The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

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Lu Lu

2015-11-01

Full Text Available Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap. A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap.

The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital.

Science.gov (United States)

Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

2015-11-30

Police officers' job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September-October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers' job satisfaction should be developed in the future, especially the enhancement of PsyCap.

The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

Science.gov (United States)

Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

2015-01-01

Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap. PMID:26633436

The Effect of Work Stress and Coping on Organizational Justice: An Empirical Investigation of Turkish Telecommunications and Banking Industries

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Tutku Seckin-Celik

2016-12-01

Full Text Available The aim of this paper is to investigate the role of coping mechanisms and work stress on employees’ perceptions of organizational justice. A survey of 211 white-collar employees in the banking and telecommunications industries was taken. Multiple regression analyses were performed in order to understand the effect of coping mechanisms and work stress on organizational justice. The results showed that overall perception of justice is affected negatively by work stress and positively by coping mechanisms, except emotion-focused coping. However, sub-dimensions of organizational justice showed distinctive relationship patterns. Thus, it was concluded both individual and organizational determinants play a role in employees’ perceptions of organizational justice.

The organizational stress measure: an integrated methodology for assessing job-stress and targeting organizational interventions.

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Spurgeon, Peter; Mazelan, Patti; Barwell, Fred

2012-02-01

This paper briefly describes the OSM (Organizational Stress Measure) which was developed over a decade ago and has evolved to become a well-established practical method not only for assessing wellbeing at work but also as a cost-effective strategy to tackle workplace stress. The OSM measures perceived organizational pressures and felt individual strains within the same instrument, and provides a rich and subtle picture of both the organizational culture and the personal perspectives of the constituent staff groups. There are many types of organizational pressure that may impact upon the wellbeing and potential effectiveness of staff including skill shortages, ineffective strategic planning and poor leadership, and these frequently result in reduced performance, absenteeism, high turnover and poor staff morale. These pressures may increase the probability of some staff reacting negatively and research with the OSM has shown that increased levels of strain for small clusters of staff may be a leading indicator of future organizational problems. One of the main benefits of using the OSM is the ability to identify 'hot-spots', where organizational pressures are triggering high levels of personal strain in susceptible clusters of staff. In this way, the OSM may act as an 'early warning alarm' for potential organizational problems.

Organizational stressors associated with job stress and burnout in correctional officers: a systematic review

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Finney Caitlin

2013-01-01

Full Text Available Abstract Background In adult correctional facilities, correctional officers (COs are responsible for the safety and security of the facility in addition to aiding in offender rehabilitation and preventing recidivism. COs experience higher rates of job stress and burnout that stem from organizational stressors, leading to negative outcomes for not only the CO but the organization as well. Effective interventions could aim at targeting organizational stressors in order to reduce these negative outcomes as well as COs’ job stress and burnout. This paper fills a gap in the organizational stress literature among COs by systematically reviewing the relationship between organizational stressors and CO stress and burnout in adult correctional facilities. In doing so, the present review identifies areas that organizational interventions can target in order to reduce CO job stress and burnout. Methods A systematic search of the literature was conducted using Medline, PsycINFO, Criminal Justice Abstracts, and Sociological Abstracts. All retrieved articles were independently screened based on criteria developed a priori. All included articles underwent quality assessment. Organizational stressors were categorized according to Cooper and Marshall’s (1976 model of job stress. Results The systematic review yielded 8 studies that met all inclusion and quality assessment criteria. The five categories of organizational stressors among correctional officers are: stressors intrinsic to the job, role in the organization, rewards at work, supervisory relationships at work and the organizational structure and climate. The organizational structure and climate was demonstrated to have the most consistent relationship with CO job stress and burnout. Conclusions The results of this review indicate that the organizational structure and climate of correctional institutions has the most consistent relationship with COs’ job stress and burnout. Limitations of the

Workplace Stress: Implications for Organizational Performance in a Nigerian Public University

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Omotayo A. Osibanjo

2016-09-01

Full Text Available This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170 staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizations to invest necessary resources in developing strategies and interventions to reduce workplace stress. If this is achieved, there will be endless opportunities in terms of increased performance and overall sustainability.

Workplace Stress: Implications for Organizational Performance in a Nigerian Public University

OpenAIRE

Osibanjo, Omotayo; Salau, Odunayo P.; Falola, Hezekiah; Oyewunmi, Adebukola E.

2016-01-01

This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170) staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizatio...

A study of role stress, organizational commitment and intention to quit among male nurses in southern Taiwan.

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Lou, Jiunn-Horng; Yu, Hsing-Yi; Hsu, Hsiu-Yueh; Dai, Hung-Da

2007-03-01

Gender and sex role stereotyping are recognized as having the potential to limit the professional development of males within the nursing profession. The purpose of this study was to understand the relationships between demographic data and the dimensions of role stress, organizational commitment, and intentions to quit among male nurses in southern Taiwan. Research also investigated the correlations with three dependent variables and identified best predictors of male nurse intentions to quit the nursing profession. A total of 91 male nurses volunteered to participate in this cross-sectional research. Research results were based on data collected from questionnaires sent by mail to participants. A total of 76 valid questionnaires were returned and used in analysis (response rate = 83.5%). Findings pointed to patients, colleagues and society as the major sources of role stress for male nurses. These sources of stress, and the resultant intention to quit on the part of male nurses, are due in significant part to the widespread stereotyping of the profession of nursing as a "woman's occupation". Such stress pressures male nurses to consider quitting to take jobs in other professional fields. Role stress is correlated to intention to quit among male nurses. Role stress and years of service are highly relevant predictors of male nurse intention to quit and leave the nursing profession, explaining 33.8% of variability. We suggest that at various levels of education and society, promotion of male and female equality should be increased. There is also a need for psychological consultation as well as the promotion of male nurse role models to prevent male nurses turning away from nursing careers.

Role of internal marketing, organizational commitment, and job stress in discerning the turnover intention of Korean nurses.

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Lee, Haejung; Kim, Myoung-Soo; Yoon, Jung-A

2011-06-01

The purpose of this study was to examine the discriminating factors of Korean nurses' turnover intention (TI) among internal marketing (IM), organizational commitment (OC), and job stress (JS). Nurses (n = 185) who had worked for 1-10 years were surveyed from six general hospitals in South Korea. The data were collected by using questionnaires and were analyzed with descriptive statistics and discriminant analysis. The participants were grouped into three groups, depending on the level of their TI: "low TI group" (n = 58), "moderate TI group" (n = 96), and "high TI group" (n = 31). One function significantly discriminated between the high TI and low TI groups. The function correctly classified 84.3% of the participants into the two groups and 75.3% were correctly classified in the cross-validation. Organizational commitment was the most important factor. Job stress and the IM components of staffing-promotion, reward, management philosophy, working environment, and segmentation were significant discriminant factors of TI. Based on the findings of this study, we could conclude that OC, JS, and IM play important roles in the TI of nurses. Implying a career development system as an OC management strategy, an innovative promotion policy to change conservative organizational climates and a balance of effort-reward can be considered as managerial interventions to reduce nurses' TI. © 2010 The Authors. Japan Journal of Nursing Science © 2010 Japan Academy of Nursing Science.

DETERMINATION OF ORGANIZATIONAL STRESS AND ORGANIZATIONAL BURNOUT LEVELS OF MID LEVEL MANAGERS WORKING IN FOUR AND FIVE STAR HOTEL BUSINESSES

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Sevket Yirik

2015-04-01

Full Text Available The present study emphasizes the concepts of stress and organizational stress which are the main concepts constituting theoretical foundation of the research; evaluates influences of stress on organization; discusses the concept of organizational burnout as well as its sub-dimensions; and analyses organizational stress and burnout levels of mid level managers working in four and five star hotels. The purpose of this study is to analyze the relationship between organizational stress and organizational burnout levels of mid level managers of four and five star hotel businesses. Survey has been conducted on 318 employees of four and five star hotels operating in Alanya, Turkey. According to the analysis of data, it has been observed that ages of mid level managers have an influence on their organizational stress and burnout levels. Genders of mid level managers are influential on their organizational stress levels while they have no influence on their burnout levels. Education levels of managers influence their organizational stress levels while they have no influence on their burnout levels. The departments of managers are influential both on organizational stress and burnout. Positions of managers influence their burnout levels while they have no influence on their organizational stress levels.

ORGANIZATIONAL AND PERSONALITY FACTORS OF STRESS IN ACCOUNTING AND CONSEQUENCES OF STRESS ON HEALTH

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Vesna Stager

2017-01-01

Stress in accounting is popular in the area of research for many researchers in the fields of Psychology, Organizational Behavior, Health and Medicine. A significant part of empirical research has been focused on the analysis of the relationships between different individual and organizational stress factors on the job, including the effects of stress on the job. In the paper, we are showing an overview of the key concepts in the field of stress in accounting, covering organizational and pers...

Coping with organizational stress among hospital nurses in Southern Ontario.

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Tyson, Paul D; Pongruengphant, Rana; Aggarwal, Bela

2002-05-01

Government cutbacks and anticipated staff reductions were hypothesized to be a unique source of organizational stress. The study focused on how nurses coped with stress and whether any strategy effectively reduced occupational stress. A sample of 107 nurses were asked to rate their occupational stress, job satisfaction, and coping strategies. Avoidance and social support were found to be significantly correlated with stress, but neither of these coping strategies appeared to reduce nurses' level of organizational stress. However, an interaction between problem solving and job satisfaction was found to be highly significant and it added 42% to predicting stress levels. Supporting the stress-buffering hypothesis, nurses with lower intrinsic job satisfaction seemed to benefit from employing problem solving as a coping strategy whereas dissatisfied nurses who infrequently use problem solving reported the highest levels of organizational stress. Paradoxically, intrinsically satisfied nurses who most frequently utilize problem solving experienced heightened organizational stress.

Organizational roles and the work and organizational engagement

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Borkowska Anna

2017-06-01

Full Text Available Purpose - The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach - The following study is an attempt to define the work and organizational engagement of employees of one of the exclusive SPA (sanus per aquam hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks (the Chef and the Deputy Manager of the Hotel and seven persons from the aforementioned department are presented in this paper. Findings - Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated.

Organizational Stress for Retail Store Employees in Romania

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Alina - Cerasela Aluculesei

2015-03-01

Full Text Available The term organizational stress appeared with people’s lifestyle and job evolution and it is used to show the direct link between the work environment and the employee’s wellbeing or health. This concept exists in all countries, and measures taken to decrease its effects are becoming increasingly more obvious. Such measures are being implemented in Romania also and, given the country’s high spa tourism potential, treatment programs in spa resorts would be the most obvious measures to decrease organizational stress and recover employee productivity. This study aims to address the main concepts related to organizational stress and to present the main benefits related to treatment of organizational stress in Romanian spa resorts. This research was carried out on 101 retail store employees of a supermarket chain. This job, due the requirements, is associated with high levels of stress. The data were processed using the Epi Info statistical software. From the analysis we conducted resulted that the employees we questioned have a low degree of personal satisfaction – in 57% of cases, declaring that their lifestyle since employment as retail store employees is less healthy, with fewer outdoor recreational activities - 65%. In regards to the presence of organizational stress, there are various associated symptoms, with correlation between headaches and increased heart rate (p value=0,003, insomnia (p value = 0,006 or back pain (p value=0,042.

ORGANIZATIONAL STRESS SOURCES AND SOLUTION PROPOSALS IN PUBLIC TRANSPORT

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Mehmet Zennur GÜRBÜZ

2017-09-01

Full Text Available Organizational stress is a concept which can have negative effects for both the workers and the organizations. The purpose of this study is to determine and classify the organizational stress sources that public transportation are exposed to, and to provide suggestions for managing these stress factors. A comprehensive literature survey is made in organizational stress factors and the following classes are identified: work structure, organizational structure, organizational policy, within-company relations and physical conditions. A questionnaire is developed forAnkara EGO General Directorate; applied to 2.137 drivers in Ankara in 2016 with a meaningful return of 1.554 data sets, representing 72% of the population and results are statistically analysed. Descriptive statistics, factor analysis and related validity and regional variance analyses are performed by SPSS (22.0 software. The study revealed that: drivers are exposed to mid-level stess; and most critical stress causes are “injustice and/or insufficiency of salaries”, “aggresive, violent behavior and verbal abuse of passengers towards drivers”, “fear of losing jobs or renewal of the contract”. A significant level of variation in stres levels are identified with respect to different regions of Ankara where drivers are assigned.  Suggestions are made in relation to different stres causes to lower the stress levels exposed.

Investigating the effect of role conflict and role ambiguity on employees' job stress :Articulating the role of work-family conflict

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Iraj Soltani

2013-07-01

Full Text Available Psychologists and researchers of management sciences are of great interest in subject of stress and the major reason for this is its impact on psychological well-being and organizational consequences. They also recommend that preventing stress called destructive stress results from factors such as role ambiguity, role uncertainty, and organizational policies, and decreases both the individual and organizational performance. The purpose of this study is to investigate the effect of role conflict and role ambiguity on employees' job stress by explaining the role of work-family conflict. The statistical population of this study is comprised of 530 employees of Iran's central insurance. Using stratified random sampling and Cochran's formula, a sample of 118 employees was selected. We used a researcher-made questionnaire for data gathering. The Cronbach's alpha for this questionnaire was .88 and split-half reliability was .80, which represents for a reliable questionnaire. Furthermore, we used content validity and confirmatory factor analysis to confirm the validity of questionnaire. Data analysis was accomplished by structural equation modeling using the LISREL software v 8.7. Research results indicate that the effect of role ambiguity on work-family conflict is statistically significant (p-value = 62.40. Furthermore, the effect of role ambiguity on job stress was confirmed with significance of 1.83. On the other hand, the effect of role conflict on work-family conflict was not confirmed, because its significance value was negative. However, it was found that the job stress is influenced by role conflict (p-value = 2.35. And finally, the effect of work-family conflict on job stress was confirmed with the number of .93 for its significance value.

THE ROLE OF STRATEGIES FOR PREVENTION AND ADMINISTRATION OF ORGANIZATIONAL STRESS ON THE EFFICIENCY OF HUMAN RESOURCES

OpenAIRE

Mitut Iulian

2011-01-01

In knowledge-based organizations the stress becomes predictable and success ends up dependent on antistress organizational strategies, on the non-financial motivation and efficiency of human resource. Such human resources strategies influence organization’s excellence in crisis or normal situations. The pressures and tensions of organizational environment have amplified and changed the way/ lifestyle of the individual and organizations, they changed political, economic and organiz...

The Effect of Perceiving a Calling on Pakistani Nurses' Organizational Commitment, Organizational Citizenship Behavior, and Job Stress.

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Afsar, Bilal; Shahjehan, Asad; Cheema, Sadia; Javed, Farheen

2018-03-01

People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals' abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

New Horizons in Organizational Stress Prevention Approaches.

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McGaffey, Thomas N.

1978-01-01

Discusses and describes some active Employee Assistance Programs (EAPs). An EAP is a stress intervention program that, when combined with other stress prevention procedures, can serve as an effective base for developing a comprehensive managerial system for combating organizational stress. (Author/IRT)

Role stress and job satisfaction: their supervisory antecedents and their influence on organizational commitment

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C. Boshoff

1995-06-01

Full Text Available Despite the more extensive use of other resources such as modern technology, the optimal utilization of human resources will remain a daunting challenge to all managers during the 1990's and beyond. The absence of em- ployees from work, both temporarily and permanently, however, renders the realization of this objective near impossible. Ensuring that employees want to be and are at work, and stay there, thus become important secondary objectives. Both absenteeism and turnover have been shown to undermine optimal employee performance. Some argue that the willingness to be at work will depend on the degree to which employees identify with the organization's goals, objectives, and values (commitment to the organization. This study investigated this contention, and whether the behaviour and actions of supervisors can influence the organizational commitment of employees. A structural equation modelling approach was used to assess whether job stress and job satisfaction serve as intervening variables in the supervision-organizational commitment relationship. The empirical results revealed that intrinsic job satisfaction exerts a significant positive influence on organizational commitment, and role conflict, a negative influence. A management style which can be described as participative is likely to limit the harmful influence of role conflict while enhancing feelings of intrinsic job satisfaction among employees. Opsomming Nieteenstaande die toenemende gebruik van tegnologie in ondernemings, is die optimale benutting van menslike hulpbronne steeds onmisbaar en van deurslaggewende belang. Die doeltreffende gebruik van menslike hulpbronne kan egter belemmer word deur 'n hoe arbeidsomset en afwesigheidsyfer. Daar word aanvaar dat die bereidwilligheid om by die werk te wees in 'n groot mate beinvloed word deur die mate waartoe werknemers hulleself vereenselwig met die onderneming se waardestelsels en doelstellings. Hierdie verskynsel staan bekend as

Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction.

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Labrague, L J; McEnroe-Petitte, D M; Gloe, D; Tsaras, K; Arteche, D L; Maldia, F

2017-03-01

This is a research report examining the influence of organizational politics perceptions on nurses' work outcomes (job satisfaction, work stress, job burnout and turnover intention). Organizational politics is a phenomenon common in almost all institutions and is linked with undesirable consequences in employees. Despite the plethora of research around the world on this topic, studies describing organizational politics in nursing remain underexplored. A cross-sectional research design was utilized in this study. One hundred sixty-six (166) nurses participated. Five standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Turnover Intention Inventory Scale and the Perception of Organizational Politics Scale. Nurses employed both in private and government-owned hospitals perceived moderate levels of organizational politics. Positive correlations were identified between perceived organizational politics and job stress, turnover intention and job burnout. Negative correlations were found between perceived organizational politics and job satisfaction. Perceptions of workplace politics in Filipino nurses were lower when compared to findings in other international studies. A strong link was found between organizational politics perceptions and the four job outcomes (stress and burnout levels, turnover intention and job satisfaction). Use of a self-reporting questionnaire and exclusion of nurses from other provinces. Perceived organizational politics predicted nurses' stress and burnout levels, turnover intention and job satisfaction. The findings of this study may provide a valuable perspective of this organizational issue and could assist policymakers and nurse administrators in formulating interventions that could minimize the effect of workplace politics. © 2016 International Council of Nurses.

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

OpenAIRE

Hassard, Juliet; Teoh, Kevin; Cox, Tom

2017-01-01

A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees’ stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction a...

A study on factors of dissatisfaction and stress of the blacksmiths resulting from the organizational culture in the surgical instrument industry of India.

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Ghosh, Tirthankar; Das, Banibrata; Gangopadhyay, Somnath

2011-07-01

It is important to understand what motivates workers and the extent to which the organization and other contextual variables satisfy them. The aim of the study was to determine factors of dissatisfaction resulting from the organizational culture among the blacksmiths involved in the surgical instrument industry. Fifty male surgical blacksmiths each of the skilled and unskilled groups of the forging section were selected. Organizational Role Stress Scale was used to measure the individuals' role stress and several forms of conflict within an organization. Also, the organizational culture and personal involvement in an organization was measured among the surgical blacksmiths. The mean score for total role stress for Skilled was 71.7 and for unskilled was 77.2. The most frequent type of organizational culture was reported to be hierarchy, both by skilled and unskilled surgical blacksmiths, followed by market and clan culture. This study shows that the skilled surgical blacksmiths have lower level of stress and conflicts in comparison with unskilled surgical blacksmiths. Both skilled and unskilled surgical blacksmiths estimated their level of personal involvement as low and indicated insufficient involvement in work teams. The satisfaction of the employees with their status and role in the organizational culture was also poor for both skilled and unskilled surgical blacksmiths.

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice.

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Hassard, Juliet; Teoh, Kevin; Cox, Tom

2017-10-01

A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions. © The Author 2016. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Stress, health and well-being: the mediating role of employee and organizational commitment.

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Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

2013-10-11

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment

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Sabir I. Giga

2013-10-01

Full Text Available This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

OpenAIRE

Ozan BÜYÜKYILMAZ; Yahya FİDAN

2017-01-01

This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study we...

Work-Induced Stress and Its Influence on Organizational ...

African Journals Online (AJOL)

The study examined work induced stress and its relationship to Organizational Effectiveness and Productivity amongst Nigerian Employees. Employees of Nigerian Television Authority and Nigerian Immigration Services were sampled in this study to observe how workplace has interfered with their inputs and organizational ...

Personality, organizational stress, and attitudes toward work as prospective predictors of professional burnout in hospital nurses

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Hudek-Knežević, Jasna; Kalebić Maglica, Barbara; Krapić, Nada

2011-01-01

Aim To examine to what extent personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness), organizational stress, and attitudes toward work and interactions between personality and either organizational stress or attitudes toward work prospectively predict 3 components of burnout. Methods The study was carried out on 118 hospital nurses. Data were analyzed by a set of hierarchical regression analyses, in which personality traits, measures of organizational stress, and attitudes toward work, as well as interactions between personality and either organizational stress or attitudes toward work were included as predictors, while 3 indices of burnout were measured 4 years later as criteria variables. Results Personality traits proved to be significant but weak prospective predictors of burnout and as a group predicted only reduced professional efficacy (R2 = 0.10), with agreeableness being a single negative predictor. Organizational stress was positive, affective-normative commitment negative predictor, while continuance commitment was not related to any dimension of burnout. We found interactions between neuroticism as well as conscientiousness and organizational stress, measured as role conflict and work overload, on reduced professional efficacy (βNRCWO = -0.30; ßcRCWO = -0.26). We also found interactions between neuroticism and affective normative commitment (β = 0.24) and between openness and continuance commitment on reduced professional efficacy (β = -0.23), as well as interactions between conscientiousness and continuance commitment on exhaustion. Conclusion Although contextual variables were strong prospective predictors and personality traits weak predictors of burnout, the results suggested the importance of the interaction between personality and contextual variables in predicting burnout. PMID:21853549

A study on factors of dissatisfaction and stress of the blacksmiths resulting from the organizational culture in the surgical instrument industry of India

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Tirthankar Ghosh

2011-01-01

Full Text Available Background: It is important to understand what motivates workers and the extent to which the organization and other contextual variables satisfy them. The aim of the study was to determine factors of dissatisfaction resulting from the organizational culture among the blacksmiths involved in the surgical instrument industry. Materials and Methods: Fifty male surgical blacksmiths each of the skilled and unskilled groups of the forging section were selected. Organizational Role Stress Scale was used to measure the individuals′ role stress and several forms of conflict within an organization. Also, the organizational culture and personal involvement in an organization was measured among the surgical blacksmiths. Results: The mean score for total role stress for Skilled was 71.7 and for unskilled was 77.2. The most frequent type of organizational culture was reported to be hierarchy, both by skilled and unskilled surgical blacksmiths, followed by market and clan culture. Conclusion: This study shows that the skilled surgical blacksmiths have lower level of stress and conflicts in comparison with unskilled surgical blacksmiths. Both skilled and unskilled surgical blacksmiths estimated their level of personal involvement as low and indicated insufficient involvement in work teams. The satisfaction of the employees with their status and role in the organizational culture was also poor for both skilled and unskilled surgical blacksmiths.

Mental health nursing in Jordan: an investigation into experience, work stress and organizational support.

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Hamdan-Mansour, Ayman M; Al-Gamal, Ekhlas; Puskar, Kathryn; Yacoub, Mohammad; Marini, Anita

2011-04-01

Changes in mental health services have an impact on the role and practice of mental health nurses. The purpose of this study was to examine Jordanian mental health nurses' experiences of providing mental health care, their work-related stress, and organizational support received. A descriptive correlation design was used. Data were collected using self-report questionnaires from 92 mental health nurses in Jordan. The result of this study revealed that mental health nurses shared a high level of agreement on the importance of most nursing tasks. Mental health nurses reported a moderate level of stress, with a lack of resources and relationship and conflict with other professionals being the most frequent stressors. Nurses perceived a low level of support for their work from their supervisors. Work stress and conflict with other professionals had a significant, negative correlation with the perception the nurses had of their immediate supervisors (r = -0.29, P work stress, organizational support, and the nurses' age, sex, or level of education. This study has clinical implications in terms of developing strategies for reducing stress and improving organizational support among mental health nurses, and it should help in future research. © 2011 The Authors. International Journal of Mental Health Nursing © 2011 Australian College of Mental Health Nurses Inc.

The impact of organizational changes on work stress, sleep, recovery and health.

Science.gov (United States)

Greubel, Jana; Kecklund, Göran

2011-01-01

The study objective was to investigate the impact of different kinds of organizational changes, as well as anticipation of such changes, on work-related stress, sleep, recovery and health. It was hypothesized that impaired sleep and recovery increase the adverse health consequences of organizational changes. The data consisted of cross sectional questionnaire data from a random sample of 1,523 employees in the Swedish police force. It could be shown that extensive organizational changes including downsizing or a change in job tasks were associated with a small increase in work stress, disturbed sleep, incomplete recovery and health complaints. However, less extensive organizational changes like relocation did not affect these outcome variables. Anticipation of extensive organizational changes had almost the same effect as actual changes. Furthermore a moderating effect of sleep and work stress on gastrointestinal complaints and depressive symptoms was found. Thus, like former studies already suggested, extensive organizational changes resulted in increased stress levels, poorer health and impaired sleep and recovery. Furthermore, organizational instability due to anticipation of changes was as negative as actual changes. There was also some evidence that disturbed sleep increased these adverse health effects, in particular with respect to anticipation of organizational changes.

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

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Rosa Monteiro

2017-10-01

Full Text Available Work-family reconciliation plays a crucial role in the well-being of employees, having impacts at the individual, social and organizational level. Studies concluded that poor work-life balance as one of the ten predictors of psychosocial risks at work. A family-friendly culture relates to how an organization values and allows the articulation of the various spheres of its workers’ life. We intended to determine the effect of different variables like the existence of services, the organizational culture and the managers and colleagues support, on the stress experienced. A sample of 156 employees, from five organizations in the same region of Portugal, responded to a survey contributing to the empirical results of the study. We have conducted a structural equation model to test whether the factor solution of the perception of the reconciliation capability - STRESS model demonstrated a goodness of fit to the population studied. We’ve concluded that more important than the existence of reconciliation services, the perception of a supportive organizational culture, namely by colleagues and supervisors has great influence in reconciliation capability and by that way on work stress feelings. This might explain why workers do not use all the spectrum of resources provided by organizations and states to work-life reconciliation.

The Mediating Role of Organizational Learning in?the Relationship of Organizational Intelligence and Organizational Agility

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Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

2016-01-01

Objectives Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. Methods This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We...

An Investigation of the Effects of Workrelated - Stress and Organizational Commitment on Organizational Citizen ship Behavior: A Research on Banking Industry

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Melisa Erdilek Karabay

2014-03-01

Full Text Available With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In this context, organizational commitment and organizational citizenship behavior in the literature emerges as the most coveted concept in the business world. The employees that have organizational commitment and organizational citizen ship behavior may lead to the creation of more efficient work environment . In this study, the relationship between organizational commitment , job stress, and organizational citizenship behavior is investigated in banking sector. As a result , it has been fo und that, bank employees' organizational commitment and organizational citizenship behavior affect courtesy, altruism, civic virtue , onscientiousness and sportsmenship, positively. On the other hand, bank employees’ organizational citizenship behavior with work stress has a negative effect on courtesy and consciousness.

Organizational stress and individual strain: A social-psychological study of risk factors in coronary heart disease among administrators, engineers, and scientists

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Caplan, R. D.

1971-01-01

It is hypothesized that organizational stresses, such as high quantitative work load, responsibility for persons, poor relations with role senders, and contact with alien organizational territories, may be associated with high levels of psychological and physiological strain which are risk factors in coronary heart disease. It is further hypothesized that persons with coronary-prone Type A personality characteristics are most likely to exhibit strain under conditions of organizational stress. Measures of these stresses, personality traits, and strains were obtained from 205 male NASA administrators, engineers, and scientists. Type A personality measures included sense of time urgency, persistence, involved striving, leadership, and preference for competitive and environmentally overburdening situations.

The Impact of Organizational Stress and Burnout on Client Engagement

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Landrum, Brittany; Knight, Danica K.; Flynn, Patrick M.

2011-01-01

This paper explores the impact of organizational attributes on client engagement within substance abuse treatment. Previous research has identified organizational features, including small size, accreditation, and workplace practices that impact client engagement (Broome, Flynn, Knight, & Simpson, 2007). The current study sought to explore how aspects of the work environment impact client engagement. The sample included 89 programs located in 9 states across the U.S. Work environment measures included counselor perceptions of stress, burnout, and work satisfaction at each program, while engagement measures included client ratings of participation, counseling rapport, and treatment satisfaction. Using multiple regression, tests of moderation and mediation revealed that staff stress negatively predicted client participation in treatment. Burnout was related to stress, but was not related to participation. Two additional organizational measures – workload and influence – moderated the positive relationship between staff stress and burnout. Implications for drug treatment programs are discussed. PMID:22154029

The Mediating Role of Organizational Learning in the Relationship of Organizational Intelligence and Organizational Agility.

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Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

2016-06-01

Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We used stratified-random method for sampling. Required data were gathered using three valid questionnaires including Alberkht (2003) organizational intelligence, Neefe (2001) organizational learning, and Sharifi and Zhang (1999) organizational agility questionnaires. Data analysis was done through R and SPSS 18 statistical software. The results showed that organizational learning acts as a mediator in the relationship of organizational intelligence and organizational agility (path coefficient = 0.943). Also, organizational learning has a statistical relationship with organizational agility (path coefficient = 0.382). Our findings suggest that the improvement of organizational learning abilities can affect an organization's agility which is crucial for its survival.

THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

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Ozan BÜYÜKYILMAZ

2017-12-01

Full Text Available This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study were gathered by questionnaire from 228 graduate students studying at the Karabuk University Institute of Social Sciences and at the same time working in state and private institutions. In the process of testing the hypotheses, path analysis was used in the context of structural equation modeling. As a result of the study, it was determined that organizational trust fully mediates the relationship between perceived organizational support and the dimensions of altruism, conscientiousness and sportsmanship of organizational citizenship behavior and partially mediates the relationship between perceived organizational support and the dimensions of courtesy and civic virtue of organizational citizenship behavior.

The Relationship between Organizational Justice and Organizational Citizenship Behavior among Nurses (Examining the Mediating Role of Organizational Commitment, Organizational Trust, and Job Satisfaction

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shadi Mahmoudi

2017-04-01

Full Text Available Introduction: Justice has been recognized as the pivot of different organizational research, that the designation of the causal pattern involving the most important variables associated with it was the main objective of the present study. Materials and Methods: This was a descriptive-survey study. The statistical population consisted of all nurses of Imam Khomeini hospital in Urmia (n= 420, of which 201 nurses were selected by using Morgan’s table and by random sampling method. The instruments included questionnaires of organizational justice, organizational commitment, organizational trust, job satisfaction, and Organizational Citizenship Behavior whose reliability and validity were confirmed. The structural equations model method was used to analyze the data.  Results:The results showed there was a positive and significant relationship between justice perception with organizational commitment, organizational trust, and job satisfaction. In addition, the mediating role of organizational commitment and trust was acknowledged in the relationship between justice and citizenship behavior in the model; however, the mediating role of satisfaction was not fitted in the relationship between justice and citizenship.  Conclusion: According the research results that there was a positive and significant relationship between perception of justice with organizational commitment, organizational trust, and job satisfaction, paying attention to organizational justice for improving the staff’s organizational citizenship behavior is critical and indicates the distinct position of this variable in improving all attitudinal and behavioral variables and consequently in the hospital employees’ performance.

Why Does Mentoring Work? The Role of Perceived Organizational Support

OpenAIRE

Baranik, Lisa; Roling, Elizabeth A; Eby, Lillian T

2010-01-01

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role-modeling appear to be related to job satisfaction and organizational commitment through perceived organizational ...

Mediating Role of Perceived Organizational Support on the Impact of Psychol ogical Capital on Organizational Identification

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Haluk Erdem

2015-06-01

Full Text Available Employees’ loyalty toward organizations is decreasing gradually recently. This phenomenon negatively affects the dimensions of organizational behavior directly or indirectly. In this study, the effect of psychological capital on organizational identification, and the mediating role of perceived org anizational support in this association are explored. Thereby, data based on the government employees in Bitlis Province (n=478 are analyzed (exploratory and confirmatory factor analyses, regression analysis and it is supported that psychological capital increases positively and significantly perceived organizational support and organizational identification. Besides, the mediating role of organizational support in the association between psychological capital and organizational identification is supporte d using tree step regression analysis and Sobel Test

Organizational Role Stress of Secondary School Teachers with Reference to Gender and Management

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Mohanty, Sankar Prasad

2017-01-01

Everyone talks on stress. Further, role stress in an organization is very common in the current scenario. The organization has its own structure and goal and an individual plays important role in order to achieve the organisational goals. Individual's unique personality and needs affects his role in any organization. The investigators conducted a…

The Role of Teams as Organizational Structures in a Global Organizational Context

OpenAIRE

Zoltan Raluca

2012-01-01

The flexibility that modern companies must show in regard to global market entails the recourse to work teams which are multicultural adapted and aware of their role and place in the overall structure of the organization. The technological changes along with the customer needs diversification require the awareness of the influence of organizational structure on team members as well as the influence of teams on organizational structures and organizational context. The present paper aims to poi...

Organizational options for preventing work-related stress in knowledge work

DEFF Research Database (Denmark)

Ipsen, Christine; Jensen, Per Langaa

2012-01-01

Recent studies point to work-related stress as an increasing problem for knowledge workers. However, the working life in knowledge-intensive companies is often described as good and stimulating. The aim of this study is to explore the organizational options for preventing work-related problems...... in knowledge work. This calls for a study of the characteristics of knowledge work, stress management interventions and an in-depth analysis of the organizational factors causing frustrations and work-related problems in relation to knowledge work. In a qualitative study, 27 respondents were interviewed....... They represented different stakeholders in five Danish knowledge-intensive companies, which comprised two consultancies and three engineering consulting companies. The study shows that knowledge work comprises a paradox, since the same work-related or organizational issues could be experienced as both...

A multilevel cross-cultural examination of role overload and organizational commitment: investigating the interactive effects of context.

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Fisher, David M

2014-07-01

Considering the influential nature of context, the current investigation examined whether the relationship between role overload and organizational commitment was affected by various contextual factors. Drawing on the occupational stress literature, structural empowerment and cooperative climate were examined as factors that would mitigate the negative effects of role overload on organizational commitment. In addition, national culture was examined to determine whether empowerment and cooperative climate had consistent moderating effects across cultures. The relationships among these variables were examined using hierarchical linear modeling in a sample of 6,264 employees working at a multinational organization in 337 different work locations across 18 countries. Results suggested that the negative effect of role overload on organizational commitment did not vary as a function of culture in the current sample, but empowerment and cooperative climate had a moderating influence on this relationship. Furthermore, a 3-way interaction was observed between the cultural variable of power distance, empowerment, and role overload in predicting organizational commitment, suggesting that factors that serve to mitigate the negative effects of role overload in one culture may be ineffectual in another. This 3-way interaction was observed regardless of whether Hofstede's (2001) cultural value indices were used or the cultural practice scores from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project (R. J. House, Hanges, Javidan, Dorfman, & Gupta, 2004).

Analysis of University Organizational Culture Perceptions and Demographic Variables as Predictors of Perceived Stress

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Mustafa KESEN

2015-06-01

Full Text Available It has been seen that it is inevitable for individuals to be exposed to stress in their student lives as in their work lives. The aim of this study is to measure perceived stress levels of university students in the university organizational culture setting. To this end, it is investigated the relationship between perceived stress levels of university students and university organizational culture perceptions. By using questionnaire method it is measured that the perceptions of organizational culture in different stress levels and it is analyzed that the differences in students' perceived stress levels according to socio-demographic variables. The population of the study is comprised of randomly chosen 286 students who receive training at Bayburt University Faculty of Economics and Administrative Sciences. According to the results, it has been found that there is a significant difference between students' perceived stress and gender. While the students stating that they experience low level of stress give maximum points to the variable of adaptation to change, other students expressing that they are exposed high level of stress give minimum score to the variable of cooperation. Besides, it has been found that different demographic variables by various combinations have different effects on perceived stress and university organizational culture.

ON THE ROLE AND THE DETERMINANTS OF INTERNAL ORGANIZATIONAL COMMUNICATION

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Sabina Madalina Somacescu

2017-12-01

Full Text Available Internal communication is important for organizations because it creates a conducive organizational climate for performance. However, internal organizational communication did not receive proper attention in organizational management, nor the resources required for effective implementation. We proposed a framework to analyze organizational communication by establishg its determinants and its role. As a consequence, the management of organization will be able to improve the internal communication. In our study, conducted in a large Romanian organization, we analyzed two factors that influence the internal organizational communication: organizational culture and leadership exercised in the organization. Due to its essential role, in transmitting information and ensuring a climate leading to performance, organizational communication must occupy a central place in the organization's top management concerns.

Stress among Student Affairs Administrators: The Relationship of Personal Characteristics and Organizational Variables to Work-Related Stress.

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Berwick, Kathleen R.

1992-01-01

Examined possible relationships between reported work-related stress and organizational and personal variables, hardiness of personality, exercise activity, and organizational culture of 240 student affairs administrators within Minnesota. Results revealed that job satisfaction and hardiness of personality were greatest predictors of lowered…

ORGANIZATIONAL STRESS AND ITS IMPACT ON WORK PERFORMANCE

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Costin Madalina - Adriana

2011-07-01

Full Text Available Nowadays, in times of economic crisis, most managers or entrepreneurs have to cope with a lot of new job challenges which can easily transform into stressors. Work related stress is of growing concern because it has significant economic implications for the organization. Even if some stress is a normal part of life, excessive stress can influence one's productivity, health and emotions and it has to be taken under control. When people lose confidence, they refuse to take responsibilities, they get quickly irritated, they are unsatisfied of their job, their performance will be very low and the organization will be in danger. Fortunately, most managers and entrepreneurs know which stress main symptoms are and have the necessary knowledge for managing and reducing it before it can affect employees' daily work. Stress can have an impact both on the organizational welfare and on personal behavior of supervisors or employees, that's why, the ability of managing it can make the difference between job's success or failure. The purpose of this paper is to study Romanian managers and entrepreneurs from Bihor County's perception regarding the stress phenomenon, if they feel that they are affected by stress, if they promote some methods to reduce it and if they consider that stress can influence the organizational performance. As a research method we used an online questionnaire, applied to a number of 75 managers and entrepreneurs that represent the target group of the project "Flexibility and performance through management", project financed by the European Social Fund - "Invest in people". Each participant had to answer a number of 35 questions regarding stress and the results will be presented in this paper. The main conclusion is that, even if job itself is seen as a stressor, there are other important factors that can produce stress such as: family problems, personal problems or social problems.

Authentic leadership, organizational culture, and healthy work environments.

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Shirey, Maria R

2009-01-01

The purpose of this article is to showcase the relationship among authentic leadership, organizational culture, and healthy work environments using a stress and coping lens. A qualitative descriptive study was conducted to determine what situations contribute to nurse manager stress, what coping strategies they utilize, what health outcomes they report, and what decision-making processes they follow to address stressful situations in their roles. A purposive sample of 21 nurse managers employed at 3 US acute care hospitals completed a demographic questionnaire and 14-question interview incorporating components of the Critical Decision Method. A secondary analysis of the data was conducted to identify differences in nurse manager narratives based upon differences in the organizational cultures where the managers worked. Of the 21 nurse managers studied, differences were evident in the organizational cultures reported. Nurse managers working in the positive organizational cultures (n = 12) generally worked in healthy work environments and engaged in more authentic leadership behaviors. Conversely, nurse managers working in the negative organizational cultures (n = 9) worked in unhealthy work environments and reported less optimism and more challenges engaging in authentic leadership practices. Organizational culture and leadership matter in creating and sustaining healthy work environments. Nurse managers play a pivotal role in creating these environments, yet they need supportive structures and resources to more effectively execute their roles.

PENGARUH KOMITMEN ORGANISASI DAN KOMITMEN PROFESIONALTERHADAP KEPUASAN KERJA AKUNTAN PUBLIK:ROLE STRESS SEBAGAI VARIABEL MODERATING

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R. Ardi Agung Heriawan

2016-02-01

Full Text Available The purpose of this research is to analyzed the influence of organizational commitment, professional commitment to job satisfaction of public accountants with a role stress as moderating variable. The samples of this research are 44 public accountants that worked at public accountants office which registered in Yogyakarta and Semarang. The data were analyzed by multiple regression method with moderating variable.The result of this analysis of individual test show that role conflict is not moderated of relation by organizational commitment with job satisfaction. Also with role ambiguity which not moderated or relation by organizational commitment with job satisfaction. The main practical implication of this research is that the public accountants organizational must be attention to jobs expectation of their auditors. Because that is the factors that rising the organizational commitment and in the future it will be to give a high school satisfaction.

Workplace Stress, Organizational Factors and EAP Utilization.

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Azzone, Vanessa; McCann, Bernard; Merrick, Elizabeth Levy; Hiatt, Deirdre; Hodgkin, Dominic; Horgan, Constance

2009-01-01

This study examined relationships between workplace stress, organizational factors and use of EAP counseling services delivered by network providers in a large, privately-insured population. Claims data were linked to measures of workplace stress, focus on wellness/prevention, EAP promotion, and EAP activities for health care plan enrollees from 26 employers. The association of external environment and work organization variables with use of EAP counseling services was examined. Higher levels of EAP promotion and worksite activities were associated with greater likelihood of service use. Greater focus on wellness/prevention and unusual and significant stress were associated with lower likelihood of service use. Results provide stakeholders with insights on approaches to increasing utilization of EAP services.

Leading organizational change; The role of top management and supervisors in communicating organizational change

NARCIS (Netherlands)

Hansma, L.; Elving, W.J.L.; Podnar, K.; Jancic, Z.

2008-01-01

In this paper two studies on the role of top management and direct supervisors on communicating organizational change are presented. The importance of leadership at all organizational levels is demonstrated and published in numerous studies, but empirically hardly tested. In this paper we will

Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.

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Zhao, Hongdan; Peng, Zhenglong; Chen, Hsiu-Kuei

2014-01-01

This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.

The mediating role of organizational subcultures in health care organizations.

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Lok, Peter; Rhodes, Jo; Westwood, Bob

2011-01-01

This study aims to investigate the mediating role of organizational subculture between job satisfaction, organizational commitment (dependent variables) and leadership, culture (independent variables) in health care organizations. A survey on nurses from 26 wards from various types of hospital was used. A total of 251 usable returns were collected for the analysis (i.e. response rate of 63 per cent). Structural equation analysis was conducted to obtain the best fit model and to determine the direction of the causal effect between job satisfaction and commitment, and the role of subculture as a mediating variable, between commitment of its other antecedents. Comparisons with alternative models confirmed satisfaction as an antecedent of commitment and the role of subculture as a mediating variable. The results of this study contribute to the clarification of the causal relations of the antecedents of commitment, and highlight the important role of local leadership and subculture in determining employees' job satisfaction and commitment. The results of this study should not be generalized to other industries and other national cultural context. Furthermore, a longitudinal study may be necessary to determine the causal relationship of variables used in this study. The findings could provide managers with valuable insight to focus their limited resources on improving the level of organizational commitment via the mediating role of organizational culture. The research findings provide managers with a new lens to examine organizational culture using the three perspectives of: bureaucratic, supportive, and innovative. Furthermore, the results could renew interest in developing other organizational subculture models that determine the relationship between organizational subculture and commitment

Why Does Mentoring Work? The Role of Perceived Organizational Support

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Baranik, Lisa E.; Roling, Elizabeth A.; Eby, Lillian T.

2010-01-01

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship,…

Shared identity in organizational stress and change.

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van Dick, Rolf; Ciampa, Valeria; Liang, Shuang

2017-11-17

The social identity approach has been found very useful for the understanding of a range of phenomena within and across organizations. It has been applied in particular to analyze employees' stress and well-being at work and their reactions to organizational change. In this paper, we argue that there is a mismatch between the theoretical notion of shared identities in teams and organizations and empirical research, which largely focuses on the individual employee's identification with his or her social categories at work. We briefly review the literature in the two areas of stress and change and conclude with an agenda for future research. Copyright © 2017 Elsevier Ltd. All rights reserved.

Management's role in shaping organizational culture.

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Kane-Urrabazo, Christine

2006-04-01

The present study addresses the importance of the manager's role in the development and maintenance of organizational culture. It describes the types of cultures that exist and manager characteristics that are essential to facilitating a healthy workplace. While many managers do not deny the importance of organizational culture in employee satisfaction, few fail to realize the direct impact they have in shaping it. It is oftentimes believed that cultures are predetermined; however, this is a false assumption. It is crucial that managers at all levels are aware of their roles and responsibilities in upholding positive workplace environments that can increase employee satisfaction. Dissatisfaction is the major cause of turnover and can have detrimental cost and environmental effects on the agency. Four critical components of culture (i.e. trust and trustworthiness, empowerment and delegation, consistency and mentorship) are discussed, as is the role of managers in turning these into positive cultural traits. The viewpoints of several authors, such as Stephen Covey, Mark McCormack and Charles Handy, are explored in relation to the development of organizational culture. Additional theories--Kanter's 'Theory of Organizational Empowerment', Locke's 'Goal-setting Theory' and the 'Social Exchange Theory'- supplement these viewpoints. Managers are always under the magnifying glass, with each action carefully scrutinized by subordinates. They must exercise caution when making decisions, ensuring that fairness and equitability exists among staff, and that ethical standards are upheld on a continual basis. The four cultural components, viewed as managerial traits of trust and trustworthiness, empowerment, consistency and mentorship coexist at all times regardless of the type of culture. Managers must put support systems and other mechanisms into place that allow employees the opportunity to empower themselves and to flourish, thus increasing their own effectiveness as well as

Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance

Science.gov (United States)

Ivancevich, John M.; Donnelly, James H., Jr.

1975-01-01

Reports on the relationship between organizational shape or structure (tall, medium, and flat) and job satisfaction, anxiety-stress, and performance. Indicates that salesmen in flat organizations perceive more autonomy and more satisfaction with respect to self-actualization, perceive lower amounts of anxiety-stress, and perform more efficiently.…

Effects of Teachers' Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification

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Basar, Ufuk; Sigri, Ünsal

2015-01-01

This research aims to discover the effects of teachers' organizational justice perceptions on intention to quit as well as the mediation role of teachers' organizational identification in this process. Interactions between research variables were measured using structural equation models. The sample used comprised teachers working at primary and…

Role of Organizational Culture on the Performance Primary School Teachers

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Suharningsih; Murtedjo

2017-01-01

This study aims to identify and examine the role of organizational culture on teacher performance. In the present study examined the role of organizational culture with teacher performance. In accordance with the study design, namely the survey, the data collected in this research is quantitative data. The data is extracted and obtained through…

The Moderating Role of Coping Skills on the Relationship between Self-Leadership and Stress among College Students

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Maykrantz, Sherry Azadi

2017-01-01

Stress remains the number one health concern among college students today; therefore, research on student stress is imperative, from both an organizational and an individual perspective. This research study explored the moderating role of coping skills on the relationship between self-leadership and stress among college students. Using the ALSQ,…

Role of Outsourcing in Stress and Job Satisfaction of Information Technology Professionals

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Robinson, Janell R.

2016-01-01

Information technology (IT) outsourcing poses a potential job loss threat to IT professionals, which can decrease job security, job satisfaction, and organizational commitment. The problem that this study addressed was the perceived role of IT outsourcing in the job stress, job dissatisfaction, and turnover intention of IT professionals. The…

The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers

International Nuclear Information System (INIS)

Makanjee, Chandra Rekha; Hartzer, Yolanda F.; Uys, Ilse L.

2006-01-01

This article arises from a research project investigating the effects of occupational stress and organizational commitment of diagnostic imaging radiographers on rendering quality service. One of the main aims of this project was to determine the extent to which perceived organizational support influenced commitment of radiographers to the organization, to reduce turnover intent and quality of service rendered. A descriptive correlation study design, based on questionnaires completed by 119 radiographers from 11 organizations, revealed that organizational commitment was moderate towards a tendency of poor. A positive relationship was found between various antecedents of perceived organizational support and organizational commitment (mainly affective and normative), indicating that perceived organizational support positively influenced radiographers' organizational commitment. There is a clear indication of turnover intent, which in turn has a negative impact on rendering quality service. In conclusion, to reduce turnover intent, and improve quality of service rendered, management needs to play an important role in creating a positive working environment for radiographers to perform their tasks

Human resource strategies and organizational performance in the hotel sector: the role of organizational capabilities

Directory of Open Access Journals (Sweden)

Leilianne Michelle Trindade da Silva Barreto

2014-09-01

Full Text Available The general objective of this research was to establish relationships among the settings of human resource strategies, organizational capabilities and organizational performance in the hotel sector. A descriptive and relational study, with a quantitative approach, was developed in hotels of the principal tourist destinations of four states in the Northeast Region of Brazil. The relationships discovered confirm the super positioning proposed by Cameron and Quinn (2006 between the human resource strategies of the Competing Values Model and the organizational capabilities of Ulrich’s (1998 Multiple Roles Model. Complementary analyses present testimony that hotels that are able to develop the four organizational capabilities in a equilibrated form, manage to reach higher performance.

[The mediating role of organizational citizenship behavior between organizational justice and organizational effectiveness in nursing organizations].

Science.gov (United States)

Park, Wall Yun; Yoon, Sook Hee

2009-04-01

This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

Investigating the effect of work stress, general health quality, organizational intelligence and job satisfaction on employee performance

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Masoud Samadzadeh

2013-12-01

Full Text Available During the past few years, there have been tremendous efforts on measuring the effects of different factors such as work stress, general heath quality, etc. on performance of employees. In this paper, we present an empirical investigation to study the effects of work stress, general health, organizational intelligence and job satisfaction on employee performance. The proposed study of this paper uses two questionnaires where one is associated with general heath quality (GHQ with 20 questions and the other one consists of 12 questions, which is associated with work stress. The study chooses a sample of 144 employees from 222 people who worked for one of Islamic Azad University in Iran. Cronbach alphas for work stress, general health, organizational intelligence, job satisfaction and organizational performance are 0.911, 0.895, 0.795, 0.863 and, 0.864, respectively. The results indicate that job satisfaction has the highest influence on organizational performance followed by other factors.

Organizational Climate, Stress, and Error in Primary Care: The MEMO Study

National Research Council Canada - National Science Library

Linzer, Mark; Manwell, Linda B; Mundt, Marlon; Williams, Eric; Maguire, Ann; McMurray, Julia; Plane, Mary B

2005-01-01

.... Physician surveys assessed office environment and organizational climate (OC). Stress was measured using a 4-item scale, past errors were self reported, and the likelihood of future errors was self-assessed using the OSPRE...

Flourishing-at-Work: The Role of Positive Organizational Practices.

Science.gov (United States)

Redelinghuys, Kleinjan; Rothmann, Sebastiaan; Botha, Elrie

2018-01-01

The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale-Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale-Short Form, Turnover Intention Scale, In-Role Behavior Scale, Organizational Citizenship Behavior Scale, and the Positive Practices Questionnaire were administered. The results showed acceptable psychometric properties for the short scale which measures flourishing. Workplace flourishing negatively predicted intention to leave, while positively predicting in-role performance and organizational citizenship behavior. A total of 44.19% of the population flourished, while 49.22% were moderately mentally healthy and 6.59% languished. Positive organizational practices were associated with flourishing at work.

Role stress in after-sales service management: a longitudinal assessment of its antecedents and consequences

NARCIS (Netherlands)

Wetzels, M.G.M.; Ruyter, de J.C.; Lemmink, J.G.A.M.

1999-01-01

The implementation of a superior service strategy strongly depends on the attitude and behavior of customer contact personnel in service organizations. However, conflicting demands of organizational constraints, service managers, service teams, and customers frequently lead to role stress of service

A study on ranking the effects of transformational leadership style on organizational agility and mediating role of organizational creativity

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Seidmehdi Veiseh

2014-09-01

Full Text Available The purpose of this study was to investigate the effects of the components of transformational leadership style on organizational agility and mediating role of organizational creativity in Ilam Gas Refinery located in province of Ilam, Iran. The method of the present study was descriptive and correlational-structural equation modeling. The population of this research included all 400 workers of Ilam gas refinery and the study chose a sample of196 employees. The questionnaire was standardized using Cronbach's alpha; the obtained reliability was 0.90, which indicated the reliability of the questionnaire. At the end, the data was analyzed by LISREL software and structural equation modeling analysis was conducted. The findings showed that transformational leadership style had an effect on organizational agility. In addition, organizational creativity maintained a mediator role on influencing the transformational leadership on organizational agility. The four dimensions of transformational leadership, hopeful influence, inspirational motivation, intellectual encouragement as well as personal considerations also influenced on the agility of organizations.

Workplace spirituality and organizational citizenship behaviour among Nigerian academics: The mediating role of normative organizational commitment

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Kabiru Ishola Genty

2017-10-01

Full Text Available The research reported in this paper examined the mediating role of normative organizational commitment on the relationship that exists between workplace spirituality and organizational citizenship behavior amongst academics at some selected Nigerian Universities. A non-experimental research design was adopted utilizing the quantitative and correlational methods. With the aid of the convenience sampling technique, 350 questionnaires were distributed at an equal proportion to academic staffs at two Nigerian public universities. Three hundred and thirty-one questionnaires were retrieved, of which 328 were found usable for analyses in the study. Three hypotheses were proposed and tested using inferential statistics with the aid of SPSS version 20 and the IBM SPSS AMOS version 22. The outcomes of the study brought to the fore that, there exists a statistical significant and positive relationship between workplace spirituality and normative organizational commitment. Correspondingly, a strong and positive relationship was found between normative organizational commitment and organizational citizenship behavior. Finally, a partial mediating influence of normative organizational commitment was established on the workplace spirituality and organizational citizenship behavior relationship. Conclusively, this study recommended that, universities management should recognize workplace spirituality for the attainment of normative commitment to foster more organizational citizenship behavior among the academics.

The Role of Transformational Leadership, Organizational Culture and Organizational Learning in Improving the Performance of Iranian Agricultural Faculties

Science.gov (United States)

Abbasi, Enayat; Zamani-Miandashti, Naser

2013-01-01

This empirical research was conducted to investigate the role of transformational leadership, organizational culture and organizational learning in improving the performance of Iranian agricultural faculties and leading them to become learning organizations. The research population consisted of all faculty members of public agricultural faculties…

[Organizational well-being and work-related stress in health care organizations: validation of the Work-related Stress Assessment Scale].

Science.gov (United States)

Coluccia, Anna; Lorini, Francesca; Ferretti, Fabio; Pozza, Andrea; Gaetani, Marco

2015-01-01

The issue of the assessment of work-related stress has stimulated in recent years, the production of several theoretical paradigms and assessment tools. In this paper we present a new scale for the assessment of organizational well-being and work-related stress specific for healthcare organizations (Work-related Stress Assessment Scale - WSAS). The goal of the authors is to examine the psychometric properties of the scale, so that it can be used in the healthcare setting as a work-related stress assessment tool. The answers of 230 healthcare professionals belonging to different roles have been analyzed. The study was realized in 16 Units of the University Hospital "S. Maria alle Scotte "of Siena. The exploratory factor analysis (EFA) revealed the presence of five factors with good internal consistency and reliability, "relationship to the structure of proximity" (α = 0.93) "change" (α = 0.92), "organization of work "(α = 0.81)," relationship with the company / Governance "(α = 0.87)" working environment "(α = 0.83). The analysis of SEM (Structural Equation Models) has confirmed the goodness of the factor solution (NNFI = 0.835, CFI = 0.921, RMSEA = 0.060). The good psychometric qualities, the shortness and simplicity of the scale WSAS makes it a useful aid in the assessment of work-related stress in health care organizations.

Inductions Buffer Nurses' Job Stress, Health, and Organizational Commitment.

Science.gov (United States)

Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

2015-01-01

Nurses suffer disproportionate levels of stress and are at risk of sickness-absence and turnover intentions, but there is a lack of research clarifying preventions. This study investigated the impact of inductions (job preparation courses) about mental health for nurses' job stress, general health, and organizational commitment. Data from 6,656 nurses were analyzed using structural equation modeling (SEM), showing that mental health inductions increase nurses' job satisfaction, which reduces their occupational stress and improves their health. SEM showed that these occupational health benefits increase the nurses' commitment to the organization. Job satisfaction (feeling valued, rewarded) also had a direct effect on nurses' intentions to continue working for the organization. Mental health inductions are therefore beneficial beyond job performance: they increase occupational health in the nursing profession.

Assessment of job stress factors and organizational personality types for procedure-based jobs in nuclear power plants

International Nuclear Information System (INIS)

Kim, Dae-Ho; Lee, Yong-Hee; Lee, Jung-Woon

2008-01-01

The purpose of this study is to assess the organizational types and the job stress factors that affect procedure-based job performances in nuclear power plants. We derived 24 organizational factors affecting job stress level in nuclear power plants from the job stress analysis models developed by NIOSH, JDI, and IOR. Considering the safety characteristics in the operating tasks of nuclear power plants, we identified the job contents and characteristics through the analyses of job assignments that appeared in the organizational chart and the results of an activity-based costing. By using questionnaire surveys and structured interviews with the plant personnel and expert panels, we assessed 70 jobs among the 777 jobs managed officially in accordance with the procedures. They consist of the representative jobs of each department and are directly related to safety. We utilized the organizational personality type indicators to characterize the personality types of each organization in nuclear power plants. (author)

Nursing work stress: the impacts of social network structure and organizational citizenship behavior.

Science.gov (United States)

Tsang, Seng-Su; Chen, Tzu-Yin; Wang, Shih-Fong; Tai, Hsin-Ling

2012-03-01

The nursing workplace imposes significantly more stress on its employees than other workplace settings. Organizational resources, both physical and psychological, have been recognized in prior studies as important alleviators of nursing workplace stress. Whereas physical resources are less difficult to manipulate because of their tangibility, psychological resources, particularly psychological support from colleagues, are typically not deployed to greatest effect. This article investigated the alleviation of nursing work stress using resources already extant in coworker social networks. Researchers conducted a survey in a dialysis department at a medical center located in Taipei City, Taiwan. This survey measured nurse work stress, satisfaction, organizational citizenship behavior (OCB) and social network structures. Researchers employed UCINET to analyze the network structure data, which were in dyadic matrix format to estimate nurse network centralities and used partial least squares analysis to estimate research construct path coefficients and test extrapolated hypotheses. The level of OCB induced by nurse social ties was satisfactory and did not only directly increased work satisfaction but also alleviated work stress, which indirectly boosted work satisfaction. Findings suggest that managers may be able to use social network analysis to identify persons appropriate to conduct the distribution of organizational resources. Choosing those with multiple social connections can help distribute resources effectively and induce higher OCB levels within the organization. In addition, staff with strong friendship network connections may provide appropriate psychological resources (support) to coworkers. If those with high friendship network centrality receive proper counseling training, they should be in a good position to provide assistance when needed.

Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management

Science.gov (United States)

Wang, Jia; Hutchins, Holly M.; Garavan, Thomas N.

2009-01-01

Crisis management has been a largely overlooked territory in human resource development (HRD) despite the increasingly recognized impact of organizational crises on the individual and organizational performance. This article explores the strategic role of HRD in the context of organizational crisis management using Garavan's strategic HRD model as…

Preventing construction worker injury incidents through the management of personal stress and organizational stressors.

Science.gov (United States)

Leung, Mei-yung; Chan, Isabelle Yee Shan; Yu, Jingyu

2012-09-01

Construction workers (CWs) are positioned at the lowest level of an organization and thus have limited control over their work. For this reason, they are often deprived of their due rewards and training or sometimes are even compelled to focus on production at the expense of their own safety. These organizational stressors not only cause the CWs stress but also impair their safety behaviors. The impairment of safety behaviors is the major cause of CW injury incidents. Hence, to prevent injury incidents and enhance safety behaviors of CWs, the current study aimed to identify the impact of various organizational stressors and stress on CW safety behaviors and injury incidents. To achieve this aim, we surveyed 395 CWs. Using factor analysis, we identified five organizational stressors (unfair reward and treatment, inappropriate safety equipment, provision of training, lack of goal setting, and poor physical environment), two types of stress (emotional and physical), and safety behaviors. The results of correlation and regression analyses revealed the following: (1) injury incidents were minimized by safety behaviors but escalated by a lack of goal setting, (2) safety behaviors were maximized by moderate levels of emotional stress (i.e., an inverted U-shape relationship between these two variables) and increased in line with physical stress and inappropriate safety equipment, (3) emotional stress was positively predicted by the provision of training and inappropriate safety equipment, and (4) physical stress was predicted only by inappropriate safety equipment. Based on these results, we suggest various recommendations to construction stakeholders on how to prevent CW injury incidents. Copyright © 2011 Elsevier Ltd. All rights reserved.

The role of the organizational champion in achieving health system change.

Science.gov (United States)

Hendy, Jane; Barlow, James

2012-02-01

In healthcare there is a long held wisdom that 'champions' are a key aspect of organizational change. Drawing on organizational management theory, we examine the role of champions in three health and social care organizations in England as they attempt to move services to a remote model of delivery, 'telecare'. The delivery of remote care is a significant policy in the U.K. and elsewhere, but its introduction has been challenging. Over three years ethnographic methods (observations, informed discussions and interviews) were used to analyze the role of organizational champions in implementing remote care. Cases were local authorities and associated primary care trusts. Participants were champions and organizational members involved in implementation. Our study shows that organizational champions are highly effective in the first phase of adoption, when change is contained within distinct sub-sets of practice. Moving beyond local contexts the effectiveness of the champions varied. Identification centered on the remote care work. This identification enabled the champions to motivate others and move beyond their normally prescribed roles, contributing to innovation ideas, processes and practices. When required to shift their work organization-wide, and share ideas outside their professional culture, some champions responded with resistance, resulting in a lack of innovation spread. These results caution against allowing change to become positioned within the remit of a few individuals. Whilst this strategy may be initially beneficial, the role of champion may be less useful, even detrimental to progress, in the later stages of implementation, particularly if identification with the new circumstances is not established. Copyright © 2011 Elsevier Ltd. All rights reserved.

Nurse stress at two different organizational settings in Alexandria

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Ashraf AZ Zaghloul

2009-04-01

Full Text Available Ashraf AZ Zaghloul, Nagwa Y Abou El EneinDepartment of Health Administration and Behavioural Sciences, High Institute of Public Health, University of Alexandria, Alexandria, EgyptObjective: The objective of the study was to explore the difference in stress levels among nurses working at two different health care organizations and the determinants of nurse stress within each organization. Job stress is defined as the harmful emotional and physical reactions resulting from the interactions between the worker and her/his work environment where the demands of the job exceed the worker’s capabilities and resources.Methodology: A convenient sample of nurses in two hospitals in Alexandria; Shark Al Madina (n = 120 and Karmouz (n = 170 hospitals. All nurses present at the time of the study were approached to be included in the study. The response rate for Shark Al Madina hospital was 94% and for Karmouz hospital, 71%. Data collection took place using a nurse stress questionnaire previously developed and tested for validity and reliability to measure stress in clinical nursing practice. The 5% level of significance was used throughout the statistical analysis for all relevant tests.Results: The highest mean stress scores were the same for both hospitals. The dimension of coping with new situations was 2.7 ± 0.6 at Shark Al Madina hospital and was 2.5 ± 0.7 at Karmouz hospital while the dimension of job security was 2.7 ± 0.6 and 2.5 ± 0.7 at Shark Al Madina and Karmouz hospitals, respectively. Stepwise multiple regression for Shark Al Madina hospital model revealed workload (β = 1.38, security (β = 5.04, and shortage of support staff (β = 3.39. For the Karmouz hospital model, stepwise multiple regression revealed security (β = 4.78 and shortage of resources (β = 3.66.Conclusion: Stressors among nurses appear to be the same despite the differences in organizational or hierarchical structure where they work or the type of consumer they serve. It

The role of organizational culture in improvement of professional ethics in research organizations

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Ali Baqi

2013-06-01

Full Text Available Culture is the soul of an organization, which can cause advance or retrogress of the organization. This paper investigates the role of organizational culture on improvement and effectiveness of organizations. We identify and recognize the role of important components of organizational culture in effectiveness of professional ethics within organizations. The results show that there was a meaningful relationship between organizational interest and commitment, enhancement of stability and compatibility, teamwork moral, giving identity to the staff and the quality of professional ethics. The results obtained from the data analysis also indicate that organizational culture deeply affects the employees' behavior of an organization.

The Culture-Work-Health Model and Work Stress.

Science.gov (United States)

Peterson, Michael; Wilson, John F.

2002-01-01

Examines the role of organizational culture in the etiology of workplace stress through the framework of the Culture-Work- Health model. A review of relevant business and health literature indicates that culture is an important component of work stress and may be a key to creating effective organizational stress interventions. (SM)

"Relaaax, I Remember the Recession in the Early 1980s...": Organizational Storytelling as a Crisis Management Tool

Science.gov (United States)

Kopp, David M.; Nikolovska, Irena; Desiderio, Katie P.; Guterman, Jeffrey T.

2011-01-01

In this conceptual paper, we consider organizational storytelling as a communications tool in which stories are used to reduce the stress and anxiety of organizational members during a crisis. While there is much consensus among organizational scholars detailing storytelling's active role in such processes as organizational learning and…

Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review.

Science.gov (United States)

Beehr, Terry A.; Newman, John E.

1978-01-01

The empirical research on job stress and employee health is reviewed within the context of six facets (environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress-employee health research domain. Models are proposed for tying the facets together. (Author/SJL)

Healthcare Work and Organizational Interventions to Prevent Work-related Stress in Brindisi, Italy.

Science.gov (United States)

d'Ettorre, Gabriele; Greco, Mariarita

2015-03-01

Organizational changes that involve healthcare hospital departments and care services of health districts, and ongoing technological innovations and developments in society increasingly expose healthcare workers (HCWs) to work-related stress (WRS). Minimizing occupational exposure to stress requires effective risk stress assessment and management programs. The authors conducted an integrated analysis of stress sentinel indicators, an integrated analysis of objective stress factors of occupational context and content areas, and an integrated analysis between nurses and physicians of hospital departments and care services of health districts in accordance with a multidimensional validated tool developed in Italy by the National Network for the Prevention of Work-Related Psychosocial Disorders. The purpose of this retrospective observational study was to detect and analyze in different work settings the level of WRS resulting from organizational changes implemented by hospital healthcare departments and care services of health districts in a sample of their employees. The findings of the study showed that hospital HCWs seemed to incur a medium level risk of WRS that was principally the result of work context factors. The implementation of improvement interventions focused on team development, safety training programs, and adopting an ethics code for HCWs, and it effectively and significantly reduced the level of WRS risk in the workplace. In this study HCW resulted to be exposed to occupational stress factors susceptible to reduction. Stress management programs aimed to improve work context factors associated with occupational stress are required to minimize the impact of WRS on workers.

Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

Science.gov (United States)

Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

2014-01-01

This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

Organizational climate: Comparing private and public hospitals within professional roles

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Diana Rojas

2014-11-01

Full Text Available This study compares the organizational climate differences within professional roles in private and public hospitals. We focused on how physicians, administrative, healthcare and non-healthcare staff either in the public or in the private perceived their work environment and each organizational climate dimension. Data came from organizational-climate questionnaires administered in 2010 and 2012 to 19616 and 1276 health employees in public and private hospitals in the Tuscany Region respectively. We applied exploratory factoranalysis to verify the validity and internal consistency between items in the questionnaire and t-test, one-way analysis of variance to compare mean perceptions regarding to the dimensions across different groups of respondents. We measured four dimensions: “training opportunities”, “managerial tools”, “organization” and “management & leadership style” and overall job satisfaction. Hospital status in the professional roles was found significant in the staff's perceptions (p≤0.05.

ORGANIZATIONAL SOURCES OF STRESS IN PRIMARY SCHOOL TEACHER AND THEIR RELACIONSHIP TO THE NUMBER OF PUPILS TAUGHT

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Guadalupe Madrigal Olivas

2014-12-01

Full Text Available The objectives of this research are: Identify sources of organizational stressors on teachers and establish the relationship between the level of organizational stress and the number of students attending teachers. To achieve these objectives, a non-experimental, cross-sectional correlational study was conducted through the application of the Organizational Sources of Stress Teachers Scale (EFOED to 59 teachers of School District No. 5 of the Ministry of State Education Durango, Mexico. Their main results suggest that uncertainty by the new educational reforms and their impact on labor rights is a situation that creates instability in the educational work of teachers, coupled with this lack of information on it and the constant rumors that generated around it.

Organizational sources of stress in primary school teacher and their relacionship to the number of pupils taught

Directory of Open Access Journals (Sweden)

Guadalupe Madrigal Olivas

2014-12-01

Full Text Available The objectives of this research are: Identify sources of organizational stressors on teachers and establish the relationship between the level of organizational stress and the number of students attending teachers. To achieve these objectives, a non-experimental, cross-sectional correlational study was conducted through the application of the Organizational Sources of Stress Teachers Scale (EFOED to 59 teachers of School District No. 5 of the Ministry of State Education Durango, Mexico. Their main results suggest that uncertainty by the new educational reforms and their impact on labor rights is a situation that creates instability in the educational work of teachers, coupled with this lack of information on it and the constant rumors that generated around it.

ORGANIZATIONAL AND PERSONALITY EFFECTS ON MANAGERS’ JOB STRESS: Is It Different for Malaysian Men and Women?

Directory of Open Access Journals (Sweden)

Aizzat Mohd. Nasurdin

2004-06-01

Full Text Available The purpose of this paper is to determine the influence of organizational variables (conflict, blocked career, alienation, work overload, and unfavorable work environment and personality variables (neuroticism, extraversion, openness, agreeableness, and conscientiousness on job stress among managers working in the electronics sector in 4Malaysia and whether this relationship varies according to their gender. Analyses of 285 responses using hierarchical regression revealed that four of five organizational variables (blocked career, alienation, work overload, and conflict had significant positive effects on job stress. In terms of the personality traits, neuroticism and conscientiousness were found to be significantly and positively related to stress. Extraversion and agreeableness, on the other hand, had significant negative effects on job stress. Gender was found to moderate the effects of all the independent variables on job stress at the 0.01 level. Implications for managerial practice and future research are discussed.

Interorganizational collaboration and firm innovativeness: Unpacking the role of the organizational environment

NARCIS (Netherlands)

Alexiev, A.S.; Volberda, H.W.; van den Bosch, F.A.J.

2016-01-01

In firm decisions to engage in interorganizational collaboration in the context of innovation, conceptions of the organizational environment play an essential role. In this paper, we develop a multidimensional model of how managers use interorganizational collaboration as an organizational response

The role of engineering judgement, safety culture, and organizational factors in risk assessment

International Nuclear Information System (INIS)

Muzumdar, Ajit; Professor, Visiting

1996-01-01

This paper reviews the role of engineering judgement, safety culture, and organizational factors in risk assessment by examining the reasons for human-based error. The need for more emphasis on producing engineers with good engineering judgement is described. The progress in quantifying the role of safety culture and organizational factors in risk assessment studies is summarized

Organizational learning and organizational design

OpenAIRE

Curado, Carla

2006-01-01

Literature review Approach This paper explores a new idea presenting the possible relationship between organizational learning and organizational design. The establishment of this relation is based upon extensive literature review. Findings Organizational learning theory has been used to understand several organizational phenomena, like resources and competencies, tacit knowledge or the role of memory in the organization; however, it is difficult to identify fits and consequent misf...

Model of organizational stress for use within an occupational health education/promotion or well-being of members of the organization

Directory of Open Access Journals (Sweden)

Subhash S Sharma

2009-01-01

Full Text Available This paper introduces a simple model of organizational stress which can be used to educate or inform employees, personnel and health professionals about the relationship between potential work-related stress hazards, individual and organizational symptoms of stress, negative outcomes and financial costs. The components of the model relate directly to a recent Health and Safety Executive publication (Cox, 1993 which focuses on improving and maintaining employee health and well-being.

Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement.

Science.gov (United States)

Wang, Hai-jiang; Lu, Chang-qin; Siu, Oi-ling

2015-07-01

Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low. (c) 2015 APA, all rights reserved).

Building organizational capacity for a healthy work environment through role-based professional practice.

Science.gov (United States)

Cornett, Patricia A; O'Rourke, Maria W

2009-01-01

The professional practice of registered nurses (RNs) and their professional role competence are key variables that have an impact on quality and patient safety. Organizations in which RNs practice must have the capacity to fully support the professional role of those RNs in exercising their legitimate power derived through nurse licensing laws and professional standards and ethics. The interplay of individual RN practice and organizational practice, and measurement thereof, are the essence of organizational capacity. Two models are discussed that tie together the attributes of healthy workplace environments and provide the structure to guide and sustain organizational capacity.

Job insecurity and job performance : the moderating role of organizational justice and the mediating role of work engagement

NARCIS (Netherlands)

Wang, H.; Lu, C.Q.; Siu, O.L.

2015-01-01

Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the

Negative Effects of Organizational Identification of the Worker: Role of the Workaholism

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Lovakov A.V.

2017-07-01

Full Text Available In the previous researches it is shown that the strong feeling of identification of the worker with the organization has a row of positive correlates both for the worker, and for the organization. However, in several recent researches the empirical evidence of presence at organizational identification of negative correlates are obtained. In this research communication of organizational identification and wellbeing of the worker is studied, namely, the assumption of a mediation role of workaholism is tested. The results received by means of the survey of 1783 employees of the large Russian organization showed that the level of organizational identification of the worker promotes increase for it in excessiveness and compulsiveness of work that in turn, promotes the increase of its emotional exhaustion and the work-family conflict. These results show a dual role of identification of the worker with the organization, empirically show presence at organizational identification of potential negative effects, and also explain one of mechanisms of their emergence.

Power and Resistance: short theoretical considerations on the role played by humor in public-private conflicts in organizational contexts

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Ângela Cristina Salgueiro Marques

2012-07-01

Full Text Available The aim of this paper is to discuss the role played by humor as a form of resistance in organizations. To reach this intent we systemize a wide range of recent literature produced on the subject in the scope of the critical organizational studies. Our objective is to contribute for the consolidation of a field of research in Brazil that is extremely rich specially when at one hand, it stresses the active tensions of the forces in conflict within the process of opinion formation and, on the other hand the conformation of the social interactions in organizational contexts and their consequences for its cultural and dynamic configurations. Conflict is taken here as a crucial element for setting relations in motion. Therefore it cannot assume the functional and disruptive role as assumed by a functional or structural classic approach. Conflict and resistance represent an important interpretative key on the contemporary public-private tensions.

Health and safety matters! Associations between organizational practices and personal support workers' life and work stress in Ontario, Canada.

Science.gov (United States)

Zeytinoglu, Isik U; Denton, Margaret; Brookman, Catherine; Davies, Sharon; Sayin, Firat K

2017-06-21

The home and community care sector is one of the fastest growing sectors globally and most prominently in mature industrialized countries. Personal support workers (PSWs) are the largest occupational group in the sector. This paper focuses on the emotional health of PSWs working in the home and community care sector in Ontario, Canada. The purpose of this paper is to present evidence on the associations between PSWs' life and work stress and organizational practices of full-time and guaranteed hours, and PSWs' perceptions of support at work and preference for hours. Data come from our 2015 survey of 1543 PSWs. Dependent variables are life and work stress. Independent variables are: objective organizational practices of full-time and guaranteed hours, and subjective organizational practices of perceived support at work, and preferred hours of work. Descriptive statistics, correlations and ordinary least square regression analyses with collinearity tests are conducted. Organizational practices of employing PSWs in full-time or guaranteed hours are not associated with their life and work stress. However, those who perceive support from their organizations are also the ones reporting lower life and work stress. In addition, those PSWs perceiving support from their supervisor report lower work stress. PSWs would like to work in their preferred hours, and those who prefer to work more hours report lower life and work stress, and conversely, those who prefer to work less hours report life and work stress. For PSWs in home and community care, perceived support from their organizations and supervisors, and employment in preferred hours are important factors related to their life and work stress.

A Study of Occupational Stress and Organizational Climate of Higher Secondary Teachers

Science.gov (United States)

Benedicta, A. Sneha

2014-01-01

This study mainly aims to describe the occupational stress and organizational climate of higher secondary teachers with regard to gender, locality, family type, experience and type of management. Simple random sampling technique was adopted for the selection of sample. The data is collected from 200 higher secondary teachers from government and…

The Impact of Role Conflict, Role Ambiguity and Organizational Climate on the Job Satisfaction of Academic Staff in Research-Intensive Universities in the UK

Science.gov (United States)

Schulz, John

2013-01-01

This study focuses on academics in research-intensive universities in the UK and explores their perceptions of organizational climate, role conflict, role ambiguity and job satisfaction. The findings suggest that the universities have multiple organizational climates. Three organizational climate types -- the Clan, the Hierarchy and the Adhocracy…

Relation of Compassionate Competence to Burnout, Job Stress, Turnover Intention, Job Satisfaction and Organizational Commitment for Oncology Nurses in Korea.

Science.gov (United States)

Park, Sun-A; Ahn, Seung-Hee

2015-01-01

Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal

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Daniel Moura

2014-05-01

Full Text Available With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004, engagement may be produced by two types of working conditions: job demands (i.e., role stress and job resources (i.e., self-efficacy. This study examines the role of role stress (role ambiguity and role conflict and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.

An investigation on the role of organizational climate on organizational citizenship behavior

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Mahsan Hajirasouliha

2014-04-01

Full Text Available This paper presents an empirical study to investigate the effect of organizational climate on organizational citizenship behavior in one of Iranian automakers. The proposed study uses a standard questionnaire for measuring organizational citizenship behavior, which is adopted from Podsakoff et al. (2000 [Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of management, 26(3, 513-563.]. The study also uses another questionnaire, which measures organizational climate, which is adopted from Arabacı (2010 [Arabacı, I. B. (2010. Academic and administration personnel's perceptions of organizational climate (Sample of Educational Faculty of Fırat University. Procedia-Social and Behavioral Sciences, 2(2, 4445-4450.] and both questionnaires are designed in Likert scale. Cronbach alphas for organizational citizenship behavior and organizational climate are measured as 0.78 and 0.84, respectively, which are above the acceptance level of 0.70. Therefore, we can confirm the validity of both questionnaires. The study is implemented among 200 experts in Iranian automaker, randomly and using Spearman correlation ratio as well as stepwise regression techniques, the study has detected a meaningful relationship between components of organizational climate and organizational citizenship behavior.

Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals.

Science.gov (United States)

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-Sadat; Montazer-Alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

2016-04-01

The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Improving the organizational climate could be a valuable strategy for improving organizational commitment.

Role of organizational citizenship behavior in promoting knowledge sharing

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Mohammad Reza Dehghani

2015-10-01

Full Text Available Introduction: Organizational citizenship behavior has been linked to overall organizational effectiveness, thus these types of employee behaviors have important consequences in the workplace. One of the important consequences of these types of behaviors is knowledge sharing. Thus, the current study examined the role of organizational citizenship behavior in promoting knowledge sharing. Method: A descriptive correlation design was employed in this study. We collected the data from Kharazmi University employees in city of Tehran in 2014. The statistical population consisted of 484 Kharazmi University employees from which 210 persons were selected randomly (using simple random sampling by the Krejcie and Morgan (1978 sample size determination table. Data werecollected through organizational citizenship behavior questionnaire and knowledge sharing questionnaire. To examine the reliability of the questionnaires, Cronbach alpha coefficient was used. These coefficients were 0.80 for attitude toward knowledge sharing and 0.77 for intention to share knowledge. Also, for organizational citizenship behavior it ranged from 0.71 (courtesy to 0.82 (altruism. To determine the validity, content validity method was applied. All descriptive statistics, t-test, Pearson correlation and multiple regression were performed using SPSS 19. Results: The results of t-test indicated that the means of organizational citizenship behavior (mean=2.50 and all its dimensions (altruism: 2.60, conscientiousness: 2.52, sportsmanship: 2.41, courtesy: 2.49, civic virtue: 2.45 among employees were at the moderate level. The results showed that the correlation between organizational citizenship behavior and knowledge sharing was significant (r=0.50, P<0.001. Other results showed that the correlations between knowledge sharing and organizational citizenship behavior dimensions - Altruism (r=0.35, Conscientiousness (r=0.19, Sportsmanship (r=0.46, Courtesy (r=0.39, Civic virtue (r=0

The Role of Organizational Learning in Transformational Leadership and Organizational Innovation

Science.gov (United States)

Hsiao, Hsi-Chi; Chang, Jen-Chia

2011-01-01

Leadership is an important factor affecting organizational innovation. Many studies show that transformational leadership has positive and significant influence on organizational innovation. Based on a literature review and previous work, this study aims to investigate the influence of transformational leadership on organizational innovation and…

A study on ranking the effects of transformational leadership style on organizational agility and mediating role of organizational creativity

OpenAIRE

Seidmehdi Veiseh; Ardshir shiri; Neeman Eghbali

2014-01-01

The purpose of this study was to investigate the effects of the components of transformational leadership style on organizational agility and mediating role of organizational creativity in Ilam Gas Refinery located in province of Ilam, Iran. The method of the present study was descriptive and correlational-structural equation modeling. The population of this research included all 400 workers of Ilam gas refinery and the study chose a sample of196 employees. The questionnaire was standardized ...

Dimensionality of Organizational Commitment in Volunteer Workers: Chamber of Commerce Board Members and Role Fulfillment

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Dawley, David D.; Stephens, Robert D.; Stephens, David B.

2005-01-01

This study explores the multi-dimensionality of organizational commitment of volunteer chamber of commerce board members using the Meyer and Allen (1997) scale. The effect of organizational commitment on desirable board member roles is also tested. Theory is developed by uniting past research in both organizational commitment and employee…

Relationships between Talent Management and Organizational Performance: The Role of Climate for Creativity

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Tomasz Ingram

2016-09-01

Full Text Available Objective: The objective of this paper is to explore the role of climate for creativity in mediating relationships between talent management and organizational performance. Research Design & Methods: A model relating talent management, organizational performance and climate for creativity was tested using structural equation modelling Based and data from 326 large organizations in Poland. It allowed the verification of two formulated hypotheses. Findings: Research results reveal that talent management is a three-dimensional construct (dimensions are: strategic, structural and ideological while climate for creativity and organizational performance are both unidimensional constructs. Results indicate that climate for creativity mediates the relationships between the dimensions of talent management and organizational performance. Implications & Recommendations: Research findings suggest that in order to enable organizations to achieve high performance through talent management it should focus on creating an appropriate climate supporting individual creativity of its employees. Contribution & Value Added: The originality of this work lies in studying unexplored relationships between talent management policies and organizational performance with the mediating role of climate for creativity. It is the first attempt to assess these relationships on the basis of empirical data in Poland.

The interactive role of organizational strategy and culture : a strategic management approach

OpenAIRE

2015-01-01

M.Com. This study has been undertaken with the specific objective of acquiring an insight into the concept "organizational culture" within a strategic management context, as well as the role played by the concept in the formulation and implementation of organizational strategy. Researchers from within various disciplines, such as anthropology, industrial psychology and strategic management, have analysed various aspects of the concept ...

Entitlement and organizational behaviors: the moderating role of narcissism

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Agata Szalkowska

2015-10-01

Full Text Available Background The purpose of this study was to investigate the relationship between psychological entitlement (active, passive, and revenge, narcissism and two types of organizational behaviors in employees. Interactions between narcissism and psychological entitlement as predictors of organizational citizenship behaviors (OCB and counterproductive work behaviors (CWB were explored. Predictors were analyzed in an effort to determine whether psychological entitlement plays a more destructive role among narcissistic employees than among non-narcissistic ones and whether the effects of narcissism on OCB and CWB are mediated by entitlement. Participants and procedure Data were obtained from 100 employees (34% men aged 22 to 59 years (M = 37.00, SD = 9.30 from public and private companies. Participants were asked to complete the Organizational Citizenship Behavior Scale (OCBS, the Counterproductive Organizational Behaviors Scale (COBS, the Entitlement Questionnaire, and the Narcissistic Personality Inventory (NPI. Results Positive aspects of entitlement were positively associated with OCB only among narcissistic employees, and active entitlement mediated the effects of narcissism on CWB. Active entitlement was negatively related to CWB. Negative aspects of entitlement were negatively related to OCB and unrelated to CWB. Conclusions This study provides evidence for positive (healthy aspects of entitlement for organizations. The unexpected interaction between narcissism and entitlement in predicting higher levels of OCB suggests that among narcissistic employees, healthy aspects of entitlement are desirable and profitable for an organization. Psychological entitlement was observed to be an important predictor of organizational behaviors beyond narcissism itself.

Predictors of nurse manager stress: a dominance analysis of potential work environment stressors.

Science.gov (United States)

Kath, Lisa M; Stichler, Jaynelle F; Ehrhart, Mark G; Sievers, Andree

2013-11-01

Nurse managers have important but stressful jobs. Clinical or bedside nurse predictors of stress have been studied more frequently, but less has been done on work environment predictors for those in this first-line leadership role. Understanding the relative importance of those work environment predictors could be used to help identify the most fruitful areas for intervention, potentially improving recruitment and retention for nurse managers. Using Role Stress Theory and the Job Demands-Resources Theory, a model was tested examining the relative importance of five potential predictors of nurse manager stress (i.e., stressors). The work environment stressors included role ambiguity, role overload, role conflict, organizational constraints, and interpersonal conflict. A quantitative, cross-sectional survey study was conducted with a convenience sample of 36 hospitals in the Southwestern United States. All nurse managers working in these 36 hospitals were invited to participate. Of the 636 nurse managers invited, 480 responded, for a response rate of 75.5%. Questionnaires were distributed during nursing leadership meetings and were returned in person (in sealed envelopes) or by mail. Because work environment stressors were correlated, dominance analysis was conducted to examine which stressors were the most important predictors of nurse manager stress. Role overload was the most important predictor of stress, with an average of 13% increase in variance explained. The second- and third-most important predictors were organizational constraints and role conflict, with an average of 7% and 6% increase in variance explained, respectively. Because other research has shown deleterious effects of nurse manager stress, organizational leaders are encouraged to help nurse managers reduce their actual and/or perceived role overload and organizational constraints. Copyright © 2013 Elsevier Ltd. All rights reserved.

Organizational Stressors and Related Stress Intensities in Tehran\\'s Comprehensive Rehabilitation Centers: From the Employees\\' Point of View

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Nayyereh Tavafi

2007-01-01

Full Text Available Objective: Rehabilitation services employees are exposed to stressors at everyday work because they are in touch with people who disability and problems have associated with. Inappropriate policies and processes in work place aggravate stress and would adversely affect mental and physical health of this population which in turn would affect their quality of work. Materials & Methods: In order to determine the status of inappropriate organizational policies and processes as organizational stressors and related stress intensities in Tehran’s comprehensive rehabilitation centers, in a descriptive study all of the personnel were asked to fill a questionnaire which consisted of 32 questions. Content validity was approved by expertise people and reliability was 0.83. Results: Revealed that misevaluation of employees (%98 and using unclear and inappropriate criteria for evaluating personal (%95 were the most prevalent inappropriate organizational policy and process that personnel confronted with. Also we found that exposure to "inequality of payment for similar jobs" and "invalidity of criteria which were used for personnel evaluation", induced highest degree of stress on employees (2.64 from 4 & 1.71from 4 respectively. Conclusion: We conclude that as the most prevalent factor which induced stress in personnel is misevaluation, correction of personnel evaluation system should be over emphasized.

Your New Role in the Organizational Drama: Measuring Effectiveness.

Science.gov (United States)

Chalofsky, Neal E.; Reinhart, Carlene

1988-01-01

Presents a research-based model for human resource development effectiveness. Model standards specify that the HRD function has (1) the ability to diagnose problems, (2) the support of the corporate mission and culture, (3) a commitment to strategic planning and support for organizational change, (4) clearly defined staff roles and…

TOURISM IN HEALTH PROMOTION – A STRATEGY IN STRESS MANAGEMENT AND ORGANIZATIONAL COMMITMENT OF UNIVERSITY ACADEMIC STAFF

OpenAIRE

Lawal Yazid Ibrahim

2016-01-01

Despite the growth of leisure travel and stress coping research based analysis of leisure and tourism, stress coping have been performed rarely. The purpose of the present study is to examine how University staffs cope with stress through participation in leisure and tourism activities, and how work related stress affect their organizational commitment using data collected from a focus group interview approach and a self-developed questionnaire consisting of 25 items design to elicit informat...

Major Causes of Organizational Conflict: Diagnosis for Action. Working Paper.

Science.gov (United States)

Derr, C. Brooklyn

Six major causes of organizational conflict (individual stress, role conflict, power struggles, differentiation, interdependence, and external pressures) are delineated; implications for managing these conflicts using collaboration, bargaining, and power plays are pointed out; a conflict management paradigm pointing out which mode of conflict…

From proactive personality to organizational citizenship behavior: mediating role of harmony.

Science.gov (United States)

Gan, Yiqun; Cheung, Fanny M

2010-06-01

The objective of the present study was to examine the moderating role of interpersonal harmony in the relation of proactive personality with organizational citizenship behavior. 158 employees in Chinese state-owned companies completed the Proactive Personality Scale (Bateman & Crant, 1993), Harmony scale, and Organizational Citizenship Behavior Questionnaire. Proactive personality had insignificant correlation with job dedication. The correlation between interpersonal facilitation and proactive personality was significant but quite low. Results of the hierarchical regression analyses indicated that when demographic variables were controlled, Harmony had significant moderating effects on the relations of proactive behavior and job dedication/interpersonal facilitation. In the high Harmony group, the correlation between proactive personality and organizational citizenship behavior was significant; whereas in the low Harmony group, this correlation was not significant.

Interactive Role of Organizational Learning and Informal Norms in Accountability and Job Performance in 2014

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Abolfazl Ghasemzadeh

2015-09-01

Full Text Available Introduction: Although the contribution of organizational learning to employee organizational performance is well documented, the mechanisms that explain such relationship remain unclear. Accordingly, the purpose of this paper is to investigate the interactional role of organizational learning and informal norms in accountability and job performance of the staff in a medical department. Methods: The research method of the study is descriptive-correlational type. The statistical population of this study included all staff (N=315 of the Medical Department in Oshnavieh Hospital in 2014. For data gathering in this study, a sample comprising of 180 staff was selected using stratified random sampling. The data were collected through standard questionnaires of Neefe for organizational learning, informal norms of Hall, job performance of Paterson, and the questionnaire of individual accountability of Hochwarter. Pearson and moderated multiple regression analysis were used to test hypotheses. Results: Results showed that organizational learning has a positive and significant correlation with job performance and individual accountability. The results, also, showed a positive and significant correlation between informal norms, personal accountability, and job performance. Regression results showed the interactive role of learning structure dimensions, strategy, and shared vision with informal norms, predicting individual accountability of the staff. Also, interactive role of organizational learning and informal norms was confirmed in predicting job performance of the medical staff. Conclusion: The result of this study hold out that organizational learning directly and with interaction of informal norms improves staffs' performance and accountability. As a result of improved informal norms in a medical setting, we will have staff’s strong accountability and performance.

Organizational stressors, work-family interface and the role of gender in the hospital: experiences from Turkey.

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Turk, Meral; Davas, Asli; Tanik, Feride A; Montgomery, Anthony J

2014-05-01

In the framework of the EU project 'Improving quality and safety in the hospital: The link between organizational culture, burnout and quality of care', focus groups (FGs) were conducted to explore hospital environment stressors and their relationship with health care professional (HP) well-being and quality of care. Semi-structured interviews and FGs were used. Three mixed FGs with 23 health care workers, two FGs with 12 nurses, and another one with nine physicians were conducted. Thematic analyses were performed. Data were coded into main themes and subthemes. Three themes emerged from the discussions: (1) Organizational stressors associated with working conditions concerning the nature of the job, workload and working schedule, unclear role definition, lack of time for personal development, interpersonal relationships at work, changes in health policy, (2) work-family spillover and (3) the gendered nature of health care work and of patients' expectations, and the gendered character of the workplace. Health care professionals are faced with numerous challenges that create stress affecting their daily life. Job stressors related to working conditions, the negative and positive spillover of work-family interference and the gendered nature of health care work emerged as important issues for Turkish HPs. What is already known on this subject? In Turkey, gender has rarely been considered in the healthcare studies. Rapid changes in health reforms are making healthcare professionals more vulnerable to stress. The deteriation in the health system impacts women more than men, as higher ratios work in outsourced services. What does this study add? Despite signifcant changes in attitudes towards women, nurses are treated as "mothers" of the clinics. Women as health workers are particularly exposed to multiple stressors, that are rooted in ideals about gender. Understanding the way healthcare is organized along gendered lines is a precusor to any real organizational change

Beyond social exchange: Collectivism’s moderating role in the relationship between perceived organizational support and organizational citizenship behaviour

NARCIS (Netherlands)

van Knippenberg, D.; van Prooijen, J.W.; Sleebos, E.

2015-01-01

Perceived organizational support plays an important role in the social exchange relationship between the employee and the organization. We propose that individual differences in collectivism affect the extent to which employee–organization relationships are based on social exchange, and that

Organizational factors in fire prevention: roles, obstacles, and recommendations

Science.gov (United States)

John R. Christiansen; William S. Folkman; Keith W. Warner; Michael L. Woolcott

1976-01-01

Problems being encountered in implementing fire prevention programs were explored by studying the organization for fire prevention at the Fish Lake, Uinta, and Wasatch National Forests in Utah. The study focused on role congruency in fire prevention activities and on the social and organizational obstacles to effective programs. The problems identified included lack of...

An Investigation of the Effects of Workrelated - Stress and Organizational Commitment on Organizational Citizen ship Behavior: A Research on Banking Industry

OpenAIRE

Melisa Erdilek Karabay

2014-01-01

With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In th...

Marketers’ expanded role to increase internal customer satisfaction in organizational change

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Rotileanu Adina

2017-07-01

Full Text Available During times of change, when companies are going through major transformations like mergers, acquisitions, organizational re-structuring or culture change, marketing faces the challenge to implement the new strategy as scheduled, with no delays or changes. Internal customer change acceptance plays a significant role in this endeavor and marketers need to expand their role and complement Human Resources strategy to building trust between decision makers and employees, to learn and understand past issues and to find solutions. In this circumstance, marketers’ have to identify the variables that generally influence internal customer satisfaction and develop them in marketing tools aimed to increase it to the level that strategy is accepted and implemented faster than using only Human Resources mechanisms. This paper is a result of marketing practice in medium and large companies that went through organizational change. The goal of this case study is to create, based on time, discipline and cross-functional skills variables, a model of efficient processes and evaluation of marketing actions that will increase employees’ trust in change management decisions and will lead to their support and engagement. The three independent variables allowed researcher to study the complex relationship between internal client satisfaction phenomena, organizational change context and thirty-six cross-functional employees including management, ultimately to answer how these variables can be used by marketers to get the internal customer change buy-in. The research showed that the new developed marketing tools, that is to say a process flow associated with sustainable procedures and Service Level Agreements, increased internal customer satisfaction and contributed to smooth and consistent marketing strategy implementation, as scheduled. This result means the theory that marketers role in times of organizational change, besides regular Key Performance Indicators

Organizational Change and the Role and Use of Management Controls

DEFF Research Database (Denmark)

Rikhardsson, Pall; Rohde, Carsten; Christensen, Leif

countries. The paper identifies and explains the roles of different management controls in the organizational change processes initiated after an economic crisis. It shows how management control elements were used to change interpretive schemes and control archetypes to reflect a new operating environment....... The findings show that use of management controls in organizational change is critical. The type and severity of crisis influences what elements of the management control package are used, how they are coupled together and characteristics of the resulting control archetypes. In one context the organizations...... moved from result based management controls archetype to an action based management controls archetype. Other management controls like budgeting remained unchanged to provide stability when going through turbulent change....

Authentic leadership and organizational commitment: the mediating role of positive psychological capital

International Nuclear Information System (INIS)

Rego, P.; Pereira Lopes, M.; Nascimento, J.

2016-01-01

Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope). Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism). They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results. (Author)

Authentic leadership and organizational commitment: the mediating role of positive psychological capital

Energy Technology Data Exchange (ETDEWEB)

Rego, P.; Pereira Lopes, M.; Nascimento, J.

2016-07-01

Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope). Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism). They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results. (Author)

Authentic leadership and organizational commitment: The mediating role of positive psychological capital

Directory of Open Access Journals (Sweden)

Paulo Rego

2016-02-01

Full Text Available Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope. Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism. They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results.

The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform.

Science.gov (United States)

Aarons, Gregory A; Sommerfeld, David H; Willging, Cathleen E

2011-01-01

This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress ("low" versus "high") experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.

Impacts of organizational leadership and culture on organizational ...

African Journals Online (AJOL)

Impacts of organizational leadership and culture on organizational trust: Role of job cadre. ... Open Access DOWNLOAD FULL TEXT ... Data analysis via two separate 2X2X2 ANOVA revealed significant main influences of leadership quality ...

An Assessment of Positive Organizational Behavior in Service Sector of Pakistan: Role of Organization Based Self-Esteem and Global Self-Esteem

OpenAIRE

Wafa Khurram; Kamariah Bte Ismail; Syed Khurram Ali Jafri; Khairiah Soehod

2013-01-01

This study is an attempt to investigate prevalence of positive organizational behavior in the organizations in the service sector of Pakistan. We tested effects of organization based self-esteem, role stressors (role conflict, role overload and role ambiguity), leader-member exchange and perceived organizational support on positive organizational behavior as well as mediation of organization-based-self-esteem in this regard. Moreover, moderation of global self-esteem was also estimated in rel...

The Role of External Knowledge Sources and Organizational Design in the Process of Opportunity Exploitation

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Lyngsie, Jacob; A. Zahra, Shaker

involving 536 Danish firms shows that the use of external knowledge sources is positively associated with opportunity exploitation, but the strength of this association is significantly influenced by organizational designs that enable the firm to access external knowledge during the process of exploiting......Research highlights the role of external knowledge sources in the recognition of strategic opportunities, but is less forthcoming with respect to the role of such sources during the process of exploiting or realizing opportunities. We build on the knowledge-based view to propose that realizing...... opportunities often involves significant interactions with external knowledge sources. Organizational design can facilitate a firm’s interactions with these sources, while achieving coordination among organizational members engaged in opportunity exploitation. Our analysis of a double-respondent survey...

The Role of External Knowledge Sources and Organizational Design in the Process of Opportunity Exploitation

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Lyngsie, Jacob; Zahra, Shaker A.

2013-01-01

involving 536 Danish firms shows that the use of external knowledge sources is positively associated with opportunity exploitation, but the strength of this association is significantly influenced by organizational designs that enable the firm to access external knowledge during the process of exploiting......Research highlights the role of external knowledge sources in the recognition of strategic opportunities but is less forthcoming with respect to the role of such sources during the process of exploiting or realizing opportunities. We build on the knowledge-based view to propose that realizing...... opportunities often involves significant interactions with external knowledge sources. Organizational design can facilitate a firm's interactions with these sources, while achieving coordination among organizational members engaged in opportunity exploitation. Our analysis of a double-respondent survey...

COMPETITIVE INTELLIGENCE: THE ENHANCING ROLE OF ORGANIZATIONAL LEARNING CAPABILITY

OpenAIRE

HAMAD, Zaina Mustafa Mahmoud; YOZGAT, Ugur

2017-01-01

Performinga strong intelligence grants an organization a guaranteeof long-term success. This paper investigates the enhancing effect of organizational learning capabilities on competitive intelligence atthe commercial banks in Jordan. A sample within top and middle managements was used.Measurement instrument validity and model fit were assessed before testinghypotheses. This study emphasizes the role learning capability plays inenhancing intelligence. Key findings support importance of organi...

The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

Science.gov (United States)

Demir, Kamile

2015-01-01

Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

Does Organizational Forgetting Matter? Organizational Survival for Life Coaching Companies

Science.gov (United States)

Aydin, Erhan; Gormus, Alparslan Sahin

2015-01-01

Purpose: The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach: Within the context of…

Occupational role stress is associated with higher cortisol reactivity to acute stress.

Science.gov (United States)

Wirtz, Petra H; Ehlert, Ulrike; Kottwitz, Maria U; La Marca, Roberto; Semmer, Norbert K

2013-04-01

We investigated whether occupational role stress is associated with differential levels of the stress hormone cortisol in response to acute psychosocial stress. Forty-three medication-free nonsmoking men aged between 22 and 65 years (mean ± SEM: 44.5 ± 2) underwent an acute standardized psychosocial stress task combining public speaking and mental arithmetic in front of an audience. We assessed occupational role stress in terms of role conflict and role ambiguity (combined into a measure of role uncertainty) as well as further work characteristics and psychological control variables including time pressure, overcommitment, perfectionism, and stress appraisal. Moreover, we repeatedly measured salivary cortisol and blood pressure levels before and after stress exposure, and several times up to 60 min thereafter. Higher role uncertainty was associated with a more pronounced cortisol stress reactivity (p = .016), even when controlling for the full set of potential confounders (p stress reactivity was not associated with role uncertainty. Our findings suggest that occupational role stress in terms of role uncertainty acts as a background stressor that is associated with increased HPA-axis reactivity to acute stress. This finding may represent a potential mechanism regarding how occupational role stress may precipitate adverse health outcomes.

Working Definitions of the Roles and an Organizational Structure in Health Professions Education Scholarship: Initiating an International Conversation.

Science.gov (United States)

Varpio, Lara; Gruppen, Larry; Hu, Wendy; O'Brien, Bridget; Ten Cate, Olle; Humphrey-Murto, Susan; Irby, David M; van der Vleuten, Cees; Hamstra, Stanley J; Durning, Steven J

2017-02-01

Health professions education scholarship (HPES) is an important and growing field of inquiry. Problematically, consistent use of terminology regarding the individual roles and organizational structures that are active in this field are lacking. This inconsistency impedes the transferability of current and future findings related to the roles and organizational structures of HPES. Based on data collected during interviews with HPES leaders in Canada, Australia, New Zealand, the United States, and the Netherlands, the authors constructed working definitions for some of the professional roles and an organizational structure that support HPES. All authors reviewed the definitions to ensure relevance across multiple countries. The authors define and offer illustrative examples of three professional roles in HPES (clinician educator, HPES research scientist, and HPES administrative leader) and an organizational structure that can support HPES participation (HPES unit). These working definitions are foundational and not all-encompassing and, thus, are offered as stimulus for international dialogue and understanding. With these working definitions, scholars and administrative leaders can examine HPES roles and organizational structures across and between national contexts to decide how lessons learned in other contexts can be applied to their local contexts. Although rigorously constructed, these definitions need to be vetted by the international HPES community. The authors argue that these definitions are sufficiently transferable to support such scholarly investigation and debate.

A Neglected Role for Organizational Design

DEFF Research Database (Denmark)

Stea, Diego; Foss, Kirsten; Foss, Nicolai Juul

2015-01-01

Managers delegate the right to make decisions to employees because delegation economizes on scarce managerial attention, fosters the use of local knowledge, and positively impacts employee motivation. This is particularly important in knowledge-intensive organizations that operate in uncertain...... that management may renege on delegated decision rights has negative motivational consequences that are costly in knowledge-intensive organizations. As a consequence, making delegation credible is essential for sustaining the advantages that flow from delegation. Organizational design can play a key role...... environments, where employees have specialized knowledge and need to be responsive to local changes. Managers, however, often renege on delegation, particularly in high-uncertainty contexts, because they are tempted to adjust past decisions based on new information. We argue that employees’ knowledge...

To Be or Not to Be (Stressed): The Critical Role of a Psychologically Healthy Workplace in Effective Stress Management.

Science.gov (United States)

Grawitch, Matthew J; Ballard, David W; Erb, Kaitlyn R

2015-10-01

This article explains how key practices pertaining to the psychologically healthy workplace can be used to develop a comprehensive approach to stress management in contemporary organizations. Specifically, we demonstrate the ways in which employee involvement, recognition, work-life balance, health and safety, and growth and development practices can be used to assist in the reduction of work stress and the proactive management of strain. Although many organizations strive to establish a positive environment conducive to work and well-being, identifying where to begin can often seem like a daunting task. Currently, many stress management efforts emphasize individual-level interventions that are simply implemented alongside existing organizational practices. We propose that a broader perspective allows for a better understanding of the stress process, resulting in the ability to consider a wider range of changes to organizational processes. Combining knowledge regarding psychologically healthy workplace practices, stress management intervention levels and the personal resource allocation framework, we present a comprehensive framework for approaching workplace stress management, which can be tailored to the unique needs of various organizations, departments and employees. By adopting this broader perspective, we believe organizations can more strategically address employee stress, resulting in more effective stress management and a profound impact on stress-related outcomes. Copyright © 2014 John Wiley & Sons, Ltd.

Organizational Change

OpenAIRE

Davis, MC; Coan, P

2015-01-01

This chapter examines how organizational change principles may be applied to promote organizational greening and employee pro-environmental behaviour. Four key areas of change management are focused upon: organizational culture; leadership and change agents; employee engagement; and the differing forms that change may take. The role of each factor in supporting environmental change is discussed, together with relevant research evidence drawn from the corporate sustainability; WPEB; management...

Institutional pressures and marketing ethics initiatives: the focal role of organizational identity

NARCIS (Netherlands)

Martin, K.D.; Johnson, J.L.; French, J.J.

2011-01-01

Institutional theory implies that normative societal expectations create pressures for organizations to respond acceptably to important institutional constituents. Although the role of the institutional environment on marketing has been studied, the organizational mechanisms by which firms respond

The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behavior

Directory of Open Access Journals (Sweden)

Weiping Jiang

2017-09-01

Full Text Available Transformational leadership has drawn extensive attention in management research. In this field, the influence of transformational leadership on employee performance is an important branch. Recent research indicates that organizational citizenship behavior plays a mediating role between transformational leadership and employee performance. However, some of these findings contradict each other. Given the background where greater attention is being paid to transformational leadership in the construction industry, this research aims to find the degree of the influence of transformational leadership on employee sustainable performance, as well as the mediating role of organizational citizenship behavior. A total of 389 questionnaires were collected from contractors and analyzed via structural equation modeling. The findings reveal that employee sustainable performance is positively influenced by transformational leadership. In addition, more than half of that influence is mediated by their organizational citizenship behavior. These findings remind project managers of the need to pay close attention to transformational leadership, to cultivate organizational citizenship behavior, and thereby to eventually improve employee’s sustainable performance.

The role of organizational trust in safety climate's influence on organizational outcomes.

Science.gov (United States)

Kath, Lisa M; Magley, Vicki J; Marmet, Matthew

2010-09-01

Based on elements of social exchange theory and other conceptualizations of trust, a model was developed situating organizational trust as a central component to the relationship that safety climate has with organizational outcomes. Specifically, the model specified that two facets of safety climate--upward safety communication and management attitudes toward safety--would be positively related to organizational trust. Increased levels of trust would then predict increased motivation to engage in safe job-related behaviors, increased job satisfaction, and decreased turnover intentions. Another hypothesis investigated whether job safety relevance would moderate the relationship between safety climate and trust. Online survey research was conducted with 599 employees from 97 work groups across a New England grocery store chain. Hierarchical linear modeling indicated support for trust mediating the relationship between safety climate and organizational outcomes; further, the relationship between safety climate and trust was stronger within work groups where safety was more relevant. 2009 Elsevier Ltd. All rights reserved.

The Mediating Effect of Organizational Justice Between Power Sources and Organizational Commitment

OpenAIRE

Pahrudin; Noor; Kasmir

2017-01-01

This study examines the role of organizational justice in the relationship between energy sources and organizational commitment. This study uses structural equation modeling (SEM) to test the hypothesis on a sample of 160 Indonesian workers in a state enterprise. The results show that energy sources are positively associated with organizational commitment and that organizational fairness is positively related to organizational commitment. The power source, in turn, has a positive effect on or...

The Role of the IT Department in Organizational Redesign.

Science.gov (United States)

Petersen, Lone Stub

2015-01-01

Focus within eHealth research is often on development and implementation. However, the role of information systems maintenance and management is often neglected. In order for the IT department to accommodate the needs of the hospitals and continuous change of organization and practice there is a need for developing an understanding of the complex relationship between the IT department and clinical practice. In this paper the concept of redesign is used to deepen our understanding of IT related organizational change in healthcare organizations. In the paper I argue that the IT department is a central partner, steward and power in organizational change and learning in hospitals as the IT department serve both as a barrier and a catalyst of change and flexibility in the organization through management of information systems maintenance and redesign. Therefore it is important to consider and secure appropriate forms for stewarding redesign and learning in cooperation between the health care organizations and the IT department.

A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

Directory of Open Access Journals (Sweden)

Kürşad Zorlu

2016-01-01

Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

A Mediator Role of Perceived Organizational Support in Workplace Deviance Behaviors, Organizational Citizenship and Job Satisfaction Relations: A Survey Conducted With Artificial Neural Network

Directory of Open Access Journals (Sweden)

Kursad Zorlu

2014-07-01

Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

Factors Predicting Burnout Among Chaplains: Compassion Satisfaction, Organizational Factors, and the Mediators of Mindful Self-Care and Secondary Traumatic Stress.

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Hotchkiss, Jason T; Lesher, Ruth

2018-06-01

This study predicted Burnout from the self-care practices, compassion satisfaction, secondary traumatic stress, and organizational factors among chaplains who participated from all 50 states (N = 534). A hierarchical regression model indicated that the combined effect of compassion satisfaction, secondary traumatic stress, mindful self-care, demographic, and organizational factors explained 83.2% of the variance in Burnout. Chaplains serving in a hospital were slightly more at risk for Burnout than those in hospice or other settings. Organizational factors that most predicted Burnout were feeling bogged down by the "system" (25.7%) and an overwhelming caseload (19.9%). Each self-care category was a statistically significant protective factor against Burnout risk. The strongest protective factors against Burnout in order of strength were self-compassion and purpose, supportive structure, mindful self-awareness, mindful relaxation, supportive relationships, and physical care. For secondary traumatic stress, supportive structure, mindful self-awareness, and self-compassion and purpose were the strongest protective factors. Chaplains who engaged in multiple and frequent self-care strategies experienced higher professional quality of life and low Burnout risk. In the chaplain's journey toward wellness, a reflective practice of feeling good about doing good and mindful self-care are vital. The significance, implications, and limitations of the study were discussed.

A study to measure the impact of organizational culture and organizational excellence

OpenAIRE

Asghar Nikbakht Elham Nikbakht; Ali Soleimani Rad; Mohammad Reza Iravani

2012-01-01

Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held...

Nurse stress at two different organizational settings in Alexandria.

Science.gov (United States)

Zaghloul, Ashraf Az; Abou El Enein, Nagwa Y

2009-04-15

The objective of the study was to explore the difference in stress levels among nurses working at two different health care organizations and the determinants of nurse stress within each organization. Job stress is defined as the harmful emotional and physical reactions resulting from the interactions between the worker and her/his work environment where the demands of the job exceed the worker's capabilities and resources. A convenient sample of nurses in two hospitals in Alexandria; Shark Al Madina (n = 120) and Karmouz (n = 170) hospitals. All nurses present at the time of the study were approached to be included in the study. The response rate for Shark Al Madina hospital was 94% and for Karmouz hospital, 71%. Data collection took place using a nurse stress questionnaire previously developed and tested for validity and reliability to measure stress in clinical nursing practice. The 5% level of significance was used throughout the statistical analysis for all relevant tests. The highest mean stress scores were the same for both hospitals. The dimension of coping with new situations was 2.7 ± 0.6 at Shark Al Madina hospital and was 2.5 ± 0.7 at Karmouz hospital while the dimension of job security was 2.7 ± 0.6 and 2.5 ± 0.7 at Shark Al Madina and Karmouz hospitals, respectively. Stepwise multiple regression for Shark Al Madina hospital model revealed workload (β = 1.38), security (β = 5.04), and shortage of support staff (β = 3.39). For the Karmouz hospital model, stepwise multiple regression revealed security (β = 4.78) and shortage of resources (β = 3.66). Stressors among nurses appear to be the same despite the differences in organizational or hierarchical structure where they work or the type of consumer they serve. It is important to reduce occupational stress in nurses and to strengthen their coping resources to prevent nurse burnout. This could be achieved with job redesign, modification of shift work systems, and by offering occupational health

Predicting organizational citizenship behavior from the functional analysis and role identity perspectives: further evidence in Spanish employees.

Science.gov (United States)

Dávila, Ma Celeste; Finkelstein, Marcia A

2010-05-01

Organizational citizenship behavior (OCB) is a prosocial activity with similarities to volunteerism. The purpose of this work is to contribute new evidence about the relevance to OCB of two models of sustained volunteerism, functional analysis and role identity theory. A total of 983 Spanish employees at49 organizations completed surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the degree to which respondents developed an organizational citizen role identity. The results showed that both motives and role identity were significant predictors of OCB, with motive partially mediating the role identity-OCB relationship. The findings suggest that similar mechanisms are involved in sustaining volunteerism and OCB.

The role of organizational control systems in employees’ organizational trust and performance outcomes

NARCIS (Netherlands)

Verburg, R.M.; Nienaber, A.; Searle, R.H.; Weibel, A.; Den Hartog, D.N.; Rupp, D.E.

2018-01-01

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates

Moderating effects of nurses' organizational justice between organizational support and organizational citizenship behaviors for evidence-based practice.

Science.gov (United States)

Chang, Ching-Sheng

2014-10-01

Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.

The Role of Organizational Control Systems in Employees’ Organizational Trust and Performance Outcomes

NARCIS (Netherlands)

Verburg, R.M.; Nienaber, Ann Marie; Searle, Rosalind H.; Weibel, Antoinette; Den Hartog, Deanne N.; Rupp, Deborah E.

2018-01-01

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates

How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.

Science.gov (United States)

Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

2016-01-01

This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. © The Author(s) 2014.

Awareness of Stress-reduction Interventions: The Impact on Employees' Well-being and Organizational Attitudes.

Science.gov (United States)

Pignata, Silvia; Boyd, Carolyn; Gillespie, Nicole; Provis, Christopher; Winefield, Anthony H

2016-08-01

Employing the social-exchange theoretical framework, we examined the effect of employees' awareness of stress-reduction interventions on their levels of psychological strain, job satisfaction, organizational commitment, perceptions of senior management trustworthiness and procedural justice. We present longitudinal panel data from 869 employees who completed questionnaires at two time points at 13 Australian universities. Our results show that employees who reported an awareness of stress-reduction interventions undertaken at their university scored lower on psychological strain and higher on job satisfaction and commitment than those who were unaware of the interventions. The results suggest that simply the awareness of stress interventions can be linked to positive employee outcomes. The study further revealed that senior management trustworthiness and procedural justice mediate the relationship between awareness and employee outcomes. Copyright © 2014 John Wiley & Sons, Ltd. Copyright © 2014 John Wiley & Sons, Ltd.

An Empirical Test of Causal Inference Between Role Perceptions, Satisfaction with Work, Performance and Organizational Level

Science.gov (United States)

Szilagyi, Andrew D.

1977-01-01

Attempts to empirically verify the causal source and direction of causal influence between role ambiguity, role conflict and job satisfaction and performance for three organizational levels in a hospital environment. (Author/RK)

How Do Organizational Policies and Practices Affect Return to Work and Work Role Functioning Following a Musculoskeletal Injury?

NARCIS (Netherlands)

Amick, Benjamin C; Lee, Hyunmi; Hogg-Johnson, Sheilah; Katz, Jeffrey N; Brouwer, Sandra; Franche, Renée-Louise; Bültmann, Ute

Purpose Organizational-level policies and practices that promote safety leadership and practices, disability management and ergonomic policies and practices are considered key contextual determinants of return to work. Our objective was to examine the role of worker-reported organizational policies

Investigating the influence of organizational role on perceptions of risk in deep coal mines

Energy Technology Data Exchange (ETDEWEB)

Weyman, A.K.; Clarke, D.D. [Human Factors Group, Sheffield (United Kingdom). Health & Safety Lab.

2003-06-01

The authors replicated O. Ostberg's (1980) study of forestry workers using a range of personnel groups' in coal mines. Findings demonstrate a high level of consensus between a range of personnel groups for a set of pictorially depicted behavioral risks, at the level of rank order, but significant differences in terms of relative magnitudes. Magnitudes of perceived risk were found to be greater for those closest to the point of hazard than for members of more geographically and experientially distal groups. Findings are interpreted with reference to influences associated with organizational role. Revealed differences between personnel groups are explained in terms of cognitive availability, specifically effects associated with habituation and familiarity with risk, these sources of perceptual bias appearing to interact with organizational role.

Relationships of role stressors with organizational citizenship behavior: a meta-analysis.

Science.gov (United States)

Eatough, Erin M; Chang, Chu-Hsiang; Miloslavic, Stephanie A; Johnson, Russell E

2011-05-01

Several quantitative reviews have documented the negative relationships that role stressors have with task performance. Surprisingly, much less attention has been directed at the impact of role stressors on other aspects of job performance, such as organizational citizenship behavior (OCB). The goal of this study was to therefore estimate the overall relationships of role stressors (i.e., role ambiguity, conflict, and overload) with OCB. A meta-analysis of 42 existing studies indicated that role ambiguity and role conflict were negatively related to OCB and that these relationships were moderated by the target of OCB, type of organization, OCB rating source, and publication status. As expected, role conflict had a stronger negative relationship with OCB than it did with task performance. Finally, we found support for a path model in which job satisfaction mediated relationships of role stressors with OCB and for a positive direct relationship between role overload and OCB.

Factors Influencing the Organizational Stress among Teachers Working in Higher Education Sector in Kerala: An Empirical Analysis

Science.gov (United States)

Areekkuzhiyil, Santhosh

2014-01-01

The study aims to explore the various factors that influence the organizational stress of teachers working in higher education sector in the state of Kerala. The data required for the study has been conveniently collected from 200 teachers working in higher education sector. Exploratory factor analysis revealed nine factors, which significantly…

ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AND ORGANIZATIONAL LEARNING CLIMATE RELATIONSHIP

OpenAIRE

Mine TA rker

2008-01-01

Global competition highlights the importance of innovation, flexibility, responsiveness, and cooperativeness for long-term organizational success. Innovative and spontaneous behaviours’ vitality is revealed in protecting organization in an ever-chancing environment. As a necessity, organizations will become more dependent on employees who are willing to contribute effective organizational functioning, regardless of their formal role requirements. Employee behaviours like citizenship behaviour...

Toward a more comprehensive analysis of the role of organizational culture in child sexual abuse in institutional contexts.

Science.gov (United States)

Palmer, Donald; Feldman, Valerie

2017-12-01

This article draws on a report prepared for the Australian Royal Commission into Institutional Responses to Child Sexual Abuse (Palmer et al., 2016) to develop a more comprehensive analysis of the role that organizational culture plays in child sexual abuse in institutional contexts, where institutional contexts are taken to be formal organizations that include children among their members (referred to here as "youth-serving organizations"). We begin by integrating five strains of theory and research on organizational culture from organizational sociology and management theory into a unified framework for analysis. We then elaborate the main paths through which organizational culture can influence child sexual abuse in youth-serving organizations. We then use our unified analytic framework and our understanding of the main paths through which organizational culture can influence child sexual abuse in youth-serving organizations to analyze the role that organizational culture plays in the perpetration, detection, and response to child sexual abuse in youth-serving organizations. We selectively illustrate our analysis with case materials compiled by the Royal Commission into Institutional Responses to Child Sexual Abuse and reports of child sexual abuse published in a variety of other sources. We conclude with a brief discussion of the policy implications of our analysis. Copyright © 2017. Published by Elsevier Ltd.

THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE ON THE EFFECTS OF LEADER-MEMBER EXCHANGE ON ORGANIZATIONAL CITIZINSHIP BEHAVIOUR

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Erol TEKİN

2018-04-01

Full Text Available The aim of the study is to investigate the mediating effect of organizational justice on the effect of leadermember exchange on organizational citizenship behavior. Within the scope of this purpose, a questionnaire study has been carried out on 250 banking employee. The obtained data has been analyzed with factor analysis, correlation analysis and regression analysis. Analyzes has been performed with SPSS 20.0 analysis software. According to the results, it has been found that leader-member exchange affects organizational citizenship behavior positively and meaningfully. Similarly, it has been found that organizational justice affects organizational citizenship behavior positively and meaningfully. It has also been found that organizational justice citizenship behavior has a partial mediation effect on the relation between leader-member exchange and organizational citizenship behavior.

Nursing home care: exploring the role of religiousness in the mental health, quality of life and stress of formal caregivers.

Science.gov (United States)

Lucchetti, G; Lucchetti, A L G; Oliveira, G R; Crispim, D; Pires, S L; Gorzoni, M L; Panicio, C R G; Koenig, H G

2014-06-01

Despite the high number of studies on family caregivers, there is little research on the impact of religiosity on formal caregiving (paid providers). We examine the role of religiousness in the mental health, quality of life and stress of nurse aides (NA) who provide care for patients in a nursing home. NA in a Brazilian nursing home were invited to participate. Because of its coping function, we hypothesized that religiousness was related to better mental health and quality of life. Linear regression was used to test this hypothesis and control for confounders. Compared with the Brazilian general population, NA scored higher on measures of religious involvement. Intrinsic religiosity was associated with better mental health and quality of life. Organizational religiosity was associated with better social functioning, better general mental health and fewer anxiety symptoms. Non-organizational religiosity (prayer), however, was associated with negative outcomes, such as higher stress, poorer general health perceptions and more anxiety symptoms. Most NA indicated that they had prayed for and with their patients. In conclusion, paid caregivers (NA) have a strong sense of religiousness, which plays an important role in many ways, including the type of care they provide, their mental health and their quality of life. © 2013 John Wiley & Sons Ltd.

Role Overload, Role Self Distance, Role Stagnation as Determinants of Job Satisfaction and Turnover Intention in Banking Sector

OpenAIRE

Kunte, Monica; Gupta, Priya; Bhattacharya, Sonali; Neelam, Netra

2017-01-01

Purpose: This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India. Methodology: In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71. Findings: The majority of employees of all ranks, in both private and public sector banks,...

Perceived organizational support and extra-role performance: which leads to which?

Science.gov (United States)

Chen, Zhixia; Eisenberger, Robert; Johnson, Kelly M; Sucharski, Ivan L; Aselage, Justin

2009-02-01

L. Rhoades and R. Eisenberger (2002) reported the meta-analytic finding of a highly statistically significant relation between perceived organizational support (POS) and performance but concluded that the reviewed studies' methodology allowed no conclusion concerning the direction of the association. To investigate this issue, the authors assessed POS and extra-role performance 2 times, separated by a 3-year interval, among 199 employees of an electronic and appliance sales organization. Using a cross-lagged panel design, the authors found that POS was positively associated with a temporal change in extra-role performance. In contrast, the relation between extra-role performance and temporal change in POS was not statistically significant. These findings provide evidence that POS leads to extra-role performance.

ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE: KEY FACTORS IN THE ORGANIZATIONAL ADAPTATION PROCESS

Directory of Open Access Journals (Sweden)

Ivona Vrdoljak Raguž

2017-01-01

Full Text Available This paper intends to theorize about how the specific leadership style affects the organizational adaptation in terms of its external environment through fostering the desired organizational culture. Adaptation success, the dimensions of organizational culture and the executive leadership role in fostering the desired corporate culture conducive to the organizational adaptation process are discussed in this paper. The objective of this paper is to highlight the top executive managers’ crucial role and their leadership style in creating such an internal climate within an organization that, in turn, encourages and strengthens the implementation of changes and adaptation to its environment. The limitations of this paper lie in the consideration that this subject matter is discussed only at a theoretical level and that its validity should be proved through practical application.

The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

Science.gov (United States)

Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

2018-04-01

This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

The Role of Organizational Control Systems in Employees’ Organizational Trust and Performance Outcomes

Science.gov (United States)

Verburg, Robert M.; Nienaber, Ann-Marie; Searle, Rosalind H.; Weibel, Antoinette; Den Hartog, Deanne N.; Rupp, Deborah E.

2017-01-01

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed. PMID:29568213

Perceptions of organizational support and its impact on nurses' job outcomes.

Science.gov (United States)

Labrague, Leodoro J; McEnroe Petitte, Denise M; Leocadio, Michael C; Van Bogaert, Peter; Tsaras, Konstantinos

2018-04-25

Strong organizational support can promote a sense of well-being and positive work behaviors in nurses. However, despite the importance of organizational support in nursing, this topic remains unexplored in the Philippines. The aim of this study was to examine the impact of organizational support perceptions on nurses' work outcomes (organizational commitment, work autonomy, work performance, job satisfaction, job stress, and turnover intention). A descriptive, cross-sectional research design was adopted in this study to collect data from one hundred eighty (180) nurses in the Philippines during the months of September 2015 to December 2015. Seven standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Work Autonomy Scale, the Six Dimension Scale of Nursing Performance, the Turnover Intention Inventory Scale, and the Perception of Organizational Support Scale. Nurses employed in government-owned hospitals perceived low levels of organizational support as compared to private hospitals. Significant correlations were identified between perceived organizational support (POS), hospital bed capacity, and nurses' work status. No significant correlations were found between perceived organizational supportand the six outcomes perceived by nurses in the Philippines (organizational commitment, work performance, job autonomy, job satisfaction, job stress, and turnover intention). Perceptions of organizational support were low in Filipino nurses compared to findings in other international studies. Perceived organizational support did not influence job outcomes in nurses. © 2018 Wiley Periodicals, Inc.

Exploring the Organizational Culture’s Moderating Role of Effects of Corporate Social Responsibility (CSR on Firm Performance: Focused on Corporate Contributions in Korea

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Myeongju Lee

2017-10-01

Full Text Available The purpose of this study was to examine the role of organizational culture in helping to translate corporate social responsibility (CSR into firm performance. We employed arguments from the CSR strategy view to highlight the effectiveness of CSR and the contingency approach to explain the vertical fit between CSR and the organizational culture in a firm. Furthermore, we examined the moderating influence of organizational culture on the CSR–firm performance linkage. The results suggest that some organizational cultures moderate the relationship between CSR and financial outcomes, and that organizational culture may play an important role in enhancing a positive relationship between CSR and firm performance.

Online Academic Networks as Knowledge Brokers: The Mediating Role of Organizational Support

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Elena-Mădălina Vătămănescu

2018-04-01

Full Text Available Placing online academic networks in the framework of social, cultural and institutional “deterritorialization,” the current paper aims at investigating the functionality of these new forms of transnational and trans-organizational aggregations as knowledge brokers. The emphasis is laid on the influence of human collective intelligence and consistent knowledge flows on research innovation, considering the role of organizational support within higher education systems. In this respect, the research relied on a questionnaire-based survey with 140 academics from European emerging countries, the data collected being processed via a partial least squares structural equation modelling technique. Evidence was brought that, as knowledge brokers, online academic networks are systems aimed to support the access to human collective intelligence and consistent knowledge flows which exert a positive influence on research innovation, both directly and indirectly, by means of formal and informal organizational support. As facilitators of collaborative environments for individuals with specialized knowledge, competence, expertise and experience, online academic networks have set themselves up as an agora for academics worldwide and as an outlet for their acumen and literacy.

An investigation on the role of organizational climate on electronic learning

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Hosseinali Aziziha

2014-03-01

Full Text Available This paper presents an empirical investigation on the effect of organizational climate on development of electronic learning in one of Iranian banks named Bank Maskan. In our survey, organizational characteristics include organizational structure, organizational communication, reward and promotion, organizational commitment, risk taking, organizational conflict and team-work. The proposed study uses two questionnaires, one for organizational climate and the other one for electronic learning, in Likert scale. Cronbach alpha for these two questionnaires are calculated as 0.79 and 0.86, respectively. Using Pearson correlation ratio as well as stepwise regression analysis, the study determines that organizational structure, organizational communication, reward and promotion, organizational commitment, risk taking and team-work influence on electronic learning, positively.

Subject Matter Specialists and Organizational Effectiveness of Krishi Vigyan Kendras of Tamil Nadu and Kerala

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Bimal Puthuparambil Bashir

2017-04-01

Full Text Available The study was undertaken with the objective of determining the socio-personal characteristics of Subject Matter Specialists (SMS of Krishi Vigyan Kendra (KVK and their relationship with organizational effectiveness. Altogether 65 SMS’ from 12 KVKs across Tamil Nadu and Kerala were selected. The study has concluded that most of respondents were middle aged with more than half of them being female. Majority of them was married, had work experience of below five years and had attended three to five trainings. Most of the respondents had high level of job satisfaction team-work and one-fourth felt a medium to high job stress. More than half of the respondents felt medium level of work load. There was a positive and significant correlation at one per cent level between job satisfaction / team work and organizational effectiveness of KVKs whereas job stress had a negative and significant correlation at five per cent level. Hence it may be concluded that team work, job satisfaction and job stress play a significant role in improving the organizational effectiveness of KVK. More emphasis must be given for team building enhance the job satisfaction level and reduce the job stress among Subject Matter Specialists of KVKs.

Organizational culture, intersectoral collaboration and mental health care.

Science.gov (United States)

Mitchell, Penelope Fay; Pattison, Philippa Eleanor

2012-01-01

This study aims to investigate whether and how organizational culture moderates the influence of other organizational capacities on the uptake of new mental health care roles by non-medical primary health and social care services. Using a cross-sectional survey design, data were collected in 2004 from providers in 41 services in Victoria, Australia, recruited using purposeful sampling. Respondents within each service worked as a group to complete a structured interview that collected quantitative and qualitative data simultaneously. Five domains of organizational capacity were analyzed: leadership, moral support and participation; organizational culture; shared concepts, policies, processes and structures; access to resource support; and social model of health. A principal components analysis explored the structure of data about roles and capacities, and multiple regression analysis examined relationships between them. The unit of analysis was the service (n = 41). Organizational culture was directly associated with involvement in two types of mental health care roles and moderated the influence of factors in the inter-organizational environment on role involvement. Congruence between the values embodied in organizational culture, communicated in messages from the environment, and underlying particular mental health care activities may play a critical role in shaping the emergence of intersectoral working and the uptake of new roles. This study is the first to demonstrate the importance of organizational culture to intersectoral collaboration in health care, and one of very few to examine organizational culture as a predictor of performance, compared with other organizational-level factors, in a multivariate analysis. Theory is developed to explain the findings.

Reciprocation of perceived organizational support.

Science.gov (United States)

Eisenberger, R; Armeli, S; Rexwinkel, B; Lynch, P D; Rhoades, L

2001-02-01

Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives; (b) felt obligation mediated the associations of POS with affective commitment, organizational spontaneity, and in-role performance; and (c) the relationship between POS and felt obligation increased with employees' acceptance of the reciprocity norm as applied to work organizations. Positive mood also mediated the relationships of POS with affective commitment and organizational spontaneity. The pattern of findings is consistent with organizational support theory's assumption that POS strengthens affective commitment and performance by a reciprocation process.

Eldercare demands, strain, and work engagement : The moderating role of perceived organizational support

NARCIS (Netherlands)

Zacher, Hannes; Winter, Gabriele

2011-01-01

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was

A study to measure the impact of organizational culture and organizational excellence

Directory of Open Access Journals (Sweden)

Asghar Nikbakht Elham Nikbakht

2012-09-01

Full Text Available Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held among 70 employees of one of distance learning universities located in province of Esfahan, Iran. The study uses Pearson correlation ratio as well as linear regression technique to investigate the relationships. The results confirmed that there are positive and meaningful relationship between organizational culture and quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes but it does not find any meaningful relationship between organizational culture and methods of assessment.

A cross-sectional survey on consequences of nurses' burnout: moderating role of organizational politics.

Science.gov (United States)

Basar, Ufuk; Basim, Nejat

2016-08-01

The aim of the study was to assess whether perceptions of organizational politics (defined as self-serving behaviours at the expense of others) influence the prospective associations between nurses' burnout and its consequences, namely, intention to quit and neglect of work. Researchers have previously investigated relationships between nurses' burnout, intention to quit, neglect of work and perceptions of organizational politics in different research models and from different perspectives. As far as we know, no studies have considered whether nurses' perceptions of organizational politics moderate the influence of burnout. A cross-sectional survey using self-report questionnaires. Data were collected by questionnaire from a sample of 456 nurses from six private hospitals in Ankara, Turkey in March 2015. Four different previously designed scales were used to measure research variables (burnout, intention to quit, neglect of work and perceptions of organizational politics). Following confirmatory validity and reliability analyses of data collection instruments, descriptive statistics for each research variable were analysed. Structural regression models were created to assess relationships among variables. Burnout resulted in intention to quit and neglect. Intention to quit partially mediated the association between burnout and neglect. Burnout gave rise to intention to quit slightly more strongly in nurses who had greater perceptions of organizational politics. This study uncovers and emphasizes the moderating role of perceptions of organizational politics in consequences of burnout. This may help hospital managers and nurses to improve costs, efficiency, satisfaction and productivity. © 2016 John Wiley & Sons Ltd.

Managing Organizational Change.

Science.gov (United States)

Watwood, Britt; And Others

Based on studies comparing leadership in two rural community colleges undergoing change and examining the management of change at Maryland's Allegany College, this paper presents a conceptual framework and model for managing organizational change. First, a framework for understanding the community college chair's role in organizational change is…

Role Overload, Role Self Distance, Role Stagnation as Determinants of Job Satisfaction and Turnover Intention in Banking Sector

Science.gov (United States)

Kunte, Monica; Gupta, Priya; Bhattacharya, Sonali; Neelam, Netra

2017-01-01

Purpose: This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India. Methodology: In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71. Findings: The majority of employees of all ranks, in both private and public sector banks, suffer from high role stress of all types. It was found that role overload and role stagnation are inversely associated with banking employees' job satisfaction. Private sector bank employees have more role stress and more unsatisfied than employees of public sector banks. Employees Turnover intention was found to be positively impacted by job satisfaction, contrary to many other studies. Possible reasons have been suggested. Job satisfaction was found to play a partial mediating role in the relationship between role overload and turnover intention with 40% mediation. Further, employees with longer tenure (work experience) have less role stress and are more satisfied. Originality: This study is unique in the sense there is hardly any study linking role stress to job satisfaction and turnover intention, specially in Indian context. PMID:29200554

Role Overload, Role Self Distance, Role Stagnation as Determinants of Job Satisfaction and Turnover Intention in Banking Sector.

Science.gov (United States)

Kunte, Monica; Gupta, Priya; Bhattacharya, Sonali; Neelam, Netra

2017-01-01

This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India. In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71. The majority of employees of all ranks, in both private and public sector banks, suffer from high role stress of all types. It was found that role overload and role stagnation are inversely associated with banking employees' job satisfaction. Private sector bank employees have more role stress and more unsatisfied than employees of public sector banks. Employees Turnover intention was found to be positively impacted by job satisfaction, contrary to many other studies. Possible reasons have been suggested. Job satisfaction was found to play a partial mediating role in the relationship between role overload and turnover intention with 40% mediation. Further, employees with longer tenure (work experience) have less role stress and are more satisfied. This study is unique in the sense there is hardly any study linking role stress to job satisfaction and turnover intention, specially in Indian context.

Organizational Learning and Crisis Management

Science.gov (United States)

Wang, Jia

2007-01-01

The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…

Individualism/collectivism and organizational citizenship behavior.

Science.gov (United States)

Dávila de León, María Celeste; Finkelstein, Marcia A

2011-08-01

Organizational citizenship behaviors (OCB) are workplace activities that exceed an employee's formal job requirements and contribute to the effective functioning of the organization. We explored the roles of the dispositional traits of individualism and collectivism in the prediction of OCB. The relationship was examined in the context of other constructs known to influence OCB, specifically, motives and identity as an organizational citizen. A total of 367 employees in 24 organizations completed surveys measuring individualism/collectivism, OCB motives, strength of organizational citizen role identity, and amount of OCB. The results showed collectivism to be a significant predictor of Organizational Concern and Prosocial Values motives, role identity, and OCB. Individualism predicted Impression Management motives and was a significant negative predictor of a role identity as one who helps others. The findings are discussed with regard to previous research in OCB.

The mediation of the Relationship between Organizations and Institutions. The Role of Organizational Culture

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M.Şimandan

2013-12-01

Full Text Available This article analyzes the relations between organizations and institutions and their mediation by the factors of organizational culture. After discussing the elements that distinguish organizations from institutions, we will discuss W. R. Scott’s conception regarding the constitutive and functioning structures of the institutions. The following section focuses upon D. C. North’s theory regarding the institutional stability and change, as well as the costs involved by these processes. The last section systematizes a few perspectives regarding the mediation of the relations between organizations and institutions and the role of the organizational culture in this context.

Exploring the organizational impact of software-as-a-Service on software vendors the role of organizational integration in software-as-a-Service development and operation

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Stuckenberg, Sebastian

2014-01-01

Software-as-a-Service has gained momentum as a software delivery and pricing model within the software industry. Existing practices of software vendors are challenged by a potential paradigm shift. This book analyzes the implications of Software-as-a-Service on software vendors using a business model and value chain perspective. The analysis of qualitative data from software vendors highlights the role of organizational integration within software vendors. By providing insights regarding the impact of Software-as-a-Service on organizational structures and processes of software vendors, this st

Transcending Organizational Boundaries

DEFF Research Database (Denmark)

Kringelum, Louise Tina Brøns

by applying the engaged scholarship approach, thereby providing a methodological contribution to both port and business model research. Emphasizing the interplay of intra- and inter-organizational business model innovation, the thesis adds insight into the roles of port authorities, business model trends......This thesis explores how processes of business model innovation can unfold in a port authority by transcending organizational boundaries through inter-organizational collaboration. The findings contribute to two fields of academic inquiry: the study of business model innovation and the study of how...... the roles of port authorities evolve. This contribution is made by combining the two fields, where the study of business model innovation is used as an analytical concept for understanding the evolution of port authorities, and where the study of port authorities is used as a contextual setting...

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

OpenAIRE

Monteiro, Rosa; Pereira, Marta; Daniel, Fernanda; Silva, Alexandre Gomes da; Matos, Fátima Regina Ney

2017-01-01

Abstract Work-family reconciliation plays a crucial role in the well-being of employees, having impacts at the individual, social and organizational level. Studies concluded that poor work-life balance as one of the ten predictors of psychosocial risks at work. A family-friendly culture relates to how an organization values and allows the articulation of the various spheres of its workers’ life. We intended to determine the effect of different variables like the existence of services, the org...

The role of proactive personality in job satisfaction and organizational citizenship behavior: a relational perspective.

Science.gov (United States)

Li, Ning; Liang, Jian; Crant, J Michael

2010-03-01

Drawing from a relational approach, the authors conceptualize the quality of leader-member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader-member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. 2010 APA, all rights reserved

WORK CULTURE, WORK MOTIVATION AND ORGANIZATIONAL PERFORMANCE: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

OpenAIRE

Sri Rahayu Wilujeng*, Sri Wahyu Lelly Hana Setyanti , Handriyono

2018-01-01

Human resources are an organization asset that becomes an important factor in the progress of an organization. The quality of human resources itself can be seen from the performance of the employees. The purpose of this research is to examine the influence of work culture and work motivation on organizational performance with organizational commitment as mediating. This research is a review from the theory and several researches that have been done on the work culture, work motivation, organi...

Impact of nurses' job satisfaction on organizational trust.

Science.gov (United States)

Williams, Lauren L

2005-01-01

The matter of organization trust is gaining widespread attention because its perceived value and its erosion. Rampant organizational change has reportedly left nurses feeling betrayed, stressed, and vulnerable. This case study identifies specific aspects of job satisfaction that contribute to organizational trust. Findings offer guidance to the manager intending to create a culture of trust and subsequently promote organizational effectiveness.

Organizational factors, organizational culture, job satisfaction and entrepreneurial orientation in public administration

Directory of Open Access Journals (Sweden)

Konstantinos M. Karyotakis

2016-05-01

Full Text Available The present paper outlines the critical role and influence of organizational culture and job satisfaction on the relationship between organizational factors and entrepreneurial orientation (EO in the public sector through generating the theoretical framework. Upon examining these terms, a model that reflects their mutual relationships has been suggested. The amalgam of internal work environment, work discretion and rewards/recognition in combination with the appropriate degree of organizational boundaries, such as formalization, centralization, technology routines and connectedness, are crucial for fostering organizational culture and job satisfaction that lead to EO through innovativeness, proactiveness and risk taking.

Eldercare Demands, Strain, and Work Engagement: The Moderating Role of Perceived Organizational Support

Science.gov (United States)

Zacher, Hannes; Winter, Gabriele

2011-01-01

Demographic changes give rise to an increasing number of middle-aged employees providing home-based care to an elderly family member. However, the potentially important role of employees' perceptions of organizational support for eldercare has so far not been investigated. The goal of this study was to examine a stressor-strain-outcome model…

Creating a winning organizational culture.

Science.gov (United States)

Campbell, Robert James

2009-01-01

This article explores the idea of how to create a winning organizational culture. By definition, a winning organizational culture is one that is able to make current innovations stick, while continuously changing based on the demands of the marketplace. More importantly, the article explores the notion that a winning organizational culture can have a profound impact on the conscious of the workforce, helping each individual to become a better, more productive person, who provides important services and products to the community. To form a basis toward defining the structure of what a winning organization culture looks like, 4 experts were asked 12 questions related to the development of an organizational culture. Three of the experts have worked intimately within the health care industry, while a fourth has been charged with turning around an organization that has had a losing culture for 17 years. The article provides insight into the role that values, norms, goals, leadership style, familiarity, and hiring practices play in developing a winning organizational culture. The article also emphasizes the important role that leaders perform in developing an organizational culture.

SERVANT LEADERSHIP AND ORGANIZATIONAL TRUST: THE MEDIATING EFFECT OF THE LEADER TRUST AND ORGANIZATIONAL COMMUNICATION

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Morad Rezaei

2012-01-01

Full Text Available The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship. The study sample included 258 employees of Guilan province Tax Administration and for sampling we used cluster method. Previous studies have also focused on the positive impact of servant leadership in organizational trust and in this article the results show that there is a significant relationship between servant leadership, organizational trust, leader trust and organizational communication.

The Role of Organizational Leadership to Enhance Top 10 CSR Issues and Trends in The Global Economy

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Dewi Rachmayanti

2014-08-01

Full Text Available Research on leadership and its relationship with organizational performance have been carried out and not considered Corporate Social Responsibility (CSR performance, especially in the field of community development (Comdev and even done partially. This study aims to investigate the role of organizational leadership to enhance Top 10 CSR issues and trends in the global economy which defines roles and leadership competencies. Thirteen experts were involved in the Forum of Multi Stakeholder Corporate Social Responsibility (MSHCSR through Focus Group Discussion (FGD. Data by cluster random sampling were statistically analyzed with Assumption Surfacing and Testing Strategy (SAST. The results showed from FGD experts stating if eight roles and eight competencies of the organization’s leadership is very important and influential to enhance Top 10 CSR issues and trends in the global economy.

Relationship emotional intelligence and personality traits with organizational commitment among Iranian nurses

Directory of Open Access Journals (Sweden)

Zahra Taherinejad

2017-06-01

Full Text Available In the past three decades, organizational commitment has been of interest to researchers as one of the organizational attitudes. The aim of this study was to investigate the relationship of emotional intelligence and personality traits with organizational commitment among Iranian nurses. A total of 280 nurses were selected by multistage random sampling. Study tools included emotional intelligence inventory, Neo personality inventory and organizational commitment inventory. Results showed the positive and significant relationship of emotional intelligence and its dimensions (self-expression, self-regard, independence, social responsibility, problem solving, stress tolerance, impulse control, and optimism with organizational commitment. Also, organizational commitment showed a positive and significant relationship with extroversion and conscientiousness. Moreover, components of self-expression, problem solving and stress tolerance in emotional intelligence are able to predict organizational commitment. Thus, these results indicate the importance of emotional intelligence and personality traits in organizational commitment.

The rocky road to prosocial behavior at work: The role of positivity and organizational socialization in preventing interpersonal strain.

Science.gov (United States)

Livi, Stefano; Theodorou, Annalisa; Rullo, Marika; Cinque, Luigi; Alessandri, Guido

2018-01-01

Among relevant consequences of organizational socialization, a key factor is the promotion of organizational citizenship behaviors toward individuals (i.e. OCBI). However, the relation between organizational socialization and OCBI has received little attention. This study tests the validity of a moderated mediation model in which we examine the mediating effect of a decreased interpersonal strain on the relationship between organizational socialization and OCBI, and the moderation role of a positive personal resource in reducing interpersonal strain when an unsuccessful socialization subsists. A cross-sectional study was conducted on 765 new recruits of the Guardia di Finanza-a military Police Force reporting to the Italian Minister of Economy. Findings confirm our hypothesis that interpersonal strain mediates the relationship between organizational socialization and OCBI. The index of moderated mediation results significant, showing that this effect exists at different levels of positivity. Theoretical and practical implications for promoting pro-organizational behaviors are discussed.

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

International Nuclear Information System (INIS)

Kim, J.H.; Kim, C.S.; Kim, J.M.

2011-01-01

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

Organizational search and market orientation

DEFF Research Database (Denmark)

Sørensen, Hans Eibe; Stieglitz, Nils

2008-01-01

  Market orientation has evolved into a key construct in the marketing and strategy literature. While much progress has been made in empirical research, the concept lacks a coherent theoretical foundation. Essentially, much prior research has pointed to the role of market-sensing capabilities...... to explain performance differentials among firms (Day, 1994). We open up the black box of market-sensing capabilities by treating the issue of choosing marketing attributes of products as a problem of organizational search. Despite much robust research on organizational search in the strategy......, with their effectiveness depending on organizational and environmental factors. We provide an elaborate outline of the multidimensional aspect of firms' responsive and proactive search processes. First, we highlight the role of organizational aspiration-levels for market orientation. We then investigate the mechanisms...

Organizational decision making

OpenAIRE

Grandori, Anna

2015-01-01

Approved for public release; distribution is unlimited This thesis develops a heuristic approach to organizational decision-making by synthesizing the classical, neo-classical and contingency approaches to organization theory. The conceptual framework developed also integrates the rational and cybernetic approaches with cognitive processes underlying the decision-making process. The components of the approach address the role of environment in organizational decision-maki...

BUSINESS STRATEGY, STRUCTURE AND ORGANIZATIONAL PERFORMANCE

OpenAIRE

CORINA GAVREA; ROXANA STEGEREAN; LIVIU ILIES

2012-01-01

Organizational structure and competitive strategy play an important role in gaining competitive advantage and improving organizational performance. The objective of this paper is to examine how organizational structure and strategy affects firm performance within a sample of 92 Romanian firms. The data used in this study was collected through a questionnaire used to quantify the three variables of interest: organizational performance, strategy and structure.

Middle manager involvement in strategy development in not-for profit organizations: the director of nursing perspective--how organizational structure impacts on the role.

Science.gov (United States)

Carney, M

2004-01-01

An attempt was made to link organizational structure and strategic management and, in the process, to identify how organizational structure impacts on the strategic management role of Directors of Nursing working in acute care hospitals in the Republic of Ireland. Directors of Nursing are recognized as holding a pivotal role in health care delivery. The need for their involvement in strategic management is acknowledged, yet it is not clear if this role is influenced by organizational structure. It is recognized that strategic involvement increases the likelihood that middle managers' initiatives will be in line with top management's concept of corporate strategy. The principal thesis is that organizational members will exercise a higher level of strategic consensus if they have been initially involved in the development of strategy. The study was undertaken in not-for-profit health service organizations, through a series of 25 semi-structured interviews with Directors of Nursing. The review of the literature was undertaken simultaneously with grounded theory analysis of the interviews. This research suggests that structure does impact on the role, conferring both positive benefits and negative consequences. Structure is identified in this study, in terms of organizational hierarchy, and the locus of control pertaining in each organization. Two predominating structure models are discussed and analysed.

The rocky road to prosocial behavior at work: The role of positivity and organizational socialization in preventing interpersonal strain

Science.gov (United States)

Theodorou, Annalisa; Rullo, Marika; Cinque, Luigi; Alessandri, Guido

2018-01-01

Among relevant consequences of organizational socialization, a key factor is the promotion of organizational citizenship behaviors toward individuals (i.e. OCBI). However, the relation between organizational socialization and OCBI has received little attention. This study tests the validity of a moderated mediation model in which we examine the mediating effect of a decreased interpersonal strain on the relationship between organizational socialization and OCBI, and the moderation role of a positive personal resource in reducing interpersonal strain when an unsuccessful socialization subsists. A cross-sectional study was conducted on 765 new recruits of the Guardia di Finanza–a military Police Force reporting to the Italian Minister of Economy. Findings confirm our hypothesis that interpersonal strain mediates the relationship between organizational socialization and OCBI. The index of moderated mediation results significant, showing that this effect exists at different levels of positivity. Theoretical and practical implications for promoting pro-organizational behaviors are discussed. PMID:29494621

THE ROLE OF ORGANIZATIONAL COMMITMENT MEDIATION ON THE EFFECT OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION TO TURNOVER INTENTION

Directory of Open Access Journals (Sweden)

Risma N.

2018-02-01

Full Text Available This study aimed to analyze and find out the role of organizational commitment mediation on the effect of person-organization fit and job satisfaction to the turnover intention of marketing funding employees. The research method used was quantitative. The type of this research was causal associative by using purposive sampling method in the sample determination. Respondents are 96 employees of Marketing Funding at Bank Nusa Tenggara Barat, Indonesia. The data analysis technique used was Partial Least Square analysis. The research result showed that person-organization fit has no significant effect on turnover intention, job satisfaction has no significant effect on turnover intention, person-organization fit has significant effect on the organizational commitment, job satisfaction has significant effect on organizational commitment, organizational commitment has significant effect on turnover intention, organizational commitment fully mediates the relationship between person-organization fit on turnover intention, and organizational commitment fully mediates the relationship between job satisfaction on turnover intention.

Organizational Storytelling among Academic Reference Librarians

Science.gov (United States)

Colón-Aguirre, Mónica

2015-01-01

This study focuses on the roles of organizational stories among librarians who work at the reference desk. Twenty librarians employed in four academic institutions were interviewed. Most of the organizational stories shared among the participants and their colleagues were rich in tacit knowledge and can be classified according to four main roles:…

The study of knowledge management capability and organizational effectiveness in Taiwanese public utility: the mediator role of organizational commitment.

Science.gov (United States)

Chiu, Chia-Nan; Chen, Huei-Huang

2016-01-01

Many studies on the significance of knowledge management (KM) in the business world have been performed in recent years. Public sector KM is a research area of growing importance. Findings show that few authors specialize in the field and there are several obstacles to developing a cohesive body of literature. In order to examine their effect of the knowledge management capability [which consists of knowledge infrastructure capability (KIC) and knowledge process capability (KPC)] and organizational effectiveness (OE), this study conducted structural equation modeling to test the hypotheses with 302 questionnaires of Taipei Water Department staffs in Taiwan. In exploring the model developed in this study, the findings show that there exists a significant relationship between KPC and OE, while KIC and OE are insignificant. These results are different from earlier findings in the literature. Furthermore, this research proposed organizational commitment (OC) as the mediator role. The findings suggest that only OC has significant mediating effects between KPC and OE, whereas this is not the case for KIC and OE. It is noteworthy that the above findings inspired managers, in addition to construct the knowledge infrastructure more than focus on social media tools on the Internet, which engage knowledge workers in "peer-to-peer" knowledge sharing across organizational and company boundaries. The results are likely to help organizations (particularly public utilities) sharpen their knowledge management strategies. Academic and practical implications were drawn based on the findings.

Dealing with Organizational Double Binds: Three-way Interactive Effects of Role Stressors and Coping on Worker Exhaustion.

Science.gov (United States)

Hornung, Severin; Lampert, Bettina; Glaser, Jürgen

2016-04-01

Based on theory regarding the dynamics of organizational double binds, hypotheses were developed about interactive effects of role conflict, role ambiguity, and coping on psychological exhaustion. Hypotheses were tested in a sample of 948 civil servants employed by a government administration in Germany. The sample included 250 (26.4%) women (M age = 43.6 year, SD = 8.3) and average organizational tenure was 17.1 year (SD = 10.0). Moderated multiple regression supported the two hypothesized three-way interactions. Under conditions of high role conflict and high role ambiguity, exhaustion was lower in workers reporting high control coping than in workers reporting low control coping. Under conditions of high role conflict and high role ambiguity, worker exhaustion was more pronounced when support coping was high than when it was low. Problem-focused control coping seems crucial to maintain mental health in dealing with contradictory and unclear work role expectations. Emotion-focused support coping appears symptomatic of prolonged involvement in psychologically dysfunctional work situations that cannot otherwise be addressed. Implications are discussed in the context of growing awareness of the contradictory demands organizations impose on employees. © The Author(s) 2016.

Prediction of life stress on athletes' burnout: the dual role of perceived stress.

Science.gov (United States)

Chyi, Theresa; Lu, Frank Jing-Horng; Wang, Erica T W; Hsu, Ya-Wen; Chang, Ko-Hsin

2018-01-01

Although many studies adopted Smith's (1986) cognitive-affective model of athletic burnout in examining stress-burnout relationship, very few studies examined the mediating/moderating role of perceived stress on the stress-burnout relationship. We sampled 195 college student-athletes and assessed their life stress, perceived stress, and burnout. Correlation analyses found all study variables correlated. Two separate hierarchical regression analyses found that the "distress" component of perceived stress mediated athletes' two types of life stress-burnout relationship but "counter-stress" component of perceived stress-moderated athletes' general-life stress-burnout relationship. We concluded that interweaving relationships among athletes' life stress, perceived stress, and burnout are not straightforward. Future research should consider the nature of athletes life stress, and dual role of perceived stress in examining its' association with related psychological responses in athletic settings.

Relationships between in-role performance and individual values, commitment, and organizational citizenship behavior among Israeli teachers.

Science.gov (United States)

Cohen, Aaron; Liu, Ying

2011-08-01

This study examines the relationship between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 192 teachers employed in 10 secular Jewish schools (response rate of 64%). The results showed that individual values were related to all commitment forms examined here, but contrary to expectations, there was no clear distinction between values that represent conservation and self-transcendence and values that represent openness to change and self-enhancement in terms of their relationship either to commitment or to behavioral outcomes. Likewise, there was no clear distinction between the three dimensions of commitment (affective, continuance, and normative) or two commitment foci (organizational and occupational) in terms of their relationships to different values. Unsurprisingly, the findings showed a strong effect of commitment on OCB and in-role performance. The findings show that both individual values and commitment are concepts that can increase our understanding of employees' behavior in the workplace. We conclude by emphasizing the need for further research on the relationship between values, commitment, and performance and by suggesting some directions for such research.

Organizational citizenship behavior and workplace deviance: the role of affect and cognitions.

Science.gov (United States)

Lee, Kibeom; Allen, Natalie J

2002-02-01

To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research.

Turnover intention among Italian nurses: the moderating roles of supervisor support and organizational support.

Science.gov (United States)

Galletta, Maura; Portoghese, Igor; Penna, Maria Pietronilla; Battistelli, Adalgisa; Saiani, Luisa

2011-06-01

The purpose of this study was to examine the variables that are related to person-environment fit in Italian nurses, highlighting the role of supervisor support and organizational support in the relationship between nurses' perceptions of care adequacy, job satisfaction, and turnover intention. Therefore, 1240 nurses from three hospitals completed a self-administered questionnaire. The results showed that supervisor support and organizational support act differently as moderators of the care adequacy-job satisfaction-turnover intention relationship. Finally, job satisfaction was a mediating variable between care adequacy and turnover intention. These findings have important implications for hospitals because they help to promote effective work environments and to reduce turnover intention. © 2011 Blackwell Publishing Asia Pty Ltd.

Middle Manager Role of the Chief Medical Resident: An Organizational Psychologist’s Perspective

OpenAIRE

Berg, David Nelson; Huot, Stephen Joseph

2007-01-01

The role of the chief resident in internal medicine is examined through the eyes of an organizational psychologist who, over a 3-year period, met with each of 6 groups of chief residents for an average of 1 hour a week over the 12 months of the job. Based on this experience, the chief resident job is conceptualized as a middle management role with 4 distinct types of tasks: up work, down work, lateral work, and internal work. Core challenges facing the chief residents at each stage of the chi...

Scaling as an Organizational Method

DEFF Research Database (Denmark)

Papazu, Irina Maria Clara Hansen; Nelund, Mette

2018-01-01

Organization studies have shown limited interest in the part that scaling plays in organizational responses to climate change and sustainability. Moreover, while scales are viewed as central to the diagnosis of the organizational challenges posed by climate change and sustainability, the role...... turn something as immense as the climate into a small and manageable problem, thus making abstract concepts part of concrete, organizational practice....

Role stress amongst nurses at the workplace: concept analysis.

Science.gov (United States)

Riahi, Sanaz

2011-09-01

The present study explicates the concept of role stress amongst nurses through an analysis adopted from Walker and Avant; Strategies for Theory Construction in Nursing, 4th edn, Prentice Hall, New Jersey, NY. Role stress has become a significant problem amongst nurses and has created much distress leading to burnout among many in the nursing profession. It is significant to analyse the concept of role stress and its relative attributes and consequences, in order to recognize the necessary antecedents needed to create better conditions for nurses at the workplace. A modified method developed by Walker and Avant was used for this concept analysis. A model representing the concept of role stress was developed through careful consideration of the attributes, consequences, antecedents and empirical referents of role stress. The concept analysis of role stress among nurses at the workplace recognized the vulnerability of the nursing discipline towards burnout and distress in general. It is critical to be aware of the current state of health care and note the increased workload created for nurses. Nurses are at a greater vulnerability for role stress, making it imperative for health care organizations to critically evaluate and establish preventative measures for the concept of role stress. 2011 Blackwell Publishing Ltd.

Role stress among auxiliary nurses midwives in Gujarat, India.

Science.gov (United States)

Purohit, Bhaskar; Vasava, Paul

2017-01-23

Understanding Role Stress is important as health service providers, especially nurses experience high levels of Role Stress which is linked to burnout, poor quality of care and high turnover. The current study explicates the concept of Role Stress and assesses the Role Stress experienced by the Auxiliary Nurse Midwives (ANMs) working with rural government health centres from Gujarat, India. The study included 84 ANMs working with government health centres from one district in India. A structured instrument with established reliability and validity was used to measure 10 dimensions of Role Stress namely: Inter-role distance, role stagnation, role expectation conflict, role erosion: role overload, role isolation, personal inadequacy, self-role distance, role ambiguity and resource inadequacy. The study instrument was based on 5 point Likert rating scale that contained 50 unidirectional negative statements, 5 for each dimension. Kolmogorov-Smirnov and Shapiro-Wilk test were carried out to assess if the data were normally distributed. Cronbach's alpha test was carried out to assess reliability of the instrument. The study data was analyzed using descriptive statistics mainly using mean scores with higher scores indicating higher Role Stress and vice versa. The data was analyzed using SPSS version 19. Kolmogorov-Smirnov and Shapiro-Wilk test indicated that the data were normally distributed. Cronbach's alpha test indicated values of 0.852 suggesting high reliability of the tool. The highest Role Stress among ANMs was experienced for resource inadequacy. Role overload, role stagnation and inter-role distance were among the other important role stressors for ANMs. The study results suggests that ANMs frequently feel that: they do not have adequate amount of resources, facilities and financial support from the high levels authorities; people have too many expectations from their roles and as result they are overloaded with work and have very limited opportunities for

Interventions: Employees’ Perceptions of What Reduces Stress

Directory of Open Access Journals (Sweden)

Silvia Pignata

2017-01-01

Full Text Available Objective. To build upon research evaluating stress interventions, this qualitative study tests the framework of the extended Job Demands-Resources model to investigate employees’ perceptions of the stress-reduction measures implemented at 13 Australian universities. Methods. In a cross-sectional survey design, tenured and contract staff indicated whether their overall level of stress had changed during the previous three-four years, and, if so, they described the major causes. A total of 462 staff reported that their level of stress had decreased; the study examines commentary from 115 academic and 304 nonacademic staff who provided details of what they perceived to be effective in reducing stress. Results. Thematic analyses show that the key perceived causes were changes in job or work role, new heads of departments or supervisors, and the use of organizational strategies to reduce or manage stress. A higher percentage of academic staff reported reduced stress due to using protective coping strategies or their increased recognition and/or success, whereas a higher percentage of nonacademic staff reported reduced stress due to increases in staffing resources and/or systems. Conclusion. These results identify the importance of implementing multilevel strategies to enhance employees’ well-being. Nonacademic staff, in particular, specified a variety of organizational stress-reduction interventions.

The Effect of Organizational Culture on Positive Extra-Role Behaviors: the Mediator Role of Organizational Commitment = Örgüt Kültürünün Rol Ötesi Olumlu Davranışlara Olan Etkisi: Örgütsel Bağlılığın Aracı Değişken Rolü

Directory of Open Access Journals (Sweden)

Fatih ÇETİN

2012-11-01

Full Text Available One of the examples of behavioral patterns of employees is positive extra role behaviors. The purpose of this study is to determine the direct and indirect effects of contextual and attitudinal factors by focusing on organizational citizenship, which is one of those behaviors. The data which were collected from 384 employees of a private bank by using a survey form including Organizational Citizenship Behaviors Scale, Organizational Culture Scale and Organizational Commitment Scale were analyzed with structural equation modeling technique. The findings of this study indicate that the clan and development tendencies predict conscientiousness and courtesy, and the development tendency predicts sportsmanship and civic virtue behaviors of the employees’ extra role behaviors. Moreover organizational commitment has a partial mediator role in all these processes.

Effects of social support at work on depression and organizational productivity.

Science.gov (United States)

Park, Kyoung-Ok; Wilson, Mark G; Lee, Myung Sun

2004-01-01

To examine how social support at work affects depression and organizational productivity in a work-stress framework. A self-administered survey for 240 workers in a public hospital in the southeastern United States. Social support at work was directly related to high job control, low depression, and high job performance. Social support did not buffer the negative effects of work factors on depression and organizational productivity. Social support at work had a direct and beneficial effect on workers' psychological well-being and organizational productivity without any interaction effect on the work-stress framework.

Organizational learning, entrepreneurial orientation, and the role of university engagement in SMEs

OpenAIRE

Dada, Lola; Fogg, Helen

2016-01-01

This article analyses the effect of entrepreneurial orientation (EO) on organizational learning (OL) in small and medium-sized enterprises (SMEs) and the role of business/university engagement on the relationship between these two constructs. A cross-sectional research design, drawing upon a postal questionnaire survey, was employed to collect data from a sample of 206 UK SMEs. The results obtained from both the regression and moderated regression analyses revealed that EO positively impacts ...

What makes home health workers think about leaving their job? The role of physical injury and organizational support.

Science.gov (United States)

Lee, Ahyoung Anna; Jang, Yuri

2016-01-01

Based on the job demands-resources (JD-R) model, this study explored the role of physical injury and organizational support in predicting home health workers' turnover intention. In a sample of home health workers in Central Texas (n = 150), about 37% reported turnover intention. The logistic regression model showed that turnover intention was 3.23 times more likely among those who had experienced work-related injury. On the other hand, organizational support was found to reduce the likelihood of turnover intention. Findings suggest that injury and organizational support should be prioritized in prevention and intervention efforts to promote home health workers' safety and retention.

[A study on occupational stress in commercial workers of a supermarket in Yinchuan].

Science.gov (United States)

Song, Hui; Zhu, Ling-qin; Liu, He-rong; Wang, Ling; Zhang, Zhen-xiang

2004-05-01

To study difference in occupational stress between men and women commercial workers in a supermarket in Yinchuan, Ningxia. Totally, 679 commercial workers in a supermarket were investigated with questionnaire of occupational stress indicator (OSI), matched on age, length of service, educational level, marital status and type of work. Score of occupational stress factors, relationships, home/work balance and organizational atmosphere in women commercial workers was 143.48, 30.86, 20.82 and 15.16, respectively, obviously higher than that in men, with 134.89, 28.61, 18.75 and 13.93, respectively. Score of psychological health and satisfaction in women was 39.86 and 14.82, respectively, lower than that in men, with 43.84 and 17.66, respectively, which indicate that occupational stress in women was more severe with a more stressful psychological reaction than in men. Stepwise regression analysis showed that the main predicting factor for job satisfaction was personal relationships in women, and organizational atmosphere, managerial role and workload in men. Those for psychological health was control strategy and organizational atmosphere in women, and organizational atmosphere and recognition in men, those for physical illness was workload in women and support strategy and physical exercises in men, and those for stress level was support strategy in women and coping strategy in men. Women commercial workers experienced much more stress, with more severe stress reaction in their work, than men did. The main factors affecting occupational stress reaction and level of stress in women and men were not quite similar.

Effect of Organizational Justice and Job Satisfaction on Organizational Effectiveness with the Moderating Role of Strategic Commitment

Directory of Open Access Journals (Sweden)

Atif Kafayat

2014-12-01

Full Text Available In this era of highly competitive business environment every organization strives to be successful, and for that an organization pays great emphasis on organizational justice and job satisfaction of its employees in order to be effective and successful. This study investigates the impacts of organizational justice and Job Satisfaction on organizational effectiveness with moderating variable of strategic commitment. The organizational justice is subdivided into three types: Distributive Justice, Procedural justice, Interactional justice while job satisfaction is also divided into three dimensions as well: Working Condition, Job security and Autonomy. This study is an effort to contribute in the body of knowledge and helpful for organizations to improve their effectiveness. The data for this study is collected from Telecommunication sector of Pakistan via questionnaire.

Vision to Victory - Space, Mahan, and Mitchell: The Role of the Visionary in Cross-Organizational Innovation

National Research Council Canada - National Science Library

Gaudlip, Fred

2001-01-01

.... MNS change is, by definition, a cross-organizational change. In this light, this thesis expands upon existing military innovation thought by using the concept of strategic vision to investigate the role of the visionary in MNS change...

Gender and stress : is gender role stress? A reexamination of the relationship between feminine gender role stress and eating disorders

NARCIS (Netherlands)

Bekker, M.H.J.; Boselie, A.H.M.

2002-01-01

The present study was, first, aimed at examining the relationship between eating disorders, feminine gender role stress and other types of stress. In addition, we investigated whether eating disordered women compared to non-clinical controls use depressogenic coping more often. We hypothesized that

Research organizational factors

International Nuclear Information System (INIS)

Coffman, F.D. Jr.

1990-01-01

Organizational processes at nuclear power plants should be sufficient to prevent accidents and to protect public health and safety upon the occurrence of an accident. The role of regulatory research is to confirm that agency assessments of organization processes are on a firm technical basis and provide for improvements in the NRC [Nuclear Regulatory Commission] programs. A firm technical basis is achieved by reducing uncertainties associated with methods and measures used to assess organization processes. The general objective for regulatory research is to confirm that the agency has a coherent understanding of the organizational processes that are individually necessary and are collectively sufficient for safe operations, methods are available to reliably characterize organizational processes, and measures exist to monitor changes in the key organizational processes. The first specific objective was to develop a method to translate organizational processes into PRAs. The discussion provides feedback and insights from experience with the past and the ongoing organizational factors research. That experience suggests a set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights

THE ROLE OF LEADERSHIP IN COMMUNITY PARTNERSHIP, ORGANIZATIONAL CHANGES AND DECISION-MAKING PROCESS IN ADDRESSING CRIME ISSUES, AND TERRORISM

Directory of Open Access Journals (Sweden)

Ferid Azemi

2017-09-01

Full Text Available This research paper explains the role of leadership style in building community partnership and in this way also addressing many crime issues and terrorism. The methods used during this research paper are the deep insight of understanding leadership collaboration and organizational changes through literature review. A qualitative design was applied for face-to-face interview with a high ranking member of Kosovo Police. This interview shed light on the role of leadership style and challenges that are related to police reformation and also organizational changes. Through this paper, police leadership may be viewed differently, and seem to be very complex. Community partnership and shared decision-making process were emphasized during this study. This research paper also focused on integrity, ethics and strategic planning. Community partnership, organizational changes, and shared decision-making process are related to leadership style. Leadership style may have either positive or adverse effect on addressing crime rate and terrorism. Depending on the style leaders implement, certain components such as community partnership, or organizational change or even shared decision-making process may fail to function. This is why leadership style seems to bring some very interesting conclusions on this research.

Design of the Bottom-up Innovation project--a participatory, primary preventive, organizational level intervention on work-related stress and well-being for workers in Dutch vocational education.

Science.gov (United States)

Schelvis, Roosmarijn M C; Oude Hengel, Karen M; Wiezer, Noortje M; Blatter, Birgitte M; van Genabeek, Joost A G M; Bohlmeijer, Ernst T; van der Beek, Allard J

2013-08-15

In the educational sector job demands have intensified, while job resources remained the same. A prolonged disbalance between demands and resources contributes to lowered vitality and heightened need for recovery, eventually resulting in burnout, sickness absence and retention problems. Until now stress management interventions in education focused mostly on strengthening the individual capacity to cope with stress, instead of altering the sources of stress at work at the organizational level. These interventions have been only partly effective in influencing burnout and well-being. Therefore, the "Bottom-up Innovation" project tests a two-phased participatory, primary preventive organizational level intervention (i.e. a participatory action approach) that targets and engages all workers in the primary process of schools. It is hypothesized that participating in the project results in increased occupational self-efficacy and organizational efficacy. The central research question: is an organization focused stress management intervention based on participatory action effective in reducing the need for recovery and enhancing vitality in school employees in comparison to business as usual? The study is designed as a controlled trial with mixed methods and three measurement moments: baseline (quantitative measures), six months and 18 months (quantitative and qualitative measures). At first follow-up short term effects of taking part in the needs assessment (phase 1) will be determined. At second follow-up the long term effects of taking part in the needs assessment will be determined as well as the effects of implemented tailored workplace solutions (phase 2). A process evaluation based on quantitative and qualitative data will shed light on whether, how and why the intervention (does not) work(s). "Bottom-up Innovation" is a combined effort of the educational sector, intervention providers and researchers. Results will provide insight into (1) the relation between

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

Energy Technology Data Exchange (ETDEWEB)

Kim, J.H.; Kim, C.S. [Department of Radiological Science, College of Health sciences, Catholic University of Pusan, Bugok 3-Dong, Geumjeong-gu, Busan 607-757 (Korea, Republic of); Kim, J.M., E-mail: donald@cup.ac.kr [Department of Computer Education, Graduate School, Korea University, Anam-dong Seongbuk - gu, Seoul 136-701 (Korea, Republic of)

2011-08-15

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

Images of Schools: Structures and Roles in Organizational Behavior.

Science.gov (United States)

Bacharach, Samuel B., Ed.; Mundell, Bryan, Ed.

This book brings together different analytical perspectives from organizational theory and applies them to examinations of schools. The editors maintain that the current debate over school restructuring is essentially a debate over which strategy of organizing will achieve the best results. Organizational theory suggests that there are two primary…

Organizational Learning through Transformational Leadership

Science.gov (United States)

Imran, Muhammad Kashif; Ilyas, Muhammad; Aslam, Usman; Ubaid-Ur-Rahman

2016-01-01

Purpose: The transformation of firms from resource-based-view to knowledge-based-view has extended the importance of organizational learning. Thus, this study aims to develop an organizational learning model through transformational leadership with indirect effect of knowledge management process capability and interactive role of…

Organizational Commitment for Knowledge Workers: The Roles of Perceived Organizational Learning Culture, Leader-Member Exchange Quality, and Turnover Intention

Science.gov (United States)

Joo, Baek-Kyoo

2010-01-01

This article investigates the impact of perceived organizational learning culture and leader-member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive…

Training and performance: The mediating role of organizational learning

Directory of Open Access Journals (Sweden)

María Isabel Barba Aragón

2014-07-01

Full Text Available Although there is a general recognition in the literature that training improves a firm's performance, empirical research does not always provide evidence to support this effect. One possible explanation is that training does not have a direct effect on performance but an indirect effect by improving other organizational outcomes. This paper suggests that organizational learning is one of those variables and that it mediates the relationship between training and performance and that the adoption of a learning-oriented training enhances performances through its positive effect on organizational learning. Using a sample of Spanish firms we obtain empirical evidence, which supports the view that this mediating effect is present.

The Role of the IT Department in Information System and Organizational Redesign.

Science.gov (United States)

Stub Petersen, Lone

2015-01-01

This paper is based on a qualitative study of IT organization and clinical practice over a period of 3 years supported by additional data during the last 2 years. This paper argues that redesign is central to understanding and developing both healthcare information systems and organizations. The importance of the IT organization is also stressed throughout this paper as a pertinent partner and power when considering organizational change and learning in hospitals as it can serve both as a barrier and a catalyst of change and flexibility in the organization through information systems management. Therefore it is important to consider and secure appropriate forms for redesign and learning in cooperation with the IT department.

Value analysis in organizational context

OpenAIRE

Marques, Carlos Alberto Alves

1991-01-01

Tese de doutoramento apresentada à Universidade de Brabant, Tilburg In the last two decades there has been a significant development of organizational culture theories inside organizational psychology, which have been largely divulged among managers who have adopted them in their everyday language. Inside those theories one concept occupies a "central role": the concept of value (v.g. Jones, 1983; Smircish, 1983; Schein, 1985). In this book we present a study looking for the role of values...

Investigating the relationship between organizational factors and mental health of the staff in state organizations of Lorestan province

Directory of Open Access Journals (Sweden)

2015-12-01

Full Text Available Background: Nowadays, despite the fact that a variety of factors contributing to the progress in technology has made people get things done faster the speed and accuracy in accomplishing affairs, as a result of which, this progress has brought about mankind obtain new achievements, has caused some diseases and mental disorders and undermined relations and human values. Thus, the target of this study is to investigate the relationship between organizational factors and mental health of the staffs in governmental organizations. Materials and Methods: The method of this descriptive and correlation study was carried out on 379 staff of state organizations of Lorestan province who selected using stratified proportional sampling. For data collecting, General Health Questionnaire (28-GHQ, Metzkas and Bardnez’s management style questionnaire, role ambiguity and role conflict scale of Jamshidinezhad, Deep and Sosman’s organizational climate, and a researcher-made questionnaire for measuring employees, attitudes and organizational factors associated with stress were used. For analyzing the data, SPSS software (version 19, descriptive indicators, Pearson correlation, stepwise regression, independent t-test and multivariate analysis were used. Results: The results showed that for predicting mental health of the staff of state organizations, working conditions, organizational climate, task-oriented style of manager and role ambiguity were significant. The results of independent t-test and multivariate analysis showed that there is no significant difference between male and female in general mental health scale and its components. Conclusion: The overall results of this study indicate the role of organizational variables in predicting mental health of the staff in state organizations of Lorestan state.

The Contextual Antecedents of Organizational Trust

DEFF Research Database (Denmark)

Li, Peter Ping; Bai, Yuntao; Xi, Youmin

2012-01-01

In this article we seek to explore the contextual antecedents of organizational trust. In light of the complex links between organizational contexts and organizational behaviours, we focus on the effects of the three most critical contextual antecedents, i.e., leadership role, structural rule...... in China, lent support for our multidimensional cross-level model of context–trust–behaviour link. We extend the research on organizational trust by treating it as a cross-level phenomenon and by specifying its core contextual antecedents and behavioural consequences....

Impact on Organizational Climate trough Organizational Culture factors. Case Study of Latvia and Lithuania

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Juris Iljins

2016-01-01

Full Text Available Purpose of the article: The purpose of this paper is to investigate the impact of organizational culture on organizational climate in process of change. For solving this problem, it is necessary to identify the main factors of organizational culture in the change process. After exploring the impact of organizational culture on organizational climate through distinguished culture’s factors, article examines how changes can be processed in different cultural environments. Methodology: The research design is based on Yin (1994 methodology and consists of two main stages: data analysis and validation for case study and case study’s methodology according to Yin (1994 (four steps: design the case, conduct the case, analyse the case evidence and develop conclusions. In the first stage an expert evaluation method was used to investigate the significance of organizational culture factors’ impact on organizational climate. Different factors of organizational climate were explored in the paper. To affirm the results triangulation method was applied. To verify the results of the research mathematical calculations and case study were used. Within the research the most significant factors were stressed. During the second stage, the case study was carried out to validate the research results in specific companies. Comparison between medium-size companies was made. It is important, that in case Latvian company (A capital holders are Latvian entrepreneurs and capital holders of Lithuanian company (B are international. Scientific aim: To distinguish organizational culture’s factors that have an impact on organizational climate’s change. Findings: The results of the research confirmed that during the period of changes organizational culture has an impact on organizational climate through specific factors. Theoretical model how change organizational culture impacts organizational climate is developed. Research showed that stability, job satisfaction, team

A study on the effect of organizational climate on organizational commitment: A case study of educational system

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Bahman Saeidipou

2013-01-01

Full Text Available Building strong commitment among organizational employees plays an important role in reducing delays and displacement. It can also increase employee efficiency, employees' mental freshness and manifesting both organizational admirable targets and personal goals. The purpose of this study is to detect and to forecast the impact of organizational climate on level of organizational commitment among staff education in city of Kermanshah located in west part Iran. The survey designs questionnaires and collects necessary information using a descriptive survey. The statistical population includes all 921 employees who were either enrolled in administration level or work as teacher in all areas of city of Kermanshah. The study selects 300 individuals from the statistical population randomly. The proposed model of this paper uses factor analysis to determine the most important factors influencing organizational commitment and Cronbach alpha is used to validate the results. The results show that there is a significant relationship between the components of role and paying enough attention to goals, the variable organizational climate, and the whole variable dimensions of organizational commitment. The other observation is that there was a weak relationship with some components of social commitment, and there was not any significant relationship with other aspects. Results of multivariate regression analysis shows that there was a high correlation between organizational climate and social commitment (t-student=6.208.

Civil Society Organizations in Post-War Liberia: The Role of Education and Training in Strengthening Organizational Capacity

Science.gov (United States)

Duo, Samuel N.

2011-01-01

The purpose of this study was to understand the role of non-formal education and training in the organizational change process of Civil society organizations (CSOs) in post war Liberia. CSOs are the local foundation for democracy and development in Liberia, and serve a wide range of roles in local communities. For example, in post-war Liberia,…

The Mediating Role of Organizational Trust on The Effects of Servant Leader ship and Organizational Justice on Organizational Identification

Directory of Open Access Journals (Sweden)

Fikret Ateş

2015-09-01

Full Text Available The aim of this study determined to research whether was affected Organizational Identification (OI by Servant Leadership (SL, Organizational Justice (OJ, Organizational Trust (OT and, how was affected OI by SL and OJ and, whether there is an indirecteffect of OT on the relations of OI-SL and OI-OJ. For these aims, the questionnaire was developed with Dennis and Bocerne (2006's SL scale, Colquitt (2001's OJ scale, Mael and Ashforth (1992's OI scale, Bromiley and Cummings (1996’s OT scale. The validity of scales authenticated with multi-factor structure for SL, OJ, and OT, with one factor structure for OI. The reliability of scales were calculated as Cronbach's alpha (α values (SL=0.95; OJ=0.93, OT=0.76, OI=0.87. According to the hypothesis tests which done by Structural Equation Models; has that there are direct positive effects between SL, OJ, OT and OI or between SL, OJ and OT; finally has determined that there are positive and partial indirect effects between OT and SL-OI or between OT andOJ-OI.

Readiness for future managerial leadership roles: nursing students' perceived importance of organizational values.

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Hendel, Tova; Eshel, Nira; Traister, Lelit; Galon, Vered

2006-01-01

This study explored the values held by nursing students attending a baccalaureate program. Our aim was to determine whether nursing students' values change after being exposed to educators as well as mentors and ethics education and after experiencing today's challenging work environment, with an emphasis on the organizational domain of the students' values set. The conceptual framework that underpins the approach to values presented in this study argues that the total values set of a working person consists of three domains: personal, professional, and organizational values. Our sample consisted of first, third, and fourth year nursing students (N = 496) attending the Tel Aviv University in Israel. Participants were requested to answer a questionnaire and to rate their perceived importance of 30 values. The results revealed significant differences in the participants' perceived importance of the three values domains. The organizational values--the new business values--were perceived significantly to be least important. Sex was found to be significantly related to perception of values' importance. Year of study was not found to be significantly correlated to perception of values. The findings reflect that senior nursing students are only moderately prepared for their future managerial leadership roles and point out the need to provide students with more stimulating and supportive learning experiences.

Demographic differences in sport performers' experiences of organizational stressors.

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Arnold, R; Fletcher, D; Daniels, K

2016-03-01

Organizational stressors are particularly prevalent across sport performers' experiences and can influence their performance, health, and well-being. Research has been conducted to identify which organizational stressors are encountered by sport performers, but little is known about how these experiences vary from athlete to athlete. The purpose of this study was to examine if the frequency, intensity, and duration of the organizational stressors that sport performers encounter vary as a function of gender, sport type, and performance level. Participants (n = 1277) completed the Organizational Stressor Indicator for Sport Performers (OSI-SP; Arnold et al., 2013), and the resultant data were analyzed using multivariate analyses of covariance. The findings show that demographic differences are apparent in the dimensions of the goals and development, logistics and operations, team and culture, coaching, and selection organizational stressors that sport performers encounter. More specifically, significant differences were found between males and females, between team and individual-based performers, and between performers competing at national or international, regional or university, and county or club levels. These findings have important implications for theory and research on organizational stress, and for the development of stress management interventions with sport performers. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Prediction of life stress on athletes’ burnout: the dual role of perceived stress

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Wang, Erica T.W.; Hsu, Ya-Wen; Chang, Ko-Hsin

2018-01-01

Although many studies adopted Smith’s (1986) cognitive–affective model of athletic burnout in examining stress–burnout relationship, very few studies examined the mediating/moderating role of perceived stress on the stress–burnout relationship. We sampled 195 college student-athletes and assessed their life stress, perceived stress, and burnout. Correlation analyses found all study variables correlated. Two separate hierarchical regression analyses found that the “distress” component of perceived stress mediated athletes’ two types of life stress–burnout relationship but “counter-stress” component of perceived stress-moderated athletes’ general-life stress–burnout relationship. We concluded that interweaving relationships among athletes’ life stress, perceived stress, and burnout are not straightforward. Future research should consider the nature of athletes life stress, and dual role of perceived stress in examining its’ association with related psychological responses in athletic settings. PMID:29362691

Prediction of life stress on athletes’ burnout: the dual role of perceived stress

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Theresa Chyi

2018-01-01

Full Text Available Although many studies adopted Smith’s (1986 cognitive–affective model of athletic burnout in examining stress–burnout relationship, very few studies examined the mediating/moderating role of perceived stress on the stress–burnout relationship. We sampled 195 college student-athletes and assessed their life stress, perceived stress, and burnout. Correlation analyses found all study variables correlated. Two separate hierarchical regression analyses found that the “distress” component of perceived stress mediated athletes’ two types of life stress–burnout relationship but “counter-stress” component of perceived stress-moderated athletes’ general-life stress–burnout relationship. We concluded that interweaving relationships among athletes’ life stress, perceived stress, and burnout are not straightforward. Future research should consider the nature of athletes life stress, and dual role of perceived stress in examining its’ association with related psychological responses in athletic settings.

Clarifying the Consultant-Client Role Relationship through an Organizational Needs Model.

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Tubbs, Stewart L.; Baird, John W.

An organizational need hierarchy can be used by consultants as a model for diagnosing organizational problems, after which an intervention plan can be made. The need hierarchy, which approximates Abraham Maslow's individual need hierarchy, is composed of five ascending levels related to organizational needs in the areas of survival of the…

Organizational climate and culture.

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Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

2013-01-01

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

Associations of Organizational Justice with Tinnitus and the Mediating Role of Depressive Symptoms and Burnout : Findings from a Cross-sectional Study

NARCIS (Netherlands)

Herr, R.M.; Loerbroks, A.; Bosch, J.A.; Seegel, M.; Schneider, M.; Schmidt, B.

2016-01-01

Background Tinnitus refers to the perception of a sound while an external source is absent. Research has identified work-related stress and its potential mental health-related sequelaes, i.e., depression and burnout, as risk factors for tinnitus. Perceived unfairness at work (organizational

Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.

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Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

2013-06-01

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

Organizational resilience: Sustained institutional effectiveness among smaller, private, non-profit US higher education institutions experiencing organizational decline.

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Moran, Kenneth A

2016-06-04

Recent changes in the United States (US) economy have radically disrupted revenue generation among many institutions within higher education within the US. Chief among these disruptions has been fallout associated with the financial crisis of 2008-2009, which triggered a change in the US higher education environment from a period of relative munificence to a prolonged period of scarcity. The hardest hit by this disruption have been smaller, less wealthy institutions which tend to lack the necessary reserves to financially weather the economic storm. Interestingly, a review of institutional effectiveness among these institutions revealed that while many are struggling, some institutions have found ways to not only successfully cope with the impact of declining revenue, but have been able to capitalize on the disruption and thrive. Organizational response is an important factor in successfully coping with conditions of organizational decline. The study examined the impacts of organizational response on institutional effectiveness among higher education institutions experiencing organizational decline. The study's research question asked why some US higher educational institutions are more resilient at coping with organizational decline than other institutions operating within the same segment of the higher education sector. More specifically, what role does organizational resilience have in helping smaller, private non-profit institutions cope and remain effective during organizational decline? A total of 141 US smaller, private non-profit higher educational institutions participated in the study; specifically, the study included responses from participant institutions' key administrators. 60-item survey evaluated administrator responses corresponding to organizational response and institutional effectiveness. Factor analysis was used to specify the underlying structures of rigidity response, resilience response, and institutional effectiveness. Multiple regression

An Empirical Assessment of the Role of Organizational Citizenship Behavior in Explaining Academic Success: Some Evidence from East Malaysian Sample

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Magdalene Ang Chooi Hwa

2010-01-01

Full Text Available Management researchers have consistently reported the significant role of organizational citizenship behavior (OCB in predicting individual success in organizational settings. This topic, however, has been largely ignored in the business education environment. Given the demonstrable benefits of OCB enactment in terms of influencing performance evaluations and organizational rewards, we emphasize the importance of examining the role of OCB in predicting student performance and their eventual career success. This endeavor holds important implications for students who are on the threshold of entering the industry. Using a self-administered questionnaire, we collected data from a total of 177 undergraduate students from two different schools in a Malaysian public university. Analysis reveals that of the three distinct dimensions of OCB, only one (consisting of altruism and courtesy items has influences on both measures of student performance (i.e., productivity and cumulative grade point average. Implications of these findings are discussed.

[Empowerment, stress vulnerability and burnout among Portuguese nursing staff].

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Orgambídez-Ramos, Alejandro; Borrego-Alés, Yolanda; Ruiz-Frutos, Carlos

2018-01-01

The work environment in Portuguese hospitals, characterized by economic cutbacks, can lead to higher levels of burnout experienced by nursing staff. Furthermore, vulnerability to stress can negatively affect the perception of burnout in the workplace. However, structural empowerment is an organizational process that can prevent and decrease burnout among nurses. Consequently, the aim of the study was to examine to what extent structural empowerment and vulnerability to stress can play a predictive role in core burnout in a sample of Portuguese nurses. A convenience sample of 297 nursing staff members from Portuguese hospitals was used in this study. Core burnout was negatively and significantly related to all the dimensions of structural empowerment, and it was positively and significantly related to vulnerability to stress. Regression models showed that core burnout was significantly predicted by access to funds, access to opportunities and vulnerability to stress. Organizational administrations must make every effort in designing interventions focused on structural empowerment, as well as interventions focused on individual interventions that enhance skills for coping with stress.

Nurse manager cognitive decision-making amidst stress and work complexity.

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Shirey, Maria R; Ebright, Patricia R; McDaniel, Anna M

2013-01-01

  The present study provides insight into nurse manager cognitive decision-making amidst stress and work complexity.   Little is known about nurse manager decision-making amidst stress and work complexity. Because nurse manager decisions have the potential to impact patient care quality and safety, understanding their decision-making processes is useful for designing supportive interventions.   This qualitative descriptive study interviewed 21 nurse managers from three hospitals to answer the research question: What decision-making processes do nurse managers utilize to address stressful situations in their nurse manager role? Face-to-face interviews incorporating components of the Critical Decision Method illuminated expert-novice practice differences. Content analysis identified one major theme and three sub-themes.   The present study produced a cognitive model that guides nurse manager decision-making related to stressful situations. Experience in the role, organizational context and situation factors influenced nurse manager cognitive decision-making processes.   Study findings suggest that chronic exposure to stress and work complexity negatively affects nurse manager health and their decision-making processes potentially threatening individual, patient and organizational outcomes.   Cognitive decision-making varies based on nurse manager experience and these differences have coaching and mentoring implications. This present study contributes a current understanding of nurse manager decision-making amidst stress and work complexity. © 2012 Blackwell Publishing Ltd.

Role of Department Heads in Academic Development: A Leader-Member Exchange and Organizational Resource Perspective

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Horne, Andre Leonard; du Plessis, Yvonne; Nkomo, Stella

2016-01-01

This article examines the role of leadership in the development of academic talent in higher education from a social exchange and organizational support perspective. Drawing from a sample of academic staff at a large South African university, the study investigates the extent to which a quality leader-member exchange relationship versus a formal…

Conceptualizing the Organizational Role of Technical Communicators: A Systems Approach.

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Harrison, Teresa M.; Debs, Mary Beth

1988-01-01

Uses a systems approach to organizational theory to argue that technical communicators function as "boundary spanners," who make sense of and disseminate information required for coordination between organizational groups, and for effective responses to the environment. (JAD)

Attention Mosaics: Studies of Organizational Attention

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L. Carvalho de Mesquita Ferreira (Luciana)

2010-01-01

textabstractOrganizational studies emphasizing the role of attention in organizational behavior depart from the idea that organizations, like individuals, have limited capacity to attend to environmental stimuli. The bounded capacity of the organizations to respond to stimuli is conditioned by the

The effects of knowledge management and self-organization on organizational creativity: The mediating roles of corporate innovativeness and organizational communication

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Tuna Uslu

2015-12-01

Full Text Available Creativity and innovation are very important to achieve successful performance results in the organizations. Even there is a common view about the effects of the environment to increase creativity; there are limited studies about the institutions how to use corporate tools for this purpose. This study aims to determine the factors behind organizational creativity and evaluate the effects of these factors on organizational creativity within a model demonstrating structural relations. The rapid development of information and communication technologies have been changing the organizational structure, business and work methods, manager and employee profile, and in general work life, and have been bringing out new models particularly in communication in inside and outside the organization. Institutions aim to strengthen their employees with a positive approach by infusing them with concepts such as creativity, and flexibility and supporting them. In this study we examine the effects of these organizational predictors like knowledge management and self-organization on the employee creativity through innovativeness and communication. In our survey we used questionnaire method to the convenient sampled 227 employees in Turkey. Factor analysis towards findings and progressive intermediary variable tests are carried out by verifying different models. It was found that knowledge management and self-organization are effective on organizational creativity, but the most important factor determining organizational creativity is organizational communication followed by corporate innovativeness. We suggest the managers, in order to increase organizational creativity in their institutions; they should use knowledge management and corporate innovativeness effectively, so they can increase the efficiency of organizational communication.

A multistudy examination of organizational stressors, emotional labor, burnout, and turnover in sport organizations.

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Larner, R J; Wagstaff, C R D; Thelwell, R C; Corbett, J

2017-12-01

While a growing body of research has examined the types of organizational stressors encountered by individuals and their allied responses, little is known about how such individuals manage their emotional responses to these stressors or the consequences of such behaviors. This article presents novel findings from two studies examining the moderating role that emotional labor plays in the relationship between the frequency of organizational stressor experience, burnout, turnover intentions, and actual turnover in sport. In study 1, participants (n=487) completed measures of organizational stressors (OSI-SP), emotional labor (ELS), burnout (ABQ), and turnover intentions. In study 2, a 6-month longitudinal design was used to examine measures of organizational stressors (OSI-SP), emotional labor (ELS), turnover intentions, and actual turnover. Study 1 showed that surface acting moderated the relationship between the frequency of organizational stressors and burnout in sport. Further, surface acting acted as an important mechanism through which burnout mediated the relationship between the frequency of organizational stressors and turnover intentions. Study 2 showed that surface acting moderated the relationship between the organizational stressor frequency and turnover intentions-but not actual turnover-over time. These results highlight the importance of surface acting in understanding how individuals respond to organizational stressors encountered in sport, expanding our understanding of the positive and negative responses component of the meta-model of stress, emotions, and performance. These findings also highlight potentially deleterious emotion-management behaviors that practitioners might consider when aiming to support individuals encountering organizational stressors in sport. © 2017 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

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José G. Vargas Hernández

2010-03-01

Full Text Available Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human motivation, induction and enforcement as distinct from the theories of structures, strategies and planning to deal with designs appropriate for a computer on which the will of member compliance is not problematic (Donaldson, 1990. This paper aims at reviewing the organizational economics in detail, its definitions, implications and feature and Elements of organizational economics and also the prescriptive and descriptive organizational economics.

The Strategic Role of Human Resources Development in the Management of Organizational Crisis

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Cristina MANOLE

2011-06-01

Full Text Available Together with the global economic crisis, the impact of organizational crises on human capital and its performances has become increasingly obvious. From this perspective, the strategic role of human resources’ development is crucial, being analyzed in this article. It provides the conceptual basis for human resource management practitioners, to understand how to strengthening and developing human potential enables the construction of crisis management skills, manifested at the institutional level.

The Organizational Blog as a Boundary Object

DEFF Research Database (Denmark)

Agerdal-Hjermind, Annette

2012-01-01

This article looks at organizational blogger roles and how they both reflect and affect the way knowledge is communicated across department boundaries in a corporate blogging context. The blog is approached from a sociotechnical perspective, addressing and looking into the various roles in a comm......This article looks at organizational blogger roles and how they both reflect and affect the way knowledge is communicated across department boundaries in a corporate blogging context. The blog is approached from a sociotechnical perspective, addressing and looking into the various roles...

Employees' responses to an organizational merger: Intraindividual change in organizational identification, attachment, and turnover.

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Sung, Wookje; Woehler, Meredith L; Fagan, Jesse M; Grosser, Travis J; Floyd, Theresa M; Labianca, Giuseppe Joe

2017-06-01

The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover. The first model suggests that organizational identification and organizational attachment develop independently and have distinct antecedents. The second model posits that organizational identification mediates the relationships between change in organizational and personal valence and change in attachment and turnover. The third model posits that change in personal valence moderates the relationship between changes in organizational valence and in organizational identification and attachment. Using latent difference score (LDS) modeling in an SEM framework and survival analysis, the results suggest an emergent fourth model that integrates the first and second models: Although change in organizational identification during the merger mediates the relationship between change in personal status and organizational valence and change in attachment, there is a direct and unmediated relationship between change in personal valence and attachment. This integrated model has implications for M&A theory and practice. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Leadership, Culture and Organizational Change

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Vladimir-Codrin Ionescu

2014-12-01

Full Text Available An effective leadership, an evolutionary organizational culture and permanent connection to change may ensure a company’s success within an ever more dynamic competitive environment. The scientific approach of this paper is in line with theoretical and applied research in the field by the presentation of the connections existing among leadership, organizational culture and organizational change. The paper highlights the triad “vision – motivation – momentum”, the mission and the defining coordinates of leadership, the complementarity “new – tradition” in organizational culture, the stages of the change management process and the role of managers and leaders in the preparation and implementation of change projects. Leadership is essential in building and developing an appropriate cultural model, which, in its turn, is an important vector of organizational change processes in modern companies.

The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

OpenAIRE

José G. Vargas Hernández; Mohammad Reza Noruzi

2010-01-01

Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human mot...

Organizational-level interventions in small and medium-sized enterprises: Enabling and inhibiting factors in the PoWRS program

DEFF Research Database (Denmark)

Ipsen, Christine; Gish, Liv; Poulsen, Signe

2015-01-01

Work-related stress in small and medium-sized enterprises (SMEs) is an increasing problem. However, knowledge regarding organizational-level interventions in SMEs is limited, and SMEs often lack professional facilitator resources to assist in change processes. An intervention program developed...... for large corporations, the PoWRS (Prevention of Work-Related Stress) program, has been modified to fit the conditions in SMEs, i.e., appointing employees as in-house facilitators. The aim of this paper is to examine the enablers and inhibiting factors of the PoWRS program when applied in four Danish SMEs....... Three out of four of the case companies succeeded in implementing the program. The enablers and inhibiting factors related to three themes: persons and roles, program components, and organizational context. Findings show that the primary enabling factors were the in-house employee facilitators...

Exploring the Organizational Culture’s Moderating Role of Effects of Corporate Social Responsibility (CSR) on Firm Performance: Focused on Corporate Contributions in Korea

OpenAIRE

Myeongju Lee; Hyunok Kim

2017-01-01

The purpose of this study was to examine the role of organizational culture in helping to translate corporate social responsibility (CSR) into firm performance. We employed arguments from the CSR strategy view to highlight the effectiveness of CSR and the contingency approach to explain the vertical fit between CSR and the organizational culture in a firm. Furthermore, we examined the moderating influence of organizational culture on the CSR–firm performance linkage. The results suggest that ...

Servant leadership and organizational identity: The mediating role of job involvement

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Mohsen Akbari

2014-12-01

Full Text Available This study examines the relation between servant leadership and organizational identity and job involvement in Tax office of Guilan in Iran. One hundred and twenty two employees are participated in the study. For this purpose, a questionnaire with three parts was used. The questionnaire included three main sections, namely servant leadership, job involvement, and organizational identity. The analysis of the data obtained through the questionnaire indicated that servant leadership has significant effect on organizational identity and job involvement. Also, job involvement has positive effect on organizational identity. The findings, implications of the study, and suggestions for further research in this field are discussed in detail.

Communication in Organizational Groups

OpenAIRE

Monica RADU

2007-01-01

Organizational group can be defined as some persons between who exist interactive connections (functional, communication, affective, normative type). Classification of these groups can reflect the dimension, type of relationship or type of rules included. Organizational groups and their influence over the individual efficiency and the efficiency of the entire group are interconnected. Spontaneous roles in these groups sustain the structure of the relationship, and the personality of each indi...

Role of Marketing Intelligence by Strategic Function in Organizational Performance: Evidence from Pakistan

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Arslan Ayub

2014-12-01

Full Text Available The purpose of this study is multifaceted; firstly, it aims to explore the extent to which marketing intelligence is utilized within corporate sector in Pakistan. Secondly, this paper measures the role of marketing intelligence by strategic function on organizational performance. Research on marketing intelligence has consequently increased and grabbed the attention of researchers and marketers to leverage marketing intelligence resulting in increased organizational performance for the last decade. The study uses exploratory approach, sample of the study consisted of 145 professionals from 30 companies related to different sectors operating in Islamabad and Rawalpindi, Pakistan. Structural Equation Model (SEM Technique was used to test the hypotheses. The study found a strong positive relationship between marketing intelligence by strategic function and organizational performance. The study also found that majority of corporate sector of Pakistan have incorporated and utilized marketing intelligence system. This piece of writing has thrown light on the significance of marketing intelligence and its usefulness as a marketing strategy which not only contributes in the existing body of knowledge but also has many managerial implications. The study endorsed the importance of marketing intelligence by strategic function to heading on this fast-paced competition. As for marketing managers in order to formulate policies; marketing intelligence by strategic function provides a leapfrogging approach to outer perform in the market place.

Organizational learning and continuous quality improvement: examining the impact on nursing home performance.

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Rondeau, Kent V; Wagar, Terry H

2002-01-01

Interest is growing in learning more about the ability of total quality management and continuous quality improvement (TQM/CQI) initiatives to contribute to the performance of healthcare organizations. A major factor in the successful implementation of TQM/CQI is the seminal contribution of an organization's culture. Many implementation efforts have not succeeded because of a corporate culture that failed to stress broader organizational learning. This may help to explain why some TQM/CQI programs have been unsuccessful in improving healthcare organization performance. Organizational performance variables and organizational learning orientation were assessed in a sample of 181 Canadian long-term care organizations that had implemented a formal TQM/CQI program. Categorical regression analysis shows that, in the absence of a strong corporAte culture that stresses organizational learning and employee development, few performance enhancements are reported. The results of the assessment suggest that a TQM/CQI program without the backing of a strong organizational learning culture may be insufficient to achieve augmented organizational performance.

The Role of the Transcriptional Response to DNA Replication Stress.

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Herlihy, Anna E; de Bruin, Robertus A M

2017-03-02

During DNA replication many factors can result in DNA replication stress. The DNA replication stress checkpoint prevents the accumulation of replication stress-induced DNA damage and the potential ensuing genome instability. A critical role for post-translational modifications, such as phosphorylation, in the replication stress checkpoint response has been well established. However, recent work has revealed an important role for transcription in the cellular response to DNA replication stress. In this review, we will provide an overview of current knowledge of the cellular response to DNA replication stress with a specific focus on the DNA replication stress checkpoint transcriptional response and its role in the prevention of replication stress-induced DNA damage.

The Role of the Transcriptional Response to DNA Replication Stress

Science.gov (United States)

Herlihy, Anna E.; de Bruin, Robertus A.M.

2017-01-01

During DNA replication many factors can result in DNA replication stress. The DNA replication stress checkpoint prevents the accumulation of replication stress-induced DNA damage and the potential ensuing genome instability. A critical role for post-translational modifications, such as phosphorylation, in the replication stress checkpoint response has been well established. However, recent work has revealed an important role for transcription in the cellular response to DNA replication stress. In this review, we will provide an overview of current knowledge of the cellular response to DNA replication stress with a specific focus on the DNA replication stress checkpoint transcriptional response and its role in the prevention of replication stress-induced DNA damage. PMID:28257104

The role of palliative medicine in the organizational frame of oncological care in Slovakia

International Nuclear Information System (INIS)

Krizanova, K.

2012-01-01

In this work we would like to describe the role of palliative medicine in the organizational frame of oncological care in Slovakia. Basic statistic data are revealing that number of beds in palliative medicine and hospices is shaped rather coincidently according to the reimbursement rates and the effort to reduce a number of chronic beds. Further on we would like to point out a distinction between palliative treatments of cancer and palliative medicine, a distinction between social care and hospice care, the role and relevance of palliative medicine and we bring about some suggestions how to improve the present situation. (author)

Sleep and organizational citizenship behavior: the mediating role of job satisfaction.

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Barnes, Christopher M; Ghumman, Sonia; Scott, Brent A

2013-01-01

We examine sleep as an important factor beyond the work domain that is relevant to organizational citizenship behavior. In a field study of 87 employees from a variety of organizations, an objective measure of sleep quantity predicted organizational citizenship behavior directed toward organizations but not organizational citizenship behavior directed toward individuals. Additionally, job satisfaction mediated this relationship. In a second field study of 85 working college students, we found that natural variation in daily sleep over the course of a work week predicted daily variance in organizational citizenship behavior directed toward both individuals and organizations, and that job satisfaction mediated these relationships. Based on these findings, we discuss theoretical and practical implications of sleep-deprived employees.

Examination of the Relationship between Organizational Stress and Employee Performance: A Research on Staff Working on Provincial Directorate of Youth and Sports

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Goksel, Ali Gurel; Caz, Cagdas; Yazici, Omer Faruk; Ikizler, Huseyin Can

2017-01-01

The purpose of this research is to study the relation between the level of organizational stress at the staff of the Youth Services and Sports Provincial Directorate and their performance. The study group of research, Istanbul province in the Uskudar district officials operating in the Youth Services and Sports Provincial Directorate constitute a…

Professional stress

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Stanojević Dragana Z.

2011-01-01

Full Text Available Job stress is a line, for the person at work hired adverse physiological, psychological and behavioral reactions to situations in which job requirements are not in accordance with its capabilities, abilities and needs. Sources of stress at work are numerous. Personal factors: personality types have been most studied so far, environmental changes and demographic characteristics as well. Interpersonal stress inducing factors act and influence to the occurrence of many psychosomatic diseases. Psychosocial climate and relationships which are prevented or encouraged such as: cooperation and competition, trust and suspicion certainly affect to the appearance of professional stress. The way of leadership is very important. Organizational factors are the type of work, work time, noncompliance of the job, the introduction of new ethnologies, the conflict of personal roles, fear of job loss, bad physical conditions of working environment. The consequences of stress at work are numerous: at the cognitive level, the emotional level, the production plan, the health, plan reduces the immune system that cause a variety of psychosomatic illnesses and accidents at work.

Exploring Participatory Methodologies in Organizational Discourse Analysis

DEFF Research Database (Denmark)

Plotnikof, Mie

2014-01-01

Recent debates in the field of organizational discourse analysis stress contrasts in approaches as single-level vs. multi-level, critical vs. participatory, discursive vs. material methods. They raise methodological issues of combining such to embrace multimodality in order to enable new contribu......Recent debates in the field of organizational discourse analysis stress contrasts in approaches as single-level vs. multi-level, critical vs. participatory, discursive vs. material methods. They raise methodological issues of combining such to embrace multimodality in order to enable new...... contributions. As regards conceptual efforts are made but further exploration of methodological combinations and their practical implications are called for. This paper argues 1) to combine methodologies by approaching this as scholarly subjectification processes, and 2) to perform combinations in both...

Spirituality at the workplace and its role on organizational justice

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Jamshid Salehi Sadaghiani

2012-01-01

Full Text Available Spirituality and ethics play important roles in bringing justice for many business units. During the past few years, there has been growing concern on thinking about profitability without considering other aspects such as spirituality. The infamous Enron incident has been a crystal clear of a case of thinking just on short-term profitability without considering other ethical issues. Spirituality helps organizations create ethical values, responsibility and job satisfaction among workers and these issues could increase business competitive advantages. In this paper, we study the impact of spirituality on different levels of individual, workspace and organizational for a real-world case study. The survey results of this paper indicate that spirituality could significantly impact the organization in different levels.

Participative leadership and organizational identification in SMEs in the MENA Region : testing the roles of CSR perceptions and pride in membership

OpenAIRE

Lythreatis, Sophie; Mostafa, Ahmed; Wang, Xiaojun

2017-01-01

The aim of this research is to explore the process linking participative leadership to organizational identification. The study examines the relationship between participative leadership and internal CSR perceptions of employees and also investigates the role that pride in membership plays in the affiliation of CSR perceptions with organizational identification. By studying these relationships, the paper aspires to contemplate new presumed mediators in the association of participative leaders...

Stressing academia?

DEFF Research Database (Denmark)

Opstrup, Niels; Pihl-Thingvad, Signe

Incongruences between the individual and the organizational work context are potential stressors. The present study focuses on the relationship between a complementary need-supply fit and Danish researchers’ self-perceived job stress. Strain is expected to increase as organizational supplies fall...... hand, the fit on “hard” dimensions as salary, financial rewards and career opportunities is found to be unrelated to the researchers’ self-perceived stress-level. The fit with regard to job security is an important exception, however....... to “soft” dimensions as freedom and independence in the job, personal and professional development at work, and receiving peer recognition is highly significant for the researchers’ self-perceived stress-level. The better the fit is the lower stress-levels the researchers’ on average report. On the other...

Effects of the Leadership Roles of Administrators Who Work at Special Education Schools upon Organizational Climate

Science.gov (United States)

Üstün, Ahmet

2017-01-01

This research aims to determine the effects of the leadership roles of administrators who work at special education schools upon organizational climate. This research has been conducted using the case study technique, which is a kind of qualitative research approach. The study group of this research consists of four administrators including three…

MEDIATING ROLE OF EMPLOYEE MOTIVATION IN RELATIONSHIP TO POST-SELECTION HRM PRACTICES AND ORGANIZATIONAL PERFORMANCE

Directory of Open Access Journals (Sweden)

Aftab Tariq Dar

2014-07-01

Full Text Available The purpose of this cross-sectional study was to explore the meditating role of employee motivation in the relationship between post-selection Human Resource Management (HRM practices and perceived performance of Islamic Banks operating in Pakistan. This study was based on primary data collected from 200-employees of different Islamic banks in Pakistan by distributing structured and reliable questionnaires. The demographic profile of respondents was diversified in terms of their grade, age, experience and education. Results of correlation analysis revealed that training & development(r = .829, performance evaluation system(r = .752, career development system(r = .666, extrinsic rewards(r = .921, intrinsic rewards (r = .852 and employee motivation(r =.722 have strong positive association with perceived performance of Islamic banks in Pakistan. Results of hierarchical regression analysis supported that post-selection HRM practices have positive impact on perceived organizational performance and employee motivation acts as mediator in the relationship between post-selection HRM practices and perceived organizational performance. Proper implementation of post-selection HRM practices makes employee motivated that resulted in improved organizational performance. Management of Islamic banks desiring optimum performance should pay special attention to need-based training programs, merit-based performance appraisal system, development of progressive career paths, performance-based extrinsic and intrinsic rewards management. While making HRM policies, employee motivation should be given paramount importance as the results of contemporary studies supported that it is the major contributing factor of higher organizational performance.

From Idea to Organizational Practice

DEFF Research Database (Denmark)

Meyer, Renate E.; Jancsary, Dennis; Höllerer, Markus A.

How do visualization and visual forms of communication influence the process of transforming a novel idea into established organizational practice? In this paper, we build theory with regard to the role of visuals in manifesting and giving form to an innovative idea as it proceeds through various...... stages of institutionalization. Ideas become institutionalized not merely through widespread diffusion in a cognitive-discursive form but eventually through their translation into concrete activities and transformation into specific patterns of organizational practice. We argue that visualization plays...... organizational practice with legitimacy – and thus solidify the coupling of innovative ideas and organizational practice. Extending existing research, we develop a set of propositions linking dimensions of visuality and visualization to the different stages of institutionalization in order to explain...

The role of organizational virtuousness in organizational citizenship behavior of teachers: The test of direct and indirect effect through job satisfaction mediating

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Kooshki Abedi Sara

2016-01-01

Full Text Available The aim of this study was to test the direct and indirect effect of organizational virtuousness in organizational citizenship behaviors of teachers and propose a model with a causal connection. The population consisted of all secondary school teachers of Karaj metropolitan areas where by cluster method sampling and Morgan table 403 people selected. The aim of this study is functional and in terms of methodology is survey. Standard questionnaires used to collect data and all of them had good reliability and validity. To analyze the data confirmatory factor analysis and structural equation modeling techniques used. The results showed that schools organizational virtuousness directly affect Less and non-significant on organizational citizenship behavior of teachers. The assumed test pattern suggests that organizational virtuousness with the mediation of job satisfaction can affect the behavior of teachers' organizational citizenship behavior. The findings of this study emphasis the importance of reinforcement of schools as well as teachers' job satisfaction and organizational virtuousness.

The Role of Network Administrative Organizations in the Development of Social Capital in Inter‐Organizational Food Networks

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Virginie M. Lefebvre

2013-02-01

Full Text Available This paper is concerned with the role of network administrative organizations (NAOs in the development of social capital in inter‐organizational networks aiming at supporting their members to innovate in the food sector through interacting with one another. A multi‐case study approach is used whereby three Belgian inter‐organizational networks are investigated i.e. Wagralim, Réseau‐Club and Flanders Food. Our study shows that there are many options available to NAOs to build social capital within the networks they are responsible for; options which we propose to categorize in three main distinct groups: creation of boundary objects, careful selection of members and effective communication.

Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.

Science.gov (United States)

Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu; Kung, Jung-Yuan; Weng, Hui-Ching; Lin, Yu-Tz; Lee, Shu-I

2015-09-07

It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in

Role of organizational learning and knowledge management

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Haleem Fazal

2017-12-01

Full Text Available This research is based on Electrocell, a US battery manufacturing company, which was facing problems in its marketing and sales departments as evidenced by its low performance. Following a short introduction to the firm, literature reviews the two recently emerged and widely debated topics, that is, organizational learning and knowledge management. It is followed by the reasons for Electrocell’s declination and revival before and after acquisition by Restart, a US cosmetic manufacturing company. Then, Knowledge Sharing Model, General Hierarchical Model of Organizational Commitment, Knowledge Management, and Learning Organization Capacity, and Three Dimensional Model are described and critically analyzed. At the end, Knowledge Management System Conceptual Model is applied on the case study thoroughly and critically analyzed followed by summary. The research contributes to the literature and offers important implications for academics, managers and strategists that why learning is important and how does it matter to an organization.

Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

Science.gov (United States)

Law, Fang Mei; Guo, Gwo Jen

2016-08-01

The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment. © The Author(s) 2015.

Working Definitions of the Roles and an Organizational Structure in Health Professions Education Scholarship: Initiating an International Conversation

NARCIS (Netherlands)

Varpio, L.; Gruppen, L.; Hu, W.; O'Brien, B.; Cate, O. Ten; Humphrey-Murto, S.; Irby, D.M.; Vleuten, C. van der; Hamstra, S.J.; Durning, S.J.

2017-01-01

PROBLEM: Health professions education scholarship (HPES) is an important and growing field of inquiry. Problematically, consistent use of terminology regarding the individual roles and organizational structures that are active in this field are lacking. This inconsistency impedes the transferability

Organizational changes to improve the harmonic operations and corporate companies in the Republic of Macedonia

OpenAIRE

Kalapoceva, Sanja

2014-01-01

Organizational change is a very simple concept between successful companies . Course plays an important role in building productive business . However , some companies still have not grasped the magnitude of change . It is inevitable for employees in a company to avoid change , just as they would not be willing to accept what is unfamiliar and stressful . Employees are comfortable when working in their current environment and working environment . They do not want a lot of work...

[What worries Hungarian men? Characteristics of masculine gender role stress].

Science.gov (United States)

Susánszky, Anna; Susánszky, Eva; Kopp, Mária

2009-07-01

The aim of this study was to establish the characteristics of stress associated with male gender role and its relationship to health and to risk behaviours among Hungarian men. The present analysis is based on data of the Hungarostudy 2006 survey. Forty-one percent of the participants were men. Eighty nine percent of the male respondents completed the Eisler-Skidmore Masculine Gender Role Stress Scale; data of 1764 persons were analyzed. Anxiety about sexual performance, breadwinner role, and appearance (i.e. tradition factor) causes a much greater burden of stress than anxiety about changing gender relationships (i.e. modernization factor). With the increase of age, stress caused by traditional role expectations significantly decreases; tensions caused by women's dominance and by situations which demand emotional response and empathy are the highest among middle aged men. Traditional gender role stress is more prevalent among pensioners than among economically active men; stress caused by the modernization of masculine gender role particularly afflicts unemployed men. Married men are to the least extent troubled by female dominance and difficulties in expressing emotions. Of the two dimensions analyzed here (tradition and modernization) only the values on the tradition factor were related to health status, psychological wellbeing, and frequency of smoking. Modernization of gender roles represents only a small--if any--stressor in the life of Hungarian men; on the other hand, unsuccessful adaptation to traditional role expectations highly increases the burden of stress and is closely related to smoking.

Occupational stress among senior police officers.

Science.gov (United States)

Brown, J; Cooper, C; Kirkcaldy, B

1996-02-01

From a survey of over 500 senior UK police officers completing the occupational stress inventory, it was observed that those serving in England and Wales exhibited the highest job stress related to structure and climate, co-worker relationships and their managerial role. There were no inter-regional differences on the individual difference variables, Type A behaviour, locus of control, or on physical health measures. Superintendents in Scotland used coping methods least frequently including domestic/home support, time management and social support, the latter strategy being most used by Northern Ireland officers. Findings relating job stress to job satisfaction were inconsistent with other police populations. Results are discussed in the context of organizational reform in the police service.

Role of organizational leadership in plant life management

International Nuclear Information System (INIS)

Mohindra, R.K.; Chou, Q.B.

2007-01-01

The nuclear power plant (NPP) operational trend shows that the plants of the same design and brought to service about the same time demonstrate a wide range of life time operational performance. Based on years of performance assessment experience from various types of industry audits, it can be seen that there is a strong relationship between organizational leadership and the good performing plants. A review based on this relationship is provided to suggest important characteristics needed in management and leadership team for an organization to have a successful life management program in a NPP. The required characteristics and attributes are discussed in the following three important organizational elements: Environment, People and Process

Moral Stress and Job Burnout Among Frontline Staff Conducting Clinical Research on Affective and Anxiety Disorders.

Science.gov (United States)

Fried, Adam L; Fisher, Celia B

2016-06-01

There has been increased attention on job-related stress and burnout experienced by clinicians working with vulnerable and at-risk populations, including effects on personal mental health, therapeutic decision-making, and job effectiveness. Little is known, however, about the job-related stressors and symptoms of burnout experienced by clinical research staff working with similar populations, especially in terms of moral stress they may experience when adherence to scientific procedures appears to conflict with their personal commitment to address the clinical needs of their research participants or role as health care provider. In this national study, 125 frontline research workers conducting clinical research studies with individuals diagnosed with affective and anxiety disorders completed an online survey including measures assessing research work related moral stress, job burnout, organizational ethics climate and organizational research support. Results indicated that younger research workers, those whose research work was part of a graduate assistantship and perceptions of higher participant research risk were associated with higher levels of moral stress and job burnout. Supportive organizational climates were associated with lower levels of moral stress and job burnout. Recommendations for clinical research workers, supervisors and clinical training directors are discussed.

Aggression in Teachers is Related to Role Conflict and Role Ambiguity as Occupational Stress.

Science.gov (United States)

Kanchika, Masaru; Iwasaki, Shinichi; Konish, Akihito; Deguchi, Yasuhiko; Kobayashi, Yumi; Nakada, Akihiro; Inoue, Koki

2015-12-01

Aggression in the workplace is increasingly recognized as a serious problem, but there are few studies about worker aggression toward outsiders in the workplace. We investigated the association between aggression and occupational stress among teachers. This was a cross-sectional study of 1583 teachers, principals, and vice-principals. Aggression was measured using the Japanese version of the Buss-Perry Aggression Questionnaire (BAQ). The survey respondents were classified into tertiles according to the BAQ score. The high BAQ group was defined as the upper tertile for the BAQ total score (BAQ total score 625). Occupational stress was measured using the Japanese version of the Generic Job Stress Questionnaire. Comparisons among the groups were performed using multiple logistic regression analysis. Of the 1583 respondents, 488 were included in the high BAQ group. After adjusting for demographic and occupational variables, high role conflict and role ambiguity were significantly associated with belonging to the high BAQ group. In subscales of the BAQ, high role conflict and role ambiguity related to high levels of hostility, and physical aggression. Occupational stress such as role conflict and role ambiguity was associated with aggression among teachers. It is necessary to reduce problems which relates to role conflict and role ambiguity for preventing teachers' aggression.

The Roles of Teachers' Work Motivation and Teachers' Job Satisfaction in the Organizational Commitment in Extraordinary Schools

Science.gov (United States)

Tentama, Fatwa; Pranungsari, Dessy

2016-01-01

Teachers' work motivation and teachers' job satisfaction are the factors influencing the organizational commitment. This research is aimed to empirically examine the roles of teachers' work motivation and teachers' job satisfaction in the commitment of the organization in extraordinary schools. The subjects of the research are the teachers in…

Caring for the Elderly at Work and Home: Can a Randomized Organizational Intervention Improve Psychological Health?

Science.gov (United States)

Kossek, Ellen Ernst; Thompson, Rebecca J; Lawson, Katie M; Bodner, Todd; Perrigino, Matthew B; Hammer, Leslie B; Buxton, Orfeu M; Almeida, David M; Moen, Phyllis; Hurtado, David A; Wipfli, Brad; Berkman, Lisa F; Bray, Jeremy W

2017-12-07

Although job stress models suggest that changing the work social environment to increase job resources improves psychological health, many intervention studies have weak designs and overlook influences of family caregiving demands. We tested the effects of an organizational intervention designed to increase supervisor social support for work and nonwork roles, and job control in a results-oriented work environment on the stress and psychological distress of health care employees who care for the elderly, while simultaneously considering their own family caregiving responsibilities. Using a group-randomized organizational field trial with an intent-to-treat design, 420 caregivers in 15 intervention extended-care nursing facilities were compared with 511 caregivers in 15 control facilities at 4 measurement times: preintervention and 6, 12, and 18 months. There were no main intervention effects showing improvements in stress and psychological distress when comparing intervention with control sites. Moderation analyses indicate that the intervention was more effective in reducing stress and psychological distress for caregivers who were also caring for other family members off the job (those with elders and those "sandwiched" with both child and elder caregiving responsibilities) compared with employees without caregiving demands. These findings extend previous studies by showing that the effect of organizational interventions designed to increase job resources to improve psychological health varies according to differences in nonwork caregiving demands. This research suggests that caregivers, especially those with "double-duty" elder caregiving at home and work and "triple-duty" responsibilities, including child care, may benefit from interventions designed to increase work-nonwork social support and job control. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE.

Science.gov (United States)

Jahani, Mohammad Ali; Yaminfirooz, Mousa; Siamian, Hasan

2015-10-01

The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran's universities. This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran's public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For predicting the organizational climate pattern of the libraries is used from the multivariate linear regression and track diagram. of the 9 variables affecting organizational climate, 5 variables of innovation, teamwork, customer service, psychological safety and deep diversity play a major role in prediction of the organizational climate of Iran's libraries. The results also indicate that each of these variables with different coefficient have the power to predict organizational climate but the climate score of psychological safety (0.94) plays a very crucial role in predicting the organizational climate. Track diagram showed that five variables of teamwork, customer service, psychological safety, deep diversity and innovation directly effects on the organizational climate variable that contribution of the team work from this influence is more than any other variables. Of the indicator of the organizational climate of climateQual, the contribution of the team work from this influence is more than any other variables that reinforcement of teamwork in academic libraries can be more effective in improving the organizational climate of this type libraries.

Identities as organizational practices

DEFF Research Database (Denmark)

Oshima, Sae; Asmuß, Birte

Identity has been widely acknowledged as playing a central role in various organizational processes, yet there is still a need to better understand the dynamics and functions of identity work in modern organizations. The present paper is centered within this concern, and examines identity......) reveal the intersubjective, multimodal and embodied nature of identity work; 2) demonstrate identity work as organizational practices, used in order to accomplish specific actions; and 3) pose a question on the view on identity as a layered/leveled phenomenon....

Indicadores de vulnerabilidad al estrés en directivos y su relación con factores de estrés organizacional Indicators of vulnerability to stress in executives and its relation to organizational factors of stress

Directory of Open Access Journals (Sweden)

Anaisel Hernández Estrada

2012-06-01

affect the individual's life as well as the working sphere that notably influences on the productive effectiveness of the executives, hindering the processes of decision-making, flexible thinking, creativity, motivation and health. This research paper was aimed at identifying if there was a relationship between the indicators of vulnerability to stress in the executives at "Abel Santamaria Cuadrado" University Hospital and the factors of organizational stress they perceived. A design of a non-experimental, cross-sectional research that included a descriptive/correlative study in a sample comprised of 44 executives was conducted. Stress-vulnerability scale test and the questionnaire of work-related stress of the IWO-WHO were applied together with a semi-structured interview. Worries and psychosomatic disorders were the main indicators of vulnerability to stress obtained. The level of perception regarding organizational factors that provoke work-related stress was low and correlated significantly with the indicators of vulnerability to stress obtained, which elements were:organizational environment, organizational territory and technology.Quantitatively, the indicators of problems concerning vulnerability to stress in executives were not notable and the level of perception of the main sources of risk factors existing in work-related environments, causing stress, was for the most part low.

Student Classroom and Career Success: The Role of Organizational Citizenship Behavior.

Science.gov (United States)

Allison, Barbara J.; Voss, Richard Steven; Dryer, Sean

2001-01-01

Business students (n=211) rated their organizational citizenship behavior (altruism, courtesy, civic virtue, sportsmanship, conscientiousness). A majority had moderately high levels, but a significant percentage had relatively low levels. Organizational citizenship behavior was significantly and positively related to academic performance. (SK)

The Mediating Role of Job Satisfaction between Training and Development Practices and Organizational Commitment: Responses from Private Banking Sectors of Karachi, Pakistan

OpenAIRE

Faridi, Adnan; Baloch, Akhtar; Wajidi, Abuzar

2017-01-01

This paper examines the impact of modern and traditional training and development programs on the employees of banking sectors' organizational commitment and overall performance within Karachi, Pakistan. Furthermore, the paper explores the causal-effect relationship between organizational commitment's distinctive attributes and T&D program through mediating role of job satisfaction, by particularly looking at the contractual and permanent employees. By combining the strata, convenience, and p...

Stressful Psychosocial Work Environment, Poor Sleep, and Depressive Symptoms among Primary School Teachers

Science.gov (United States)

Gluschkoff, Kia; Elovainio, Marko; Keltikangas-Järvinen, Liisa; Hintsanen, Mirka; Mullola, Sari; Hintsa, Taina

2016-01-01

Introduction: We examined the associations and proportionate contributions of three well-validated models of stressful psychosocial work environment (job strain, effort-reward imbalance, and organizational injustice) in explaining depressive symptoms among primary school teachers. In addition, we tested the mediating role of different types of…

The role of organizational culture in policy mobilities – the case of South Korean climate change adaptation policies

Directory of Open Access Journals (Sweden)

S. Schäfer

2017-07-01

Full Text Available The conceptualization of policies as mobile and mutable knowledge is the key feature of the recent debate on policy mobilities. Policy mobility studies have focused on the movement and translation of policies as well as on the impact of mobile policies on policy-making processes and governed spaces. Given that policy mobilities have mainly been examined in comparable institutional contexts, the current debate has neglected the role of organizational culture in the translation of policies. Organizational culture is understood as a set of shared assumptions that guide what happens in organizations by defining appropriate practices of policy making. The case study, South Korean adaptation policy, illustrates that organizational culture has a significant impact on the translation of mobile adaptation policy. Besides the claim to consider organizational culture more prominently in the field of policy mobility studies, this paper illustrates the translation process of adaptation policy in the South Korean political system. The practices in South Korean political institutions dealing with climate change adaptation are highly characterized by the avoidance of risks. The propensity to avoid risks leads policy makers to focus on technical solutions to climate change adaptation and to neglect the participation of civil society.

Outcomes of role stress: a multisample constructive replication.

Science.gov (United States)

Kemery, E R; Bedeian, A G; Mossholder, K W; Touliatos, J

1985-06-01

Responses from four separate samples of accountants and hospital employees provided a constructive replication of the Bedeian and Armenakis (1981) model of the causal nexus between role stress and selected outcome variables. We investigated the relationship between both role ambiguity and role conflict--as specific forms of role stress--and job-related tension, job satisfaction, and propensity to leave, using LISREL IV, a technique capable of providing statistical data for a hypothesized population model, as well as for specific causal paths. Results, which support the Bedeian and Armenakis model, are discussed in light of previous research.

Effectiveness of a Comprehensive Stress Management Program to Reduce Work-Related Stress in a Medium-Sized Enterprise

Science.gov (United States)

2014-01-01

Objectives To assess the effectiveness of a comprehensive workplace stress management program consisting of participatory action-oriented training (PAOT) and individual management. Methods A comprehensive workplace stress management program was conducted in a medium-sized enterprise. The baseline survey was conducted in September 2011, using the Korean Occupational Stress Scale (KOSS) and Worker’s Stress Response Inventory (WSRI). After implementing both organizational and individual level interventions, the follow up evaluation was conducted in November 2011. Results Most of the workers participated in the organizational level PAOT and made Team-based improvement plans. Based on the stress survey, 24 workers were interviewed by a researcher. After the organizational and individual level interventions, there was a reduction of several adverse psychosocial factors and stress responses. In the case of blue-collar workers, psychosocial factors such as the physical environment, job demands, organizational system, lack of rewards, and occupational climate were significantly improved; in the case of white-collar workers, the occupational climate was improved. Conclusions In light of these results, we concluded that the comprehensive stress management program was effective in reducing work-related stress in a short-term period. A persistent long-term follow up is necessary to determine whether the observed effects are maintained over time. Both team-based improvement activities and individual interviews have to be sustainable and complementary to each other under the long-term plan. PMID:24524591

Effectiveness of a comprehensive stress management program to reduce work-related stress in a medium-sized enterprise.

Science.gov (United States)

Kim, Shin-Ae; Suh, Chunhui; Park, Mi-Hee; Kim, Kunhyung; Lee, Chae-Kwan; Son, Byung-Chul; Kim, Jeong-Ho; Lee, Jong-Tae; Woo, Kuck-Hyun; Kang, Kabsoon; Jung, Hyunjin

2014-01-01

To assess the effectiveness of a comprehensive workplace stress management program consisting of participatory action-oriented training (PAOT) and individual management. A comprehensive workplace stress management program was conducted in a medium-sized enterprise. The baseline survey was conducted in September 2011, using the Korean Occupational Stress Scale (KOSS) and Worker's Stress Response Inventory (WSRI). After implementing both organizational and individual level interventions, the follow up evaluation was conducted in November 2011. Most of the workers participated in the organizational level PAOT and made Team-based improvement plans. Based on the stress survey, 24 workers were interviewed by a researcher. After the organizational and individual level interventions, there was a reduction of several adverse psychosocial factors and stress responses. In the case of blue-collar workers, psychosocial factors such as the physical environment, job demands, organizational system, lack of rewards, and occupational climate were significantly improved; in the case of white-collar workers, the occupational climate was improved. In light of these results, we concluded that the comprehensive stress management program was effective in reducing work-related stress in a short-term period. A persistent long-term follow up is necessary to determine whether the observed effects are maintained over time. Both team-based improvement activities and individual interviews have to be sustainable and complementary to each other under the long-term plan.

Transformational leadership and organizational citizenship behavior: Modeling emotional intelligence as mediator

Directory of Open Access Journals (Sweden)

Majeed Nauman

2017-12-01

Full Text Available Leadership and organizational citizenship behavior (OCB stayed at pinnacle in the arena of organizational behavior research since decades and has attained significant consideration of scholars pursuing to define multifaceted dynamics of leadership and their influence on follower’s behavior at work. The voluntary behavior of Organizational citizenship improves organizational effectiveness, and it goes beyond formal job duties. This study attempts to explore the association amongst transformational leadership and organizational citizenship behavior of teachers in public sector higher education institutions in Pakistan. Study of organizational citizenship behavior in educational organizations and academicians is of high value that definitely requires attention. This study examines the direct and indirect influence of transformational leadership through exploring the mediating role of emotional intelligence. The model was tested by employing structural equation modelling technique on survey responses collected from academicians. Results from 220 responses indicated that relationship between transformational leadership and Organizational Citizenship Behavior is statistically significant where Emotional Intelligence plays an important role as a mediator. The results support and add to the positive effects of transformational leadership style interconnected with extra role behavior at work making it more meaningful. The findings make a significant contribution to leadership and organizational behavior literature in higher education sector and propose that organizations should implement practices that help in enhancing the level of organizational citizenship behavior in organizations.

Organizational Learning in Health Care Organizations

Directory of Open Access Journals (Sweden)

Savithiri Ratnapalan

2014-02-01

Full Text Available The process of collective education in an organization that has the capacity to impact an organization’s operations, performance and outcomes is called organizational learning. In health care organizations, patient care is provided through one or more visible and invisible teams. These teams are composed of experts and novices from diverse backgrounds working together to provide coordinated care. The number of teams involved in providing care and the possibility of breakdowns in communication and coordinated care increases in direct proportion to sophisticated technology and treatment strategies of complex disease processes. Safe patient care is facilitated by individual professional learning; inter-professional team learning and system based organizational learning, which encompass modified context specific learning by multiple teams and team members in a health care organization. Organizational learning in health care systems is central to managing the learning requirements in complex interconnected dynamic systems where all have to know common background knowledge along with shared meta-knowledge of roles and responsibilities to execute their assigned functions, communicate and transfer the flow of pertinent information and collectively provide safe patient care. Organizational learning in health care is not a onetime intervention, but a continuing organizational phenomenon that occurs through formal and informal learning which has reciprocal association with organizational change. As such, organizational changes elicit organizational learning and organizational learning implements new knowledge and practices to create organizational changes.

Dynamic capabilities, Marketing Capability and Organizational Performance

Directory of Open Access Journals (Sweden)

Adriana Roseli Wünsch Takahashi

2017-01-01

Full Text Available The goal of the study is to investigate the influence of dynamic capabilities on organizational performance and the role of marketing capabilities as a mediator in this relationship in the context of private HEIs in Brazil. As a research method we carried out a survey with 316 IES and data analysis was operationalized with the technique of structural equation modeling. The results indicate that the dynamic capabilities have influence on organizational performance only when mediated by marketing ability. The marketing capability has an important role in the survival, growth and renewal on educational services offerings for HEIs in private sector, and consequently in organizational performance. It is also demonstrated that mediated relationship is more intense for HEI with up to 3,000 students and other organizational profile variables such as amount of courses, the constitution, the type of institution and type of education do not significantly alter the results.

The Roles of Individual and Organizational Factors in Burnout among Community-Based Mental Health Service Providers

Science.gov (United States)

Green, Amy E.; Albanese, Brian J.; Shapiro, Nicole M.; Aarons, Gregory A.

2014-01-01

Public sector mental health care providers are at high risk for burnout which negatively affects not only provider well-being but also the quality of services for clients and the functioning of organizations. This study examines the influence of demographics, work characteristic, and organizational variables on levels of burnout among child and adolescent mental health service providers operating within a public sector mental health service system. Additionally, given the dearth of research examining differences in burnout levels among mental health sub-disciplines (e.g., social work, psychology, marital and family therapy) and mental health programs (e.g., outpatient, day treatment, Wraparound, case management), analyses were conducted to compare levels of burnout among multiple mental health disciplines and program types. Surveys were completed by 285 providers across 49 mental health programs in a large urban public mental health system. Variables representing dimensions of organizational climate and transformational leadership accounted for the greatest amount of variance in provider reported burnout. Analyses demonstrated significantly lower levels of depersonalization among Wraparound providers compared to traditional case managers. Age was the only demographic variable related to burnout. Additionally, no significant effects were found for provider discipline or for agency tenure and caseload size. Results suggest the need to consider organizational development strategies aimed at creating more functional and less stressful climates and increasing levels of transformational leadership behaviors in order to reduce levels of burnout among clinicians working in public mental health settings for youth and families. PMID:24564442

Organizational culture and organizational commitment: Serbian case

Directory of Open Access Journals (Sweden)

Mitić Siniša

2016-01-01

Full Text Available The paper presents the results of the impact of certain dimensions of organizational culture (Future Orientation, Power Distance, Human Orientation and Performance Orientation on organizational commitment in companies in Serbia. Through a survey, responses were obtained from a total of N = 400 middle managers from 129 companies. The results show a statistically significant correlation between the observed dimensions of organizational culture and organizational commitment dimensions. Also, there is a statistically significant predictive effect of certain dimensions of organizational culture on the dimensions of organizational commitment. The biggest influences on the dimensions of organizational commitment have dimensions Future Orientation - FO and Performance Orientation - PO. On the other hand, under the most affected dimension of organizational culture is the dimension of organizational commitment Organizational identification - OCM1.

Oxidative stress-induced autophagy: Role in pulmonary toxicity

International Nuclear Information System (INIS)

Malaviya, Rama; Laskin, Jeffrey D.; Laskin, Debra L.

2014-01-01

Autophagy is an evolutionarily conserved catabolic process important in regulating the turnover of essential proteins and in elimination of damaged organelles and protein aggregates. Autophagy is observed in the lung in response to oxidative stress generated as a consequence of exposure to environmental toxicants. Whether autophagy plays role in promoting cell survival or cytotoxicity is unclear. In this article recent findings on oxidative stress-induced autophagy in the lung are reviewed; potential mechanisms initiating autophagy are also discussed. A better understanding of autophagy and its role in pulmonary toxicity may lead to the development of new strategies to treat lung injury associated with oxidative stress. - Highlights: • Exposure to pulmonary toxicants is associated with oxidative stress. • Oxidative stress is known to induce autophagy. • Autophagy is upregulated in the lung following exposure to pulmonary toxicants. • Autophagy may be protective or pathogenic

Oxidative stress-induced autophagy: Role in pulmonary toxicity

Energy Technology Data Exchange (ETDEWEB)

Malaviya, Rama [Department of Pharmacology and Toxicology, Ernest Mario School of Pharmacy, Rutgers University, Piscataway, NJ 08854 (United States); Laskin, Jeffrey D. [Department of Environmental and Occupational Medicine, Robert Wood Johnson Medical School, Rutgers University, Piscataway, NJ 08854 (United States); Laskin, Debra L., E-mail: laskin@eohsi.rutgers.edu [Department of Pharmacology and Toxicology, Ernest Mario School of Pharmacy, Rutgers University, Piscataway, NJ 08854 (United States)

2014-03-01

Autophagy is an evolutionarily conserved catabolic process important in regulating the turnover of essential proteins and in elimination of damaged organelles and protein aggregates. Autophagy is observed in the lung in response to oxidative stress generated as a consequence of exposure to environmental toxicants. Whether autophagy plays role in promoting cell survival or cytotoxicity is unclear. In this article recent findings on oxidative stress-induced autophagy in the lung are reviewed; potential mechanisms initiating autophagy are also discussed. A better understanding of autophagy and its role in pulmonary toxicity may lead to the development of new strategies to treat lung injury associated with oxidative stress. - Highlights: • Exposure to pulmonary toxicants is associated with oxidative stress. • Oxidative stress is known to induce autophagy. • Autophagy is upregulated in the lung following exposure to pulmonary toxicants. • Autophagy may be protective or pathogenic.

Role of hydrogen in stress corrosion cracking

International Nuclear Information System (INIS)

Louthan, M.R. Jr.

1975-01-01

Hydrogen embrittlement has been postulated as a cause of stress corrosion cracking in numerous alloy systems. Such an interrelationship is useful in design considerations because it permits the designer and working engineer to relate the literature from both fields to a potential environmental compatibility problem. The role of hydrogen in stress corrosion of high strength steels is described along with techniques for minimizing the susceptibility to hydrogen stress cracking. (U.S.)

The Organizational Health of Urban Elementary Schools: School Health and Teacher Functioning.

Science.gov (United States)

Mehta, Tara G; Atkins, Marc S; Frazier, Stacy L

2013-09-01

This study examined the factor structure of the Organizational Health Inventory-Elementary version (OHI-E; Hoy, Tarter, & Kottkamp, 1991) in a sample of 203 teachers working in 19 high-poverty, urban schools and the association of organizational school health with teacher efficacy, teacher stress, and job satisfaction. Results indicated a similar factor structure of the OHI-E as compared with the population of schools in the original sample (Hoy et al., 1991), and that specific components of organizational health, such as a positive learning environment, are associated with teacher efficacy, stress, and satisfaction. Overall, teachers' relations with their peers, their school leadership, and their students appear especially critical in high-poverty, urban schools. Recommendations for research and practice related to improving high-poverty, urban schools are presented.

The role of managers in organizational interventions and non -interventions – at intra and inter- organizational work places

DEFF Research Database (Denmark)

Ipsen, Christine; Nielsen, Karina

), or at the customers’ or clients’ locations (inter-organizational work) (Cropper, Huxham, Ebers, & Ring, 2008; Verburg, Bosch-Sijtsema, & Vartiainen, 2013). According to Fisher and Fisher (2001), time, space, and/or culture constitute the distance between managers and employees. In a systematic review, Crawford et al......Over the years, workplaces and employees have become more dispersed due to organizational changes in large traditional organizations and the development of new business opportunities across the world, such as shifts from production to service- or knowledge- based work environment (Hinds & Kiesler....... (2011) found that only a few studies have investigated the wellbeing of employees who work at clients’ or customers’ offices (inter-organizational work) over a long period of time and how to best manage these employees. In inter-organizations, distance employees are employed by one company (the provider...

The role of organizational context in fostering employee proactive behavior: : Interplay between HR system configurations and relational climates

NARCIS (Netherlands)

Batistic, S.; Cerne, Matej; Kaše, R.; Zupic, Ivan

2016-01-01

Emphasizing the role of the organizational context and adopting a multilevel approach, we propose that the interplay between HR system configurations and relational climates has a cross-level effect on employee proactive behavior. Using a sample of 211 employees in 25 companies, we show that the

Individual and organizational predictors of depression in general practitioners.

OpenAIRE

Firth-Cozens, J

1998-01-01

BACKGROUND: High levels of stress and depression are seen in both general practitioners (GPs) and hospital doctors, and this has implications for patient care. It is therefore important to discover the individual and organizational causes of elevated symptoms so they can be tackled. AIM: To discover the relative importance of individual characteristics measured 10 years earlier compared with current organizational stressors in predicting depression in GPs. METHOD: Longitudinal questionnaire s...

Stepparents and parenting stress: the roles of gender, marital quality, and views about gender roles.

Science.gov (United States)

Shapiro, Danielle

2014-03-01

Previous research suggests that stepparenting can be stressful, although the mechanisms that contribute to the experience of parenting stress in stepfamilies are less clear. This study examines gender, marital quality, and views about gendered family roles as correlates of parenting stress among 310 stepmothers, stepfathers, and biological mothers and fathers. Findings suggest that stepparents, and especially stepmothers, experience higher levels of parenting stress than biological parents. Findings also suggest that less traditional views about gendered family roles and higher dyadic adjustment are associated with lower parenting stress for stepparents, particularly in combination. Stepparents reporting both of these protective factors were indistinguishable in terms of parenting stress from biological parents. These findings indicate potential pathways to mitigate the stress associated with stepparenting. © 2014 FPI, Inc.

Organizational Learning Culture, Transfer Climate and Perceived Innovation in Jordan

Science.gov (United States)

Bates, Reid; Khasawneh, Samer

2004-01-01

This paper examined the relationship between organizational learning culture, learning transfer climate, and organizational innovation. The objective was to test the ability of learning organization culture to account for variance in learning transfer climate and subsequent organizational innovation, and to examine the role of learning transfer…

Routines and Organizational Change

DEFF Research Database (Denmark)

Yi, Sangyoon; Becker, Markus; Knudsen, Thorbjørn

2014-01-01

Routines have been perceived as a source of inertia in the process of organizational change. In this study, we suggest an overlooked, but prevalent, mechanism by which the inertial nature of routines helps, rather than hinders, organizational adaptation. Routine-level inertia plays a hidden role...... to cope with its task environment. In our nuanced perspective, inertia is not only a consequence of adaptation but also a source of adaptation. This logic is helpful to understand why reliable but apparently inertial organizations keep surviving and often exhibit outstanding performance. We conclude...

Book Review: IMPACT OF GLOBALIZATION ON ORGANIZATIONAL CULTURE, BEHAVIOR AND GENDER ROLE

OpenAIRE

YUZER, T. Volkan

2012-01-01

The "new" in new economy means a more stable and longer growth, with more jobs, lower inflation and interest rates, explosion of free markets worldwide, the unparalleled access to knowledge through the Internet and new type of organization which affects organizational change. Organizational change is the adoption of an organizational environment for the sake of survival. Namely, the old principles no longer work in the age of Globalization. Businesses have reached the old model's limits with ...

The effects of information technology based retail channels integration on retail stores performance: mediating role of organizational Ambidexterity (case study: Rasht stores

Directory of Open Access Journals (Sweden)

Mohamadrahim Ramazanian

2015-12-01

Full Text Available Information technology is a critical tool for companies to achieve the competitive advantage and organizational innovation. IT capability provides an appropriate opportunity for retailers to improve their relationships with customers and progress firms’ performance. Comes with advances in technology, retail industry by using Information technology has changed its business process from traditional to online channels. This paper, investigates the effects of IT based retail channel integration on retail stores performance, furthermore the mediating role of organizational ambidexterity as organizational capability in exploitation and exploration of growth opportunities has been examined. Research data has been collected from the retailer sales chains in Rasht city. Data was collected through questionnaires and analyzed by structural equation modeling and partial least squares algorithm. Findings show that retail channel integration based on information technology by mediated organizational ambidexterity influence on performance.

Influence of Organizational Culture on Service Provider Selection

OpenAIRE

Yılmaz, Mehmet; Yılmaz Börekçi, Dilek; Örnek, Ali

2017-01-01

Although Third Party Logistics Service Provider (3PL) selection literature mentions organizational culture’s role in the development as well as in the maintenance of 3PL arrangements, there is a paucity of attempts to underline the significance of organizational culture’s influence on the formation and management of 3PL relationships. In this study, the influence of different organizational cultural orientations in uncertainty avoidance, future orientation, performance orientation and paterna...

Role of adult hippocampal neurogenesis in stress resilience

Directory of Open Access Journals (Sweden)

Brunno R. Levone

2015-01-01

Full Text Available There is a growing appreciation that adult hippocampal neurogenesis plays a role in emotional and cognitive processes related to psychiatric disorders. Although many studies have investigated the effects of stress on adult hippocampal neurogenesis, most have not focused on whether stress-induced changes in neurogenesis occur specifically in animals that are more resilient or more susceptible to the behavioural and neuroendocrine effects of stress. Thus, in the present review we explore whether there is a clear relationship between stress-induced changes in adult hippocampal neurogenesis, stress resilience and antidepressant-induced recovery from stress-induced changes in behaviour. Exposure to different stressors is known to reduce adult hippocampal neurogenesis, but some stressors have also been shown to exert opposite effects. Ablation of neurogenesis does not lead to a depressive phenotype, but it can enhance responsiveness to stress and affect stress susceptibility. Monoaminergic-targeted antidepressants, environmental enrichment and adrenalectomy are beneficial for reversing stress-induced changes in behaviour and have been shown to do so in a neurogenesis-dependant manner. In addition, stress and antidepressants can affect hippocampal neurogenesis, preferentially in the ventral hippocampus. Together, these data show that adult hippocampal neurogenesis may play a role in the neuroendocrine and behavioural responses to stress, although it is not yet fully clear under which circumstances neurogenesis promotes resilience or susceptibility to stress. It will be important that future studies carefully examine how adult hippocampal neurogenesis can contribute to stress resilience/susceptibility so that it may be appropriately exploited for the development of new and more effective treatments for stress-related psychiatric disorders.

The impact of protocol on nurses' role stress: a longitudinal perspective.

Science.gov (United States)

Dodd-McCue, Diane; Tartaglia, Alexander; Veazey, Kenneth W; Streetman, Pamela S

2005-04-01

The study examined the impact of a protocol directed at increasing organ donation on the role stress and work attitudes of critical care nurses involved in potential organ donation cases. The research examined whether the protocol could positively affect nurses' perceptions of role stress, and if so, could the work environment improvements be sustained over time. The Family Communication Coordinator (FCC) protocol promotes effective communication during potential organ donation cases using a multidisciplinary team approach. Previous research found it associated with improved donation outcomes and with improved perceptions of role stress by critical care nurses. However, the previous study lacked methodological rigor necessary to determine causality and sustainability over time. The study used a quasi-experimental prospective longitudinal design. The sample included critical care nurses who had experience with potential organ donation cases with the protocol. Survey data were collected at 4 points over 2 years. Surveys used previously validated and reliable measures of role stress (role ambiguity, role conflict, role overload) and work attitudes (commitment, satisfaction). Interviews supplemented these data. The nurses' perceptions of role stress associated with potential organ donation cases dramatically dropped after the protocol was implemented. All measures of role stress, particularly role ambiguity and role conflict, showed statistically significant and sustained improvement. Nurses' professional, unit, and hospital commitment and satisfaction reflect an increasingly positive workplace. The results demonstrate that the FCC protocol positively influenced the workplace through its impact on role stress over the first 2 years following its implementation. The findings suggest that similar protocols may be appropriate in improving the critical care environment by reducing the stress and uncertainty of professionals involved in other end-of-life situations. However

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities.

Science.gov (United States)

Pignata, Silvia; Winefield, Anthony H; Provis, Chris; Boyd, Carolyn M

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational

Awareness of stress-reduction interventions on work attitudes: the impact of tenure and staff group in Australian universities

Directory of Open Access Journals (Sweden)

Silvia Pignata

2016-08-01

Full Text Available This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees’ reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1 perceived procedural justice for employees with five or less years of tenure; (2 job satisfaction for employees with 0–19 years of tenure; (3 trust in senior management for employees with 6–19 years of tenure; and (4 affective organizational commitment for employees with a tenure length of 6–10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20–38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual

Organizational factors associated with readiness for change in residential aged care settings.

Science.gov (United States)

von Treuer, Kathryn; Karantzas, Gery; McCabe, Marita; Mellor, David; Konis, Anastasia; Davison, Tanya E; O'Connor, Daniel

2018-02-01

Organizational change is inevitable in any workplace. Previous research has shown that leadership and a number of organizational climate and contextual variables can affect the adoption of change initiatives. The effect of these workplace variables is particularly important in stressful work sectors such as aged care where employees work with challenging older clients who frequently exhibit dementia and depression. This study sought to examine the effect of organizational climate and leadership variables on organizational readiness for change across 21 residential aged care facilities. Staff from each facility (N = 255) completed a self-report measure assessing organizational factors including organizational climate, leadership and readiness for change. A hierarchical regression model revealed that the organizational climate variables of work pressure, innovation, and transformational leadership were predictive of employee perceptions of organizational readiness for change. These findings suggest that within aged care facilities an organization's capacity to change their organizational climate and leadership practices may enhance an organization's readiness for change.

Design and Innovation: Organizational Culture as Making

DEFF Research Database (Denmark)

Christensen, Poul Rind; Junginger, Sabine

2013-01-01

Designing, as an activity, is squeezed in a paradoxical agency between reproduction and innovation of meanings in society as well as in the organization. In this conceptual paper the apparent paradox is addressed in perspective of the organizational culture theory and examine the role of design...... in reproducing and innovating dominant organizational cultures....

Nurses as implementers of organizational culture.

Science.gov (United States)

Wooten, Lynn Perry; Crane, Patricia

2003-01-01

Drawing from both theory and case-study data, the role of nurse leaders in implementing constructive organizational cultures is discussed. Constructive cultures create high-performance work environments, increasing both employee and patient satisfaction, and ultimately affecting economic performance. Nursing administrators aspiring to implement a constructive culture should emphasize people-centered values through a collective mission, strategic human resource management practices, and a patient service-oriented philosophy. Furthermore, constructive organizational cultures create successful high-performance work environments when nurses have positive colleague interactions and approach tasks in a manner that helps them experience self-actualization, while at the same time achieving organizational goals.

Organizational nostalgia lowers turnover intentions by increasing work meaning: The moderating role of burnout.

Science.gov (United States)

Leunissen, Joost M; Sedikides, Constantine; Wildschut, Tim; Cohen, Taya R

2018-01-01

We report 3 studies addressing the relevance of organizational nostalgia for the meaning that employees ascribe to their work (work meaning). We hypothesized, and found, that organizational nostalgia enhances work meaning and thereby reduces turnover intentions. In Study 1, an employee survey, spontaneously experienced organizational nostalgia was associated with higher work meaning. In Study 2, an organizational-nostalgia induction increased work meaning, which subsequently predicted lowered turnover intentions. In Study 3, an organizational-nostalgia induction increased work meaning and thereby lowered turnover intentions, especially among employees who reported relatively high levels of burnout. When burnout is high, organizational nostalgia functions as a rich source of meaning that benefits employees' work experience. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Nature contact and organizational support during office working hours: Benefits relating to stress reduction, subjective health complaints, and sick leave.

Science.gov (United States)

Bjørnstad, Siv; Patil, Grete G; Raanaas, Ruth K

2015-01-01

Improving social support, and providing nature contact at work are potential health promoting workplace interventions. The objective was to investigate whether nature contact at work is associated with employee's health and participation, and to study whether the possible associations between nature contact and health can be explained by perceived organizational support. Data were collected through a web-based, cross-sectional survey of employees in seven public and private office workplaces in Norway (n = 707, 40% response rate). Multiple linear and logistic regression analysis were performed on 565 participants fulfilling inclusion criteria. A greater amount of indoor nature contact at work was significantly associated with less job stress (B = -0.18, CI = -0.318 to -0.042), fewer subjective health complaints (B = -0.278, CI = -0.445 to -0.112) and less sickness absence (B = -0.061, CI = -0.009 to -0.002). Perceived organizational support mediated the associations between indoor nature contact and job stress and sickness absence, and partly mediated the association with subjective health complaints. Outdoor nature contact showed no reliable association with the outcomes in this study. Extending nature contact in the physical work environment in offices, can add to the variety of possible health-promoting workplace interventions, primarily since it influences the social climate on the workplace.

The socio-materiality of designing organizational change

DEFF Research Database (Denmark)

Stang Våland, Marianne; Georg, Susse

2014-01-01

Purpose – The purpose of this paper is to examine the managerial implications of adopting a design attitude to organizational change. Design/methodology/approach – Based on an ethnographic study of a merger, the paper investigates the intricate interplay between architectural design...... and organizational change in the context of physically relocating an organization to a new office building. Emphasis is given to the socio-materiality of this double design process. Findings – The data suggests that taking a design attitude toward managing organizational change can allow different actors...... to participate in organizational design processes, releasing management from its traditional role as the keeper of the design solution. Research limitations/implications – Although based on a single case, the paper provides insights into the socio-materiality of organizational change that is relevant in other...

Analisis Pengaruh Stres Kerja dan Organizational Citizenship Behavior terhadap Kepuasan Kerja dan Dampaknya terhadap Retensi Karyawan di Ford Jakarta Pusat

Directory of Open Access Journals (Sweden)

Stefhani Stefhani

2014-05-01

Full Text Available Ford Jakarta Pusat is an authorized automotive dealer company. This study was conducted to determine how much influence of work stress and Organizational Citizenship Behaviour on job satisfaction and the impact on employee retention. There were 50 employees in Ford Jakarta Pusat used as research object. Data were obtained by spreading the questionnaire to the respondents using Cross Sectional Time Horizon. The data have been collected and processed using Path Analysis approach. According to the research result, it shows that work stress and Organizational Citizenship Behaviour have a simultaneous and significant effect on job satisfaction although work stress individually does not have a significant effect on job satisfaction. Then, work stress, Organizational Citizenship Behaviour, and job satisfaction have a simultaneous and significant effect on employee retention although work stress individually does not have a significant effect on employee retention. After trimming process, the result shows that Organizational Citizenship Behaviour and job satisfaction have a simultaneous and significant effect on employee retention. It means that if the company wants to maintain and improve employee retention, it must improve the Organizational Citizenship Behaviour through Job Satisfaction.

Working memory and organizational skills problems in ADHD.

Science.gov (United States)

Kofler, Michael J; Sarver, Dustin E; Harmon, Sherelle L; Moltisanti, Allison; Aduen, Paula A; Soto, Elia F; Ferretti, Nicole

2018-01-01

This study tested model-driven predictions regarding working memory's role in the organizational problems associated with ADHD. Children aged 8-13 (M = 10.33, SD = 1.42) with and without ADHD (N = 103; 39 girls; 73% Caucasian/Non-Hispanic) were assessed on multiple, counterbalanced working memory tasks. Parents and teachers completed norm-referenced measures of organizational problems (Children's Organizational Skills Scale; COSS). Results confirmed large magnitude working memory deficits (d = 1.24) and organizational problems in ADHD (d = 0.85). Bias-corrected, bootstrapped conditional effects models linked impaired working memory with greater parent- and teacher-reported inattention, hyperactivity/impulsivity, and organizational problems. Working memory predicted organization problems across all parent and teacher COSS subscales (R 2  = .19-.23). Approximately 38%-57% of working memory's effect on organization problems was conveyed by working memory's association with inattentive behavior. Unique effects of working memory remained significant for both parent- and teacher-reported task planning, as well as for teacher-reported memory/materials management and overall organization problems. Attention problems uniquely predicted worse organizational skills. Hyperactivity was unrelated to parent-reported organizational skills, but predicted better teacher-reported task planning. Children with ADHD exhibit multisetting, broad-based organizational impairment. These impaired organizational skills are attributable in part to performance deficits secondary to working memory dysfunction, both directly and indirectly via working memory's role in regulating attention. Impaired working memory in ADHD renders it extraordinarily difficult for these children to consistently anticipate, plan, enact, and maintain goal-directed actions. © 2017 Association for Child and Adolescent Mental Health.

Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: the mediating role of need satisfaction and perceived organizational support.

Science.gov (United States)

Gillet, Nicolas; Colombat, Philippe; Michinov, Estelle; Pronost, Anne-Marie; Fouquereau, Evelyne

2013-11-01

To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this subject has been conducted in healthcare settings. Moreover, few studies have examined mechanisms that could account for these positive relationships. A cross-sectional correlational design was used. Convenience sampling was used and a sample of 500 nurses working in haematology, oncology and haematology/oncology units in France was surveyed in 2011. The final sample consisted of 323 nurses (64.6% response rate). The hypothesized model was tested using structural equation modelling. Procedural justice and supervisor autonomy support significantly and positively influenced need satisfaction and perceived organizational support, which in turn positively predicted work satisfaction, organizational identification and job performance. Organizations could deliver training programmes for their managers aimed at enhancing the use of fair procedures in allocating outcomes and developing their autonomy-supportive behaviours to improve nurses' work satisfaction, organizational identification and job performance. © 2013 Blackwell Publishing Ltd.

Cross-cultural validity of the masculine and Feminine Gender Role Stress scales

NARCIS (Netherlands)

van Well, S; Kolk, AM; Arrindell, WA

The objective was to examine the usefulness of Dutch versions of the Masculine Gender Role Stress (MGRS; Eisler & Skidmore, 1987) Scale and the Feminine Gender Role Stress (Gillespie & Eisler, 1992) Scale in The Netherlands. Undergraduate students (N = 2,239) completed both gender role stress

Organizational nostalgia lowers turnover intentions by increasing work meaning: the moderating role of burnout

OpenAIRE

Leunissen, Joost M.; Sedikides, Constantine; Wildschut, Tim; Cohen, Taya R.

2018-01-01

We report three studies addressing the relevance of organizational nostalgia for the meaning that employees ascribe to their work (work meaning). We hypothesized, and found, that organizational nostalgia enhances work meaning and thereby reduces turnover intentions. In\\ud Study 1, an employee survey, spontaneously experienced organizational nostalgia was associated with higher work meaning. In Study 2, an organizational-nostalgia induction increased work meaning, which subsequently predicted ...

Exploring the Individual-Organizational Global Mindset Nexus

DEFF Research Database (Denmark)

Bird, Allan; Broundal, Magnus; Hansen, Per Geisler

2016-01-01

by interactively exploring this nexus from six different perspectives with a view to carving out paths for future research and next practice: Business strategy, governance, organizational design, the role of boards, leadership brand-building and human resource development. Introductory vignettes from a panel......The objective of this panel symposium is to explore opportunities for connecting individual and organizational global mindset from both a research and practice perspective. The link between individual and organizational global mindset is hinted at in the global mindset literature, but remains...

The impact of employee communication and perceived external prestige on organizational identification

NARCIS (Netherlands)

Smidts, Ale; Pruyn, Adriaan T.H.; van Riel, Cees B.M.

2001-01-01

Employees' organizational identification was measured in three organizations. Results show that employee communication augments perceived external prestige and helps explain organizational identification. Communication climate plays a central role, mediating the impact on organizational

The Organizational Health of Urban Elementary Schools: School Health and Teacher Functioning

Science.gov (United States)

Mehta, Tara G.; Atkins, Marc S.; Frazier, Stacy L.

2013-01-01

This study examined the factor structure of the Organizational Health Inventory-Elementary version (OHI-E; Hoy, Tarter, & Kottkamp, 1991) in a sample of 203 teachers working in 19 high-poverty, urban schools and the association of organizational school health with teacher efficacy, teacher stress, and job satisfaction. Results indicated a similar factor structure of the OHI-E as compared with the population of schools in the original sample (Hoy et al., 1991), and that specific components of organizational health, such as a positive learning environment, are associated with teacher efficacy, stress, and satisfaction. Overall, teachers’ relations with their peers, their school leadership, and their students appear especially critical in high-poverty, urban schools. Recommendations for research and practice related to improving high-poverty, urban schools are presented. PMID:23935763

Occupational imbalance and the role of perceived stress in predicting stress-related disorders.

Science.gov (United States)

Håkansson, Carita; Ahlborg, Gunnar

2017-03-02

Stress-related disorders are the main reason for sick leave in many European countries. The aim of the present study was to explore whether perceived occupational imbalance predicts stress-related disorders, potential gender differences, and to explore the mediating role of perceived stress. Longitudinal data on 2223 employees in a public organization in Sweden were collected by surveys, and analyzed by logistic regression. Occupational imbalance predicted stress-related disorders among both women and men. However, what aspects of occupational imbalance which predicted stress-related disorders differ by gender. Perceived stress was not a mediator in these associations. How women and men perceived their occupational balance affected the risk of stress-related disorders. The results may be used to develop effective strategies to decrease stress-related disorders.

THE EFFECT OF INTERPERSONAL COMMUNICATION AND JOB STRESS ON ORGANIZATIONAL COMMITMENT AT CUSTOMS TRAINING CENTER

Directory of Open Access Journals (Sweden)

Rita Dwi Lindawati

2017-05-01

Full Text Available The research aims to analyze the impact of leadership style and work environment to employee’s job satisfaction with organizational culture as moderating variable at balai kesehatan penerbangan Jakarta. the research used quantitative method. The data were analyzed using structural equation modeling-partial least square. 84 public services were used as samples, but 78 samples were given questionnaire back. The research revealed that: a leadership style has impact on work environment (0,549; b leadership style influences significantly to organizational culture (0,454; c work environment does not have impact on organizational culture (0,161; d organizational culture has strong relation to job satisfaction (0,840; e leadership style has not effect on job satisfaction (0,038; f work environment has not influence on job satisfaction (0,037; g through organizational culture, leadership style has significant effect on job satisfaction (0,660; and h through organizational culture, work environment has not significant effect on job satisfaction (0,129.

Occupational stress, anxiety and coping strategies in police officers.

Science.gov (United States)

Acquadro Maran, D; Varetto, A; Zedda, M; Ieraci, V

2015-08-01

Studies on occupational stress have shown that police officers are exposed to stressful events more often than other workers and this can result in impaired psychosocial well-being and physical health. To measure the level of stress experienced, the consequences in terms of anxiety and the coping strategies adopted in a sample of police officers working in a large city in northern Italy. We used the Police Stress Questionnaire and the Distress Thermometer to measure occupational stress, the State-Trait Anxiety Inventory to measure anxiety and the Brief COPE questionnaire to measure coping strategies. Six hundred seventeen police officers completed the questionnaire, a response rate of 34%. Differences between genders, sectors and roles emerged, but overall the study population generally demonstrated good use of positive coping strategies. Women in all operational service roles were more vulnerable to both organizational and operational stressors than men (P occupational stress should take into account gender, role and type of work. Tailored training courses and support programmes could be useful and effective tools for preventing stress before it becomes chronic. © The Author 2015. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

The Role of Trust on the Relationship Between Organizational Engagement and Corporate Reputation(Çalışanların Örgüte Cezbolması ve Kurumların İtibarı İlişkisinde Güvenin Rolü

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Emel ESEN

2012-01-01

Full Text Available The purpose of this study is to examine the role of organizational trust between corporate reputation practices and organizational engagement in airline sector. In the first section, results of the relationship between corporate reputation practices, organizational trust and organizational engagement are examined. In the following section, data was gathered from 343 participants. According to the results of the study, corporate reputation practices and organizational trust have effect on organizational engagement but organizational trust hasn’t had any intervening role between these variables.

The roles of individual and organizational factors in burnout among community-based mental health service providers.

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Green, Amy E; Albanese, Brian J; Shapiro, Nicole M; Aarons, Gregory A

2014-02-01

Public-sector mental health care providers are at high risk for burnout, which negatively affects not only provider well-being but also the quality of services for clients and the functioning of organizations. This study examines the influence of demographics, work characteristic, and organizational variables on levels of burnout among child and adolescent mental health service providers operating within a public-sector mental health service system. Additionally, given the dearth of research examining differences in burnout levels among mental health subdisciplines (e.g., social work, psychology, marital and family therapy) and mental health programs (e.g., outpatient, day treatment, wraparound, case management), analyses were conducted to compare levels of burnout among multiple mental health disciplines and program types. Surveys were completed by 285 providers across 49 mental health programs in a large urban public mental health system. Variables representing dimensions of organizational climate and transformational leadership accounted for the greatest amount of variance in provider reported burnout. Analyses demonstrated significantly lower levels of depersonalization among wraparound providers compared to traditional case managers. Age was the only demographic variable related to burnout. Additionally, no significant effects were found for provider discipline or for agency tenure and caseload size. Results suggest the need to consider organizational development strategies aimed at creating more functional and less stressful climates and increasing levels of transformational leadership behaviors in order to reduce levels of burnout among clinicians working in public mental health settings for youth and families. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Investigating role stress in frontline bank employees: A cluster based approach

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Arti Devi

2013-09-01

Full Text Available An effective role stress management programme would benefit from a segmentation of employees based on their experience of role stressors. This study explores role stressor based segments of frontline bank employees towards providing a framework for designing such a programme. Cluster analysis on a random sample of 501 frontline employees of commercial banks in Jammu and Kashmir (India revealed three distinct segments – “overloaded employees”, “unclear employees”, and “underutilised employees”, based on their experience of role stressors. The findings suggest a customised approach to role stress management, with the role stress management programme designed to address cluster specific needs.

Do I just look stressed or am I stressed? Work-related stress in a sample of Italian employees.

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Giorgi, Gabriele; Leon-Perez, Jose M; Cupelli, Vincenzo; Mucci, Nicola; Arcangeli, Giulio

2014-01-01

Work-related stress is becoming a significant problem in Italy and it is therefore essential to advance the theory and methodology required to detect this phenomenon at work. Thus, the aim of this paper is to propose a new method for evaluating stress at work by measuring the discrepancies between employees' perceptions of stress and their leaders' evaluation of the stress of their subordinates. In addition, a positive impression scale was added to determine whether workers might give socially desirable responses in organizational diagnosis. Over 1,100 employees and 200 leaders within several Italian organizations were involved in this study. Structural equation modeling was used to test such new method for evaluating stress in a model of stress at work that incorporates relationships among individual (positive impression), interpersonal (workplace bullying) and organizational factors (working conditions, welfare culture, training). Results showed that the leaders' capacity to understand subordinates' stress is associated with subordinates' psychological well-being since higher disagreement between self and leaders' ratings was related to lower well-being. We discuss the implications of healthy leadership for the development of healthy organizations.

The Organizational-Economic Provision of Reengineering of Marketing Activity of Ukrainian Machine-Building Enterprises

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Kobyzskyi Denys S.

2018-02-01

Full Text Available The article is aimed at developing an organizational mechanism to provide reengineering of the marketing activities of machine-building enterprise for further development of the appropriate methodical recommendations. The meaning and role of organizational structure in the sphere of reengineering are disclosed, the key aspects and principles of its construction are defined; the key elements, in particular business processes, and their role in organizational structure as well as properties of the organizational system are researched; content of the basic components of the organizational mechanism of the provision, their role and peculiarities of communication between them are analyzed. The new attitude to the principles of construction, functional content and content of the constituents of organization of enterprises allows to realize the wide functional potential of organizational possibilities within the terms of reengineering, as well as to form an organizational mechanism of post-reengineering company. Certain aspects of development of the organizational mechanism create the preconditions and disclose a potential instrumentarium for effective and efficient methodical recommendations as to reengineering of marketing activities of Ukrainian machine-building enterprises.

Effects of sustainable employability policies on organizational performance

NARCIS (Netherlands)

Kraan, K.O.; Sanders, J.

2015-01-01

Presentations on the 11th International Conference on Occupational Stress and Health. Session: organizational justice and sustainability: approaches and implications for performance and the bottom line. Interactive paper session: sustainability, occupational safety and health: developing a research

STRESS FROM ROLE CONFLICT: CONSEQUENCES FOR ...

African Journals Online (AJOL)

curricular ... KEY WORDS: Stress, Role Conflict, Professional Effectiveness, Teachers, Cross River State. ... students. This is in effect, means that the professional effectiveness of the teacher is the ... relationship with co-workers may also determine.

Methodology for determining influence of organizational culture to business performance

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Eva Skoumalová

2007-01-01

Full Text Available Content this article is to propose the possible methodology for quantitative measuring the organizational culture using the set of statistical methods. In view of aim we elected procedure consisting of two major sections. The first is classification of organizational culture and role of quantitative measurement on organizational culture. This part includes definition and several methods used to classify organizational culture: Hofstede, Peters and Waterman, Deal and Kennedy, Edgar Schein, Kotter and Heskett, Lukášová and opinions why a measurement perspective is worthwhile. The second major section contains methodology for measuring the organizational culture and its impact on organizational performance. We suggest using structural equation modeling for quantitative assessment of organizational culture.

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals.

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Berberoglu, Aysen

2018-06-01

Extant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees' perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance. The study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis. Results revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance. There was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical

Organizational Culture as a Factor Leaning Knowledge Management

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Waldemar Walczak

2009-07-01

Full Text Available The article discusses subject of the organizational culture and understanding the strong role it plays in organizations from the point of view in regard to the human capital management. Basically, culture is comprised of the assumptions, values, norms and tangible signs (artifacts of organization members and their behaviors. It encourages employees to identify their goals with company goals, promotes knowledge sharing lead to increased competencies and teams effectiveness. The most significant thesis of the article says that organizational culture plays an important role in the process of knowledge management. Main conceptions of corporate culture as understanding, meaning, the most important aspects indicated changes which should be stimulated by transformation of organizational culture and ways of shaping, were shown.

Prediction of life stress on athletes’ burnout: the dual role of perceived stress

OpenAIRE

Chyi, Theresa; Lu, Frank Jing-Horng; Wang, Erica T.W.; Hsu, Ya-Wen; Chang, Ko-Hsin

2018-01-01

Although many studies adopted Smith’s (1986) cognitive–affective model of athletic burnout in examining stress–burnout relationship, very few studies examined the mediating/moderating role of perceived stress on the stress–burnout relationship. We sampled 195 college student-athletes and assessed their life stress, perceived stress, and burnout. Correlation analyses found all study variables correlated. Two separate hierarchical regression analyses found that the “distress” component of perce...

Relationship between Individual and Organizational Learning: Mediating Role of Team Learning

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Monika Stelmaszczyk

2016-12-01

Full Text Available The aim of this paper is to recognize the relationships between individual and organizational learning while considering team learning as a mediator of these relationships. The research object is a large Polish enterprise specializing in the production of cast-iron items. In order to test assumed research hypotheses, statistical analyses were conducted using the IBM SPSS Statistics Suite, version 20. The suite helped conduct correlation analyses concatenation, line regression analyses and mediation analyses using the PROCESS macro by Hayes and Preacher. The research results show a statistically significant relationship between individual learning and each of the five dimensions of organizational learning [clarity of purpose and mission; leadership commitment and empowerment; knowledge transfer; experimentation and rewards; and teamwork and group problem solving]. What is more, they prove that team learning is a mediator of a relationship between individual and organizational learning. Interestingly, only one full mediation has been observed while researching the mediative effect of team learning in relation to each out of the five dimensions of organizational learning. It occurred in relation to experimentation and rewards. In the remaining cases these were partial mediations.

Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment

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Anari, Nahid Naderi

2012-01-01

Purpose: The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment among high-school English teachers. Furthermore, the study aims to examine the role of gender and age in…

The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement.

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Gupta, Vishal; Agarwal, Upasna A; Khatri, Naresh

2016-11-01

This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, affective commitment is posited to mediate and psychological contract breach to moderate the above relationships. Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment. Data were collected via a self-reported survey instrument. A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013-2014. Four hundred and seventy-five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support-work outcome relationships adversely. The results of this study indicate that perceived organizational support exerts its influence on work-related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses. © 2016 John Wiley & Sons Ltd.

The mediating role of psychological empowerment on job satisfaction and organizational commitment for school health nurses: a cross-sectional questionnaire survey.

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Chang, Li-Chun; Shih, Chia-Hui; Lin, Shu-Man

2010-04-01

The importance of the professional role of school health nurses in promoting children's health in their school environment is widely recognized. However, studies of their working experience have revealed feelings of disempowerment that appear to be related to insufficient support from school managers. In these unsupportive working environments, it seems possible that psychological empowerment may play a mediating role to strengthen employees' satisfaction and commitment to their employing organization. The aim of this study is to test an exploratory model of empowerment in a Taiwanese sample of school health nurses by examining the mediating role of psychological empowerment in the relationship between external factors and work-related attitudes, specifically job satisfaction and organizational commitment. A cross-sectional survey with self-reported questionnaires. Probability proportional sampling was used to generate a randomly selected sample of 500 school health nurses in elementary and junior high schools in Taiwan. A total of 330 valid questionnaires were returned, yielding a response rate of 66%. The exploratory model including all hypothesized variables provided an adequate fit (chi(2)=29.24; df=17; p=.052; adjusted goodness-of-fit index [AGFI]=.96; goodness-of-fit index [GFI]=.98; root-mean-square error of approximation [RMSEA]=.05) for the data and indicated that psychological empowerment did not fully mediate the relationship between organizational empowerment and job satisfaction because of the strong direct effects of organizational empowerment on job satisfaction. The influence of empowerment on organizational commitment was mediated through job satisfaction. Psychological empowerment did not mediate the relationship between external factors and work attitudes, and job satisfaction emerged as an important factor. If school leaders can improve the job satisfaction of school health nurses, this will help them achieve greater commitment and loyalty of

Perceived stress and dietary choices: The moderating role of stress management.

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Errisuriz, Vanessa L; Pasch, Keryn E; Perry, Cheryl L

2016-08-01

Many college students exhibit unhealthy eating behaviors, consuming large quantities of high-fat foods and few fruits and vegetables. Perceived stress has been linked to daily dietary choices among college students; however, this work has been conducted among predominantly white, female populations. The role of perceived stress management in moderating this relationship is unclear. This study investigated the relationship between perceived stress and dietary choices among a diverse sample of male and female college freshmen and assessed whether perceived ability to manage stress moderated this relationship. 613 students from a large, public university completed an online survey which assessed past week consumption of various foods and beverages (e.g. soda, fast food, fruits, vegetables), as well as perceived stress and ability to manage stress. Hierarchical linear regression examined the association between perceived stress and past week dietary choices, and the moderating effect of perceived ability to manage stress, controlling for demographic variables. Perceived stress was positively associated with past week soda, coffee, energy drink, salty snack, frozen food, and fast food consumption (pmoderated the relationship between stress and sweet snack consumption. Individuals who reported low ability to manage stress consumed greater amounts. Findings indicate greater stress is associated with poor dietary choices among college freshmen. The relationship between stress and sweet snack consumption was exacerbated among those who reported low ability to manage stress. It may be important for college nutrition education programs to focus on the relationship between stress and diet and promote effective stress management techniques. Copyright © 2016 Elsevier Ltd. All rights reserved.

Transcending Organizational Boundaries:Exploring intra- and inter-organizational processes of business model innovation in a port authority

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Kringelum, Louise Tina Brøns

2017-01-01

This thesis explores how processes of business model innovation can unfoldin a port authority by transcending organizational boundaries throughinter-organizational collaboration. The findings contribute to two fields ofacademic inquiry: the study of business model innovation and the study ofhow the roles of port authorities evolve. This contribution is made by combiningthe two fields, where the study of business model innovation is usedas an analytical concept for understanding the evolution ...

Emotion-regulation ability, role stress and teachers' mental health.

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Mérida-López, S; Extremera, N; Rey, L

2017-10-01

Work-related stressors, including role ambiguity and role conflict, are related to psychological maladjustment and mental ill-health. However, to date, the role of personal resources such as emotion-regulation ability (ERA) in the prediction of mental health indicators has not been addressed. To examine whether ERA would contribute to explaining teachers' depression, anxiety and stress symptoms beyond role ambiguity and role conflict. We carried out a cross-sectional questionnaire survey. We used a correlation matrix and hierarchical regression models to analyse the data. Three hundred and thirty-six Spanish teachers (185 female) from several grade levels completed the surveys (40% response rate). Role ambiguity and role conflict were positively related to depression, anxiety and stress symptoms. ERA was negatively related to teachers' scores on depressive, anxious and stress symptoms, with predictive power above the main effects of role ambiguity and role conflict. An interaction between role ambiguity and ERA was also significant in predicting depression. Our study provides preliminary evidence suggesting the development of integrative models considering work-related stressors along with personal resources such as ERA aiming to prevent teachers' mental ill-health. Future studies should examine the influence of ERA on psychological symptoms using longitudinal designs. © The Author 2017. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com

The role of stress in IBS symptom severity

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Sanda Pletikosic

2016-04-01

Full Text Available Irritable bowel syndrome is regarded as a biopsychosocial disorder, the result of a complex combination of predisposing, precipitating and perpetuating factors. Personality traits, affective status and stress are some of the relevant factors contributing to lower quality of life and symptom exacerbation in IBS patients. In order to examine the role of stress in IBS symptom exacerbation, the aims of this study were to explore the relationship of daily stressful events and symptom severity in a prospective manner and to explore the roles of neuroticism, anxiety, depression and stress in the vicious circle of symptom perpetuation. A total of 49 patients with IBS reported their symptom severity and daily stressful events intensity each day for 14 consecutive days. They also completed the Big five personality inventory, the Beck Depression Inventory and the State-trait anxiety inventory. Cross-correlation analyses were performed on the time series data for daily stress and symptom severity for each participant separately. Four different patterns of relationships were found in different subgroups of participants: positive cross-correlations of symptom severity and stress intensity on the same day; higher symptom severity on days following stressful days; lower symptom severity on days following stressful days; and lower stress intensity on days following severe symptoms. Using average scores for daily stress and symptom severity, as well as scores for neuroticism, anxiety and depression, we performed a path analysis to test a model of symptom exacerbation. It showed that, on the group level, average stress intensity predicts average symptom severity. Neuroticism and anxiety were not significant predictors of symptom severity, while depression showed a marginally significant relationship with symptom severity, mediated by stress intensity. In conclusion, depression and daily stress seem to be important contributors to the vicious circle of IBS symptom

A role for SR proteins in plant stress responses.

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Duque, Paula

2011-01-01

Members of the SR (serine/arginine-rich) protein gene family are key players in the regulation of alternative splicing, an important means of generating proteome diversity and regulating gene expression. In plants, marked changes in alternative splicing are induced by a wide variety of abiotic stresses, suggesting a role for this highly versatile gene regulation mechanism in the response to environmental cues. In support of this notion, the expression of plant SR proteins is stress-regulated at multiple levels, with environmental signals controlling their own alternative splicing patterns, phosphorylation status and subcellular distribution. Most importantly, functional links between these RNA-binding proteins and plant stress tolerance are beginning to emerge, including a role in the regulation of abscisic acid (ABA) signaling. Future identification of the physiological mRNA targets of plant SR proteins holds much promise for the elucidation of the molecular mechanisms underlying their role in the response to abiotic stress.

CONSTRUCTING ORGANIZATIONAL DISCOURSE. A SYMBOLIC ACTION IN IMPROVING WORK

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Alexandra GALBIN

2015-04-01

Full Text Available Social constructionism, a postmodern approach with epistemological assumptions, brings new resources for organizational interventions. A key element in organizational development, the discourse plays an important role in fashioning the future of this. This article presents the organizational discourse as a symbolic action in which discourse influence behavior of members and reinforces mindsets. Discourse shapes the relations between individuals, and creates mental frames. Create change by changing the discourse generates fresh new possibilities and innovative forms to look at a situation. Constructing a positive organizational discourse offers a great potential for social change and address challenges and advances thinking in the organizational field.

Key organizational commitment antecedents for nurses, paramedical professionals and non-clinical staff.

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Caykoylu, Sinan; Egri, Carolyn P; Havlovic, Stephen; Bradley, Christine

2011-01-01

The purpose of this paper is to develop a causal model that explains the antecedents and mediating factors predicting the organizational commitment of healthcare employees in different work roles. This study tests an integrative causal model that consists of a number of direct and indirect relationships for antecedents of organizational commitment. It is proposed that the relationship between job satisfaction and organizational commitment is best understood by focusing on the three interrelated facets of job satisfaction, i.e. satisfaction with career advancement, satisfaction with supervisor, and satisfaction with co-workers. However, the model also advances that these job satisfaction facets have different mediating effects for other antecedents of organizational commitment. The Structural Equation Modeling (SEM) path analysis showed that the job satisfaction facets of career advancement and satisfaction with supervisor had a direct impact on organizational commitment. Employee empowerment, job-motivating potential, effective leadership, acceptance by co-workers, role ambiguity and role conflict were also important determinants of organizational commitment. Interestingly, post hoc analyses showed that satisfaction with co-workers only had an indirect impact on organizational commitment. While there has been extensive research on organizational commitment and its antecedents in healthcare organizations, most previous studies have been limited either to a single employee group or to a single time frame. This study proposes a practical causal model of antecedents of organizational commitment that tests relationships across time and across different healthcare employee groups.

Selected aspects of organizational culture vs. formation of Human Capital

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Aneta Kisiel

2014-12-01

Full Text Available The awareness of employees in relation to organizational culture existing in a company and their knowledge in this subject - have a crucial meaning. In the face of intensity of transformations, constant searching for the best solutions which bring the organization closer to success seams necessary. The organizational culture can help employees among others to: engage in performance of tasks. Organizational culture helps to understand mission, strategy of the organization and assumptions carried out by it. The purpose of this paper is the description of different aspects of organizational culture with reference to actions taken in the scope of management of human resources. The nature of leadership was also stressed in shaping the organizational culture. The analysis of literature in the field of management, own experience and observation of the author in the above mentioned matter made it possible to respond to the research problem presented in this paper.

An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

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Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

2014-06-01

Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

Role Stress sebagai Motivator Bagi Auditor: Analisis Teoritis Atas Dasar Teori-teori Motivasi

OpenAIRE

Francisca Reni Retno Anggraini

2008-01-01

The purpose of this paper explains the positive side of role stress which has long been regarded as the factor causing performance decrease and ultimately initiates job dissatisfaction. There are many cause factors (antecedent) of role stress such as boundary-spanning activities, ethical climate in organization, mentoring, and organization-professional conflict, which has been proven empirically affecting role stress. Role stress arising in the job relation between manager-subordinate or lead...

The relationship of role-related variables to job satisfaction and commitment to the organization in a restructured hospital environment.

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Lopopolo, Rosalie B

2002-10-01

Many factors in today's hospitals can influence how physical therapists view their work experience. Changing roles, with the accompanying stress, and professionalism may contribute to a therapist's perception of his or her job and the organization in which he or she works. In this study, the relationship between changes in physical therapist role behaviors following hospital restructuring and 2 work-related outcomes--job satisfaction and commitment to the organization--was studied. The influence of stress and occupational commitment on these outcomes also was examined. Through a survey of 273 hospital-based physical therapists, changes in physical therapist role behaviors, levels of stress, occupational commitment, job satisfaction, and commitment to the organization following restructuring were identified and examined. Six role behavior dimensions reflecting professional and organizational responsibilities were identified from the data. After controlling for sample demographics, the professional role behaviors, specifically those reflecting interaction and integration with other practitioners, appeared to exert a small, but positive, influence on job satisfaction and commitment to the organization. In addition, occupational commitment had a positive influence, whereas stress had a negative influence on job satisfaction and commitment to the organization. Multiple aspects of a clinician's role could influence job satisfaction and commitment to the organization following hospital restructuring. The most influential factor was stress, which often accompanies organizational change. However, the positive influence of occupational commitment and the role behaviors that involve increased interaction with other people reflect professional role characteristics described in the Guide to Physical Therapist Practice were noted.

HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

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Catalia Rafsiah Sari Sari

2015-03-01

relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment