scholarly journals A REVIEW OF PERSON-ORGANIZATIONAL CONGRUENCE AND OUTCOME VARIABLES

2020 ◽  
pp. 1-6
Author(s):  
Nawaz Ali ◽  
Dr. Parvez Ahmad Shah
Keyword(s):  
Organizational Citizenship ◽  
Turnover Intention ◽  
Work Performance ◽  
Organizational Level ◽  
Intention To Stay ◽  
Individual Level ◽  
Organizational Behaviour ◽  
Organizational Outcome ◽  
Individual Outcome ◽  
Organizational Congruence

The accessible writing is occupied with affirmation proposing the necessity for picking and utilizing proper individuals for the organization's, likewise as reporting the significance of congruence among people at workplaces with the organization and making this relationship among the duo stronger for the general accomplishment of the great number of objectives of the organization and all the stakeholders associated directly or indirectly with the organizations. Likewise, researchers, experts and practitioners in the field of organizational behaviour and its allied fields across the globe have demonstrated and proved a lot of enthusiasm in examining the domain of person-organizational congruence in relation to several individual level organizational level outcomes like, organizational commitment, work satisfaction, organizational citizenship behaviour, work performance, turnover intention and intention to stay. Research’s that have been carried out as of now on person-organizational congruence and its relationship with several individual level and organizational level outcomes were limited in context to the Indian settings and growing number of studies advised a need to further investigate person-organizational congruence and its relationship with individual and organizational level outcomes. In light of this developing essentialness associated to the phenomenon of person-organizational congruence domain the present examination is as such a modest undertaking toward this way. KEY WORDS: person-organizational congruence, organizational outcome variables, individual outcome variables

Individual- and Organizational-Level Consequences of Organizational Citizenship Behaviors

2017 ◽  
Author(s):  
Scott B. Mackenzie ◽  
Nathan P. Podsakoff ◽  
Philip M. Podsakoff
Keyword(s):  
Boundary Conditions ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Organizational Level ◽  
Citizenship Behaviors ◽  
Individual Group ◽  
Environmental Characteristics ◽  
Individual Level ◽  
The Individual

Although the effects of organizational citizenship behaviors on individual-level and organizational-level outcomes have been well documented in the literature, far less is known about the theoretical mechanisms that explain these effects, or the boundary conditions that influence their strengths. Thus, for the purposes of this chapter, after providing a brief summary of the effects of OCB on individual- and organizational-level outcomes, we identify the theoretical mechanisms through which OCBs are believed to produce their effects, and the individual, group, supervisor, task, organizational, and cultural/environmental characteristics that moderate these effects. In addition, we also suggest how several prototypical forms of OCB (helping, sportsmanship, and voice) might be related to these mediators and how the relationships between these different forms of OCB and individual- and organizational-level outcomes might be influenced by these moderators.

Developing Individual Level Outcome Measures in the Context of Knowledge Management Success

2010 ◽  
pp. 106-127 ◽  
Author(s):  
Shahnawaz Muhammed ◽  
William J. Doll ◽  
Xiaodong Deng
Keyword(s):  
Knowledge Management ◽  
Structural Equation ◽  
Conceptual Knowledge ◽  
Work Performance ◽  
Organizational Level ◽  
Equation Modeling ◽  
Contextual Knowledge ◽  
Individual Level ◽  
And Performance ◽  
The Individual

Success of organizational level knowledge management initiatives depends on how effectively individuals implementing these initiatives use their knowledge to bring about outcomes that add value in their work. To facilitate assessment of individual level outcomes in the knowledge management context, this research provides a model of interrelationships among individual level knowledge management success measures which include conceptual knowledge, contextual knowledge, operational knowledge, innovation, and performance. The model was tested using structural equation modeling based on data collected from managerial and professional knowledge workers. The results suggest that conceptual knowledge enhances operational and contextual knowledge. Contextual knowledge improves operational knowledge and is also a key predictor of innovations. The innovativeness of an individual’s work along with operational knowledge enhances work performance. The results support the proposed model. This model can potentially be used for measuring knowledge management success at the individual level.

scholarly journals “The Power of a Firm’s Benevolent Act”: The Influence of Work Overload on Turnover Intention, the Mediating Role of Meaningfulness of Work and the Moderating Effect of CSR Activities

2021 ◽  
Vol 18 (7) ◽  
pp. 3780
Author(s):  
Yun-Seok Hwang ◽  
Byung-Jik Kim
Keyword(s):  
Positive Psychology ◽  
Turnover Intention ◽  
Organizational Level ◽  
Negative Effects ◽  
Data Set ◽  
Work Overload ◽  
Individual Level ◽  
Mediating Role ◽  
Corporate Social

Although previous works have examined how work overload affects the perceptions, attitudes, and behaviors of members in an organization, those studies have paid insufficient attention to the mediating and contingent factors in the work overload–turnover intention link from the perspective of positive psychology. Considering the theoretical and practical value and importance of positive psychology, studies that use it to investigate underlying processes are needed. Also, existing studies on work overload have focused on the moderating role of individual-level variables to reduce the negative effects of work overload, mostly ignoring the importance of organizational-level moderators. To resolve those issues, we hypothesize that the meaningfulness of an employee’s work mediates the relationship between work overload and turnover intention. Corporate social responsibility (CSR) practices could moderate the association between work overload and the meaningfulness of work. Using a three-wave data set gathered from 356 currently working employees in South Korea, we reveal not only that the meaningfulness of work mediates the work overload–turnover intention link, but also that CSR activities play a buffering role in the work overload–meaningfulness of work link. Our findings suggest that, from the perspective of positive psychology, the degree of meaningfulness of work (as a mediator) and CSR activities (as a moderator) function as intermediating mechanisms in the work overload–turnover intention link.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

A Culture of Organizational Grit From the Perspective of U.S. Military Officers: A Qualitative Inquiry

2021 ◽  
pp. 0095327X2098519
Author(s):  
Celeste Raver Luning ◽  
Prince A. Attoh ◽  
Tao Gong ◽  
James T. Fox
Keyword(s):  
Research Question ◽  
Qualitative Inquiry ◽  
Growth Mindset ◽  
Organizational Level ◽  
Military Officers ◽  
Individual Level ◽  
Qualitative Research Design ◽  
Professional Pride ◽  
The Individual ◽  
The Military

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.

Factors Influencing Nurses’ Intention to Leave and Intention to Stay: An Integrative Review

2020 ◽  
Vol 32 (4) ◽  
pp. 218-228 ◽  
Author(s):  
Luma Ghazi Al Zamel ◽  
Khatijah Lim Abdullah ◽  
Chong Mei Chan ◽  
Chua Yan Piaw
Keyword(s):  
Leadership Style ◽  
Turnover Intention ◽  
Quality Care ◽  
Intention To Leave ◽  
Critical Issue ◽  
Integrative Review ◽  
Quality Of Work Life ◽  
Intention To Stay ◽  
Nursing Retention ◽  
Work Family

Nursing retention is a critical issue for organization. High nurses’ turnover impact negatively on an organization requirement to meet patient needs and quality care. This integrative review aims to critically review and synthesize published studies to obtain better understanding of the determinants of nurse’s intention to leave or stay in the organization. Thirty-seven studies which met the inclusion criteria from different locations using a variety of instruments and research designs were identified using PRISMA guideline. Many factors including job satisfaction, organizational commitment, quality of work life, work environment, leadership style, bullying at work, family reason, and job security were identified to be associated negatively with nurse’s intention to leave and positively with intention to stay in organization. More qualitative studies are needed to understand in depth, the reasons and factors that underlie and influence turnover, intention to leave or remain in organization.

Sign in / Sign up

Export Citation Format

Share Document