How Insights From Neuroeconomics Can Inform Organizational Research: The Case of Prosocial Organizational Behavior

2014 ◽  
Vol 66 (S5) ◽  
pp. 65-86 ◽  
Author(s):  
Stefan Volk ◽  
William J. Becker
Keyword(s):  
Organizational Behavior ◽  
Organizational Research ◽  
Prosocial Organizational Behavior

scholarly journals ANÁLISE INTER-RELACIONAL DE INDICADORES DE ABSENTEÍSMO E TURNOVER: O CASO DE UMA INDÚSTRIA TÊXTIL DO LITORAL NORTE DE SANTA CATARINA

2018 ◽  
Vol 7 (1) ◽  
pp. 95-110
Author(s):  
Ana Célia Bohn ◽  
Sidnei Gripa ◽  
Nelson Hein ◽  
Adriana Kroenke
Keyword(s):  
Organizational Behavior ◽  
Single Case ◽  
Santa Catarina ◽  
Organizational Research ◽  
Exploratory Approach ◽  
Proposal A ◽  
Highly Correlated ◽  
Behavioral Criteria ◽  
Do So

Os pesquisadores têm analisado separadamente, os indicadores de absenteísmo e turnover como critérios comportamentais em investigação organizacional. Nesse sentido, observa-se pouca atenção dada à sua possível inter-relação. Este estudo tem como objetivo analisar a inter-relacão dos indicadores de absenteísmo e turnover a fim de entender se há relações envolvidas nesses indicadores. O estudo foi baseado no construto de Migliolli e Kroenke (2016), e recebeu enquanto delineamento metodológico uma pesquisa do tipo quantitativa, longitudinal, em caráter de testagem empírica, de abordagem exploratória, com objeto de estudo um caso único, pautados na conveniência de pesquisa. Para tanto, partiu-se do pressuposto de que a integração desses indicadores pode fornecer orientações sobre alguns comportamentos organizacionais. Para consubstanciar a proposta foi construída uma função sinusóide. Os resultados apontam com algumas exceções que o turnover está altamente correlacionado com o absenteísmo, ou seja, o start para o turnover é o alto índice de absenteísmo. Conclui-se que para a empresa diminuir o seu índice de turnover é preciso primeiro implantar ações para a diminuição do índice de absenteísmo.Palavras-Chave: Absenteísmo. Turnover. Inter-relação. Abstract: Researchers have been analyzing separately the absenteeism indicators and turnover as behavioral criteria in organizational research. In this regard, it is observed the lack of attention given to its possible interrelation. This study aims to analyze the absenteeism indicators interrelation and turnover to understand if there are any associations involved in these indicators. The study was based on Migliolli and Kroenke’s (2016) construct, and while it was a methodological design, received a research of quantitative and longitudinal nature, with empirical and testing aspects, exploratory approach, using a single case as the studying subject, based on the research’s convenience. To do so, it was assumed that the integration of these indicators can provide guidance on some organizational behavior. To substantiate the proposal, a sinusoid function was made. The results point with a few exceptions that the turnover is highly correlated with absenteeism, that is, the start for turnover is the high absenteeism index. So, it is concluded that for the company to decrease its turnover index it is necessary to first implement actions to reduce the absenteeism index.Keywords: Absenteeism. Turnover. Interrelation.

Accumulating Knowledge in the Organizational Sciences

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Frank A. Bosco
Keyword(s):  
Organizational Behavior ◽  
Cognitive Neuroscience ◽  
Large Scale ◽  
Scientific Progress ◽  
Science Research ◽  
Annual Review ◽  
Publication Date ◽  
Organizational Research ◽  
Research Findings ◽  
Meta Analyses

In some fields, research findings are rigorously curated in a common language and made available to enable future use and large-scale, robust insights. Organizational researchers have begun such efforts [e.g., metaBUS ( http://metabus.org/ )] but are far from the efficient, comprehensive curation seen in areas such as cognitive neuroscience or genetics. This review provides a sample of insights from research curation efforts in organizational research, psychology, and beyond—insights not possible by even large-scale, substantive meta-analyses. Efforts are classified as either science-of-science research or large-scale, substantive research. The various methods used for information extraction (e.g., from PDF files) and classification (e.g., using consensus ontologies) is reviewed. The review concludes with a series of recommendations for developing and leveraging the available corpus of organizational research to speed scientific progress. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Alienation Matters: Validity and Utility of Etzioni's Theory of Commitment in Explaining Prosocial Organizational Behavior

2010 ◽  
Vol 38 (8) ◽  
pp. 1081-1095 ◽  
Author(s):  
Severin Hornung
Keyword(s):  
Organizational Behavior ◽  
Structural Equation ◽  
Negative Impact ◽  
Reliability And Validity ◽  
Equation Modeling ◽  
Moral Commitment ◽  
Justice Perceptions ◽  
Significant Negative Impact ◽  
Psychometric Evidence ◽  
Prosocial Organizational Behavior

In this study assumptions of Etzioni's (1975) theory of control and commitment are tested. Psychometric evidence is provided for the reliability and validity of the Organizational Commitment Scale (Penley & Gould, 1988), operationalizing Etzioni's typology of so-called calculative, alienative, and moral commitment. In a sample of 172 hospital workers, these 3 dimensions were found to be empirically distinct. Structural equation modeling was used to confirm differential effects of distributive and procedural justice perceptions on calculative, alienative, and moral commitment, supporting the notion that different forms of attachment develop partly in response to organizational compliance systems. When investigating simultaneous effects on supervisor-rated prosocial behavior, only alienation had a significant (negative) impact. Findings indicate acceptable validity and utility of a commitment model grounded in social theory for explaining organizational behavior.

scholarly journals Diversity and Emotion: The New Frontiers in Organizational Behavior Research

2002 ◽  
Vol 28 (3) ◽  
pp. 307-338 ◽  
Author(s):  
Neal M. Ashkanasy ◽  
Charmine E.J. Härtel ◽  
Catherine S. Daus
Keyword(s):  
Organizational Behavior ◽  
Emotional Labor ◽  
Organizational Research ◽  
Holistic View ◽  
Contemporary World ◽  
Recent Developments ◽  
History Of ◽  
Emotions In The Workplace ◽  
Areas Of Interest ◽  
Management Scholarship

This article provides a review of recent developments in two topical areas of research in contemporary organizational behavior: diversity and emotions. In the section called “Diversity,” we trace the history of diversity research, explore the definitions and paradigms used in treatments of diversity, and signal new areas of interest. We conclude that organizational behavior in the 21st century is evolving to embrace a more eclectic and holistic view of humans at work. In the section called “Emotions,” we turn our attention to recent developments in the study of emotions in organizations. We identify four major topics: mood theory, emotional labor, affective events theory (AET), and emotional intelligence, and argue that developments in the four domains have significant implications for organizational research, and the progression of the study of organizational behavior. As with the study of diversity, the topic of emotions in the workplace is shaping up as one of the principal areas of development in management thought and practice for the next decade. Finally, we discuss in our conclusion how these two areas are being conceptually integrated, and the implications for management scholarship and research in the contemporary world.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI MINAT PEGAWAI NEGERI SIPIL (PNS) UNTUK MELAKUKAN TINDAKAN WHISTLE-BLOWING (STUDI PADA PNS BPK RI)

2018 ◽  
Vol 19 (2) ◽  
pp. 276-295
Author(s):  
Rizki Bagustianto ◽  
Nurkholis Nurkholis
Keyword(s):  
Theory Of Planned Behavior ◽  
Organizational Behavior ◽  
Planned Behavior ◽  
Selection Bias ◽  
Behavior Theory ◽  
Whistle Blowing ◽  
Personal Cost ◽  
Prosocial Organizational Behavior

Penelitian ini bertujuan untuk menguji pengaruh faktor sikap terhadap whistle-blowing, komitmen organisasi, personal cost, dan tingkat keseriusan kecurangan terhadap  minat whistle-blowing pegawai negeri sipil di lingkungan Badan Pemeriksa Keuangan Republik Indonesia (BPK RI). Data yang digunakan dalam penelitian merupakan data primer yang dikumpulkan melalui survei kuesioner secara online. Menggunakan sampel 107 orang pegawai BPK RI yang berasal dari 35 induk unit kerja yang berbeda, hasil penelitian menunjukkan bahwa tiga dari empat determinan secara signifikan berpengaruh terhadap minat whistle-blowing PNS BPK-RI. Ketiga determinan yang dimaksud adalah sikap terhadap whistle-blowing, komitmen organisasi, dan tingkat keseriusan kecurangan. Penelitian ini memberikan implikasi pada literatur dengan mengonfirmasi Teori Prosocial Organizational Behavior, Theory of Planned Behavior, dan konsep Komitmen Organisasi serta diharapkan dapat membantu pemerintah, khususnya BPK RI, dalam merancang strategi peningkatan minat whistle blowing pegawainya maupun dalam mendesain atau menyempurnakan whistle-blowing system pada institusinya. Hasil penelitian memiliki keterbatasan pada aspek generalisasi, selection bias dalam pengumpulan data, dan sensitifitas tema penelitian yang berpotensi menimbulkan bias dengan kondisi nyata. Melalui penelitian ini kami menyarankan peneliti berikutnya untuk mengeksplorasi determinan minat whistle-blowing lainnya, mendesain penelitian yang spesifik pada saluran dan bentuk whistle-blowing, menguji kembali konsistensi pengaruh variabel personal cost, menghindari metode pengumpulan data yang memunculkan selection bias, dan memperluas sampel.

Public Service Motivation and Decisions to Report Wrongdoing in U.S. Federal Agencies: Is This Relationship Mediated by the Seriousness of the Wrongdoing

2016 ◽  
Vol 47 (7) ◽  
pp. 810-825 ◽  
Author(s):  
James Gerard Caillier
Keyword(s):  
Organizational Behavior ◽  
Public Service ◽  
Public Service Motivation ◽  
Federal Agencies ◽  
Whistle Blowing ◽  
The Public ◽  
To Come ◽  
The Relationship ◽  
Positive Effect ◽  
Prosocial Organizational Behavior

Scholars have argued that whistle-blowing is consistent with public service motivation (PSM), given that whistle-blowing is a form of self-sacrifice and concern for the public interest. Such a connection is also consistent with the Prosocial Organizational Behavior (POB) Model. However, only one article was found that examined the direct association between PSM and whether or not employees reported unlawful acts. Furthermore, no article was found to explore the relationship between PSM, whistle-blowing, and seriousness of wrongdoing—an important intervening factor that influences decisions to report. This is surprising because whistle-blowers can prevent detrimental harm to individuals and society and yet we still know little about the internal motives that cause them to come forward. Consequently, the connection between PSM and whistle-blowing was investigated further in this article. Consistent with the POB Model, PSM was positively associated with whistle-blowing generally, as well as internal and external whistle-blowing. Seriousness of wrongdoing was also found to have a positive effect on whistle-blowing. Furthermore, seriousness of wrongdoing was found to moderate the relationship between PSM and only internal whistle-blowing. The implications of the findings are discussed in the article.

The Added Value of Neuroscience Methods in Organizational Research

2016 ◽  
Vol 22 (1) ◽  
pp. 223-249 ◽  
Author(s):  
David A. Waldman ◽  
Danni Wang ◽  
Virgil Fenters
Keyword(s):  
Organizational Behavior ◽  
Brain Imaging ◽  
Brain Region ◽  
Brain Activity ◽  
Added Value ◽  
Methodological Issues ◽  
Organizational Research ◽  
Organizational Settings ◽  
Advantages And Disadvantages ◽  
Neuroscience Research

Historically, the lack of availability and prohibitive expense of brain imaging technology have limited the application of neuroscience research in organizational settings. However, recent advances in technology have made it possible to use brain imaging in organizational settings at relatively little expense and in a practical manner to further research efforts. In this article, we weigh the advantages and disadvantages of neuroscience applications to organizational research. Further, we present three key methodological issues that need to be considered with regard to such applications: (a) level of assessment, (b) intrinsic versus reflexive brain activity, and (c) the targeting of brain region(s) or networks. We also pose specific examples of how neuroscience may be applied to various topical areas in organizational behavior research at both individual and team levels.

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