Organizational political climate and employee engagement in political behavior in public sector organizations

2018 ◽  
Vol 26 (4) ◽  
pp. 773-795 ◽  
Author(s):  
Aviv Kidron ◽  
Hedva Vinarski Peretz
Keyword(s):  
Mixed Methods ◽  
Employee Engagement ◽  
Political Behavior ◽  
Affective Commitment ◽  
Subjective Experience ◽  
Organizational Politics ◽  
Political Climate ◽  
Mixed Methods Design ◽  
Content Type ◽  
Government Organizations

Purpose This paper aims to understand how the organizational political climate as a contextual antecedent contributes to individual engagement in political behavior; and the moderating role of organizational commitment and trust in local government organizations. Design/methodology/approach A mixed methods integration and an explanatory-sequential mixed methods design were used. Data were collected from 217 managers and employees, and 16 interviews were conducted. Data were collected in sequence, and the quantitative results were explained by the qualitative data. Findings The results suggest that political climate is related to political behavior and that both trust and affective commitment are negatively related to political climate. Trust moderated between political climate and political behavior. However, affective commitment moderated by the political climate and political behavior only for women. The qualitative results suggest that men perceive organizational politics as having more positive outcomes than women. Practical implications Human resource practitioners and managers can use this model to gain insights into their organizational political climate and to implement practices that will foster a climate that is functional and positive and which will cultivate a positive subjective experience in the workplace for their employees. Originality/value The mixed methods design for studying the contextual-organizational antecedent (perception of political climate) for politicking and individual engagement in political behavior may serve to expand the theory of organizational politics.

Political behavior, trustworthiness, job satisfaction, and commitment

2014 ◽  
Vol 8 (3) ◽  
pp. 354-374 ◽  
Author(s):  
Bradley Olson ◽  
Yongjian Bao ◽  
Satyanarayana Parayitam
Keyword(s):  
Job Satisfaction ◽  
Political Behavior ◽  
Design Methodology ◽  
Affective Commitment ◽  
Organizational Politics ◽  
Organizational Outcomes ◽  
Hierarchical Regression ◽  
Negative Effects ◽  
Content Type ◽  
Perception Of Organizational Politics

Purpose – The purpose of this paper is to examine the effects trustworthiness can have on the perception of organizational politics and organizational outcomes. Most studies on organizational politics examine the negative effects of organizational politics on organizational outcomes such as organizational commitment. This study focuses on moderators that can decrease these negative effects. Design/methodology/approach – The organization landscape consists of Chinese organizations, with a total of 249 employees who were surveyed in 2009. Multiple and moderated hierarchical regression were used in the analyses. Findings – The results show that trustworthiness moderates the negative effects of organizational politics on job satisfaction, affective commitment and normative commitment. These findings support the importance of combating the negative effects that are in most, if not all, organizations. Originality/value – This study uses as its sample an Asian culture that has been under-represented in organizational politics studies, as the majority of these studies are conducted in North America. Yet, organizational politics likely occurs in organizations worldwide.

Employee engagement and commitment to two Australian autism employment programs: associations with workload and perceived supervisor support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jennifer R. Spoor ◽  
Rebecca L. Flower ◽  
Simon M. Bury ◽  
Darren Hedley
Keyword(s):  
Employee Engagement ◽  
Affective Commitment ◽  
Organizational Context ◽  
Supervisor Support ◽  
Continuance Commitment ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Workload ◽  
Employment Programs ◽  
The Impact

PurposeAlthough there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs. The purpose of this study is to examine the impact of workload changes (a job demand) and perceived supervisor support (a job resource) on commitment to the program and employee engagement more broadly.Design/methodology/approachA total of 229 employees from two Australian public sector organizations completed a survey about the autism employment program in their organization.FindingsPerceived workload increases were associated with lower affective commitment and higher continuance commitment to the program. Perceived supervisor support was associated with higher affective commitment to the program and employee engagement, but lower continuance commitment to the program. Perceived supervisor support moderated the effect of workload increase on employee engagement, but not in the expected direction.Originality/valueThis research helps to fill a gap in the autism employment literature by focusing on commitment toward autism employment programs among existing employees. The research helps to provide a more complete and nuanced view of these programs within their broader organizational context.

Impact of training and professional development on health management and leadership competence

2019 ◽  
Vol 33 (4) ◽  
pp. 354-379 ◽  
Author(s):  
Reuben Olugbenga Ayeleke ◽  
Nicola Henri North ◽  
Annette Dunham ◽  
Katharine Ann Wallis
Keyword(s):  
Professional Development ◽  
Systematic Review ◽  
Mixed Methods ◽  
Health Management ◽  
Mixed Methods Design ◽  
Content Type ◽  
Development Interventions ◽  
Leadership Competence ◽  
The Impact ◽  
Management And Leadership

Purpose Training to improve health management and leadership competence is recommended. However, there is limited evidence showing the impact of training on competence. The purpose of this paper is to evaluate the evidence for the impact of training and professional development on health management and leadership competence. Design/methodology/approach A systematic review was conducted using a mixed-methods design. Studies using qualitative, quantitative or mixed-methods design were included. The following electronic databases were searched to October 2018: CENTRAL, CINAHL, EMBASE, ERIC, NEDLINE and PsycINFO. Study eligibility and methodological quality were assessed independently by two review authors. Data from qualitative studies were synthesised using thematic analysis. For quantitative studies, odds ratio (OR) or mean difference (MD) and 95% confidence interval (CI) were calculated for each intervention. Where appropriate, qualitative and quantitative data were integrated into a single synthesis using Bayesian methods. Findings In total, 19 studies were identified for inclusion in the review. Training and professional development interventions using flexible, multiple training techniques tailored to organisational contexts can improve individual competence and performance. Such training is typified by a leadership development programme. There was insufficient evidence to determine the effects of interventions on organisational performance. Originality/value This is the first systematic review evaluating the impact of training and professional development interventions on health management and leadership competence.

Perceived quality and intention to revisit coffee concept shops in Malaysia

2018 ◽  
Vol 120 (5) ◽  
pp. 1106-1119 ◽  
Author(s):  
Hiram Ting ◽  
Wee Ming Lau ◽  
Jun-Hwa Cheah ◽  
Yusman Yacob ◽  
Mumtaz Ali Memon ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Design Methodology ◽  
Perceived Quality ◽  
Mixed Methods Design ◽  
Content Type ◽  
Sequential Mixed Methods ◽  
Product Service ◽  
Preliminary Study ◽  
Intention To Revisit ◽  
Self Administered Questionnaire

Purpose The purpose of this paper is to examine the effect of perceived quality on intention to revisit coffee concept shops among regular and irregular consumers. Specifically, the framework developed by Pine and Gilmore (2000) is adopted to look into the effect of product, service and experience qualities on intention to revisit. Design/methodology/approach The explanatory sequential mixed-methods design was used to articulate the intention of consumers to revisit coffee concept shops. A preliminary study was conducted to define regular and irregular consumers. Self-administered questionnaire was first administered before using interview to elicit more insights and triangulate the findings. Findings The combination of both quantitative and qualitative findings show that the experiences of regular consumers at coffee concept shops include personal routine activities, while the experiences of irregular customers are composed of occasions with specific and collective purposes. While the intention to revisit of the former is related to the product and service quality, the intention of the latter is largely affected by its service and experience quality. Originality/value Given the rapid rise of coffee concept shops in the developing markets, the use of a mixed-methods design provides more insights into the intention to revisit of the regular and irregular consumers. It underscores the importance for the organisations to know what really matters to the diverse consumers.

Bureaucratic leadership, trust building, and employee engagement in the public sector in Ghana

2019 ◽  
Vol 16 (1) ◽  
pp. 17-40 ◽  
Author(s):  
Frank L.K. Ohemeng ◽  
Theresa Obuobisa Darko ◽  
Emelia Amoako-Asiedu
Keyword(s):  
Mixed Methods ◽  
Public Sector ◽  
Data Collection ◽  
Employee Engagement ◽  
Trust Building ◽  
Content Type ◽  
Mixed Methods Approach ◽  
The Public ◽  
Building Trust ◽  
Public Organisations

Purpose An engaged workforce has never been more important than it is now. Research continues to reveal a strong link between engaged employees and employee performance. Consequently, different strategies continue to be developed to enhance employee engagement (EE) in organisations. Unfortunately, many of these strategies have not worked due to the lack of trust that some employees may have towards organisational leaders. Thus, it is argued that the first step in building an effective EE is building trust, which will erode all sorts of suspicion of the intention of leaders in the organisation. Unfortunately, the literature is not clear about how to build such trust, especially in developing countries where the organisational environment is much different from that in developed ones; making the applicability of models in the developed world quite difficulty in these countries. How can public sector leaders build trust in the organisations in an environment where informality appears to be the norm? The purpose of this paper is therefore to ascertain how trust can be built in public organisations. Design/methodology/approach In order to answer the research questions, as well as obtain in-depth understanding of what is being done, the authors used the mixed methods approach in the data collection for the paper. In using mixed method data collection, the authors took both quantitative and qualitative approaches. Both qualitative and quantitative data were, however, collected concurrently. This was done for the sake of convenience, as there is little study on how to build trust or, even, EE in the Ghanaian context. The authors set out to explore these issues, and the only way for the authors to do so was to undertake the data collection simultaneously. Findings The paper examined critically four main areas to help leadership build trust: credibility, fairness, respect and communication. The study shows that both managers and employees firmly believe in building trust. Leaders were able to discuss the efforts they make to ensure that issues concerning trust building are addressed. At the same time, employees also agreed on the need to strengthen these variables. Practical implications The research identifies areas on which both leadership and employees can continually work to help bridge the gap between them if public organisations are to reap the benefits of EE. The authors are convinced that if the issues discussed here are addressed, and parties work on them, individuals will succeed in their own areas, but so will the organisations, which in turn will help in the development of he country. Originality/value From a theoretical perspective, it extends the work on EE, and offers new insight into this emerging concept from a developing countries perspective, where informality in the public sector is common. Most of the research on trust and EE has been either qualitative or quantitative in nature. Using the mixed methods approach means the authors will be explaining how both can help us better understand the “how” in building trust in the public sector. Thus, the paper is one of the few papers that have used the mixed methods approach to examine how trust can be built in public organisations.

Enhancing organizational commitment and employee performance through employee engagement

2017 ◽  
Vol 6 (1) ◽  
pp. 98-114 ◽  
Author(s):  
Owais Nazir ◽  
Jamid Ul Islam
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Indian Higher Education ◽  
Higher Educational

Purpose The purpose of this paper is to examine the relationships between perceived organizational support, employee engagement, employee performance and affective commitment in the context of Indian higher education. Design/methodology/approach Data were collected from 410 employees from various higher educational institutes of India using a self-administered questionnaire. Structural equation modeling was used to analyze the data. Findings The results revealed a positive influence of perceived organizational support on employee performance and affective commitment. Moreover, these relationships have also been found to be mediated by employee engagement. Practical implications The study serves as guide for the development of influential strategies to develop and retain a well engaged, competent and committed workforce at higher educational institutes in India. Originality/value The study enriches the organizational behavior literature by identifying and empirically validating some antecedents and consequences of employee engagement in the context of Indian higher education where such studies are scant.

Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Chengli Shu ◽  
Menglei Gu
Keyword(s):  
Affective Commitment ◽  
Organizational Politics ◽  
Helping Behavior ◽  
Amazon Mechanical Turk ◽  
Personal Resources ◽  
Content Type ◽  
Mediating Role ◽  
Helping Behaviors ◽  
Passion For Work

PurposeThis study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work.Design/methodology/approachQuantitative survey data were collected from 476 employees, through Amazon Mechanical Turk.FindingsBeliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard.Practical implicationsFor human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources.Originality/valueThis study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.

Commitment to change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Mixed Methods ◽  
Resistance To Change ◽  
Research Report ◽  
Mixed Methods Design ◽  
Commitment To Change ◽  
Content Type ◽  
Cultural Validity ◽  
Mixed Methods Approach ◽  
New Information ◽  
Practical Implications

Purpose The purpose of the study was to develop and validate an integrative measure of commitment to change using a mixed-methods approach. Changes in employees' commitment to change over time were examined. Design/methodology/approach This is a longitudinal study using participants in China. The researchers used a mixed-methods design. Findings Three hypotheses were supported: 1. Initial and later commitment to change were positively correlated 2. Commitment to change and change supportive behaviour was positively correlated 3. Initial commitment to change was negatively related to resistance to change. Research limitations/implications Construct clarification can be further examined across cultures to make its cross-cultural validity clearer. The research uses participants from a Chinese context and adds significantly to understanding of commitment to change in this culture. Practical implications Employers would do well to attend to the needs and interests of employees who have higher vocational commitment to change. Originality/value This research report gives data from participants from a Chinese cultural background which gives new information regarding vocational commitment to change and opens new areas for further research.

Embeddedness and social support of self-initiated and assigned expatriates

2016 ◽  
Vol 4 (4) ◽  
pp. 453-475 ◽  
Author(s):  
Barbara Agha-Alikhani
Keyword(s):  
Social Support ◽  
Social Network ◽  
Mixed Methods ◽  
Qualitative Interviews ◽  
Mixed Methods Design ◽  
Content Type ◽  
Ego Networks ◽  
Network Embeddedness ◽  
Support Resources ◽  
Social Support Systems

Purpose The purpose of this paper is to investigate expatriates social networks and their role in delivering social support resources. Self-initiated expatriates (SIEs) and assigned expatriates (AEs) are compared in order to investigate similarities and differences between both groups. Design/methodology/approach Methodologically a mixed-methods study is conducted, using qualitative interviews and social network analysis (SNA) to investigate the structure of the respondent’s social support ego networks; and to gain an understanding of the use of those networks as well as the network embeddedness of the individuals. Findings The findings show that there are differences in structural terms as well as in the composition of the networks. While the networks of self-initiated individuals tend to be bigger in size, AEs networks tend to be denser. In terms of the composition traditional expatriates do have more ties with colleagues that are in the same company while the self-initiated group is more closely embedded within their occupation, with ties to colleagues worldwide. Originality/value This is one of the first studies to address social network embeddedness and social support systems of globally mobile employees by using SNA. As a mixed-methods design as well as psychological and sociological theories are applied, a contribution to linking disciplines as well as methodologies is undertaken.

Rewards and recognition to engage private bank employees

2016 ◽  
Vol 39 (12) ◽  
pp. 1738-1751 ◽  
Author(s):  
Piyali Ghosh ◽  
Alka Rai ◽  
Ragini Chauhan ◽  
Gargi Baranwal ◽  
Divya Srivastava
Keyword(s):  
Employee Engagement ◽  
Affective Commitment ◽  
Empirical Test ◽  
Outcome Variable ◽  
Normative Commitment ◽  
Private Bank ◽  
Content Type ◽  
Mediating Role ◽  
Bank Employees ◽  
The Impact

Purpose The purpose of this study is to examine the potential mediating role of employee engagement between rewards and recognition and normative commitment. Design/methodology/approach Responses of a sample of 176 private bank employees in India were used to examine the proposed mediated model. Findings The variable rewards and recognition is found to be significantly correlated to both employee engagement and normative commitment. Results of regression have been analyzed in line with the four conditions of mediation laid down by Baron and Kenny (1986). Further, SPSS macro developed by Preacher and Hayes (2004) is used to test the proposed mediation model. The relationship between rewards and recognition and normative commitment is found to become smaller after controlling the variable employee engagement. The results provide partial support to the mediation hypothesis. Originality/value Normative commitment has been less researched relative to the attention paid to affective commitment. Further, no research has yet focused on the impact of rewards and recognition on normative commitment, with the mediating impact of employee engagement. This study hence provides the first empirical test of the established relationship between rewards and recognition and employee engagement by introducing normative commitment as an outcome variable.

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