Defining Post-Pandemic Work and Organizations: The Need for Team Belongingness and Trust

The COVID-19 pandemic has brought forth substantial unrest in the ways in which people work and organize. This had led to disconnection, rapid adaptation, work from home, emergence of a new digital industry, and an opportunity to create anew. This chapter provides a position for the future state of work and organizing, drawing on the belongingness hypothesis, to characterize a revised method of human connection that acknowledges unique differences in online connections. It also explores the role that flexibility and working from home have on organizational outcomes, through changing presenteeism, changes in how people develop trust, and how social resources are deployed. Advancing an understanding of this position creates a possible post-pandemic model of work that acknowledges the current climate and the learnings from before that pandemic. Through genuine acknowledgment of the current and past ways of working, it is possible to build a pathway to heighten employee’s sense of belonging and trust. This will support the return to, and evolution of, a form of normality post-pandemic.

The Effect of Organizational Culture and Employee Competence on Organizational Citizenship Behavior (OCB) with Work Motivation as a Mediation Variable (Case Study in Pekalongan District Land Office)

Having skilled employees is not enough to achieve the goals of an organization. What is most important is how to manage qualified employees to demonstrate their performance actively and engage in work and organizations with skills that cover all or even beyond their formal roles and responsibilities. Employees are expected by the organization, not in terms of completing tasks that conform to usual behavior but also behavior that provides performance that exceeds expectations or extra-role behavior. This extra-role behavior is also known as OCB. In this study, three variables can affect OCB, namely organizational culture, employee competence, and motivation as mediating variables. In measuring the relationship between the third variable and OCB, the researcher uses the SmartPLS application. And the results of the study show that organizational culture has a positive and significant effect on OCB, employee competence has a positive and significant effect on OCB, motivation can mediate the effect of employee competence on OCB but work motivation cannot judge the relationship between organizational culture and OCB.

Launching a Cross-disciplinary and Cross-national Conversation on Engaged Fatherhood

The aim of this chapter is to explain the motivations for launching an international, cross-disciplinary conversation on fatherhood engagement. This volume stemmed from a Meeting of Experts from three sectors: Health and Wellbeing, Social Policy, and Work and Organizations. This chapter illuminates the unique learning opportunity afforded by coming together to examine the differential and common struggles across these three fields to support engaged fatherhood. The chapter is divided in four parts covering (1) the urgency and importance of supporting fatherhood engagement, (2) the benefits of studying and supporting fatherhood engagement from a cross-sectoral perspective, (3) the main contribution of each chapter in this volume, and (4) our grateful acknowledgements of the many people who made this collaboration possible.

A Selective Review of Developments in Positive Studies of Work and Organizations

At the end of the 20th century, psychologists reacted to what they perceived as a negative bias in their field by launching the positive psychology movement. This movement had influential effects on organization studies; much scholarly attention was devoted to studying positive organizational phenomena. The article provides a brief, selective introduction to some of the developments resulting from the early-21st century focus on positive work and organization (PWO) studies. Findings of PWO are described in six different domains: psychological capital, organizational virtue, positive relationships, leadership, positive states and outcomes, and positive practice. The article also describes some outstanding challenges and promising directions for future development, including the nature of positivity, construct clarity, and the risks of co-optation.

Pandemics: Implications for research and practice in industrial and organizational psychology

Pandemics have historically shaped the world of work in various ways. With COVID-19 presenting as a global pandemic, there is much speculation about the implications of this crisis for the future of work and for people working in organizations. In this article, we discuss 10 of the most relevant research and practice topics in the field of industrial and organizational psychology that will likely be strongly influenced by COVID-19. For each of these topics, the pandemic crisis is creating new work-related challenges, but it is also presenting various opportunities. The topics discussed herein include occupational health and safety, work–family issues, telecommuting, virtual teamwork, job insecurity, precarious work, leadership, human resources policy, the aging workforce, and careers. This article sets the stage for further discussion of various ways in which I-O psychology research and practice can address the issues that COVID-19 creates for work and organizational processes that are affecting workers now and will shape the future of work and organizations in both the short and long term. This article concludes by inviting I-O psychology researchers and practitioners to address the challenges and opportunities of COVID-19 head-on by proactively adapting the work that we do in support of workers, organizations, and society as a whole.

Impact of CSR on Employee Satisfaction and Loyalty with Reference Cochin Port Trust, Ernakulam

Corporate Social Responsibility (CSR) initiatives not only impress potential customers, they also increase employee’s satisfaction, loyalty and commitment to the organization. Corporate social responsibility is one of the most important concepts now a day. More and more companies recognize their responsibility towards their stakeholders, and the implementation of CSR has been proved to have several advantages. Few of its benefits are the positive impact on job satisfaction, loyalty and commitment of employees towards the work and organizations. Studies on the topic have shown that this positive effect works in practice, in various sectors including shipping, logistics and ports. The research was conducted with 100 employees of Cochin Port Trust. The questionnaire was circulated among the employees to retrieve the data needed. The data collected was analyzed using ANOVA method. The results showed that there was a significant change in the satisfaction level of the employees based on the regular practice of the CSR activities followed in the organization. The study also found that the employees were more loyal and committed to their company which has been fulfilling its corporate social responsibility. Hence from the study it was concluded that the CSR activities practiced by the organization is one of the factor that helps to improve the satisfaction level and loyalty of employees towards the organization.

Emerging social and business trends associated with the Covid-19 pandemic

Purpose This paper aims to identify, classify and study emerging social and business trends associated with the outbreak of the Covid-19 pandemic. Design/methodology/approach By adopting the meta-synthesis method, the study scrutinizes, synthesizes and interprets the findings from a pool of publications. This approach results in identifying 53 key ideas that are classified under nine dominant trends. Findings The study identifies and examines nine major trends caused and intensified by the Covid-19 pandemic, i.e. the rise of authoritarianism, the new era of corporate welfare, deep imbalances in public finances, exacerbated inequalities, higher risks of poverty and famine, the dominance of giant corporations, the increasing influence of big tech, the accelerated innovation and the fluidity of work and organizations. The paper suggests that these trends are the continuation of the past three decades’ transformations, are contributing to the rising concentration of power and wealth and are leading to a new type of globalization marked by high connectivity and low tangibility. Originality/value The originality of this paper resides in adopting a multidisciplinary approach to analyzing various social and business dimensions of a complex phenomenon. While the study should not be viewed as a comprehensive investigation, it offers a groundwork for further research on Covid-19.

Work and Technological Change

The four chapters of this book summarize the results of thirty-five years dedicated to studying how technologies change work and organizations. The first chapter places current developments in artificial intelligence into the historical context of previous technological revolutions by drawing on William Faunce’s argument that the history of technology is one of progressive automation of the four components of any production system: energy, transformation, and transfer and control technologies. The second chapter lays out a role-based theory of how technologies occasion changes in organizations. The third chapter tackles the issue of how to conceptualize a more thorough approach to assessing how intelligent technologies, such as artificial intelligence, can shape work and employment. The fourth chapter discusses what has been learned over the years about the fears that arise when one sets out to study technical work and technical workers and methods for controlling those fears.

Discrimination in Work and Organizations

Discrimination is behaving differently toward people from different social identity groups, such as those based on race, ethnicity, gender, age, or some other category that is not related to the qualifications, contributions, or performance of the target group members. It is usually thought of as unfair and is often illegal. Discrimination has been the subject of substantial research in the social and behavioral sciences. It can entail acting more favorably toward those who have not earned it or less favorably toward those who have, although most of the research focuses on the negative behavior toward less favored groups rather than on the positive behavior toward more favored groups. Although discrimination can occur in many domains, this paper focuses primarily on discrimination in work and organizations. Research on labor market discrimination spans disciplines with most research being done in economics, sociology, psychology, and law, as well as in business or management. Such research has examined differences in access to jobs or employment including hiring and promotion, job rewards such as income and wages, evaluation of performance, treatment on the job from supervisors and coworkers, and unemployment or underemployment. Discrimination may be explicit or overt, but increasingly research has focused on more subtle forms of discrimination that reflect unconscious or implicit biases. Research also considers perceived discrimination. Research on discrimination has examined trends in discriminatory behavior or outcomes for various groups, comparisons across groups in terms of the extent or experience of discrimination, antecedents and the consequences of discrimination, as well as mediators and moderators of discriminatory behavior. Most research on discrimination has found that those from lower status or subordinate groups within any society are more likely to experience negative discrimination, while dominant group members almost always receive more favorable treatment. Although there are variations in terms of circumstance and context, native-born, heterosexual men from higher social classes and from dominant racial or ethnic groups are disproportionately found in the best jobs, with the most authority, and with the highest incomes, while women, racial or ethnic minorities, immigrants, those from working or lower classes, and those who are lesbian, gay, bisexual, or transgender are more likely to suffer adverse discrimination. An increasing emphasis on the intersectionality of social identity recognizes that the labor market experiences of particular people reflect the combination of their multiple identities. Discrimination can be interpersonal, intergroup, organizational, and it can be embedded in structures and institutions.

The Clinics of work: An Alternative Vision of Occupational Health

This theoretical paper depicts the clinics of work as a subdisciplinary and interdisciplinary field of the social psychology of work and organizations, interested in analyzing and intervening from a critical-clinical perspective in the subjectivity-work-context relationship, in the context of discomfort, suffering, and pleasure, and thus, in the mental health within this field. Consequently, it separates from traditional occupational health, which ignores subjective singularities. The subdiscipline of clinics of work develops the determinants of pleasure, discomfort, and suffering at work, standing out in the process as a possible alternative of occupational health, based on research practice and intervention from a critical perspective.