriate technical equipment, helping develop skills for staff and students, and include vulnerable groups of the population. (shrink)

Business organizations in their work environment, aspire to create a high level of performance and low levels of absenteeism and turnover. Organizational commitment is considered a key factor in achieving this objective, however, it can be conditioned by several factors, among which is the psychological contract. The literature has related the organizational commitment with the fulfillment of the psychological contract framing it as one of the explanatory variables. This work aims to investigate research trends on psychological contract and (...) organizational commitment. For this purpose, bibliometric techniques and the software SciMAT have been used. 220 journal articles indexed in Web of Science (WoS) were analyzed. The findings indicate that the theme chosen for this review is valid. Based on the relationship between the two concepts, as the most recurrent themes, issues such as the sense of justice and the consequences of the violation of the psychological contract, normative commitment, HR management or job insecurity are addressed. However, in the last period analyzed (2015–2018), publications related to more sensitive topics to the present time emerge, such as the employability or the impact of these two concepts in the new generations (millennial and generation-Y) or the retention of talent. On the other hand, shortcomings are detected in the research on the ideologically charged psychological contract, the analysis of the organizational context or cultural and demographic factors in relation to both theoretical constructs. The contribution of this work lies in giving visibility to scientific results, which will serve business organizations as instruments for decision making in their labor management and, for the scientific community, as knowledge of the research spaces to explore. (shrink)

Purpose This paper aims to develop a system view of the organizational culture, given entropy of theoretical and methodological outlooks on the phenomenon alongside simultaneous growth of number of research reports. -/- Design/methodology/approach Sequential structural and ontological analysis of the Schein’s (2004) point of view on organization culture enabled to form a way of system comprehension of the respective object field on conscious and unconscious levels. -/- Findings Structural ontology of organizational culture represented by the mythopoetic concept (...) of organization, which is a composition of unconscious motives reflecting standard and management peculiarities of functioning characteristic of a certain group. -/- Research limitations/implications The proposed methodological discourse actualizes a hypothesis on organizational unconscious as a specific factor of organizational culture and begets a respective direction of the further researches. -/- Originality/value This is the first methodological concept, that provides a system comprehension of the object field of organizational culture. The concept has important implications for methodological designs of further researches and systematization of already obtained data within the domain. (shrink)

In this paper we propose a theoretical framework for analysing the history and function of ethics as a form of regulation. Ethics in the form of codes, rules and declarations, constitutes regulatory policies, and we wish to suggest analysing such policies from an organizational perspective. In many instances ethics policies are reactions to particular events involving harm of patients or research participants. As such they seem to come forward as solutions to specific problems. However, not all such events that (...) instigate the making of new policies, and policies often have other effects and are used for other purposes than what we might expect from the events preceding them: when ethics takes on the form of policy making, the relationship between problems and solutions is more complex. We suggest that an organizational perspective on ethics codes, rules and declarations can deliver a relevant framework for future studies of the implications of wanting to address ethical problems through policy making. (shrink)

The purpose of this article is to discuss an external whistleblowing event that occurred after all internal whistleblowing through the hierarchy of the organization had failed. It is argued that an organization that does not support those that whistle blow because of violation of professional standards is indicative of a failure of organizational ethics. Several ways to build an ethics infrastructure that could reduce the need to resort to external whistleblowing are discussed. A relational ethics approach is presented (...) as a way to eliminate the negative consequences of whistleblowing by fostering an interdependent moral community to address ethical concerns. (shrink)

The purpose of the current study was to examine the influence of individuals’ help-seeking preference and their collective perception of the organizational climate in school on teachers’ mental health. Previous studies demonstrated that HSP was negatively associated with risk of burnout, suggesting that teachers who hesitate to seek help from their colleagues are more likely to have mental health problems. Thus, the current study hypothesized that a collegial organizational climate would be negatively associated with burnout. To test (...) this hypothesis, we developed a scale to measure schoolteachers’ collective perception of their organizational climate, and the newly developed scale was used to assess its relationship with HSP and teachers’ burnout risk. The results demonstrated that younger teachers, a low level of help-seeking, and a less collaborative climate increased the risk of burnout. The results also showed a significant interaction effect, indicating that HSP was less closely associated with teachers’ burnout risk if their organization was perceived as having a collegial climate. These findings clearly show how the social environment of a school’s organizational climate can affect schoolteachers’ mental health in Japan. (shrink)

Purpose - The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach - The following study is an attempt to define the work and organizational engagement of employees of (...) one of the exclusive SPA hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks and seven persons from the aforementioned department are presented in this paper. Findings - Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated. (shrink)

This study examined the organizational ethics of 51 Chinese media outlets by investigating their organizational statements through breaking them down into three components: definitions, loyalties and values (functions and purposes), and ethical principles (consequentialism vs. formalism). The impact of three characteristics on organizational ethics was also tested. It was found that the Chinese media are most loyal to organizational development, then to the government; and least loyal to their audience. Furthermore, media organizations tend to use consequentialism (...) rather than formalism to justify their moral decisions. This pattern is particularly salient in TV stations compared with daily newspapers. (shrink)

An emerging class of theories concerning the functional structure of the brain takes the reuse of neural circuitry for various cognitive purposes to be a central organizational principle. According to these theories, it is quite common for neural circuits established for one purpose to be exapted (exploited, recycled, redeployed) during evolution or normal development, and be put to different uses, often without losing their original functions. Neural reuse theories thus differ from the usual understanding of the role of (...) neural plasticity (which is, after all, a kind of reuse) in brain organization along the following lines: According to neural reuse, circuits can continue to acquire new uses after an initial or original function is established; the acquisition of new uses need not involve unusual circumstances such as injury or loss of established function; and the acquisition of a new use need not involve (much) local change to circuit structure (e.g., it might involve only the establishment of functional connections to new neural partners). Thus, neural reuse theories offer a distinct perspective on several topics of general interest, such as: the evolution and development of the brain, including (for instance) the evolutionary-developmental pathway supporting primate tool use and human language; the degree of modularity in brain organization; the degree of localization of cognitive function; and the cortical parcellation problem and the prospects (and proper methods to employ) for function to structure mapping. The idea also has some practical implications in the areas of rehabilitative medicine and machine interface design. (shrink)

The purpose of the article was to determine the relationship between the organizational culture and the institutional management of the "Enrique López Albújar" Educational Institution, Piura. Work is worked under a quantitative approach, descriptive and correlational scope, 40 teachers participated as a sample. Among the results, it was found that there is no significant relationship between organizational culture and institutional management, which did not allow validating the research hypothesis; However, a significant relationship between norms and customs with (...) institutional management was found; which concludes in compliance with the norms and good customs based on values. (shrink)

As Van Dijk proposed in the first issue of Discourse and Communication, the main purpose of this journal is to bridge the two cross-disciplines of communication and discourse studies. Given this goal, this article sought to help clear the ground for such interdisciplinary development by investigating how organizational researchers use the terms `discourse' and `communication' and cast discourse—communication relationships. By reviewing 112 organizational discourse studies from major journals in communication, organizational studies, and interdisciplinary journals published between (...) 1981 and 2006, this study identified diverse conceptualizations of these basic concepts. The findings help dispel some of the misunderstandings that scholars from one research field may possess toward the other and sort through some, if not all, the confusions regarding the terms `discourse', `communication', and their relationships. (shrink)

Organizational climate has been linked to a variety of positive outcomes, including increased organizational success, lower employee turnover, higher job satisfaction, and enhanced employee and overall firm performance. The purpose of this paper is to explore similarities and differences in organizational climate across an emerging, a post-transitional, and a developed economy, more specifically focusing on India, Hungary, and Portugal. A comprehensive multi-dimensional measure of organizational climate is used, incorporating 17 scales across four quadrants: human relations, (...) internal process, open systems, and rational goal. The impact of certain key factors associated with the identified differences is explored across three levels: on the individual or within firm level, the group or between firm level, and, finally, on the global societal level, with relevant references made to the GLOBE project’s comprehensive cultural assessment. A total of 848 individuals participated in the study, representing 24 organizations. Despite the relative consistency in terms of the GLOBE study values corresponding to the three countries in the study, our results indicate variable trends and differential patterns, with India showing the most positive climate overall, and Portugal faring the worst. Our findings confirm the complexity associated with the concept of organizational climate, likely to be influenced by a variety of factors associated with the internal as well as the external environment. Implications for scholars as well as practitioners are discussed, with particular emphasis on those organizations entering novel cultures. (shrink)

The relevance of the study is the need to reform the educational environment based on the values of inclusion to ensure the accessibility of quality education for all people. The purpose of the study is to justify the need an inclusive culture formation as a culture of acceptance of diversity and mutual understanding. The research problem is the lack of development of an inclusive organizational culture is a barrier to ensuring the availability of quality education in a variety (...) of health limitations and the educational needs of students. The study is based on the analysis of regulatory documents, comparison and generalization of the available approaches in international and Russian theory and practice on the inclusion values issue in the strategy of educational organizations and the formation of an inclusive organizational culture. Results: it was established that the inclusive agenda in education aggravates the problem of the formation of an inclusive organizational culture as a culture of accepting diversity as a value, advantage, significant educational, upbringing, developing resource; staged, the need for a proactive strategy of the formation of intercultural competencies are justified. -/- . (shrink)

The purpose of this paper is to investigate the effect of intra-organizational networking on individual task performance, via employability. Moreover, this study also examines whether this relationship differs for younger (<40 years) versus older employees (≥40 years). A self-report questionnaire was distributed among a sample of employees working in a range of different types of organizations (n= 374). We conclude that employability fully mediates the relationship between intra-organizational networking and individual task performance. However, this mediation effect did (...) not vary between younger and older employees. This study extends past research by applying a human capital perspective (in particular, social capital) and life-span development frameworks for explaining employability and task performance enhancement across one’s working life. It provides useful insights for stimulating career development and individual performance growth, by means of social capital, herewith increasing the individual employee’s chance to survive in nowadays’ labor markets. (shrink)

The purpose of this paper is to advance research on CSR beyond the stalemate of economic versus ethical models by providing an alternative perspective integrating existing views and allowing for more shared dialog and research in the field. It is suggested that we move beyond making a normative case for ethical models and practices of CSR by moving beyond the question of how to manage organizational self-interest toward the question of how accurate current conceptions of the organizational (...) self seem to be. Specifically, it is proposed that CSR is not a question of how self-interested the corporation should be, but how this self is defined. Economic and ethical models of CSR are not models of opposition but exist on a continuum between egoic and post-egoic, illusory and authentic conceptions of the organizational self. This means that moving from one to the other is not a question of adopting different paradigms but rather of moving from illusion and dysfunction to authenticity and functionality, from pathology to health. (shrink)

The total value set of a working individual consists of three components: personal, professional and organizational values. In the light of the changing health care environment, the individual nurse manager’s values may no longer be applicable for coping with the needs of the work environment. For many nurses who developed their values in keeping with the humanistic tradition, the ‘new’ organizational values may create confusion, frustration and conflict. The purpose of this study was to determine if the (...) organizational domain in the value sets of Israeli middle nursing managers in acute care hospitals reflect the process of shifting values needed in today’s management roles. Analysis of the results revealed that head nurses did not yet fully internalize the ‘new’ organizational values. Implications of the results for planning undergraduate and graduate programmes are detailed. (shrink)

Background Maintaining patients’ dignity is a key ethical requirement in healthcare and is emphasized in nursing standards. This issue is particularly significant for patients with schizophrenia because they face unique challenges such as physical and psychological difficulties, dependence on others, and social isolation, making them more vulnerable. Organizational factors can either threaten or preserve their dignity. However, there is little knowledge in this domain within the sociocultural context of Iran. Research Objective This study aimed to explore the role of (...) the healthcare organization in the dignity of patients with schizophrenia, based on the opinions of patients, healthcare personnel, and family caregivers. Research Design This qualitative study was conducted with 26 participants (16 patients, 4 family caregivers, 2 nurses, 3 psychologists, and 1 service worker) who were selected using a purposeful sampling method. The data were collected through semi-structured, in-depth face-to-face interviews until data saturation was reached. The data were analyzed via Graneheim and Lundman’s method. Ethical Considerations The study protocol was approved by the Research Ethics Committee of Urmia University of Medical Sciences (IR.UMSU.REC.1401.099). Findings Based on data analysis, participants reported the three following challenges as organizational hidden threats to patients’ dignity: “Lack of facilities,” “premature management,” and “ineffective communication.” Conclusion The study findings indicated that the healthcare organization does not support the dignity of patients. Management inefficiency and lack of facilities are evident in psychiatric hospitals, and healthcare centers are not monitored based on standard criteria. Limited interactions between healthcare personnel and patients were identified as the main reasons for the neglect of patients with schizophrenia and the violation of their dignity. The results of this study can help healthcare policymakers in designing and implementing effective programs to preserve the dignity of patients with schizophrenia. (shrink)

PurposeTrust is a social factor at the foundations of human action. The pervasiveness of trust explains why it has been studied by a large variety of disciplines, and its complexity justifies the difficulties in reaching a shared understanding and definition. As for all the social factors, trust is continuously evolving as a result of the changes in social, economic and technological conditions. The internet and many other Information and Communication Technologies (ICT) solutions have changed organizational and social life. Such (...) mutated scenarios challenged what researchers know about trust, thus several studies tried to investigate the difference between online and traditional (physical) environments. The purpose of this paper is to solve this multi‐dimensional puzzle by presenting a conceptual framework that will take into consideration the complexity of ICT mediated‐trust.Design/methodology/approachThe extant literature still lacks a homogeneous framework and presents a large amount of different perspectives, each one addressing a very specific issue. By using the methodology suggested by Short and Cropanzano the paper proposes a conceptual model for understanding the dynamics of trust in online settings. In doing so the authors' adopted the Actor Network Theory conceptual frame for disentangling the ambiguous role of technology in its relation with trust.FindingsThis paper provides an ultimate conceptual model on trust in virtual settings.Research limitations/implicationsThe proposed model will help systematize the extant contributions and also identify the gaps that can be addressed by future researches.Originality/valueThe model permits the understanding of the dynamics of trust in online settings. (shrink)

The purpose of this article is to provide a theoretical review of the moral disengagement literature, integrating research that has been completed as well as identifying thought lacunas, including the subfield of organizational moral disengagement. It is proposed that because moral disengagement is an inherently interpersonal phenomenon, organizational moral disengagement should be a salient concern of both organizational and management researchers. A conceptual framework of organizational moral disengagement is suggested, examining moral disengagement at both the (...) employee as well as manager/executive level. Lastly, a series of propositions are proffered in order to provide direction to organizational moral disengagement researchers, including the proposition that moral disengagement is a function of interpersonal proximity and the possession or lack of organizational power. Methods for effectively studying organizational moral disengagement are suggested. (shrink)

This research examines how it is to have tailored training programs to improve behavior at work. It focuses on aspects including interpersonal skills, communication, adaptability, and work ethics. Acknowledging the paucity of empirical research on particular training requirements for these characteristics, the study uses a descriptive-correlational methodology to examine information from ninety production employees at Fine Interiors Trading and Manufacturing Incorporated. To guarantee participation from a range of employment roles, participants were chosen using purposive sampling. Utilizing an extensive survey to (...) evaluate training requirements and demographic data. An assessment of the relationship between training requirements and demographic factors was done using statistical methods such as Chi Square tests and descriptive statistics. The findings indicate that different people have different levels of training demands, and there are strong relationships between the training needs and age, civil status, length of service, educational attainment, assignment area, and employment status. The results highlight the need to tailor training initiatives to particular worker requirements, fostering ongoing enhancement and career advancement. This research adds to the body of knowledge in academia and has real-world implications for businesses looking to get the most out of their training initiatives. (shrink)

The interaction between static and dynamic facets in organizational ambidexterity produces “change” energy for the organization. The purpose of the research therefore is to examine the predicting role of organizational ambidexterity for entrepreneurial orientation and idiosyncratic deals. The moderating role of corporate social responsibility in the effect of organizational ambidexterity on entrepreneurial orientation was also investigated. The cross-sectional data for SEM-based analysis were garnered from 427 supervisor-subordinate dyads from software companies in Vietnam business setting. The research (...) findings confirmed the positive relationship between organizational ambidexterity and entrepreneurial orientation, which was moderated by CSR. Entrepreneurial orientation was also found as a strong predictor of i-deals. (shrink)

The purpose of this paper is to explore the concepts of issue legitimacy and organizational legitimacy, providing a new measure of each construct. The scales were developed and tested using data collected through a statewide survey of Alabama residents. Assessments of issue legitimacy were based on perceptions of direct-to-consumer advertising, whereas assessments of organizational legitimacy were based on perceptions of the pharmaceutical industry as a whole. The findings provide evidence that organizational legitimacy can be reliably measured (...) using a five-item scale and issue legitimacy can be reliably measured using a six-item scale. The implications of the results and potential uses of the scales are discussed. (shrink)

The tension between scientific openness versus secrecy has existed for centuries (Hull 1985). However, both academics and practitioners have recently argued that openness by private firms has many positive attributes. The purpose of this research effort is to review the extant literature on openness and to develop hypotheses regarding its impact on organizational outcomes. We then use a unique database to test the idea with 87 companies. Our findings are that openness is beneficial to the firm from a (...) science, technological, and financial perspective and, perhaps, to the employees from an ethical viewpoint. The managerial and societal implications are also discussed. (shrink)

In recent years, knowledge management has been utilized as an essential strategy to foster the creation of organizational intellectual capital. Organizational intellectual capital can be derived both individually and collectively in the process to create, store, share, acquire, and apply personal and organizational knowledge. However, some organizations only focus on the development of public good, despite the concerns arising from individuals' self-interest or possible risks. The different concern of individual and collective perspectives toward knowledge management inevitably leads (...) to ethical conflicts and ethical culture in the organization (Jarvenpaa et al., J Manage Inf Syst 14(4): 29-64, 1998; Ruppel and Harrington, IEEE Trans Prof Commun 44(l): 37-52, 2000). The purpose of this study is to examine the ethical climate within the organization and its possible influence on members' evaluation, satisfaction, engagement, and job performance with respect to knowledge management practice. The research results reveal that several types of organizational ethical climate coexist in the organization and have different degrees of influence on employees' attitude as well as participation in knowledge management activities. In this article, we argue the importance of organizational ethical climate and highlight the implications of such a climate for facilitating knowledge management. (shrink)

What do corporations look like when they have integrity, and how can we move more companies in that direction? Corporate Integrity offers a timely, comprehensive framework- and practical business lessons - bringing together questions of organizational design, communication practices, working relationships, and leadership styles to answer this question. Marvin T. Brown explores the five key challenges facing modern businesses as they try to respond ethically to cultural, interpersonal, organizational, civic and environmental challenges. He demonstrates that if corporations are (...) to meet the needs of civil society, they must facilitate inclusive communication patterns based on mutual recognition and civic cooperation. Corporate Integrity is essential reading for professionals in organizational ethics, business leaders, and graduate students looking for practical and reflective insights into doing business with integrity and purpose. (shrink)

How and why could some stories be construed as sacred in organizations, and what functions does the sacred have in organizational values work? Research has shown how values can be made formative of a range of organizational purposes and forms but has underscored their performative, situated, and agentic nature. We address that void by studying the sacred as a potentially salient yet under-researched realm of values work. Drawing on an ethnographic case study of a faith-based health care organization (...) and the ethical philosophy of Paul Ricoeur, we describe how the sacred is figured in two sets of tales that were lived and told with surprising intensity and consistency: the parable of the Good Samaritan and the tale of the legacy bestowed by the organization’s founder. We theorize how this figuring of the sacred in story and in action recasts values work from a centralized and unitary process to a two-way learning dialectic between the ongoing creative imitation of action and narrative. Values in the shape of stories of the sacred do not achieve their meaning as unchangeable cores or sanctioned beliefs. Rather, they come to life in a process of ongoing moral inquiry that co-evolves with moral agencies. In the latter regard, the sacred primarily becomes manifest in everyday work in the form of questioning and creative acts of care. People become moral agents when they feel and respond to the sacred in the call of the other. (shrink)

The purpose of this research was to study the effect of administrative strategies on organizational sustainability of state enterprises in Bangkok Metropolitan Areas. The samples used in this study were 375 employees working in Thai state enterprises in Bangkok Metropolitan Areas. The research questionnaire was used as an instrument to collect data. Statistics used in this study consisted of percentage, mean, standard deviation, Correlation and Structural Equation Modeling (SEM). The research results showed that administrative strategies had an effect (...) on organizational sustainability of state enterprise in Bangkok Metropolitan Areas with Chi-square Probability equivalent to 0.073, which was less than 0.05; CMIN/DF equivalent to 1.207, which was less than 3; GFI equivalent to 0.961, which was more 0.90; and RMSEA equivalent to 0.024, which was less than 0.06. The results of statistical analysis indicated that the four statistical tests passed the evaluation criteria at good fit; it can be concluded that administrative strategies had an effect on organizational sustainability of state enterprises in Bangkok Metropolitan Areas, which can be presented as strategic management ((β = 0.89, p =.00), learning organization (β =.75, p =.00) and total quality management (β =.83, p =.00) respectively. (shrink)

The purpose of this study was to examine the cross-cultural validity of the Organizational Stressor Indicator for Sport Performers scale by investigating its psychometric properties with Ghanaian footballers. The study particularly sought to assess in the Ghanaian context, 1, the convergence validity and reliability of the OSI-SP scale, 2, the discriminant validity of the OSI-SP scale to understand the applicability of its factor structure, and 3, whether the OSI-SP hypothesized model fits the data collected within the study context. (...) The intensity aspect of the OSI-SP questionnaire was administered to 424 Ghana Premier League male footballers who took part in the 2020/2021 season. Quality control strategies were put in place to ensure consistency across interpreters and as well improve the validity of the data. The results from a multi-factor first-order confirmatory factor analysis showed some level of convergence validity of the OSI-SP scale in the Ghanaian context using football players. Out of the 23 items on the original scale, 20 met the factor loadings criterion. In assessing the discriminant validity of the OSI-SP scale using Heterotrait-monotrait, 50% of the correlation ratios met the criterion for the original 23-item instrument. Comparing the new model with the original model using the Akaike Information Criterion value, the model fit indices for the modified model appeared better than the original model with 23-items. Generally, there was minimal support for the applicability of the OSI-SP instrument across the sample of Ghanaian footballers. The implications of these findings are discussed in detail. (shrink)

Purpose - The high-speed growth of China’s large-scale new economy indicates that innovation has become the most important economic growth pole. The purpose of this paper is to explore the structure and antecedents of the path to innovation, in which we focus on revealing the mediating effect of organizational character. Design/methodology/approach - Considering the indigenous context of China’s new economy, our research divides the innovation into two types: technological innovation and business model innovation. Then, we build a (...) path model to achieve innovation by taking intellectual capital and organizational character as antecedents. Finally, we use structural equation method to measure the path model on the basis of sample data collected by a questionnaire survey. Findings - The results indicate that intellectual capital has a significant positive direct effect on technological innovation, while its direct effect on business model innovation is not significant. As for indirect effects, organization character not only mediate the beneficial effect of intellectual capital on technological innovation, but also mediate the beneficial effect of intellectual capital on business model innovation. In addition, technological innovation is positively affecting business model innovation, and it plays an intermediary role in the path of intellectual capital to business model innovation. Originality/value - This study takes intellectual capital and organizational character as the common antecedents of innovation and breaks down the content of innovation research into technological innovation and business model innovation. Thus, it has established a brand new theoretical analysis framework of dual innovation and enriched the innovation theory. This theoretical framework has important explanatory power for revealing the technological innovation and business model innovation activities carried out by a large number of corporate organizations in the context of China's new economy and the resulting economic boom. Furthermore, it would enlighten new economic organizations to organize innovation activities more effectively and achieve better innovation performance. (shrink)

Over the last decade, businesses, policymakers, and researchers alike have advocated the need for value creation through inter-organizational collaboration. Researchers have widely argued that organizations that are engaged in collaborative processes create value. Because researchers have tended to focus on the identification of organizational motivations and on key success factors for collaboration, however, both the nature and processes of value creation in inter-organizational collaboration have yet to be examined. A recent theory by Austin and Seitanidi :726–758, 2012a; (...) Nonprofit Volunt Sect Q 41:929–968, 2012b) has proposed an analytical framework for analyzing value creation in inter-organizational collaboration, based on four types of value. The purpose of this current study is to empirically test this framework, and to provide key pointers for analyzing the nature of value, particularly in relation to learning. Our detailed empirical research is based on a 6-year retrospective case study of an inter-organizational partnership within an international development project for local economic development in Guatemala. The study’s contributions are twofold. First, it provides evidence of the critical path of the creation of diverse types of values in a collaborative process; second, it links the different types of value creation with the types of learning that occur in an inter-organizational process. (shrink)

The purpose of this paper is to analyse and understand how specific advancements in the area of marketing and organisation affect the overall firm performance (FP) given that there are diverse ways in which innovation boosts up corporate revenues, marketing innovation (MI), leadership innovation (LI), organizational innovation (OI), process innovation(PI), and customer engagement innovation (CEI) as the independent variables in the framework with FPbeing the dependent variable, through the collection of surveyed data from 150 firms across different industries (...) and subsequent analysis using SPSS 25. Descriptive analysis pointed out that OI was equally high with a mean of 4.2 indicating is prominent role. Multiple regression analysis identified CEI having the largest positive effect on FP (B= 0.35,p = 0.000). ANOVA result showed that PI contributed the most significant variance in the FP (F=7.89,p = 0.008). The study provides understanding on how different types of innovations create corporate success and highlights the key innovation of CEI for enhancing the FP. (shrink)