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Lead from within

Author(s): Ana-Maria Grigore / Language(s): English Issue: 17/2013

The world nowadays is different, through a series of essential steps, from the one we had been familiar with for a long time. The crisis has revealed not only the flaws within the dominant economic model, but also the flaws in our society. The workforce needs a change in the leaders’ mentality. Leadership, more than ever, implies self awareness and self-control. The people nowadays have a great need for integrity. They want to be able to trust their leaders and to enjoy their leaders’ trust. There is a need for the reconstruction of confidence. The present paper outlines a leadership alternative – the spiritual leadership,presenting this model’s advantages and principles

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Outside-the-box, but inside-the-elevator: a case of leadership Myopia reaching Media

Author(s): Miriam Costea / Language(s): English Issue: 17/2013

Practitioners claim that successful leaders should be able to think out-of-the-box and “first break all the rules”. However, when it comes to organizational regulation inside some public institutions,more often than not the leaders replace the organizational creativity with an extreme exploitation of the existing rules. The “tendency to over invest in exploitation” (Levinthal & March 1993) of the routines that proved successful in the past is well-known in the literature on organizational learning.In the present study, we examine a specific context in which a traditional rule meant to offer legitimacy to the public leaders was over-exploited up to the point when all national media reacted against the actions of the public institution. Thus, instead of obtaining more legitimacy, the leaders learned the hard way that the organizational rules should be assessed periodically and the obsolete ones be replaced/balanced with new rules, resulting from the exploratory dimension of organizational learning.We consider that an explanation for this specific case of leadership myopia may be found in a recently defined leadership style, i e, the spiritual leadership (Fry, 2003), situated in a case of over-exploiting an impermanent institutionalized rule (Schulz, 2003).

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Steve Jobs And Modern leadership

Author(s): Sorin George Toma,Paul Marinescu / Language(s): English Issue: 17/2013

During the time, especially in the last fifty years, leadership has increasingly become a major subject in the management literature, a subject of much thought, writing and teaching. While the importance of leadership is generally accepted all over the world, there are as many definitions of it as there are organizations. In spite of the fact that the business literature on leadership is so voluminous, there is not an agreed-upon definition of the concept of leadership. Leadership is not only intensely studied, but also practiced in different organizations. How to lead effectively an organization depends on many factors such as the organizational culture, the behavior of the followers, and the personal traits of the leader. The vast majority of successful leaders are multi-dimensional individuals. The aims of our paper are to present a short biography of Steve Jobs and to highlight his contribution to modern leadership. Our research is based on a literature review. The S. Jobs example illustrates how a transformational leader as him can be a key factor in successfully turning round the fortunes of a company as Apple. The paper facilitates a better understanding of modern leadership, emphasizing the case of S. Jobs, and provides a platform on which to build further studies on the same subject.

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Organisational Culture and Performance: Empirical Investigation of Nigerian Insurance Companies

Author(s): Olu Ojo / Language(s): English Issue: 08/2008

This research work examines the impact of organizational culture on performance using Nigerian insurance companies as case study. The study investigates the importance of the relationship between organizational culture and performance and stresses the necessity of a strong employee-responsive culture. Data were collected through the use of questionnaires, and the chi-square method was used to test our research hypotheses. It was discovered that there was indeed a relationship between organization culture and performance and also a strong employee-responsive culture can lead to effective performance. While carrying out the study it was also discovered that the values and beliefs of the companies were not compatible with that of few employees. It was therefore recommended that to solve this problem appropriate machinery should be put in place to drive compatibility, thereby ensuring unity of purpose.

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Örgütsel Adaletin Örgüt Sağlığına Etkisinde Örgütsel Özdeşleşmenin Rolü: Nevşehir İlindeki Konaklama İşletmelerinde Bir Araştırma

Author(s): Ebru Kemer,Zeynep Aslan / Language(s): Turkish Issue: 2/2017

The purpose of this research in this context is to determine the role of organizational identification in the influence of the perceptions of organizational justice on organizational health professionals working in three, four and five stars hospitality enterprises in Nevşehir. In this regard a survey has been implemented to 488 emplyees selected by non random sample method in three, four and five star hospitality enterprises in Nevşehir. In the study, correlations analysis had been done in order to determine the relationship between the dimensions of organizational justice, organizational health and organizational identification. Between the dimensions of organizational justice organizational health and organizational identification were identified positively moderate strength and low strength relationship. In accordance with the relations found as a result of the correlation analysis, in order to determine the role of organizational identification in the effect of organizational justice on organizational health was applied to four-point instrumental variable regression analysis of Baron and Kenny. In addition, the Sobel test was aimed to test the meaning of the tool effect. As a result of the analyzes, it is concluded that organizational justice is an intermediary effect of organizational identification in the effect of organizational health, but this effect is a partial.

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Akademisyenlerin Psikolojik Sağlamlık ve Mutluluklarının Belirleyicileri Olarak Sosyal ve Örgütsel Destek

Author(s): Tahsin Akçakanat,Hasan Hüseyin Uzunbacak,Serpil Köse / Language(s): Turkish Issue: 3/2018

This research focuses on determining the factors that affect the psychological resilience and happiness of academicians. In this context, social and organizational support was determined as independent variables of the research, then the model was created. The study also examines the effect of psychological resilience on happiness. In this study, 271 academicians working at Süleyman Demirel University and Mehmet Akif Ersoy University constitute the sample of the researcher. The data obtained using convenience sampling method and sample survey technique were analysed with SPSS and Lisrel programs using the structural equation model. As a result of the analysis, both social support and organizational support were found to have positive effects on psychological resilience and happiness. In addition, it was concluded that psychological resilience has a positive effect on happiness. When dimensions were analysed on a case-by-case basis, it was found that the determinants of the happiness of academicians are friend support, organizational justice and psychological resilience. According to the results of the research, it is the variable "psychological resilience" which has the highest effect on the happiness of the academicians.

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Kamu Kurumu Çalışanlarının Sanal Kaytarma Davranışı Adalet Algısı ve Duygusal Tükenme Düzeyiyle Açıklanabilir Mi?

Author(s): Gökhan Kerse,Mesut Soyalın / Language(s): Turkish Issue: 3/2018

The aim of this research is to investigate the effects of justice perception on the cyberloafing and the mediating role of emotional exhaustion. In this research, justice perception is evaluated by the dimensions of the distribution and interaction justice. Cyberloafing is considered in two dimensions as minor cyberloafing and serious cyberloafing. Data were collected from 110 public employees at a city. Data collected through survey method were analyzed by using SPSS and AMOS programs. The first of the analysis findings is negatively effects distributive and interaction justice on emotional exhaustion. Another finding is that the emotional exhaustion is negatively effects both minor and serious cyberloafing behaviors of employees. Furthermore, the results show that the emotional exhaustion is full mediated between interaction justice and minor cyberloafing behavior.

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Lider-Üye Etkileşiminin Örgütsel Özdeşleşme Üzerindeki Etkisinde Dağıtım Adaletinin Aracılık Rolü

Author(s): Bilal Çankır,Deniz Palalar Alkan / Language(s): Turkish Issue: 3/2018

The purpose of the study is to examine the relation between leader member exchange, organizational identification and distributive justice variables. The study aims to find out the mediatory role of distributive justice between leader member exchange and organizational identification. A survey was conducted of 38 employees to determine the relationship between the variables. Leader member exchange (LMX) scale developed by Liden and Maslyn (1998) adapted by Gürboyoğlu (2009); organizational identification scale developed by Ashforth and Mael (1996), and organizational justice scale developed by Colquitt (2001) and adapted by Özmen vd. (2007) were utilized. The results reveal that leader-member exchange has a significant and positive effect on employee’s organizational identification and distributional justice and distributional justice has significant and positive effect on employee’s organizational identification. The partial mediation role of distributional justice exists on the relationship between leader-member exchange and organizational identification. And the relationship is better explained by distributional justice.

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Otantik Liderlik ile Bilgi Yönetimi Arasındaki İlişkide Örgüt Kültürünün Düzenleyici Rolü

Author(s): Hakan Vahit Erkutlu,Barış Uslu,Halil Özcan Özdemir / Language(s): Turkish Issue: 4/2018

The aim of this study is to investigate whether organizational culture plays a moderating role in the relationship between authentic leadership and knowledge management. The sample of the study consists of the faculty members working at Nevşehir Hacı Bektaş Veli University. A questionnaire was applied to 103 faculty members working in 8 academic units and analyzed. Hierarchical regression analyzes were performed to measure frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis and moderating effect. According to the findings, there is a positive and significant relationship between authentic leadership and knowledge management. On the other hand, it has been found that the supportive organization culture has no moderating effect on the relationship between knowledge management and authentic leadership. In addition to these results, some limitations in terms of theory and practice and suggestions for future research are presented.

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Dark Triad and Counterproductive Work Behaviors: Which of the Dark Triad Traits is More Malevolent?

Author(s): Emrah Özsoy / Language(s): English Issue: 4/2018

Although the Dark Triad has begun to be studied extensively, little is known about which of the Dark Triad traits is more malevolent in organizational context. Therefore in this study in order to compare the effects of Dark Triad traits on work-related attitudes, the effects of the Dark Triad traits (i.e., narcissism, Machiavellianism, and psychopathy) on counterproductive work behaviors (CWBs) (withdrawal, theft, and abuse) were examined. N= 244 employees participated in the study. Employees rated their own Dark Triad and CWBs. The results revealed that, in correlation analysis all the Dark Triad traits related to CWBs positively. Narcissism had the weakest correlation here (having only significant associations with withdrawal). However, according to the multiple regression findings, Machiavellianism and narcissism did not predict CWBs and only psychopathy predicted CWBs. Results were discussed and suggestions were made for further research. This study provided that comparing to narcissism and Machiavellianism, psychopathy could potentially be more malevolent in organizational context.

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Cyberprzemoc w pracy i stan zdrowia psychicznego: wyniki badań podłużnych

Author(s): Magdalena Warszewska-Makuch / Language(s): Polish Issue: 11/2023

The article presents the results of the study which aimed to examine the impact of exposure to cybermobbing on employees' mental health. It was assumed that experiencing cybermobbing at work would lead to a deterioration of the respondents' mental condition. The study was conducted in a longitudinal paradigm with two measurements and with the participation of 500 white-collar workers employed in Poland. The results obtained did not confirm the initial hypothesis. It turned out that – contrary to the assumption – poorer psychological well-being of employees increases the risk of experiencing cybermobbing in the workplace. Since, as research has shown, individual differences (i.e. mental health status) can affect the functioning of individuals in organizations and thus make individuals more predisposed to experiencing cybermobbing, it is important that interventions undertaken to deal with it negative phenomenon, they took into account the diverse needs of employees.

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Mobbing w miejscu pracy: przeciwdziałanie poprzez redukowanie organizacyjnych czynników ryzyka

Author(s): Małgorzata Gamian-Wilk / Language(s): Polish Issue: 11/2023

Workplace mobbing, i.e. repeated harassment of an employee over a long period of time, is a se- rious challenge for organizations due to the costs for both individuals and the entire organization. It is therefore important to take steps to counteract this dangerous phenomenon. The article presents organizational risk factors that have the strongest link with the escalation of workplace bullying. Then, ethical infrastructure is presented that gives the possibility of counteracting bullying.

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Poznawcze uwarunkowania uwikłania w mobbing – rozważania teoretyczne

Author(s): Dorota Merecz-Kot / Language(s): Polish Issue: 11/2023

Since the 1990s, research has been conducted to identify the causes of entering into violent relationships at work. The correlates of intra-organisational aggression, bullying, psychological and sexual harassment at work are being studied. In doing so, the attention of researchers focuses primarily on the organisational and social factors that may favour the occurrence of these phenomena. In recent years, however, increasing attention has been paid to individual differences that may predispose employees to become embroiled in violence at work. The article presents considerations on the role of beliefs and patterns in the development of mobbing in the above-mentioned context.

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Book Review. Angelo Kinicki. 2021. Organizational behavior: a practical, problem-solving approach. 3rd edition. New York, NY: McGraw-Hill Education. 678 pp. ISBN 978-1-260-57037-3; MHID 1-260-57037-1.

Author(s): Radu-Ioan Popa / Language(s): English Issue: Winter/2022

Review of: Angelo Kinicki. 2021. Organizational behavior: a practical, problem-solving approach. 3rd edition. New York, NY: McGraw-Hill Education. 678 pp

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CONFLICTS IN THE ORGANIZATION: HOW CAN MEDIATION AFFECT THE DEVELOPMENT OF THE ORGANIZATION?

Author(s): Authors Various / Language(s): English Issue: 4/2023

Modern organizations in conditions of globalization and high uncertainty have not only a complex development trajectory, but also face a high number of organizational conflicts (both internal and external). For the stable functioning of organizations and the creation of comfortable working conditions for their employees, it is important to implement effective methods of resolving conflict situations, such as mediation, into organizational practice. The aim of the paper is the systematization of the modern approaches to organizational conflicts and assessment of the mediation influence on organizational development on the example of the social and healthcare spheres. Also, research is devoted to identification of the main causes of conflicts in institutions of the social and healthcare, participants in conflicts, methods of their resolution. Empirical research was conducted with the involvement of 88 representatives of social and healthcare institutions from three regions of Ukraine (Dnipro, Zaporizhzhia, and Kharkiv). Within the framework of the research, the frequency and types of conflicts that arise in organizations of the social sphere and healthcare were studied. The causes of conflict situations are considered, the influence of conflicts on the development of modern organizations was determined. The key areas of work on conflict resolution and prevention were identified according to employees. The degree of awareness of employees regarding the mediation procedure was determined and the readiness for its implementation in organizations of the social sphere and healthcare was assessed. Directions for further research into the impact of conflicts and mediation on the development of modern organizations are proposed.

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Vybrané modely organizačního klimatu

Author(s): Jana Kantorová / Language(s): Czech Issue: 1/2013

In the paper we deal with the organization climate in organization psychology. Organization climate is closely linked to the management of the company and is applicable in the education as well. There are two basic responding directions here. In one direction the organization climate is rather a peripheral matter and goes through the entire organization vaguely and without any boundaries. In the second approach the climate is a central element within all the organization process, it has got its specific place and function. For both lines we present selected models of organization climate taken from German literature.

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The Impact of Hopelessness on Perceived Organizational Performance: The Mediating Role of Emotion Regulation

Author(s): A. Rahim Emhan,Amanda M. Main,Etka Topaloglu,Sinem Guravsar Gokce,Yasin Bez / Language(s): English Issue: 1/2024

The purpose of this study is to determine whether there is a relationship between hopelessness and organizational performance; and if so, to evaluate the mediating effect of emotion regulation on this relationship. To test this model, hopelessness, organizational performance, and emotion regulation was measured in employees working in the banking sector. In total, 221 employees completed this study and to test research hypothesis structural equation modeling was used. The current study demonstrated that hopelessness has a significant negative relationship with both emotion regulation and organizational performance. It was also found that emotion regulation has a mediating effect on this relationship where higher emotion regulation decreases its strength. Additionally, t-test and ANOVA analyzes were used to reveal differences between demographic variables and study variables. Efforts of employees to develop their emotion regulation abilities in a variety of situations may play an important role in reducing the negative effects of hopelessness and develop the performance of individuals. The current study presents new insights on the mediating effects of emotion regulation on the relationship between hopelessness and individual perceptions of organizational performance.

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KRYZYS W ORGANIZACJI. PRZEJŚCIE NA POZIOM 2.0

Author(s): Mirosław Laszczak / Language(s): Polish Issue: 17/2023

Crisis in an organization is a phenomenon that is as popular as it is multidimensional and escapes simple schemes. Participants in a crisis situation perceive the emergency in different ways and look elsewhere for remedies. A crisis has dynamics and common phases. Organizations go through them on their own, but very often they get bogged down and cannot go further. It is as if the crisis is a test of the organization’s ability to function in new conditions. To pass it, there must be an overhaul of the managers’ mental model. It can be done using the concept of transgression. A profound transformation of thinking is qualitative, just as the change leading to the emergence of a crisis is qualitative. If successful, the organization begins to function based on changed conditions, playing in a “better league”. Then it correctly analyzes cause-and-effect relationships and it is able to achieve new organizational goals more efficiently.

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THE COMPLEXITY OF LEAN

Author(s): Mihály BOGDÁN,Péter Popovics / Language(s): English Issue: 30/2022

Today, lean is a popular research field. Nothing proves its popularity better than the fact that it is now used not only at production companies, but also at service companies, and its appearance in office environments is getting more and more common. Lean is an extremely complex field of science, as it is composed of many disciplines: innovation, change management, organizational development, process management, quality management, knowledge management. The aim of our study was to explain these statements concerning the majority of the listed areas in a proof. During research, our main goal was to find out how employees relate to continuous developments.

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Examining the Mediating Role of Perceived Organizational Support in the Relationship Between Employee Motivation and Intention to Stay: A Study of Millennials in Malaysia

Author(s): Stephanie Kung,Oscar Dousin,Ashenafi Biru / Language(s): English Issue: 1/2024

Scholars have recognized various factors that influence the motivation of employees. However, there is still insufficient research into what determines employees’ intention to stay in the organization. Using survey data from private sector employees in Kota Kinabalu, Sabah, this study investigates the mediating role of organizational support in employee motivation and the decision to stay. To investigate whether the perceived organizational support mediates the influence of extrinsic and intrinsic motivation on the intention to stay, the study uses Model 4 of Hayes’ PROCESS macro in SPSS. The results show that employees’ extrinsic and intrinsic motivation significantly impact their decisions to stay in the organization. In addition, the effect of extrinsic and intrinsic motivation on the intention to stay is partially mediated by the level of perceived organizational support. The study’s results contribute to understanding the importance of employee motivation for the intention to stay in an organization and highlight organizational support’s role in employees’ intention to stay. The study discusses practical implications and directions for future research.

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