A Meta-Analytic Review of the Relationship Between Learning Organization and Organizational Performance and Employee Attitudes: Using the Dimensions of Learning Organization Questionnaire

2021 ◽  
pp. 153448432098736
Author(s):  
Boreum Ju ◽  
Yunsoo Lee ◽  
Sunyoung Park ◽  
Seung Won Yoon
Keyword(s):  
Organizational Performance ◽  
National Culture ◽  
Learning Organization ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Employee Attitudes ◽  
Future Research ◽  
Analytic Review ◽  
Dimensions Of Learning ◽  
The Relationship

The purpose of this meta-analysis study is to examine the correlations between the Dimensions of Learning Organization Questionnaire (DLOQ) and frequently examined outcomes including organizational performance and employee attitudes. Positive relationships were found between the DLOQ and organizational performance (e.g., financial, knowledge, and innovative performance) and employee attitudes (e.g., organizational commitment and job satisfaction) and the sub-dimensions (e.g., affective, continuance, and normative commitment), with a notable exception of a negative relationship between the DLOQ and turnover. Because the DLOQ has been used in many countries over the years, this study also examined the influence of national culture on the outcomes. Power distance moderated the relationship between the learning organization and overall organizational performance. Our meta-analytic review makes substantive contributions to the literature on the learning organization concept and the study of national culture as a significant moderator. Implications of these findings and suggestions for future research are discussed.

Electronic monitoring and surveillance in the workplace

2015 ◽  
Vol 44 (1) ◽  
pp. 161-175 ◽  
Author(s):  
Peter Jeffrey Holland ◽  
Brian Cooper ◽  
Rob Hecker
Keyword(s):  
Electronic Monitoring ◽  
Negative Relationship ◽  
Employee Attitudes ◽  
Employment Relationship ◽  
Future Research ◽  
Probit Regression ◽  
Content Type ◽  
Trust In Management ◽  
Monitoring And Surveillance ◽  
The Relationship

Purpose – Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. The purpose of this paper is to examine the relationship between EMS in the workplace on employees’ trust in management. Design/methodology/approach – This paper is based upon data from the 2012 Australian Electronic Workplace Survey of 500 randomly sampled employees. Controlling for a range of personal, job and workplace characteristics, the data were analysed using OLS and ordered probit regression. Findings – The regression analyses identified that EMS has, on average, a negative relationship with trust in management. The authors further differentiated the sample to examine the potential impact of EMS on trust between manual and non-manual employees. The study found the relationship between EMS and trust in management was only evident for manual workers. Research limitations/implications – Future research should investigate the extent to which employee attitudes, commitment and engagement are impacted, and the individual-level and organisational-level outcomes of EMS. Causal inferences are necessarily limited and the research does not address managers’ underlying motives. Although self-reported data on EMS reflect objectively measured characteristics of the organisation. Practical implications – EMS can have negative effects on the employment relationship through the loss of trust in management, especially for manual workers. Tangible effects may flow from this through withdrawal behaviour such as employee exit from the organisation. Social implications – The findings of this study provide evidence to add to the debate on the extent and impact of EMS in the workplace and its impact on employees, the employment relationship and productivity. Originality/value – Workplace surveillance is one of the most contentious issues facing employers, workers, unions, government and legal experts. However, little research has been undertaken on the effects of EMS on important job-related attitudes such as trust. The current paper remedies some of these deficits.

scholarly journals Ethnic Diversity and Social Trust: A Narrative and Meta-Analytical Review

2020 ◽  
Vol 23 (1) ◽  
pp. 441-465 ◽  
Author(s):  
Peter Thisted Dinesen ◽  
Merlin Schaeffer ◽  
Kim Mannemar Sønderskov
Keyword(s):  
Ethnic Diversity ◽  
Social Trust ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Future Research ◽  
Essential Question ◽  
Significant Negative Relationship ◽  
Core Concepts ◽  
Analytical Review ◽  
The Relationship

Does ethnic diversity erode social trust? Continued immigration and corresponding growing ethnic diversity have prompted this essential question for modern societies, but few clear answers have been reached in the sprawling literature. This article reviews the literature on the relationship between ethnic diversity and social trust through a narrative review and a meta-analysis of 1,001 estimates from 87 studies. The review clarifies the core concepts, highlights pertinent debates, and tests core claims from the literature on the relationship between ethnic diversity and social trust. Several results stand out from the meta-analysis. We find a statistically significant negative relationship between ethnic diversity and social trust across all studies. The relationship is stronger for trust in neighbors and when ethnic diversity is measured more locally. Covariate conditioning generally changes the relationship only slightly. The review concludes by discussing avenues for future research.

Overcoming Resistance Through Narratives: Findings from a Meta-Analytic Review

2020 ◽  
Vol 46 (4) ◽  
pp. 412-443 ◽  
Author(s):  
Chelsea L Ratcliff ◽  
Ye Sun
Keyword(s):  
Meta Analysis ◽  
Experimental Studies ◽  
Empirical Work ◽  
Effect Sizes ◽  
Future Research ◽  
Narrative Persuasion ◽  
Random Effects Models ◽  
Analytic Review ◽  
Narrative Engagement ◽  
The Relationship

Abstract To understand the mechanisms underlying narrative persuasion, a growing body of theoretical and empirical work suggests that narratives reduce audience resistance, possibly via narrative engagement. To synthesize this research, we performed a two-part meta-analysis using three-level random-effects models. Part I focused on experimental studies that directly compared narratives and non-narratives on resistance. Based on 15 effect sizes from nine experimental studies, the overall effect size was d = −.213 (equivalent r = −.107; p < .001), suggesting that narratives generated less resistance than non-narratives. Part II was a synthesis of studies of the relationship between narrative engagement and resistance, consisting of 63 effect sizes from 25 studies. Narrative engagement and resistance were negatively correlated (r = −.131; p < .001), and this relationship was moderated by narrative message characteristics, including genre, length, medium, and character unit. Implications of our findings and directions for future research are discussed.

scholarly journals Entrepreneurial orientation and firm performance: an updated meta-analysis

2019 ◽  
Vol 55 (2) ◽  
pp. 143-159
Author(s):  
Mauren do Couto Soares ◽  
Marcelo Gattermann Perin
Keyword(s):  
Firm Performance ◽  
Organizational Performance ◽  
Entrepreneurial Orientation ◽  
Positive Impact ◽  
Meta Analysis ◽  
Total Sample ◽  
Mediation Effects ◽  
Content Type ◽  
Analytic Review ◽  
The Relationship

Purpose The purpose of this paper is to analyze the relationship between entrepreneurial orientation (EO) and organizational performance through an updated and extended meta-analytic review that includes EO, mediators, moderators and performance results. Design/methodology/approach Using Pearson correlations as effect size statistics, and based on 80 independent samples from 78 studies, with a total sample size of 19,514 cases, the meta-analysis consolidates the empirical findings of this field of research. Findings The results reveal that there is a direct and positive impact of EO on organizational performance, and this effect is stronger for multi-item measures of performance and for revenue-based performance measures. In addition, the authors found partial mediation effects of learning orientation and innovativeness on the relationship between EO and firm performance. Originality/value The work contributes to the literature by demonstrating the importance of EO to organizational performance with a meta-analysis, reporting the partially mediating variables in this relationship and seeking to explain the observed inconsistencies in preceding results, also examining methodological moderating variables. Hence, the research extends previous meta-analytic studies done in the area.

scholarly journals The Antecedents of Thriving at Work: A Meta-Analytic Review

2021 ◽  
Vol 12 ◽  
Author(s):  
Danping Liu ◽  
Siwen Zhang ◽  
Yanling Wang ◽  
Yufei Yan
Keyword(s):  
Personality Traits ◽  
Meta Analysis ◽  
Future Research ◽  
Work Behaviors ◽  
Contextual Features ◽  
Analytic Review ◽  
Embedded Model ◽  
Individualistic Culture ◽  
The Relationship ◽  
Thriving At Work

In this study, a systematic and comprehensive meta-analysis of the relationship between thriving at work and its antecedents is conducted. The antecedents in terms of the characteristics of unit contextual features, the resources produced at work, agentic work behaviors, and personality traits are illustrated according to the socially embedded model of thriving described by Spreitzer and research. Additionally, we examine possible cultural influence on the relationship between thriving and its antecedents at different levels of individualistic culture. According to 67 independent samples (N = 28,097), our findings reveal the correlations between thriving at work and the antecedents such as those in the form of unit contextual features, the resources produced at work, agentic work behaviors, and personality traits. Furthermore, we find that individualism moderate the relationships between certain antecedents and thriving at work. Finally, we discuss the theoretical and practical implications of this study as well as the directions for future research.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

A Meta Analytic Review of the Relationship between Emotional Intelligence and Leadership Effectiveness

2019 ◽  
Vol 118 (9) ◽  
pp. 118-126
Author(s):  
Augusty P. A ◽  
Jain Mathew
Keyword(s):  
Systematic Review ◽  
Emotional Intelligence ◽  
Direct Relationship ◽  
Effective Leadership ◽  
Leadership Effectiveness ◽  
Meta Analysis ◽  
Correlation Coefficients ◽  
Review Of Literature ◽  
Analytic Review ◽  
The Relationship

The study evaluates the relationship between Emotional Intelligence and Leadership Effectiveness through a Systematic Review of Literature. The relationship has been evaluated in two steps. First, a Systematic review of literature was done to provide a theoretical framework to link the dimensions of Emotional Intelligence to the elements of effective leadership. Meta-analysis was then used to consolidate empirical evidence of the relationship. The studies for the meta-analysis were sourced from Pro Quest and EBSCO and the correlation coefficients of the studies were analysed. Only articles that presented the direct relationship between the variables were included in the study. The results of the analysis revealed a strong, statistically significant relationship between emotional intelligence and effective leadership. The findings of the study provide evidence for the proposition that Emotional Intelligence and Leadership Effectiveness are interrelated.

Psychological Empowerment and Job Satisfaction: A Meta-analytic Review

2021 ◽  
pp. 097226292199435
Author(s):  
Jain Mathew ◽  
Sridevi Nair
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Meta Analysis ◽  
Direct Relation ◽  
Review Of Literature ◽  
Organizational Settings ◽  
Analytic Review ◽  
The Relationship ◽  
Intervening Variables

Studies in the area of psychological empowerment have been on the rise since early 1990s. Given the large amount of information available, the researchers aim to consolidate findings, in order to arrive at a deeper understanding of the concept and its relation to job satisfaction of employees in organizations. The researchers have identified 50 studies, set in varied cultural and organizational settings. The data from these studies form the basis of the analysis in this paper. A meta-analysis of the findings of the chosen studies was conducted. This is followed by a systematic review of literature, to identify a few probable intervening variables that modify the relationship. The findings of the analysis suggest that the direct relation between psychological empowerment and job satisfaction is positive, strong and statistically significant. The study supports the validity of one of the earliest models explaining the relation. The paper establishes that the direct relation between psychological empowerment and job satisfaction is strong, positive and significant. The variations in the strength of the relationship is due to the presence of certain intervening variables like culture, age, educational qualification and experience.

scholarly journals The Performance Implication of Corporate Social Responsibility: The Moderating Role of Employee’s Prosocial Motivation

2021 ◽  
Vol 18 (6) ◽  
pp. 3128
Author(s):  
Min-Jik Kim ◽  
Byung-Jik Kim
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Organizational Performance ◽  
Future Research ◽  
Prosocial Motivation ◽  
Moderated Mediation Model ◽  
Micro Level ◽  
Corporate Social ◽  
The Relationship

Although there has been extensive research on the corporate social responsibility (CSR)–performance link, full understanding is still elusive. A possible reason for this is the limited understanding of the underlying processes that affect the relationship. Grounded in institutional theory, which emphasizes the importance of micro-level intermediating processes (e.g., employees’ perceptions and attitudes) to explain a macro-level association (i.e., CSR to organizational performance), we built a moderated mediation model where: (i) organization commitment mediated the influence of CSR on organizational performance, and (ii) an employee’s prosocial motivation moderated the relationship between CSR and organizational commitment. Using three-wave time-lagged survey data obtained from 302 Korean workers, we found that organizational commitment is an important micro-level process in the CSR–performance link, and that the level of an employee’s prosocial motivation can positively moderate that link. We discuss theoretical and practical implications, along with limitations and future research directions.

scholarly journals PSII-17 Program Chair Poster Pick: Effect of ruminal protozoa on methane emissions in ruminants – a meta-analysis

2020 ◽  
Vol 98 (Supplement_4) ◽  
pp. 397-398
Author(s):  
Xiaoxia Dai ◽  
Kenneth Kalscheur ◽  
Pekka Huhtanen ◽  
Antonio Faciola
Keyword(s):  
Dairy Cows ◽  
Meta Analysis ◽  
Random Effect ◽  
Negative Relationship ◽  
Small Ruminants ◽  
Methane Emissions ◽  
Mitigation Strategies ◽  
Positive Relationships ◽  
Ruminal Fermentation ◽  
The Relationship

Abstract The effects of ruminal protozoa (RP) concentration on methane emissions from ruminants were evaluated in a meta-analysis using 67 publications reporting data from 85 in vivo experiments. Experiments included in the database reported methane emissions (g/kg DMI) and RP (log10 cells/mL) from the same group of animals. Quantitative data including diet chemical composition, ruminal fermentation, total tract digestibility, and milk production; and qualitative information including methane mitigation strategies, animal type, and methane measurement methods were also collected. The studies were conducted in dairy cows (51%), beef steers (32%) and small ruminants (32%). 70% of the studies reported a reduction in methane emissions. Supplemental lipids reduced methane emissions 95% of the time. The relationship between methane emissions and RP concentration was evaluated as a random coefficient model with the experiment as a random effect and weighted by the inverse pooled SEM squared, including the possibility of covariance between the slope and the intercept. A quadratic effect of RP concentration on methane emissions was detected: CH4= -28.8 + 12.2 × RP-0.64 × RP2. To detect potential interfering factors in the relationship, the influence of several qualitative and quantitative factors were separately tested. Acetate, butyrate, and isobutyrate molar proportions had positive relationships with methane emissions and influenced the relationship between RP concentration and methane emissions, where the presence of ruminal fermentation variables reduced the effects of RP concentration in methane emissions. Total tract digestibility of DM, OM, and CP had negative relationships while NDF digestibility had a positive relationship with methane emissions; however, they only changed the magnitude of intercept and slope of RP and RP2 for the relationship. For dairy cows, milk fat and protein concentrations had positive relationships and milk yield had a negative relationship with methane emissions and changed the magnitude of intercept and slope of RP and RP2 for the relationship.

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