GOOD SOLDIERS OR GOOD DUTY? THE ROLE OF WORK VALUES AND CONTEXTUAL ANTECEDENTS IN PROSOCIAL ORGANIZATIONAL BEHAVIOR.

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

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The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v2i1.1119 ◽

2012 ◽

Vol 2 (1) ◽

pp. 175

Author(s):

Sayyed Mohsen Allameh ◽

Saeed Alinajimi ◽

Ali Kazemi

Keyword(s):

Social Security ◽

Organizational Behavior ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Identity ◽

Self Concept ◽

Citizenship Behavior ◽

Isfahan Province ◽

The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

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THE MEDIATING ROLE OF PERSONAL INITIATIVE IN THE RELATIONSHIP BETWEEN TEACHERS' WORK AUTONOMY AND SUBJECTIVE WELL-BEING

ATLAS JOURNAL ◽

10.31568/atlas.734 ◽

2021 ◽

Vol 7 (43) ◽

pp. 2094-2111

Author(s):

Kenan ORÇANLI ◽

Mustafa BEKMEZCİ

Keyword(s):

Organizational Behavior ◽

Structural Equation ◽

Well Being ◽

Subjective Well Being ◽

Job Autonomy ◽

Mediating Role ◽

Personal Initiative ◽

Work Autonomy ◽

The Relationship

The aim of the study is to examine the mediating role of personal initiative in the relationship between job autonomy and subjective well-being in the Turkish education system. In this context, the research was carried out on a sample created by the convenience sampling method on the teachers working in the 2019-2020 Education and Training Period at the primary and secondary education levels within the borders of Ankara Metropolitan Municipality. The data of the research are collected by using three scala, job autonomy scale, subjective well-being scale and personal initiative scale. Relational scanning model was used to determine the direction and level of change between the variables subject to the research, and partial least squares-structural equation model was used for the structural analysis of the established model. SmartPLS package program and R programming language were used in the study. In the analyses, the assumptions that need to be provided about the data were checked first, and then the established model was tested. As a result of the analysis; It has been determined that there is a significant and same-sided relationship between job autonomy, subjective well-being and personal initiative variables, and personal initiative plays a full mediator role in the relationship between work autonomy and subjective well-being. It is considered that the study will contribute to the organizational behavior literature and that the results obtained from the research can form the basis for future studies. Key words: Job Autonomy, Subjective Well-Being, Personal Initiative

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Predicting collective climates: assessing the role of shared work values, needs, employee interaction and work group membership

Journal of Organizational Behavior ◽

10.1002/(sici)1099-1379(199912)20:7<1199::aid-job981>3.0.co;2-n ◽

1999 ◽

Vol 20 (7) ◽

pp. 1199-1218 ◽

Cited By ~ 19

Author(s):

Scott A. Young ◽

Christopher P. Parker

Keyword(s):

Work Values ◽

Group Membership ◽

Work Group

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FROM SUBCONTRACTED R&D TO JOINT COLLABORATION: THE ROLE OF TRUST IN FACILITATING THIS PROCESS

International Journal of Innovation and Technology Management ◽

10.1142/s0219877004000180 ◽

2004 ◽

Vol 01 (02) ◽

pp. 205-231 ◽

Cited By ~ 20

Author(s):

PAUL RYAN ◽

MAJELLA GIBLIN ◽

EDEL WALSHE

Keyword(s):

Organizational Behavior ◽

Operations Management ◽

Management Practices ◽

Selection Process ◽

Negative Relationship ◽

High Tech ◽

Effective Selection ◽

Unstable Environment ◽

Consumer Tastes

High-technology companies operate in a dynamic and unstable environment due to rapidly changing technologies and consumer tastes. An increasing number of companies are engaging in joint R&D projects to subvent the constraints to competitiveness in this turbulent environment. Collaborative R&D activity has been studied from the perspectives of strategic management [Dodgson (1992)], organizational behavior [Powell et al. (1996)], operations management [Nooteboom et al. (2000)] and business-to-business marketing [Turnbull et al. (1996)]. Within the literature, trust has been identified as highly significant to alliance effectiveness, governance and the development of a long-term mutually beneficial relationship. [Perry et al. (2002); Ramaseshan and Loo (1998); Morgan and Hunt (1994); Ganesan (1994); Nooteboom et al. (2000)]. This paper describes a collaborative R&D project between two high-tech companies to trace the development of trust between the partners. It specifically considers the role of trust in facilitating the progression of their relationship from subcontracting to joint collaboration. Reaffirming existing theories, the findings of the paper identify partner compatibility and an effective selection process as well as openness and honesty as the foundations for trust. Moreover, sound management practices were found to foster high levels of co-operation and commitment to the relationship. The main contribution of the paper is the identification of opportunistic behavior as a possible positive phenomenon. This provides new insight to existing literature which traditionally assumes a negative relationship between trust and exploitative behavior.

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The Role of Physiological Contract Breach on Employee Reactions: Moderating Role of Organizational Trust

Pakistan Journal of Humanities and Social Sciences ◽

10.52131/pjhss.2019.0702.0083 ◽

2019 ◽

Vol 7 (2) ◽

pp. 233-244

Author(s):

Sumaira Rehman ◽

Shahzad Ali ◽

Muhammad Sajjad Hussain ◽

Aamir Zamir Kamboh

Keyword(s):

Job Satisfaction ◽

Organizational Behavior ◽

Psychological Contract ◽

Organizational Trust ◽

Equation Modeling ◽

Psychological Contract Breach ◽

Contract Breach ◽

Employee Reactions ◽

The Relationship

Psychological contract Breach (PCB) play a crucial role to shape employee reactions (ERs) Therefore; this study investigated the possessions of Psychological contract Breach on employee’s reactions (organizational behavior regarding citizenship, job satisfaction) under the moderation of organizational trust. Data were collected from 340 employees of the Health sector by using the technique of simple random sampling. Confirmatory factor analysis (CFA) technique has been used to check the validity of the data while structure equation modeling (SEM) technique has been used for test the relationship between variables. Our findings revealed that psychological contract breach had negative and significant relationships with employees’ reactions (organizational citizenship behavior, job satisfaction). Further, organizational trust is also significantly moderated on the relationship between PCB and employees’ reactions (organizational behavior regarding citizenship, job satisfaction).

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