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Exploring the Factors for Sustainable Organisation via Employee-Employer Relationship
Abstract
The purpose of the paper is to explore the required factors for a sustainable organisation with respect to the employee-employer relationship. The variables were identified on the basis of maximum citation and the latest work available from the year 2000 to 2020 on employee-employer relationship and sustainable organisation in google scholar. The present study found that sustainable leadership, organisation trust; justice and structure, self-efficacy, employee engagement, employee motivation, transparency and communication are crucial variables for creating sustainable organisation according to the variables related to the employee-employer relationship. This study further provides valuable insights on the important variables which will help build a strong relationship between employee and employer for sustainable organisational growth.
Keywords: Employee-Employer Relationship; Sustainable Organisation; Sustainable leadership; Sustainable performance.
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Purpose
The purpose of this paper is to advance a conceptualization of sustainable HRM that builds on scholarship focusing on the pluralistic nature of human resource management. The paper seeks to advance the promise of sustainable HRM as an alternative to HRM scholarship that adopts a unitarist frame of reference.
Design/methodology/approach
The paper draws on a variety of HRM-related literatures to offer new insights about what a pluralist perspective on sustainable HRM from the perspective of employees would look like and what it would accomplish, and in so doing allow sustainable HRM to become socially sustainable.
Findings
Taking a pluralistic perspective is essential for making the concept of sustainable HRM more distinct and robust. Sustainable HRM can offer a challenge to the dominant unitarist perspective on the employment relationship, focusing the attention of researchers on the extent to which employment practices benefit both employers and employees while contributing to social sustainability outside of the employment context.
Originality/value
This paper adds analyses of pluralism and unitarism to the current literature on sustainable HRM while also focusing attention on how sustainable HRM might be more robustly conceptualized and also more normative in its orientation.
Knowledge production within the field of business research is accelerating at a tremendous speed while at the same time remaining fragmented and interdisciplinary. This makes it hard to keep up with state-of-the-art and to be at the forefront of research, as well as to assess the collective evidence in a particular area of business research. This is why the literature review as a research method is more relevant than ever. Traditional literature reviews often lack thoroughness and rigor and are conducted ad hoc, rather than following a specific methodology. Therefore, questions can be raised about the quality and trustworthiness of these types of reviews. This paper discusses literature review as a methodology for conducting research and offers an overview of different types of reviews, as well as some guidelines to how to both conduct and evaluate a literature review paper. It also discusses common pitfalls and how to get literature reviews published.
The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.
The purpose of this research is to explore the application of SERVQUAL scale in higher education in Syria building on previous measurement instrument developed by (A. Parasuraman et al. 1988). The applied scale examines perceived quality only without the measurement of service quality gap between perceived and expected quality. The research paper investigates the instrument at higher education sector. The planned methodology for the research employs a quantitative approach where the service quality instrument developed by (A Parasuraman et al. 1988) is employed in this research. The sample of the study follows a non-probability approach. The unit of analysis in this research is undergraduate students of private universities in Syria. Online self-administered questionnaires were distributed to undergraduate students in 3 private universities in Syria. The adjusted instrument scale employed a 5 points Likert scale where 1 indicates strongly disagree and 5 strongly agree. The service quality scale originally comprises of five dimensions namely reliability, responsiveness, assurance, empathy, and tangibles. The instrument consists of 22 items. The level of analysis will investigate validity and reliability tests. Exploratory factor analysis (EFA) is employed to measure relationships between measured variables. The exploratory factor analysis produced three dimensions. Cronbach alpha test for internal consistency is employed to measure the internal consistency of the scale. The research recommends the measurement scale to be applied for service quality in Higher Education environment.
Combining social exchange and inducement-contribution theory as our overarching theoretical framework, we examine innovative climate as a boundary condition and organizational trust as a mediating mechanism to explain when and how the employee-organization relationship (EOR) is associated with workplace innovative behavior. We conducted a field study using multi-source data to test our hypotheses. The results indicated that creativity positively predicted innovative behavior through organizational trust, and an innovative climate moderated the indirect effect of EOR on innovative behavior via organizational trust. The theoretical and practical implications of these findings and directions for future research are discussed.
Parents' educational aspirations for youth play an important role in shaping youth's own educational aspirations; however, little is known about how and in what context parents may transmit their aspirations to youth effectively. This is of particular interest and import to be examined in Chinese families, given Chinese cultural emphasis on educational achievement and Chinese youth's outstanding academic performance internationally. By integrating several key theories of motivation and parental socialization (i.e., the expectancy-value model of academic achievement, the two-step model of value transmission, the contextual model of parenting, and the self-determination theory), the current study investigated simultaneously the mediating roles of parental involvement in youth's learning and youth's perceptions of parental aspirations, as well as the moderating role of parental warmth in the intergenerational transmission process of educational aspirations in Chinese families. A two-wave longitudinal study spanning about half a year was conducted among 323 Chinese seventh graders (54% female; Mage = 13.25 years) and one of their parents (median educational attainment = completion of high school, median monthly income = USD 766-1226). It was found that parental educational aspirations for youth were related positively both indirectly through parental involvement and directly to youth's perceptions of parental aspirations, which in turn were associated positively with youth's own educational aspirations about half a year later. It was also found that parental educational aspirations for youth and youth's own educational aspirations were associated positively with each other only when youth reported experiencing high levels of parental warmth, but unrelated when youth reported experiencing low levels of parental warmth, whereas such moderating effects of parental warmth were absent on the links from parental aspirations to youth's perceptions of parental aspirations and parental involvement. These findings highlight the importance of integrating multiple theories to understand parent-to-youth transmission of educational aspirations in non-western cultures, which helps not only reveal generalizability, as well as boundary conditions for Western-originated theories, but also inform practical endeavors at promoting youth's educational achievement worldwide to draw on strengths of different cultures.
The wave of change and rigorous competition has compelled the power sector to adopt a proactive resolution-oriented employee relations (ER) approach towards employee satisfaction and organizational performance. A cordial ER is based on fairness, trust and mutual respect and leads to motivated, loyal and high-performing employees and facilitates them to achieve the optimum results for their organization. Therefore, the study aims to examine the employer–employee relations prevalent in power sector. A structured questionnaire was administered to collect the data from a sample of 175 full-time working members including both executives and non-executives and were analysed using SPSS. For this study, a hypothesized research model was developed to investigate the relationship between drivers of ER and cordial ER. The regression analysis entails that the variables such as: interpersonal relationships, safe and healthy work environment, and employee welfare were significant predictors of cordial ER. The research will add practical insights for managers to realize the importance of these drivers of ER and to design appropriate strategies and policies for maintaining better ER.
Purpose
The purpose of this paper is to investigate how company-provided smartphones and user-device attachment influence the psychological contract between employees and managers in terms of connectivity expectations and outcomes.
Design/methodology/approach
Data were collected using qualitative semi-structured interviews with 28 participants from four organizations.
Findings
The study showed that when organizations provide smartphones to their employees the smartphones become a part of the manager-employee relationship through user-device attachment and this can change connectivity expectations for both employees and managers.
Research limitations/implications
Due to participant numbers these findings may not be generalizable to all employees and managers who receive company smartphones. However, they have important implications for theory. The smartphone’s influence on the psychological climate and its role as a signal for workplace expectations suggest that mobile ICT devices must be considered in psychological contract formation, development, change and breach.
Practical implications
The perceived expectations can lead to hyper-connectivity which can have a number of negative performance and health outcomes such as technostress, burnout, absenteeism and work-life conflict.
Originality/value
This study makes an original contribution to psychological contract theory by showing that smartphones and attachment to these devices create perceived expectations to stay connected to work and create negative outcomes, especially for managers.
The literature on individual differences in innovative work behavior reveals inconsistencies in the relations of personality traits and tenure on innovation at work. To provide greater clarity about the effects of these antecendents, this paper reports a study of the moderating effects of tenure on the associations of traits and innovative work behavior, and applies a theoretical lens based on trait-activation theory.
146 employees of a UK based financial institution completed measures of Conscientiousness and Openness, and had three aspects of innovative work behavior (idea generation, promotion, and realization) rated by their line-supervisor. All participants were on graduate training programmes. Hierarchical regression analyses were used to test the moderating effects of tenure on the associations of the self-reported traits with the supervisor- rated innovative work behavior outcomes. Tenure moderated the effects of Conscientousness on innovative work behavior, with highly conscientious employees being less innovative with longer tenure. Tenure moderated the effect of Openness with idea generation with highly open employees generating more ideas if they were longer tenured
When unethical practices occur in an organization, high-ranking individuals at the top of the hierarchy are expected to stop wrongdoing and redirect the organization to a more honorable path—this is, to engage in principled dissent. However, in three studies, we find that holding high-ranking positions makes people less likely to engage in principled dissent. Specifically, we find that high-ranking individuals identify more strongly with their organization or group, and therefore see its unethical practices as more ethical than do low-ranking individuals. High-ranking individuals thus engage less in principled dissent because they fail to see unethical practices as being wrong in the first place. Study 1 observed the relation between high-rank and principled dissent in an archival data set involving more than 11,000 employees. Studies 2 and 3 used experimental designs to establish the causal effect of rank and to show that identification is one key mechanism underlying it.
There is an increasing focus on improving the pro-environmental attitudes, behaviour and habits of individuals whether at home, in education, traveling, shopping or in the workplace. This article focuses on the workplace by conducting a multi-disciplinary literature review of research that has examined the influence of organisation-based behaviour change initiatives. The review includes only research evidence that measured actual environmental performance (e.g. energy use) rather than solely using self-reported methods (e.g. questionnaires). The authors develop an ‘Employee Pro-Environmental Behaviour’ (e-PEB) framework that contains individual, group, organisational and contextual factors that have predictive relevance across different behaviours and organisations. The review shows that the strongest predictors are environmental awareness, performance feedback, financial incentives, environmental infrastructure management support and training. A key finding from this review is that attitude change is not necessarily a pre-requisite for behaviour change in the workplace.
Creativity of employees is a major focus of research in the organization sciences. In this study we examine the relationships between both micro (intrinsic and extrinsic motivation) and molar (team climate) variables with manager-rated creativity of R&D employees. Specifically, we hypothesize that (a) extrinsic motivation has a direct relationship with creativity, (b) intrinsic motivation is more strongly related to creativity when extrinsic motivation is low compared to when it is high, (c) team collaborative and competitive climates have direct effects on creativity as well as indirect effects through individual motivation, and (d) intrinsic motivation mediates relationships of the climate variables with creativity, which in turn is moderated by extrinsic motivation. Data were collected from R&D engineers and their managers at a large high-tech company headquartered in Taiwan. Results indicate that a collaborative team climate has a direct positive relationship with creativity as well as one that operates through intrinsic motivation, which in turn was moderated by employee’s extrinsic motivation level. A competitive team climate positively related to extrinsic motivation, but extrinsic motivation did not directly relate to creativity. However, extrinsic motivation did have strong relationships with creativity when intrinsic motivation was low. Results suggest that perhaps the different types of motivation relate to different types of creativity (incremental versus radical). Managerial and theoretical implications of results are discussed as are the study’s limitations.
The findings of the study indicate that the employees perceived the organizational climate of their organization to be at a moderate level. The mean values for the components of the organizational climate ranged from the lowest of 3.38 to the highest of 3.77 of the 5-point Likert scale. Continuance commitment appears to be the lowest of the three components of the organizational commitment construct with a mean of 3.22. In terms of the correlations between the variables, the results indicate that continuance commitment has no correlations with organizational design, teamwork, and decision-making. All other variables show significant positive correlations. Overall, the findings of the present study indicate that there is a need to improve the current situation at ABC Company with respect to all the components of the organizational climate and organizational commitment.
To account for the double-edged nature of demographic workplace diversity (i.e,. relational demography, work group diversity, and organizational diversity) effects on social integration, performance, and well-being-related variables, research has moved away from simple main effect approaches and started examining variables that moderate these effects. While there is no shortage of primary studies of the conditions under which diversity leads to positive or negative outcomes, it remains unclear which contingency factors make it work. Using the Categorization-Elaboration Model as our theoretical lens, we review variables moderating the effects of workplace diversity on social integration, performance, and well-being outcomes, focusing on factors that organizations and managers have control over (i.e., strategy, unit design, human resource, leadership, climate/culture, and individual differences). We point out avenues for future research and conclude with practical implications. Copyright
The purpose of this mixed-methods study was to examine how college students define the concept of leadership and to identify gender, racial, and age differences within these definitions. Participants were 1100 undergraduate students drawn from a national sample. Participants were asked to detail their definitions of leadership, which were analyzed using thematic content analysis. The definitional themes served as dependent variables in determining differences by gender, race, and age. Ten leadership themes describing the relationship between the leader and followers, leader characteristics, and leadership outcomes were identified, and the frequency of themes reflected fairly hierarchical perceptions of leadership. Findings by gender, race, and age emerged for nine of the ten themes. More contemporary understandings of leadership were demonstrated by women than by men, and the interaction of gender and age for three themes suggested more contemporary understandings of leadership for traditionally-aged students than non-traditionally aged students.
This paper focuses on the issue of knowledge sharing, one of the key mechanisms by which knowledge transfer can take place within organizations. The aim of the paper is to identify the people management practices that will be most effective in fostering knowledge sharing. We begin with a theoretical analysis of the socio-psychological aspects of knowledge-sharing behaviour in order to identify the variables that facilitate and encourage sharing. We also include a thorough review of the research to date on knowledge sharing and related behaviours. After identifying the factors expected to influence knowledge-sharing behaviour, we then proceed to detail the key people management practices that, according to theory and research, should be most effective in fostering knowledge sharing in organizations.
The idea of corporate social responsibility (CSR) has come of age as it has evolved itself into a state and practice of permanency in every organization with its potential to affect both internal and external business environment. By its inevitable nature in today’s corporate scenario, CSR acquired such strategic importance for business that no company worth its name can afford to ignore it, and thus, should sincerely integrate their CSR, aimed at both internal and external stakeholders, into its business strategy. For this fact and analogy, the employee, being the most important internal stakeholder for every business enterprise, needs to be paid extraordinary attention by the employer to strengthen the emotional bond between the two as the success of an organization largely depends on conducive work environment resulting from favorable employer–employee relations. The practice of CSR has the potential to affirmatively affect the employer branding (EB)—the power to pull the desired talent and employee-emotional bonding (EeB)—the strength of employer–employee relationship, through various internal and external initiatives, and in turn, helps to achieve sustainable human resource management (S-HRM). Though there is an abundance of research available on the role and importance of HR in CSR or impact of CSR on HR through employee engagement, etc., yet, there is marked dearth of literature on the interconnect between CSR and EB to understand EeB with the organization through the perspective of S-HRM. Thus, this paper comprehends the synthesis between CSR oriented EB, EeB, and S-HRM. The study shall help the researchers in conceptualizing various approaches and viewpoints of S-HRM into a model which is integrated internally and externally.
Purpose
Anecdotal evidence suggests that in times of economic constraints particularly in countries such as Greece that have long been stereotyped as corrupt, business practices amongst small- and medium-sized organisations that make up the majority of these nations’ tourism operators may become less than ethical or legal. The purpose of this paper is to explore these issues empirically in order to understand the impact of both cultural values and economic constraints on tourism businesses’ practices.
Design/methodology/approach
An exploratory case study using mixed methods has been adopted. Quantitative data were gathered from tourism business owners, managers and employees via questionnaires to establish the nature and scope of various unethical, illegal or immoral practices. Qualitative data were gathered to explore the ways these issues are considered and enacted.
Findings
Results show that there are many unethical and illegal practices that have been witnessed first-hand. Businesses’ attempts at acting in an ethical and socially responsible manner tend to be affected by not only cultural issues, but also economic constraints, yet there remains a desire to act in a way that does not impact negatively on tourists or on the local society and environment.
Originality/value
This research fills a gap in the literature relating to the ethical stance and practices of tourism entrepreneurs. It also presents an original conceptualisation of these issues in light of their location within the extant literature on ethics, corporate social responsibility and both sustainable and responsible tourism.
Commitment is an essential part of successful long-term relationships. Whereas commitments by both parties in an exchange can provide the foundation for development of relational social norms, disproportionate commitments can lead to opportunism by the less committed partner. The authors study the effect of the credibility and proportionality of commitment inputs in an exchange upon the development of relational social norms, opportunism, and long-term commitment intentions. They also investigate longitudinal effects of the credibility of long-term commitment intentions, relational social norms, and opportunism in one time period on commitment inputs and long-term commitment intentions in later periods. Data gathered from a behavioral simulation suggest that (1) the credibility of commitment inputs in exchange is positively related to the development of relational social norms, (2) and is positively related to long-term commitment intentions in the same time period, (3) relational social norms may be undermined by opportunistic conduct, and (4) the presence of relational social norms in one time period is positively related to commitment inputs and long-term commitment intentions in later periods.
In emerging countries, individuals' tendency to consume status products to display their wealth and new lifestyle is rising. To unlock the underlmathying reasons for consuming status products in emerging countries, this study brings attention to the mediating role of motivation to consume conspicuously as a missing link between consumers' personality traits - susceptibility to interpersonal influence, need for uniqueness and status consumption. Using social identity and social comparison theory and drawing on data from 269 Bangladeshi individuals, we found that status consumption is positively influenced by susceptibility to interpersonal influence and need for uniqueness. We also found that the relationship between susceptibility to interpersonal influence and status consumption is partially mediated by the motivation to consume conspicuously. However, the results show that the relationship between need for uniqueness and status consumption is not mediated by the motivation to consume conspicuously.
Purpose
The literature on corporate social responsibility (CSR) provides fragmented and sometimes contradictory empirical findings on the role of managerial values in CSR. This is partly due to the absence of a unifying framework and its subsequent measurement. Following the Schwartz’s (1994) Value Survey (SVS), this study aims to provide an original scale to measure CSR values based on their ideological underpinnings of classical liberalism and economic egalitarianism.
Design/methodology/approach
Following the scale-development procedure, a scale was developed in six steps and tested on a sample of 105 Turkish managers through confirmatory factor analysis.
Findings
On the basis of a sound theoretical construct, the study provides an original and reliable measurement tool to capture the link between ideology and values. A scale with a four-factor solution as self-transcendence, self-enhancement, openness to change and conservation was obtained at the end of the process.
Research limitations/implications
Despite that the sample size was relatively small and drawn from a single country setting, the model has a reasonable fit to the data, and the scale is reliable at 0.869 Cronbach’s alpha value. Therefore, the scale can be used in future studies to reveal the nature, structure and magnitude of socially responsible managerial values based on their ideological roots.
Social implications
Although the managerial values towards CSR have been studied for a long time, the interwoven relations of such values with diverse ideological stances are not clearly investigated in literature. By linking values and ideologies on a theoretical ground, the scale developed in this study can be used as a valuable tool to better understand socially responsible behaviours of managers in our modern societies.
Originality/value
Considering the fragmented body of knowledge in literature, this scale can be useful for both scholars and practitioners when exploring the ideologically driven and value-laden nature of socially responsible behaviours.
This new edition of Globalizing Human Resource Management examines the strategic and global issues of HRM by showing how organizations address the tradeoffs between global integration and local responsiveness. Sparrow, Brewster, and Chung discuss varying methods of globalized talent management and employer branding and conclude with a multi-dimensional approach to HRM. The second edition includes: Updated analyses of talent management, employer branding, and outsourcing of HRM. Broader geographic focus, including a new focus on Asian firms and other emerging markets. Exploration of the impact of strategic management thinking on HR as well as the latest research in other areas, such as operations, marketing, and economic geography. Complementing traditional international HRM texts, this is an ideal book for any student interested in the actual strategic logics being pursued by the HR function today.
In this paper, a generic combiner design technique is developed for class-E outphasing transmitters. The design procedure starts with calculation of the combiner network parameters that guarantee high efficiency switch mode operation of the PAs in each branch. Recently developed continuous class-E modes theory is then utilized to create an additional degree of freedom for calculation of the combiner network parameters. This additional degree of freedom along with duty cycle control provides an important possibility for achieving high average efficiency over a large bandwidth. A CMOS-GaN outphasing transmitter prototype is realized for experimental verification. The prototype provides drain efficiencies higher than 60% at 6 dB back-off across 750-1050 MHz band. Further, the peak output power remains nearly flat versus frequency, where the variation across the band is ±0.18 dB around 44 dBm.
In spite of the importance of organizational culture, scholarly advances in our understanding of the construct appear to have stagnated. We review the state of culture research and argue that the ongoing academic debates about what culture is and how to study it have resulted in a lack of unity and precision in defining and measuring culture. This ambiguity has constrained progress in both developing a coherent theory of organizational culture and accreting replicable and valid findings. To make progress we argue that future research should focus on conceptualizing and assessing organizational culture as the norms that characterize a group or organization that if widely shared and strongly held, act as a social control system to shape members’ attitudes and behaviors. We further argue that to accomplish this, researchers need to recognize that norms can be parsed into three distinct dimensions: (1) the content or what is deemed important (e.g., teamwork, accountability, innovation), (2) the consensus or how widely shared norms are held across people, and (3) the intensity of feelings about the importance of the norm (e.g., are people willing to sanction others). From this perspective we suggest how future research might be able to clarify some of the current conflicts and confusion that characterize the current state of the field.
Purpose
The purpose of this paper is to investigate a limited empirical study into the field of sustainable leadership (SL) and customer satisfaction. Hence, the quantitative effects and relationships between SL and customer satisfaction were examined based on empirical analysis and evidence from Thailand. These relationships are of interest for studying long-term corporate success and sustainability in firms.
Design/methodology/approach
The research design was based on an empirical, quantitative approach using a cross-sectional survey. Convenience sampling was used, gaining responses from 440 business managers across various industries in Thailand. SL model was adopted as a theoretical framework.
Findings
It is evident in this study that 16 out of 23 SL practices are significantly associated with enhanced customer satisfaction. Multiple regression analyses provide evidence that strong and shared vision, innovation, staff engagement and high quality are significantly and positively expected to increase customer satisfaction. In short, the four practices are the key predictors of and drivers for superior customer satisfaction in firms.
Research limitations/implications
One important implication is that business owners, leaders and managers from Thailand and other emerging Asia-Pacific economies should adopt these significant practices to improve superior customer satisfaction, thereby contributing to enhanced sustainable enterprises in the long run. Since the existing study is the first investigation into studying the relationships and their effects, it needs replication and cross-validation.
Originality/value
Overall findings are of empirical and practical significance to expand limited knowledge in the field, with scanty empirical research to date. It offers research insights into the relationships between SL practices and customer satisfaction. Hence, it is of empirical and practical significance. Limitations and future directions are also discussed.
Purpose
– The purpose of this paper is to develop a model on how business managers perceive that an employee’s psychological contract influences his or her attitude toward an organizational change. More specifically, it aims to provide insight into the managerial views on: first, the affective, behavioral and cognitive responses of employees toward organizational change; second, the pre-change and change antecedents of these responses; and third, the role of the psychological contract as a pre-change antecedent.
Design/methodology/approach
– Data were collected from in-depth interviews with 39 human resource directors, change managers and management consultants in eight European countries. Based on detailed grounded theory-driven analyses of the qualitative data, a conceptual model was developed.
Findings
– Based on the grounded theory analysis, a model emerged that positions the individual change perception and individual answer to the “what’s in it for me?” question as central determinants of an employee’s attitude toward change. Moreover, the model distinguishes between “influencing” variables that shape the employees’ change perception, and “overruling” variables that can potentially reverse the change perceptions.
Practical implications
– A strong emphasis on managing the employment relationship by fulfilling mutual obligations and by creating trust will yield more constructive responses to organizational change than focussing on managing an organizational change as an independent event.
Originality/value
– As one of the first in its field, this study provides insight in the sense-making processes during organizational change, while adopting a managerial perspective. A grounded theory approach by means of interviewing, serves as a first step toward better understanding of the development of employees’ affective, behavioral and cognitive responses to organizational change.
The present study integrated a number of streams of research on the antecedents of innovation to develop and test a model of individual innovative behavior. Hypothesizing that leadership, individual problem-solving style, and work group relations affect innovative behavior directly and indirectly through their influence on perceptions of the climate for innovation, we used structural equation analysis to test the parameters of the proposed model simultaneously and also explored the moderating effect of task characteristics. The model explained approximately 37 percent of the variance in innovative behavior. Tasktype moderated the relationship between leader role expectations and innovative behavior.
While existing literature provides much insight into instinct and team development as separate concepts, there are limited studies that combine these areas to investigate the role of innate characteristics in team development. This paper discusses the effects of implementing a profiling tool based on innate characteristics, and the potential benefits this practice may have for organisational teams. Using longitudinal case research, the study presents findings from eight teams across four organisations, comparing the development of teams that implemented the profiling tool versus teams that did not. The findings suggest that a greater awareness of innate characteristics can result in accelerated team development, particularly for new teams. This acceleration is achieved through the reduction and resolution of conflict, and an increased understanding of working styles, which enables more efficient communication. These findings have theoretical implications for the field of human resource management and practical implications for managers in organisational environments.
The relationship between receiver characteristics (including issue involvement, value-relevant involvement, and elaboration) and message features (including language intensity, author credibility, message quality, and message effectiveness) on perceptions of organizational credibility were examined in this investigation within the context of public health advocacy messages about the U.S. Farm Bill and various food and food production topics. Undergraduate students (N = 218) completed an online survey that employed a 3 × 2 experimental message design. Results indicated that receiver variables and message features (excluding language intensity) were positively correlated with organizational credibility; message quality, message effectiveness, and author credibility accounted for 30.9% of the variability in perceptions of organizational credibility. The utility of examining organizational credibility in persuasive messages, particularly in the context of public health advocacy messages, is discussed, as well as the implications for including organizational credibility in future theoretical frameworks.
This study sought to assess the effect that motivation had on the job of workers of the Kenya Commercial Bank in Migori County. The study also focused on the demotivating factors like delay of promotion, no clear career progression, unreasonable load, long working hours and lack of appreciation from the managers. This study adopted a descriptive design because it involved interviewing or administering questionnaire to a sample of individuals ( Orodho, 2003). Simple random sampling was used as no complexities were be involved. All that was needed was a relatively small, clearly defined population (Orodho and Okombo, 2002).. The study employed the use of self administered questionnaire to collect the required primary data. Descriptive statistical analysis technique was employed to obtain useful summary of responses. Statistical Programme of Social Scientists (SPSS) version 17 tool was used to generate data that was presented in tables and piecharts as was necessary. Simple random sampling was used and total sample population was forty five employees. In conclusion, managers should know that employees are motivated by monetary rewards. It is recommended that there is need for managers to have a comprehensive motivation scheme in all aspects of an organization as this is directly proportional to the output of the employees.