Going above and beyond

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Citizenship ◽  
Global Scale ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Pertinent Information ◽  
The Individual ◽  
Person Organization Fit ◽  
Good Congruence ◽  
Practical Implications ◽  
Role Behaviors

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings For organizational success on a global scale, companies are looking for employees who will perform above and beyond the job description. These extra-role behaviors benefit both the individual and the organization. Good strategic human resource practices (SHRPs) such as reward management (RM) and employee development (ED) can increase the potential for employees performing such organizational citizenship behaviors (OCBs). Employees who have emotional exhaustion (EE) are likely to demonstrate reduced extra-role behaviors. Managers need to ensure there are good SHRPs in place and that employee EE is reduced. Good congruence (Person-Organization fit) is beneficial for increasing OCB. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Going the extra mile

2019 ◽  
Vol 28 (2) ◽  
pp. 18-20
Keyword(s):  
Organizational Citizenship ◽  
High Performance ◽  
Organizational Outcomes ◽  
Role Expectations ◽  
Psychological Climate ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Pertinent Information ◽  
Hr Managers ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Employees are increasingly demanded to perform beyond their daily role expectations, in order to create effective organizational outcomes and gain competitive advantage. Performing organizational citizenship behaviors (OCBs) can lead to positive outcomes. To increase such behaviors, HR managers can use high-performance human resource practices (HPHRPs) which demonstrate investment in employees. Employees then perceive a more positive psychological climate (PC) in the workplace and are likely to reciprocate by investing more of themselves and increasing work engagement (WE) and motivation. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Optimizing team performance

2019 ◽  
Vol 27 (6) ◽  
pp. 36-38
Keyword(s):  
Organizational Citizenship ◽  
Team Performance ◽  
Design Methodology ◽  
Reading Time ◽  
Positive Impact ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Pertinent Information ◽  
Firm Commitment ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Companies with highly engaged individual employees in their ranks can strengthen team performance. Engagement has a positive impact that can be increased when employees also show firm commitment to the firm and are prepared to demonstrate this by participating in various organizational citizenship behaviors. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Blockchain basics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Global Scale ◽  
Fashion Industry ◽  
Content Type ◽  
Sustainable Supply Chains ◽  
Blockchain Technology ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Sustainable supply chains in the fashion industry are under pressure to become more resilient and ubiquitous. Blockchain technology may be the key to implementing transparency on a global scale. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Following the lead of relevant others

2015 ◽  
Vol 31 (4) ◽  
pp. 25-27
Keyword(s):  
Design Methodology ◽  
Environmental Concern ◽  
Environmental Issues ◽  
Influential Factor ◽  
Purchase Decision ◽  
Content Type ◽  
Pertinent Information ◽  
Behavioral Predictions ◽  
The Individual ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds his own impartial comments and places the articles in context. Findings – Environmental concern has become an influential factor in the purchase decision-making of an increasing number of consumers. Such individuals are invariably positive toward green products. In addition, there is a willingness to shun organizations that fail to take their responsibilities in this area seriously. Marketers have naturally sought to ascertain what motivates people to engage in ecologically friendly consumption activities. To date, it has been widely assumed that preferences are mainly determined by characteristics and attitudes associated with the individual concerned. Approaches of this type would typically consider a person’s values, beliefs, norms and knowledge pertaining to environmental issues. Information like this clearly offers some useful pointers. However, it has thus far not proved able to make consistently accurate behavioral predictions. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The little engine that could: the impact of psychological empowerment on organizational citizenship behavior

2020 ◽  
Vol 23 (4) ◽  
pp. 281-296
Author(s):  
David L. Turnipseed ◽  
Elizabeth A. VandeWaa
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Four Dimensions ◽  
Single Industry ◽  
The Impact ◽  
Practical Implications

PurposeThe study examines the relationships between the dimensions of psychological empowerment and organizational citizenship behavior (OCB). The purpose is to identify specific dimensions of psychological empowerment that are linked to above average or “beyond the expected” citizenship behaviors.Design/methodology/approachA theoretical basis for a linkage between the four dimensions of psychological empowerment and dimensions of OCB was developed. Using a sample of 137 participants, these theoretical relationships were tested with hierarchical linear multiple regressions.FindingsThere are differential relationships between the dimensions of psychological empowerment and the dimensions of OCB. The OCB dimensions of contentiousness, altruism and obedience are linked to the psychological empowerment dimension of meaning: conscientiousness is also linked to competency.Research limitations/implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Practical implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Originality/valueThis paper reports the first known study of the relationships between Spreitzer's psychological empowerment dimensions and OCB. The value is the identification of manipulable relationships that can explain actual empowerment and provide pragmatic guidance for managers to increase empowerment and thus hopefully organizational effectiveness.

The psychological secrets behind improving work performance: the individual and cumulative effects of employees pursuing intrinsic and extrinsic goals

2018 ◽  
Vol 32 (5) ◽  
pp. 26-28
Author(s):  
Martin Andrew Green
Keyword(s):  
Goal Orientation ◽  
Design Methodology ◽  
Work Performance ◽  
Content Type ◽  
Extrinsic Goals ◽  
Pertinent Information ◽  
The Individual ◽  
The Impact ◽  
Practical Implications ◽  
Orientation Type

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper explores the impact on work performance that an employee’s goal orientation type has. Intrinsically, goal-orientated employees perform well across the board, but having both intrinsic and extrinsic goals simultaneously turbocharges an employee’s work performance. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives’ and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Customers as Good Soldiers: Examining Citizenship Behaviors in Internet Service Deliveries

2005 ◽  
Vol 31 (1) ◽  
pp. 7-27 ◽  
Author(s):  
Markus Groth
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Customer Behavior ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Internet Service ◽  
Conceptual Distinction ◽  
Practical Implications ◽  
Role Behaviors

Organizational citizenship behavior (OCB) research is extended to the customer domain by examining the role of customer behavior in Internet service deliveries. Based on the OCB framework, it was hypothesized that a conceptual distinction between in-role behaviors (i.e., task performance) and extra-role behaviors (i.e., citizenship behavior) can be extended to customers who participate in service delivery. Survey data show that customers differentiate coproduction behaviors from customer citizenship behaviors. Furthermore, these two behaviors had different sets of predictors. Theoretical and practical implications are discussed from the perspective of OCB theories.

Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality

2018 ◽  
Vol 46 (4) ◽  
pp. 583-606 ◽  
Author(s):  
Berrin Erdogan ◽  
Aysegul Karaeminogullari ◽  
Talya N. Bauer ◽  
Allison M. Ellis
Keyword(s):  
Organizational Citizenship ◽  
Indirect Effects ◽  
Organizational Citizenship Behaviors ◽  
Network Centrality ◽  
Citizenship Behaviors ◽  
Perceived Overqualification ◽  
Person Organization Fit ◽  
Main Effects ◽  
Different Sources ◽  
Role Behaviors

In this study, we hypothesized that perceived overqualification would interact with person-organization fit (P-O fit) to predict extra-role behaviors toward coworkers (organizational citizenship behaviors targeting others [OCBI] and voice) and indirectly relate to advice network centrality. We collected data from 332 municipality services employees reporting to 41 supervisors in Istanbul, Turkey, across three timepoints and from three different sources. Tests of our model provided partial support for our predictions. Results revealed that perceived overqualification had negative main effects on OCBI and interacted with P-O fit to affect voice. Further, P-O fit moderated the indirect effects of perceived overqualification on advice network centrality such that there were significant negative indirect effects via OCBI only when P-O fit is low. Implications for the overqualification, perceptions of fit, and social network literatures are discussed.

Employee performance appraisals

2019 ◽  
Vol 27 (5) ◽  
pp. 38-40
Keyword(s):  
Employee Performance ◽  
Performance Appraisals ◽  
Performance Ratings ◽  
Content Type ◽  
The Social ◽  
Pertinent Information ◽  
And Performance ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Traditional ritualistic annual appraisals are no longer favored, with many companies loosening the relationship between performance ratings and pay. The social and psychological aspects of appraisals are often overlooked. A balance of informal and formal processes is important, with continual feedback and dialogue. The skillset of managers is key to ensuring employees feel satisfied with the process and view outcomes as being fair. A good employment relationship thus leads to increased employee cooperation and performance, and increased outcomes for both the individual and the organization. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Teams and the culture of the individual

2015 ◽  
Vol 31 (5) ◽  
pp. 28-30
Keyword(s):  
Design Methodology ◽  
Reading Time ◽  
Content Type ◽  
The Public ◽  
The Social ◽  
Strong Material ◽  
Pertinent Information ◽  
The Individual ◽  
Online Conversation ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – Most people watching the movie The Social Network of course realized that the stereotyped, cliched view of the nerdy computer genius creating the world’s biggest online conversation in the shape of Facebook was probably exaggerated. But since when did Hollywood let reality shine its light when there are stereotypes and cliches to develop? To be fair to the producers, they did have some strong material in the public domain to play with – cue the Winklevoss twins – and the “nerd makes good” storyline is simply a digital realization of the American Dream. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Sign in / Sign up

Export Citation Format

Share Document