The Persistence of Flexible Organizational Routines: The Role of Agency and Organizational Context

2005 ◽  
Vol 16 (6) ◽  
pp. 618-636 ◽  
Author(s):  
Jennifer A. Howard-Grenville
Keyword(s):  
Organizational Context ◽  
Organizational Routines

Artefacts and the Dynamics of Truces in Organizational Routines

2018 ◽  
Author(s):  
Nicolás J.B. Wiedemann ◽  
Leona Wiegmann ◽  
Juergen Weber
Keyword(s):  
Single Case ◽  
Single Case Study ◽  
Organizational Routines ◽  
Process Perspective ◽  
Temporary Settlement

Organizational routines can constitute a temporary settlement of individual actors’ diverging interests, described as a truce that enables the routine as a collective accomplishment to proceed. In this regard, scholars have recognized the central but ambiguous role of artefacts; they may be used to coordinate the interactions in routines but may also be mobilized to serve individual interests. Following this line of thinking, this chapter assumes a process perspective to advance our understanding of how such temporal settlements are continuously formed and in particular, the role artefacts play in this process. Based on a single case study over a period of thirty-three months, it analyses the use of a newly implemented artefact that inadvertently impeded smooth routine functioning as the artefact provided content that gave actors leeway to act out their interests in enacting the routine.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

So far and yet so near: The emerging characteristics, forms and configurations of organizational proximity in the context of digitalization

2021 ◽  
pp. 1-16
Author(s):  
Hongxia Peng
Keyword(s):  
Conceptual Framework ◽  
Crucial Role ◽  
Organizational Context ◽  
Organizational Studies ◽  
Cognitive Approach ◽  
Analytical Review ◽  
Organizational Proximity ◽  
Conceptual Study ◽  
Management Cognition

BACKGROUND: The current pandemic crisis evidences the importance of questioning and reconsidering the evolution of organizational proximity and the crucial role of digitalization in the emergence of new characteristics, forms and configurations of organizational proximity. OBJECTIVE: This article presents a conceptual study aimed at analyzing the evolution of organizational proximity in the context of digitalization. METHODS: Adopting a systemic-cognitive approach inspired by existing studies on management cognition and the biology of cognition, this article first presents an analytical review of existing research in organizational studies and proposes a taxonomy of proximity based on the forms and characteristics identified in the organizational context. Second, it introduces the notion of a proximity unit, based on which a conceptual framework for analyzing organizational proximity is conceived. RESULTS: Based on the proposed framework, this article analyzes the new characteristics and forms of organizational proximity and identifies possible configurations of organizational proximity by pointing out the emergence of substituted proximity propelled by digitalization and formulating six propositions. CONCLUSIONS: The article ends by arguing that it is important for organizations to conceive a composite proximity strategy by taking into account the effect of substituted proximity, driven by digitalization, in the configuration of organizational proximity.

scholarly journals Necessity for a comprehensive psychometric policy within an organization

1990 ◽  
Vol 16 (1) ◽  
Author(s):  
T. H. Veldsman
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Context ◽  
Psychometric Testing ◽  
Definition Of

Psychometric testing is an important, valuable, widespread and legally protected activity in South Africa. Within the ambit of the organizational context a psychometric policy is required to guide and direct this activity. The purpose of this article is to show how the need for such a policy within an organization can be fulfilled. The article proceeds as follows: firstly, the positioning of a psychometric policy within the overall human resource management of an organization is discussed; secondly, a definition of the term 'psychometric policy' and the aims thereof are given; thirdly, a suggested content for such a policy is outlined; fourthly a method of generating this policy is proposed; and lastly, the role of the psychologist in this regard is indicated.  Opsomming Psigometriese toetsing is 'n belangrike, waardevolle, algemene en wetlik beskermde aktiwiteit in Suid-Afrika. Binne organisatoriese verband word 'n psigometriese beleid benodig om hierdie aktiwiteit te lei en rig. Die doel van hierdie artikel is om aan te toon hoe die behoefte aan sodanige beleid in 'n organisasie vervul kan word. Die artikel verloop soos volg: eerstens, word die plasing van 'n psigometriese beleid binne die algemene menslike hulpbronbestuur van die organisasie bespreek; tweedens, word 'n definisie van die begrip "psigometriese beleid" en die doelwitte daarvan gegee; derdens, word 'n voorgestelde inhoud vir sodanige beleid aan die orde gestel; uierdens, word 'n metode aangedui waarvolgens hierdie beleid daargestel kan word; en laastens, word die rol van die sielkundige in hierdie area aangedui.

scholarly journals The Impact of Organizational Context on the Levels of Cross-Border E-Commerce Adoption in Chinese SMEs: The Moderating Role of Environmental Context

2021 ◽  
Vol 16 (7) ◽  
pp. 2732-2749
Author(s):  
Anaf Abdulkarem ◽  
Wenhua Hou
Keyword(s):  
Online Survey ◽  
Organizational Context ◽  
Positive Impact ◽  
Environmental Context ◽  
Cross Border ◽  
Level 3 ◽  
Four Levels ◽  
The Impact ◽  
Moderating Role

With the rapid technological developments, cross-border e-commerce (CBEC) as a sector is also expanding rapidly. In the past couple of decades, China has become a major force in promoting and developing CBEC and, therefore, it was needed to explore the various antecedents and outcomes of Chinese CBEC to expand the understanding and existing CBEC scholarship. Ample studies have been conducted to understand the antecedents and outcomes of CBEC. However, limited studies have explored such variables which can mitigate the adoption of CBEC. With this background, this empirical study was focused on addressing this gap by studying the moderating role of environmental context between organizational context and the four levels of CBEC adoption with the help of a technology-organization-environment framework. SMEs operating in China were targeted for data collection, where data were collected through an online survey. A final sample size of 208 was recorded. It was found that the organizational context has a direct and positive impact on all four levels of CBEC adoption. Furthermore, the moderating role of environmental context on Level 1 and 2 was not supported. Finally, the moderating role of environmental context on Level 3 and 4 was supported by the data. It was concluded that the organizational context plays a significant role in shaping CBEC at all four levels, whereas the environmental context has the potential to mitigate the relationships between organizational context and CBEC Level 3 and 4.

scholarly journals Online Communities, Gen Y and Civic Engagement: An Investigation of Youth Leadership Development Potential  in the Context of Social and Democratic Issues

2021 ◽  
Author(s):  
◽  
Lanoi Maloiy
Keyword(s):  
Civic Engagement ◽  
Social Participation ◽  
Online Communities ◽  
Organizational Context ◽  
Leadership Skills ◽  
Participatory Approach ◽  
Youth Leadership ◽  
Gen Y ◽  
Community Issues

<p>Leadership is an extensively discussed and researched concept in scholarship. A vast amount of literature focuses on adult leadership, especially in a political and organizational context. Adult leadership places emphasis on the role of individual leaders, whilst youth leadership takes a participatory approach. Leadership scholars indicate that this participatory approach to youth leadership, involves young people addressing community concerns and at a civic level, engaging in planning and decision-making. Social participation traits and civic identity are developed during adolescence yet very little research has been undertaken in this area since the 1960s. This suggests that youth leadership is an overlooked research stream. Current studies on Gen Y indicate that this demographic are technologically proficient especially with regard to Web 2.0 tools, but also disengaged from their community. This research project examines the use of online communities to influence the leadership skills of a Gen Y cohort in the context of social participation and civic engagement. In this study a focus group and an online wiki were used to investigate how Gen Y teenagers in Wellington, New Zealand used online communities to develop and exercise their leadership skills through civic and social action endeavours. Results from the study indicate that youth leadership, in an online context, centres on the role of organisers who foster civic participation through online community networks. Thus youth leadership is strengthened through participation in civic and community issues using online communities. Adult perceptions of youth and the low credibility of online communities, as perceived by youth, were found to act as barriers to online youth leadership. The findings highlight the importance of adults acknowledging youth in social participation and civic endeavours. This study extends research in the youth leadership stream and enhances our understanding of Gen Y and their use of online communities.</p>

scholarly journals Beyond Formal Access: Organizational Context, Working From Home, and Work–Family Conflict of Men and Women in European Workplaces

2018 ◽  
Vol 151 (2) ◽  
pp. 383-402 ◽  
Author(s):  
Tanja van der Lippe ◽  
Zoltán Lippényi
Keyword(s):  
Family Conflict ◽  
Organizational Context ◽  
Work And Family ◽  
Work Family Conflict ◽  
Men And Women ◽  
Organizational Survey ◽  
Working From Home ◽  
Work Family ◽  
Ideal Worker

AbstractWorking from home has become engraved in modern working life. Although advocated as a solution to combine work with family life, surprisingly little empirical evidence supports that it decreases work–family conflict. In this paper we examine the role of a supportive organizational context in making working from home facilitate the combination of work and family. Specifically, we address to what extent perceptions of managerial support, ideal worker culture, as well as the number of colleagues working from home influence how working from home relates to work–family conflict. By providing insight in the role of the organizational context, we move beyond existing research in its individualistic focus on the experience of the work–family interface. We explicitly address gender differences since women experience more work–family conflict than men. We use a unique, multilevel organizational survey, the European Sustainable Workforce Survey conducted in 259 organizations, 869 teams and 11,011 employees in nine countries (Bulgaria, Finland, Germany, Hungary, Netherlands, Portugal, Spain, Sweden, United Kingdom). Results show that an ideal worker culture amplifies the increase in work family conflict due to working from home, but equally for men and women. On the other hand, women are more sensitive to the proportion of colleagues working from home, and the more colleagues are working from home the less conflict they experience.

Besluitvorming rondom pensioneren: de invloed van werk- en organisatiecontext

2011 ◽  
Vol 24 (4) ◽  
Author(s):  
Hanna van Solinge ◽  
Kène Henkens
Keyword(s):  
Decision Making ◽  
Older Workers ◽  
Organizational Context ◽  
Work Place ◽  
Retirement Age ◽  
Decision Making Process ◽  
Older Individuals ◽  
Organizational Policies ◽  
Retirement Decision

The retirement decision making process: the role of work and organizational context The retirement decision making process: the role of work and organizational context Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 428-450.This article links organizational forces to individual decision making on retirement. We examine to what extent work characteristics and organizational context (organizational policies and workplace norms toward retirement) affect the (planned) retirement age of workers aged 50 and over. We use data from the NIDI Work and Retirement Panel. This is a longitudinal study among older workers of three private sector organizations and among civil servants in the Netherlands. We use information for those employees that participated in 2001 as well in 2007 (N = 1,611). The results indicate that job characteristics are associated with retirement decision making: older individuals with attractive jobs (in terms of challenge and growth) have a higher (planned) retirement age, the opposite holds for older workers with demanding jobs. Social forces in the work place are relevant as well. The results indicate that older workers in organizations with an ‘early exit culture’, where almost all co-workers take early retirement, show a low propensity to continue working. Perceived supervisor support for extending working life has the opposite effect. Workers that feel that their supervisor has a positive attitude towards working longer, have a higher (planned) retirement age.

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