From shared climate to personal ecosystems: Why some people create unique environments

2021 ◽  
pp. 204138662110134
Author(s):  
Ray Friedman ◽  
Mara Olekalns
Keyword(s):  
Emotional Intelligence ◽  
Social Context ◽  
Organizational Behavior ◽  
Implicit Beliefs ◽  
Self Monitoring ◽  
Individual Traits ◽  
Managerial Implications ◽  
Low Levels ◽  
And Behaviors ◽  
Do So

Much of organizational behavior research looks at how social context influences individuals’ experiences and behaviors. We add to this view by arguing that some individuals create their own contexts, and do so in a way that follows them across dyads, groups, and organizations. We call these individual-specific contexts “personal ecosystems,” and propose that they are created when an actor consistently engages in visible behaviors that trigger similar and visible reactions across targets of that behavior. We attribute the formation of personal ecosystems to social inertia, and identify three individual traits that increase the likelihood that an individual’s behavior is consistent across people and situations: low self-monitoring, implicit beliefs, and low levels of emotional intelligence. Finally, we discuss why understanding personal ecosystems is important for organizations, identify managerial implications of this phenomenon, and strategies for diminishing the likelihood of having personal ecosystems.

Ups and downs on the roller coaster of task conflict: the role of group cognitive complexity, collective emotional intelligence and team creativity

2020 ◽  
Vol 18 (1) ◽  
pp. 23-37
Author(s):  
Andreea Gheorghe ◽  
Oana Fodor ◽  
Anișoara Pavelea
Keyword(s):  
Emotional Intelligence ◽  
Cognitive Complexity ◽  
Empirical Support ◽  
Task Conflict ◽  
Team Creativity ◽  
Mediating Role ◽  
Low Levels ◽  
Explanatory Mechanism ◽  
The Relationship

This study explores the association between task conflict and team creativity and the role of group cognitive complexity (GCC) as a potential explanatory mechanism in a sample of 159 students organized in 49 groups. Moreover, we analyzed the moderating effect of collective emotional intelligence (CEI)in the relationship between task conflict and GCC.As hypothesized, we found that task conflict has a nonlinear relationship with GCC, but contrary to our expectations, it follows a U-shaped association, not an inversed U-shape. In addition,the moderating role of CEI was significant only at low levels. Contrary to our expectation, the mediating role of GCC did not receive empirical support. Theoretical and practical contributions are discussed.

Conclusions

2017 ◽  
Author(s):  
Geoff Moore
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Virtue Ethics ◽  
Organizational Ethics ◽  
Stakeholder Approach ◽  
Individual Level ◽  
Managerial Implications ◽  
The Individual ◽  
Corporate Social ◽  
Do So

The purpose of the concluding chapter is to review and draw some conclusions from all that has been covered in previous chapters. To do so, it first summarizes the MacIntyrean virtue ethics approach, particularly at the individual level. It then reconsiders the organizational and managerial implications, drawing out some of the themes which have emerged from the various studies which have been explored particularly in Chapters 8 and 9. In doing so, the chapter considers a question which has been implicit in the discussions to this point: how feasible is all of this, particularly for organizations? In the light of that, it revisits the earlier critique of current approaches to organizational ethics (Corporate Social Responsibility and the stakeholder approach), before concluding.

FEATURES OF DEVELOPMENT OF EMOTIONAL INTELLIGENCE AMONG SOLDIERS

2021 ◽  
Vol 66 (1) ◽  
pp. 57-62
Author(s):  
Z.Sh. Karakulova ◽  
◽  
A.A. Toktakulinov ◽  
Keyword(s):  
Emotional Intelligence ◽  
Military Personnel ◽  
Low Levels ◽  
Collective Term

This article examines the features and importance of the development of emotional intelligence in military personnel. Emotional intelligence is a collective term that implies a person's ability to identify emotions, to understand the intentions, motivations and desires of other people and their own, as well as the ability to manage their emotions and the emotions of others. Factors of subjective control and its relationship with low levels of empathic abilities.

scholarly journals Emotional Intelligence and Spiritual Leadership: An Organizational Study

Economics ◽  
2021 ◽  
Vol 104 (3-5) ◽  
pp. 153-165
Author(s):  
Rami Aljabali Rami Aljabali
Keyword(s):  
Emotional Intelligence ◽  
Data Collection ◽  
Job Performance ◽  
Organizational Behavior ◽  
Behavioral Science ◽  
Spiritual Leadership ◽  
Research Strategy ◽  
Primary Data ◽  
Full Potential ◽  
Structured Interviews

The work addresses the problems in the field of organizational behavioral science and explores the emotional intelligence and spiritual leadership. The aim of this study is to understand the essence of emotional intelligence and spiritual leadership and their impact on organizational success, employee behavior, labor productivity, employees’ jobs performance. The epistemological view of this study is subjective interpretivism and ontology, as the views, experiences, and behaviors of the participant in contextual social events are gathered to evaluate the results and draw conclusions. The research strategy is a case study, stratified sampling will be used for the data collection phase. The primary data are obtained from the qualitative data collection techniques such as the semi-structured interviews, observation and MSCEIT test. Additionally, there is highlighted how the role of emotional stability, social skills and general mental capabilities play in employees’ job performance as compared to IQ. This will emphasize the relationship between the emotional intelligence and job performance within different business sectors. Moreover, spiritual leadership is not something usually managers tend to utilize within their practice. This study will emphasize the importance of spiritual leadership mixed with high levels of emotional intelligence. Based on the findings, this research will suggest a new strategy for creating policies that will set employees on a path to reach their full potential in the organization. Finally, the findings are supposed to shed a light on the effect of emotional intelligence and leadership’s ability to increase overall productivity despite a person’s IQ and academic capabilities. Keywords: Organizational Behavior, Spiritual Leadership, Emotional Intelligence, IQ.

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.

scholarly journals Ketolide Antimicrobial Activity Persists after Disruption of Interactions with Domain II of 23S rRNA

2004 ◽  
Vol 48 (10) ◽  
pp. 3677-3683 ◽  
Author(s):  
Guy W. Novotny ◽  
Lene Jakobsen ◽  
Niels M. Andersen ◽  
Jacob Poehlsgaard ◽  
Stephen Douthwaite
Keyword(s):  
Antimicrobial Activity ◽  
Ribosomal Subunit ◽  
23S Rrna ◽  
Alkyl Aryl ◽  
Interaction Sites ◽  
Enhanced Resistance ◽  
Low Levels ◽  
Domain V ◽  
Block Protein Synthesis ◽  
Do So

ABSTRACT Ketolides are the latest derivatives developed from the macrolide erythromycin to improve antimicrobial activity. All macrolides and ketolides bind to the 50S ribosomal subunit, where they come into contact with adenosine 2058 (A2058) within domain V of the 23S rRNA and block protein synthesis. An additional interaction at nucleotide A752 in the rRNA domain II is made via the synthetic carbamate-alkyl-aryl substituent in the ketolides HMR3647 (telithromycin) and HMR3004, and this interaction contributes to their improved activities. Only a few macrolides, including tylosin, come into contact with domain II of the rRNA and do so via interactions with nucleotides G748 and A752. We have disrupted these macrolide-ketolide interaction sites in the rRNA to assess their relative importance for binding. Base substitutions at A752 were shown to confer low levels of resistance to telithromycin but not to HMR3004, while deletion of A752 confers low levels of resistance to both ketolides. Mutations at position 748 confer no resistance. Substitution of guanine at A2058 gives rise to the MLSB (macrolide, lincosamide, and streptogramin B) phenotype, which confers resistance to all the drugs. However, resistance to ketolides was abolished when the mutation at position 2058 was combined with a mutation in domain II of the same rRNA. In contrast, the same dual mutations in rRNAs conferred enhanced resistance to tylosin. Our results show that the domain II interactions of telithromycin and HMR3004 differ from each other and from those of tylosin. The data provide no indication that mutations within domain II, either alone or in combination with an A2058 mutation, can confer significant levels of telithromycin resistance.

Does Cultural Brand Sponsorship Pay Off?

2021 ◽  
Vol 12 (2) ◽  
pp. 1-16
Author(s):  
Eun-Mi Lee ◽  
Sungjoon Yoon
Keyword(s):  
Brand Management ◽  
Corporate Image ◽  
Consumer Attitude ◽  
Self Monitoring ◽  
Do So

This study aims to find out whether a company's cultural sponsorship activities contribute to improving the consumers' attitude toward the company's product ads. To do so, the researchers adopted three intermediate factors such as corporate image, self-brand congruity, and self-monitoring. This study found that consumer attitude toward cultural sponsorship significantly affects corporate image. Self-brand congruity significantly mediates between attitude toward cultural sponsorship and the company's product ad attitude measured for two types of ads: image-based ad and product-based ad. This study also found that self-monitoring with cultural sponsorship activities significantly moderate between self-brand congruity and ad attitude. The finding that not only the corporate image but the attitude toward cultural sponsorship contributed to a positive ad attitude through brand congruity sheds significant strategic insights for brand management.

Conclusions

2016 ◽  
Author(s):  
John R. Bowen
Keyword(s):  
Social Context ◽  
South Asia ◽  
Social Transformations ◽  
Social Forms ◽  
British Muslims ◽  
Do So

This concluding chapter examines the concentration of British Muslims within British locations. Concentration of people with similar pasts, old-country anchors, and theological tendencies makes it possible to draw rings around one's own group, and to build bridges back home without sensing a need to do so with those next door. But even if some Islamic public actors have seen little reason to move away from established modes of reasoning and practice, and the very welcoming soil of Britain has encouraged them to reproduce older forms, doing so in a new context has inevitably led to social transformations—all the more as the new contexts shift in response to these efforts. Indeed, the shariʻa councils are not replicas of anything existing today or yesterday in South Asia but an effort to create—on the basis of remembered social forms but in a new social context—mechanisms to respond to British Muslims' demands.

Advertising in the World of Social Media-Based Brand Communities

2018 ◽  
pp. 545-556
Author(s):  
Mohammad Reza Habibi ◽  
Michel Laroche ◽  
Marie-Odile Richard
Keyword(s):  
Social Media ◽  
Social Context ◽  
External World ◽  
Brand Community ◽  
Five Dimensions ◽  
Brand Communities ◽  
The World ◽  
Do So

Social media has revolutionized marketing practices and created many opportunities for smart marketers to take advantage of its unique characteristics. The purpose of this chapter is to introduce the concept of Social Media-Based Brand Communities to advertisers and show how they can use these communities to work for them in creating and distributing favorable communication messages to masses of consumers. The authors underscore that consumers in a brand community can be employed as unpaid volunteer ambassadors of the brand who diligently try to create favorable impressions about the brand in the external world. Social media has also empowered them to do so through participating in brand communities based in social media. These communities, however, are different from conventional brand communities on at least five dimensions: social context, structure, scale, storytelling, and myriad affiliated communities. Therefore, marketers should treat such communities differently. This chapter provides the essentials all marketers should know before facilitating brand communities in social media.

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