Organizational Compassion

2017 ◽  
Author(s):  
Kim S. Cameron
Keyword(s):  
Organizational Performance ◽  
Empirical Studies ◽  
Organizational Outcomes ◽  
Theoretical Rationale ◽  
Organizational Settings ◽  
Organization Level ◽  
Definition Of ◽  
The Relationship ◽  
Level Of Analysis

In this chapter, we discuss compassion as experienced and expressed at the organization level of analysis. Shifting to this collective level suggests that the definition of compassion needs to be expanded to include two additional attributes: (1) the active demonstration of compassion through the organization and its members; and (2) actions motivated by inherent virtuousness rather than the acquisition of a reward. The chapter describes empirical studies in organizational settings in which the relationship between virtuousness and desired organizational outcomes is examined. Compassion by itself is seldom a singular predictor of organizational performance, but in combination with other virtues, it has profound effects. The chapter provides a theoretical rationale for why compassion has a significant impact on organizational performance. Three explanatory mechanisms are identified for why compassion predicts effectiveness. The chapter concludes by highlighting some fundamental principles that are needed to expand our understanding of compassion and its effects in organizations.

Does Managerial Use of Performance Information Matter to Organizational Outcomes?

2021 ◽  
pp. 027507402110488
Author(s):  
Xu Han ◽  
Donald Moynihan
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
School Performance ◽  
Public Management ◽  
School Principals ◽  
Organizational Outcomes ◽  
Performance Information ◽  
High Stake ◽  
The Relationship ◽  
Objective Indicators

Public management scholars have made impressive strides in explaining managerial usage of performance information (PI). Does such PI use matter to performance? If so, what types of use make a difference? To answer these questions, we connect managerial self-reported behavior with objective organizational outcomes in Texas schools. We control for lagged comparative school performance and employ inverse probability weighting to mitigate endogeneity concerns. The results show that managerial use of PI is associated with objective indicators of performance, and that the type of use matters. In particular, school principals’ use of PI for strategic planning is positively associated with better high-stake test scores. The findings suggest that maturity of performance management system can shape the relationship between managerial PI use and organizational performance, thereby contributing to a contingency-based understanding of the relationship between performance management and organizational performance.

High Commitment Work Systems in Chinese Organizations: A Preliminary Measure

2006 ◽  
Vol 2 (3) ◽  
pp. 403-422 ◽  
Author(s):  
Zhixing Xiao ◽  
Ingmar Björkman
Keyword(s):  
Information Technology ◽  
Construct Validity ◽  
Organizational Performance ◽  
Human Resource ◽  
It Industry ◽  
The West ◽  
Work Systems ◽  
Work System ◽  
Definition Of ◽  
The Relationship

The concept of a high commitment work system (HCWS) has mostly been used in the West to study the relationship between a firm's work systems and organizational performance. In this paper, we introduce a preliminary measure of HCWS in China based on the definition of Baron and Kreps (1999). In study 1, we tested the measure by surveying 442 employees in China's information technology (IT) industry. In study 2, we re-tested the same measure from the perspective of human resource (HR) executives in 126 foreign-invested companies. The analyses not only provided some evidence for the construct validity of this preliminary measure of a high commitment work system, but also produced some interesting results that can only be understood with regards to the history and institutional backgrounds of Chinese organizations.

scholarly journals Organizational Culture and Spirituality Workplace: Empirical Study of Influence of Organizational Culture and Spirituality Workplace

2018 ◽  
Vol 73 ◽  
pp. 11017 ◽  
Author(s):  
Rolland Epafras Fanggidae
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Human Resources ◽  
Work Environment ◽  
Empirical Studies ◽  
Simple Random Sampling ◽  
Work Attitudes ◽  
Linear Regression Method ◽  
Definition Of ◽  
The Relationship

In today’s organizations, Human Resources is one of the important driving factor. By creating a humanistic work environment, employees are more creative and have a passion to do the job. In order to improve the quality and quantity of human resources needs to the strategy of the organization. One of the strategies that can be undertaken by the organization is the psychic and spiritual fulfillment of employees in order to create a work environment that is humane. Spirituality is not about the workplace as religious practices are organized and not on God or theology. In this study proposes a theory Spirituality workplace, through a review of the literature and empirical study shows the definition of spirituality, the effects on work attitudes, as well as clarify the link spirituality and culture of the organization. This research is done through empirical studies related link workplace spirituality and organizational culture on college lecturer in East Nusa Tenggara (NTT)-Indonesia. Data were collected through a survey with simple random sampling proportional and involve ± 320 Lecturer Private college as respondents. Data analysis techniques with linear regression method using SPSS 23 determines the relationship between Organizational Culture and Spirituality workplace.

Allegiance, Ability, and Achievement in the American Civil War: Commander Traits and Battlefield Military Effectiveness

2019 ◽  
Vol 64 (1) ◽  
pp. 194-206
Author(s):  
Jeffrey B Arnold ◽  
J Tyson Chatagnier ◽  
Gary E Hollibaugh
Keyword(s):  
Civil War ◽  
Organizational Performance ◽  
American Civil War ◽  
Military Effectiveness ◽  
Military Leaders ◽  
Level Data ◽  
Latent Features ◽  
Definition Of Success ◽  
Definition Of ◽  
The Relationship

Abstract How do the characteristics of military leaders relate to battlefield outcomes? To answer this question, we employ original battle-level data and biographical information on hundreds of commanders in more than 250 battles in the American Civil War. We examine the relationship between two common measures of battlefield success (victory and casualties) and two latent features of commanders—competence and loyalty—that have long been seen as important in the broader study of executive appointments. We find that competent commanders are associated with more successful battlefield outcomes, as are more loyal Confederate commanders. More broadly, our analysis suggests that focusing on the relationship between military appointments and battlefield outcomes—with the latter's relatively clear definition of “success”—allows for direct examination of the relationship between appointee traits and organizational performance. As such, our results have implications for the study of conflict as well as bureaucratic politics.

Flow as a mediator between psychological ownership and employees’ subjective happiness

2019 ◽  
Vol 34 (7) ◽  
pp. 445-458 ◽  
Author(s):  
Hsueh-Liang Fan ◽  
Sheng-Tsung Hou ◽  
Yu-Hui Lin
Keyword(s):  
Empirical Analysis ◽  
Design Methodology ◽  
Empirical Studies ◽  
Underlying Mechanism ◽  
Psychological Ownership ◽  
Subjective Happiness ◽  
Theoretical Rationale ◽  
Content Type ◽  
Time Points ◽  
The Relationship

Purpose The purpose of this paper is to explore flow as an underlying mechanism linking psychological ownership (PO) and subjective happiness and identify how flow affects employees’ subjective happiness. Design/methodology/approach Two separate samples were used. Sample 1 examined the responses of 120 female spa workers. Sample 2 examined the responses of 334 male logistics technicians. Data were collected through paper-based questionnaires across two time points. Findings PO was positively related to employees’ subjective happiness across both samples. Furthermore, PO has distinct impacts on employees’ subjective happiness through two distinct measures of flow: immersion and mastery. The authors found that immersion fully mediates the relationship between PO and employee subjective happiness in Sample 1, and mastery in Sample 2. Originality/value This is one of the first empirical studies to examine whether and how PO increases employees’ subjective happiness. The results contribute to the literature by providing a theoretical rationale for and an empirical analysis of a model wherein flow mediates the linkage between employees’ feelings of PO and their subjective happiness.

scholarly journals The relationship between organizational learning and sustainable performance: an empirical examination

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anna Zgrzywa-Ziemak ◽  
Katarzyna Walecka-Jankowska
Keyword(s):  
Organizational Learning ◽  
Organizational Performance ◽  
Empirical Studies ◽  
Model Verification ◽  
Equation Modeling ◽  
Extensive Literature ◽  
Empirical Examination ◽  
Content Type ◽  
Sustainable Performance ◽  
The Relationship

Purpose The purpose of this study is to investigate the relationship between organizational learning (OL) and business sustainability (BS) and to carry out its empirical examination. Design/methodology/approach Extensive literature research was carried out. Then, an empirical study was conducted in 694 Polish and Danish companies. Two phenomena related to OL were adopted: OL processes and organizational learning capability (OLC). BS was examined through the concept of sustainable performance (SP). Research models were tested using structural equation modeling. Findings The empirical studies have shown a positive, statistically significant relationship between OL and BS. The research supports the view that the intensification of the OL processes is substantial for BS, whereas the OLC concept is less relevant to the development of BS. The effect of OL on total SP was stronger than on any SP dimension. OL supports the synergies of the results obtained by the organization for the benefit of BS. Research limitations/implications The model verification is based on the samples from two countries, and, therefore, the hypothesis requires further verification in different business contexts. In addition, there are different factors influencing BS, which have not been included in the research and should be analyzed in the future. Originality/value An in-depth, critical literature analysis shows that the theoretical foundation of the role of OL in shaping BS is fragmented and poorly empirically verified. The value of this paper is the presentation of large-scale empirical studies comparing the relationship between BS and two phenomena: OLC and the OL processes. The results obtained in the course of the research open up new research directions with respect to both the relationship between OL and BS as well as between OL and organizational performance.

Emotional Intelligence and Transformational Leadership: A Review of Empirical Studies

2017 ◽  
Vol 16 (4) ◽  
pp. 377-393 ◽  
Author(s):  
Hyejin Kim ◽  
Taesung Kim
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Human Resource Development ◽  
Empirical Studies ◽  
Empirical Support ◽  
Assessment Tools ◽  
Organizational Settings ◽  
Reliable Assessment ◽  
Depth Analysis ◽  
The Relationship

There is an ongoing debate between the proponents and skeptics of emotional intelligence (EI) with regard to its contribution to leadership effectiveness in organizational settings. Not aiming to address all the leadership styles exhaustively, this research looked into the relationship between EI and transformational leadership (TL) by reviewing the accumulated research assets in the existing literature. After the staged review, 20 empirical studies covering five different continents were chosen for an in-depth analysis. The results show that most studies provide empirical support of the relationship, with variances in identifying subfactors of EI and TL that further explicate the EI–TL relationship. At the same time, the remaining studies are found to be skeptical, not fundamentally denying the relationship, but commonly pointing out the problem with EI measures and emphasizing the need for more valid and reliable assessment tools. Building on these findings, the present research suggests implications for practice and research in the human resource development (HRD) field.

scholarly journals The Noble Family as “Singular Multiplicity”? Redefining the Smoczynski–Zarycki’s Totemic Definition of Nobility through the Lenses of Alain Badiou’s Mathematical Ontology

2019 ◽  
Vol 9 (1) ◽  
pp. 53-69
Author(s):  
Urszula Idziak ◽  
Bartosz Piotr Bednarczyk
Keyword(s):  
Set Theory ◽  
Empirical Studies ◽  
The State ◽  
Mathematical Ontology ◽  
Definition Of ◽  
Generic Theory ◽  
Relationship Of ◽  
The Relationship ◽  
Theoretical Standpoint

Abstract In our paper, we redefine the category of “family” denoting the relationship of selected members of a post-noble/post-aristocratic milieu in Poland using Alain Badiou’s terminology. Badiou’s ontology based on a mathematical set theory and a generic theory is the most developed, complex, and revolutionary ontology of the 20th and 21st centuries. However, it is rarely adapted to new empirical studies probably because of its novelty and complexity. We do not intend to use the empirical case study made by Smoczynski–Zarycki to inform our argument but instead perform a translation of the Durkheim–Lacanian theoretical standpoint from “Totem…” into the category of “singularity” [singularité] in its relation to “the state of situation” [état de la situation] from “Being and Event” (Badiou 2005). This approach seeks to find a universalizing potential of nobility that will allow it to become a relevant subject for truth procedure analysis.

Diversity and stability in ecological communities

2007 ◽  
Author(s):  
Anthony R. Ives
Keyword(s):  
Empirical Studies ◽  
Point Of View ◽  
Multiple Roles ◽  
Ecological Communities ◽  
Balance Of Nature ◽  
History Of ◽  
Definition Of ◽  
The Relationship ◽  
Diversity Effects

How the diversity of an ecological community affects its stability is an old and important question (Forbes, 1887; Elton, 1927; Nicholson, 1933). The science of ecology grew out of the study of natural history in the nineteenth century, when nature was viewed as wondrous, mysterious, complex, and largely in balance (even if murderous to experience from an individual’s point of view; Forbes, 1887). Whereas our current scientific view is more textured and guarded, the ‘balance of nature’ still permeates the popular press. Some vestiges also remain in the scientific literature. Over the last 100 years, conclusions about the relationship between ecological diversity and stability have varied wildly (May, 2001; Ives, 2005). The goal of this chapter is to show that these wildly varying conclusions are due largely to wildly varying definitions of both stability and diversity. To do this, I will take two tacks, one for stability and the other for diversity. For stability, I will give an abbreviated history of the changing definitions of stability, merging both empirical and theoretical studies. I make no pretence of being comprehensive, but will instead pick highlights that show how the definition of stability often changes from one study to the next. For diversity, I will present a theoretical model to illustrate how different ‘diversity effects’ on stability can be parsed out. This model shows in a concrete way how any theoretical study (and, for that matter, empirical study) necessarily makes a long list of assumptions to derive any conclusion about diversity and stability. The multiple definitions of stability, and the multiple roles of diversity, argue against any general relationship between stability and diversity. In the final section of the chapter, I will argue that understanding the relationship between diversity and stability requires the integration of theory and experiment. Theory is needed to define in unambiguous terms the meanings of stability and diversity. Experiments are needed to ground theory in reality. Unfortunately, rarely is this done. To present an abbreviated history of the changing definitions of stability, I will discuss theoretical and empirical studies side by side.

scholarly journals Exploring the Relationship Between Human Resource Management and Organizational Performance in the Healthcare Sector

2015 ◽  
Author(s):  
Ian Kessler
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Organizational Outcomes ◽  
Developed Countries ◽  
Healthcare Sector ◽  
Research Stream ◽  
The Impact ◽  
The Relationship

This article examines the impact of human resource management (HRM) on organizational performance in the healthcare sector. It reviews the literature on the relationship between HRM practice and organizational outcomes in healthcare, as well as the current state of knowledge and debate on this relationship. It then considers how the HRM agenda in healthcare and its connection to organizational outcomes might be influenced by broad contextual factors, with particular reference to institutional developments mainly in the British National Health Service. It discusses public policy developments and the growing pressure faced by developed countries to address the performance of their healthcare systems, including workforce management issues, and considers research framed in large part by mainstream debates in the field of HRM with regard to the HRM-performance connection. Finally, it analyzes a more refined research stream that explores the association between patterns of staffing and various outcomes.

Sign in / Sign up

Export Citation Format

Share Document