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Artykuły w czasopismach na temat „Organisational behaviour”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 25 lipca 2025

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Kallarackal, Tomy K. "Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture." Atna - Journal of Tourism Studies 9, no. 2 (2014): 89–112. http://dx.doi.org/10.12727/ajts.12.5.

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The productivity and effectiveness of any organisation depends mainly on the performance level of the employees in the organisation. Human behaviour scientists over the years have conducted various studies and have concluded that, the performance of employees in any organisation depends largely on their motivational behaviour. Reviews of related literature confirm the role of various factors in the motivational behaviour of employees including organisational culture. The title of the present study is ―Motivational Behaviour of Tourism Industry Employees in Relation to Organisational Culture‖.

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Adamonienė, Rūta, Lienite Litavniece, Laima Ruibytė, and Evelina Viduolienė. "Influence of individual and organisational variables on the perception of organisational values." Engineering Management in Production and Services 13, no. 2 (2021): 7–17. http://dx.doi.org/10.2478/emj-2021-0008.

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Abstract A favourable organisational culture founded on the values of employees and organisation leaders must be created to achieve goals, innovate and maintain a well-functioning organisation. Knowing these values and how they are influenced by various factors, such as age, the length of service, and the nature of work, must help to change employee beliefs, norms and behaviour patterns in a way that helps to achieve greater organisational success and efficiency. The study sample size consisted of 172 employees of educational institutions and 242 employees from municipal organisations. Occupat

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Fasae, Felicia Bosede Kehinde. "Ethical Standards and Effective Communication for Fostering Sustainable Organizational Development." Advances in Multidisciplinary and scientific Research Journal Publication 11, no. 4 (2023): 75–86. http://dx.doi.org/10.22624/aims/humanities/v11n4p6.

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In an era where organisations are increasingly held accountable for their actions and their impact on society and the environment, ethical standards and effective communication behaviour have emerged as vital components of sustainable organisational development. This study examined the important place that morality and effective communication use occupy within organisations and their long-term sustainability. The paper explores quality character and organisational development; sustainable organisational development; indispensability of quality character in organisational development; effective

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Ababneh, Hayel, Alex Avramenko, Ahmed Abdullah, and Hasan Aleassa. "Examining the Foundation of Islamic Organisational Citizenship Behaviour in Jordanian Organisations." International Journal of Management and Applied Research 9, no. 1 (2022): 21–49. http://dx.doi.org/10.18646/2056.91.22-002.

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The purpose of this paper is to examine the role that religion plays in the working lives of Muslim employees, by exploring the influences of Islamic values on employees Organisational Citizenship Behaviour. This is a largely quantitative study conducted in Jordanian organisations. The study introduces a theoretical model drawing parallels between Organisational Citizenship Behaviour and Islamic Work Ethics. The participants, comprising of employees of Jordanian public and private sectors, have been randomly invited to express their views on the possible penetration of Islamic values in the wo

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Hayel, Ababneh, Alex Avramenko, Ahmed Abdullah, and Aleassa Hasan. "Examining the Foundation of Islamic Organisational Citizenship Behaviour in Jordanian Organisations." International Journal of Management and Applied Research 9, no. 1 (2022): 21–49. https://doi.org/10.18646/2056.91.22-002.

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The purpose of this paper is to examine the role that religion plays in the working lives of Muslim employees, by exploring the influences of Islamic values on employees Organisational Citizenship Behaviour. This is a largely quantitative study conducted in Jordanian organisations. The study introduces a theoretical model drawing parallels between Organisational Citizenship Behaviour and Islamic Work Ethics. The participants, comprising of employees of Jordanian public and private sectors, have been randomly invited to express their views on the possible penetration of Islamic values in the wo

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Farkas, Johanna, János Sallai, and Ernő Krauzer. "The Organisational Culture of the Police Force." Internal Security 12, no. 1 (2020): 77–84. http://dx.doi.org/10.5604/01.3001.0014.3189.

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The concept of ’organisational culture’ can be described based on numerous approaches nowadays. This underlines the fact that it is a significant issue within work and organisational psychology. However, the growing scope of organisational culture and subculture types shows not only its significance, but also the appearance of its explanations in a wide spectrum. The extensive research of organisational culture is related to the trend that there is a growing interest of organisational development and human resource professionals in a deeper understanding of human behaviour in organisational se

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Al-Madadha, Amro, Ahmad Samed Al-Adwan, and Fida Amin Zakzouk. "Organisational Culture and Organisational Citizenship Behaviour: The Dark Side of Organisational Politics." Organizacija 54, no. 1 (2021): 36–48. http://dx.doi.org/10.2478/orga-2021-0003.

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Abstract Background and Purpose: Organisational politics can have a substantial negative effect on employees’ performance, however many organisations still do not pay attention to this organisational behaviour. In our study, we aim to examine the relationship between organisational culture and organisational citizenship behaviour through how employees perceive political behaviour within organisations. Methods: Convenience sampling technique has been employed, quantitative data were collected from 532 employees in the Jordan banking industry via online surveys. Structural equation modelling (SE

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Lu, Wenxue, Yuxin Wei, and Rui Wang. "Handling inter-organisational conflict based on bargaining power." International Journal of Conflict Management 31, no. 5 (2020): 781–800. http://dx.doi.org/10.1108/ijcma-06-2019-0092.

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Purpose This paper aims to reveal the effects of an organisation’s bargaining power on its negotiating behaviours (including integrating, obliging, compromising, dominating and avoiding) in the context of inter-organisational conflict in construction projects and investigate how organisational power distance orientation moderates the relationship between the organisation’s bargaining power and its negotiating behaviours. Design/methodology/approach The authors conducted a questionnaire survey among practitioners in the Chinese construction industry with the final sample consisting of 219 respo

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Uzoma Ononye. "PERCEIVED ORGANISATIONAL SUPPORT AND ORGANISATIONAL TRUST LINK TO INNOVATIVE WORK BEHAVIOUR BY THE MEDIATION OF TACIT KNOWLEDGE SHARING." International Journal of Business and Society 24, no. 3 (2023): 952–66. http://dx.doi.org/10.33736/ijbs.6392.2023.

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The aim of this study is to determine how perceived organisational support and organisational trust affect innovative work behaviour through the mediation mechanism of tacit knowledge sharing in a public organisation context in Nigeria. Using the cross-sectional research design, data were randomly collected from 258 employees from the Delta State Ministry of Health, which was subjected to the partial least square (PLS) analytical procedure for hypothesis testing. The PLS analysis results suggested that while tacit knowledge sharing mediates perceived organisational support and organisational t

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Akpan, Anietie Peter, Francis Chibueze Nnadozie, and Collins Omoruyi Yaruegbe. "Perceived Organisational Support (POS) and the Performance of Organisational Citizenship Behaviour: The Nigerian Sample." INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND MANAGEMENT RESEARCH 9, no. 7 (2024): 87–96. http://dx.doi.org/10.56201/ijssmr.v9.no7.2023.pg87.96.

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This was designed to examine the influence of perceived organisational support (POS) on organisational citizenship behaviour (OCB) of civil servants in Nigeria. The study was conducted in Akwa Ibom State, a state in the Niger Delta region of Nigeria. Two hypotheses were formulated for the study, and data were collected using a questionnaire adapted from an instrument that had previously been used in a study. A sample size of 800 was conveniently chosen, and the collected data were analysed using descriptive statistics, hierarchical multiple regression analysis, and partial correlation analysis

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Haeruddin, M. Ikhwan Maulana. "The Influence of Organisational Culture on the Institutional Strengthening through a Resource-Based View." Asian Journal of Economics, Business and Accounting 24, no. 7 (2024): 129–34. http://dx.doi.org/10.9734/ajeba/2024/v24i71397.

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This study aims to conduct research that principally emphasises the influence of organisational culture on institutional strengthening through the application of a resource-based view. There are a great number of organisational behaviour experts who confirm that the fit level of the person and organisation is based on several factors, such as the work environment. Literature explains that organisational culture is associated with shared values, practices, and behaviours that contribute to the organisation’s psychological and social environment. organisational culture also fosters the developme

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Byrne, Jacqueline, Tomás Dwyer, and Declan Doyle. "Understanding the layers of a market-oriented organisational culture." Irish Journal of Management 37, no. 1 (2019): 16–30. http://dx.doi.org/10.2478/ijm-2018-0002.

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Abstract Organisations with market-oriented cultures outperform other organisations. Thus, the creation of such a culture is paramount. This paper details how distinct layers of an organisation’s culture can in combination influence market-oriented behaviours. The importance of organisational culture in the successful implementation of a market orientation strategy has been recognised. However, an awareness of how the layers of organisational culture, such as values, norms and artefacts, can contribute to market-oriented behaviour is still under research. The layers of organisational culture w

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Silvius, Gilbert, Ronald Ursem, and José Magano. "Exploring the Project Owner’s Behaviour of Addressing Sustainability in Project Assignment and Governance." Sustainability 15, no. 19 (2023): 14294. http://dx.doi.org/10.3390/su151914294.

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The instrumental role of projects in the transition of organisations and society towards sustainability requires that the concepts of sustainability are considered in projects and project management. Within a project’s organisation, the project manager and the project owner bear the most responsibility for integrating sustainability into the execution, management, and governance of the project. The project owner is expected to translate the organisation’s commitment to sustainability into the assignment and governance of the project. However, several factors influence the behaviour of project

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Waititu, Paul, and Rachel Barker. "Organisational factors as determinants for online knowledge-sharing behaviour." Communicare Journal for Communication Sciences in Southern Africa 41, no. 1 (2022): 77–89. http://dx.doi.org/10.36615/jcsa.v41i1.1397.

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Online knowledge-sharing (OKS) behaviour has become a critical and inevitable component in recognising knowledge as a valuable resource to enhance an organisation’s competitive advantage. Hence, this study aimed to investigate the organisational factors that determine OKS behaviour in an online environment within the context of savings and loans cooperative organisations (SACCOs) in Kenya. A comprehensive literature review revealed that limited studies have been conducted to investigate the role of organisational factors in OKS behaviour from a knowledge-based perspective. The study used quant

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Idowu, Oluwafemi Emmanuel. "Understanding Organisational Culture and Organisational Performance: Are They Two Sides of the Same Coin?" Journal of Management Research 8, no. 4 (2016): 12. http://dx.doi.org/10.5296/jmr.v9i1.10261.

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The understanding of organisational culture is increasingly viewed as a necessary requirement for high performance in the organisation. This is also suggestive that the culture of an organisation may have a significant impact on the success of the organisation. The term ‘organisational culture’ is used widely, however inappropriately and occasionally defining and using it incorrectly. While there is universal agreement that organisational culture exists and that it plays a crucial role in shaping behaviour and performance in organisations, there is little consensus on what organisational cultu

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Susan Febriantina, Jennah Marsha Sanjaya, Nadiva Azzahra, Thabita Salsabila, and Vidya Indah Nurhafiza. "Etika Kepemimpinan dalam Membentuk Budaya Organisasi yang Berintegritas." Intellektika : Jurnal Ilmiah Mahasiswa 3, no. 1 (2024): 187–95. https://doi.org/10.59841/intellektika.v3i1.2093.

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This study aims to analyse the relationship between ethical leadership, organisational culture, and employee performance in the context of modern organisations. Through a comprehensive literature review, this study reveals that ethical leadership and a positive organisational culture have a significant influence on employee performance. Ethical leadership, characterised by leaders' concrete actions in implementing moral values, creates a work environment that supports ethical and innovative behaviour. A strong organisational culture, which reflects the shared values and norms adopted by member

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Soobramoney, Jerelene, and Ophillia Ledimo. "Exploring corporate social responsibility and organisational commitment within a retail organisation." Risk Governance and Control: Financial Markets and Institutions 6, no. 4 (2016): 132–40. http://dx.doi.org/10.22495/rcgv6i4c1art3.

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Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corporate success because CSR activities enhance an organisation’s image. Research has indicated that corpor

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Mamud, Nur Afieqah, Nurul Liyana Mohd Kamil, and Hanira Hanafi. "FOSTERING NURSES' ORGANISATIONAL CITIZENSHIP BEHAVIOUR THROUGH CONTEXTUAL FACTORS." Malaysian Journal of Public Health Medicine 23, no. 2 (2023): 36–46. http://dx.doi.org/10.37268/mjphm/vol.23/no.2/art.1734.

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Individual desire to be proactive can be aided by voluntary extra-role behaviour in organisations, such as organisational citizenship behaviour (OCB). Employees' OCB has been found to be favourably influenced by contextual factors, such as organisational justice and ethical climate. OCB has also been proven to predict employee effectiveness. The goal of this research is to identify any relationship between nurses’ OCB and their organisational justice and ethical climate. The respondents were approached using the Medical Research Ethics Committee procedure, which was registered under the Nation

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Mohd Pauzi, Muhammad Faris, and NORIZAN BABA RAHIM. "EVALUATION OF PERFORMANCE APPRAISAL PRACTICES AND ORGANISATIONAL JUSTICE TOWARDS WORK-RELATED OUTCOMES: A CASE STUDY OF A MALAYSIAN GOVERNMENT AGENCY IN THE NORTHERN REGION." International Journal of Management Studies 30, no. 2 (2023): 301–36. http://dx.doi.org/10.32890/ijms2023.30.2.5.

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Performance appraisal practices and work-related outcomes have become a serious matter of concern to many organisations. Theseissues would jeopardise the employees’ well-being if there is no fairness in treatment in the organisation. As a result, this researchaims to evaluate the effect of performance assessment practices on work-related outcomes, with organisational justice serving as amediator. This research examined a randomly selected sample of 127 administrative employees from a Malaysian government institution located in the northern region. It examined the relationships between performa

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Pillay, Kiru, and Manoj Maharaj. "The Restructuring and Re-Orientation of Civil Society in a Web 2.0 World." International Journal of Cyber Warfare and Terrorism 5, no. 1 (2015): 47–61. http://dx.doi.org/10.4018/ijcwt.2015010104.

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This study focuses on how civil society organisations strategically deploy Web 2.0 technologies for transnational social advocacy and the impact of this technology adoption on civil society organisations' roles, structure, and orientation. The global environmental justice organisation, Greenpeace is used as a case study. Greenpeace advocates for changes in environmental policy and behaviour, has been at the forefront of environmental issues, and has used the mass media as an effective campaigning tool. The key findings that emerged was that social media has become a key ingredient of Greenpeac

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Khaira, Nurul, Clarisa May Aditiani, and Annisa Nur Afifah. "PENGARUH WHISTLEBLOWING, BUDAYA, DAN RELIGIUSITAS TERHADAP PENCEGAHAN FRAUD ORGANISASI MAHASISWA: MORAL SEBAGAI MODERATOR." Jurnal Riset Akuntansi 17, no. 1 (2025): 102–19. https://doi.org/10.34010/jra.v17i1.15296.

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Fraud in financial reporting in organisations often occurs. Fraudulent behaviour can harm the credibility and sustainability of an organisation. This study aims to determine the effect of whistleblowing system, organisational culture, and religiosity on fraud prevention in financial reporting of student organisations at Ahmad Dahlan University, individual morality as a moderating variable. The method of analysis used in this study is through analytical tests in the form of outer model and inner model and moderated regression analysis (MRA) by utilising SmartPLS 3.0 software. The results of thi

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Vveinhardt, Jolita, Włodzimierz Sroka, and Vita Juknevičienė. "Organisational Commitment and Organisational Cynicism: the Effect on Employees’ Emotional State and Intentions to Leave the Organisation." Journal of East European Management Studies 28, no. 4 (2023): 750–82. http://dx.doi.org/10.5771/0949-6181-2023-4-750.

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To identify the impact of organisational commitment and organisational cynicism on each other, on employees’ emotional state and their intentions regarding their workplace in Lithuanian and Polish business organisations. The paper presents part of the results of a wider study conducted in two neighbouring states. The study was conducted using a questionnaire survey that employed Organisational Commitment and Organisational Cynicism scales. The following subscales were analysed: affective commitment, continuance commitment, normative commitment, Wrightman’s Cynical Personality, cognitive organi

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Mahendiren, Dinesh Babu, and Bijay Prasad Kushwaha. "Impact of Leadership Style and Perceived Organizational Support on the Organizational Citizenship Behaviour of Librarians in Indian Universities." Indian Journal of Information Sources and Services 13, no. 2 (2023): 22–29. http://dx.doi.org/10.51983/ijiss-2023.13.2.3783.

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This paper aims to analyse the Organizational Citizenship Behaviour (OCB) of librarian employees in Indian university. Further, with the support of the organization and the transformational leadership style (TL) how the employee perceives their values and replicate them in the organization. This study reveals the influence of the social exchange theory on employee reciprocity and behaviour. Transformational leadership enhance the citizenship behaviour of librarian in the university and the employee perceive that the organizational support (POS) their initiation and decision they reciprocally s

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Dogus, Yurdagul. "A qualitative research on organizational peace in schools." Cypriot Journal of Educational Sciences 14, no. 4 (2019): 661–75. http://dx.doi.org/10.18844/cjes.v11i4.4486.

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The concept of organisational peace is a dynamic situation that can develop through open communication, whose main elements are justice, trust and goodwill, and affect the peace and happiness of individuals. Organisational peace consists of two dimensions such as ‘internal organisational peace’ and ‘external organisational peace’. ‘Internal organisational peace’, which is formed by relations and conditions within the organisation itself, is influenced by four factors such as individual, organisational, managerial and job characteristics. The ‘external organisational peace’, which is formed by

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Filiz, Mehmet Akif, and Mehmet Kargün. "The Relationship Between Organizational Citizenship Behavior and Work Engagement: The Example of Sports Park Employees." Journal of Global Sport and Education Research 8, no. 1 (2025): 45–57. https://doi.org/10.55142/jogser.1655170.

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Employees are among the most important factors for organisations to achieve their goals and objectives. Employees' commitment to work and organisational citizenship behaviours are important for both employees and organisations. Accordingly, the research aims to examine the relationship between organisational citizenship behaviours and the work engagement of Sports Park employees. The research was designed by adopting the correlational research design, which is among the quantitative research methods. The G-power 3.18 statistical program was used to determine the research group. A total of 204

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Singh, Dr Jeet, and Preeti Yadav. "SHARED VALUES - INFLUENCING BEHAVIOUR IN CROSS CULTURAL TEAMS." All India Management Association (AIMA) – Journal for Management and Research 2, no. 3 (2008): 151. https://doi.org/10.5281/zenodo.14881238.

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When we join an international team, we sometimes encounter people who have differentvalues, assumptions and beliefs from us about how teams should work together and get things done. Thesedifferences present both challenges and opportunities for effective cross-cultural team working. Preparingcross-cultural teams to identify and manage potential conflicts due to cultural differences is key toachieving outstanding performance.Man spends major part of his life in the organisations within which he works. When people join anorganisation, they bring with them the unique values and behaviours that th

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Diedericks, E., and S. Rothmann. "Flourishing of information technology professionals: Effects on individual and organisational outcomes." South African Journal of Business Management 45, no. 1 (2014): 27–41. http://dx.doi.org/10.4102/sajbm.v45i1.115.

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The aim of this study was to investigate the relationship between flourishing and individual and organisational outcomes, including job satisfaction, organisational commitment, organisational citizenship behaviour, turnover intention andcounterproductive behaviour. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. A biographical questionnaire, the Mental Health Continuum Short Form, Job Satisfaction Scale, Organisational Commitment Scale, Turnover Intention Scale, Organisational Citizenship Behaviour Scale and a Counterproductive Beh

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Abraham, Jovita Elizabeth, Donald Crestofel Lantu, and Say Keat Ooi. "ASSESSING THE EFFECTIVENESS OF RELIGIOUS ORGANISATION OFFICE DIVISION USING MCKINSEY 7S MODEL." International Journal of Education, Psychology and Counseling 7, no. 47 (2022): 137–47. http://dx.doi.org/10.35631/ijepc.747013.

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Research found that it is common for non-profit organisation to be strongly led, yet under-managed, which is shown through the existence of ineffective organisational practices. According to Service Chain Model, ineffective organisational practices affect employee satisfaction and commitment that subsequently influencing employees’ retention and employees’ behaviour. A low employee satisfaction and commitment could unfavourably affect quality of service provided, customer satisfaction and loyalty, and eventually affecting organisational growth. Based on this underpinning problem, this case stu

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Okigbo, O. N., I. Saidu, W. A. Ola-Awo, and A. D. Adamu. "Organisational Characteristics as a Catalyst for Effective Performance of Nigerian Construction Organisations." Environmental Technology and Science Journal 13, no. 2 (2023): 53–59. http://dx.doi.org/10.4314/etsj.v13i2.6.

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Organisational characteristics are distinctive features of an organisation that enable it to perform its statutory roles. It has a lot of influences on organisational performance but less study has indicated the role it plays in improving the performances of organisations. This study appraised different types of organisation characteristics in the Nigerian construction industry and their roles in improving the performances of organisations. In achieving the aim of the study 366 questionnaires were distributed purposefully to management members of construction organisations practising in Abuja

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Olckers, Chantal, Marieta du Plessis, and Riandi Casaleggio. "Authentic leadership, organisational citizenship behaviours, and intention to quit: the indirect effect of psychological ownership." South African Journal of Psychology 50, no. 3 (2019): 371–84. http://dx.doi.org/10.1177/0081246319891658.

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The aim of this study was to explore the influence of perceived authentic leadership on followers’ citizenship behaviour and their intention to quit their jobs, and to examine the indirect effect of psychological ownership in the relevant relationships. The study used a cross-sectional survey design to gather data from a sample of South African service industry employees ( N = 384). It employed structural equation modelling to test the hypotheses formulated. The study found that psychological ownership indirectly affected the relationship between authentic leadership and employees’ organisatio

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Alias, Mazni, Chew Kok Wai, Zauwiyah Ahmad, and Abdul Mutalib Azim. "Workplace Deviant Behavior among Malaysia hotel Employees. Does organizational Factors Matter?" International Journal of Engineering & Technology 7, no. 4.38 (2018): 960. http://dx.doi.org/10.14419/ijet.v7i4.38.27617.

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This study aims to develop a theoretical model of the determinants of workplace deviant behaviour among Malaysia hotel employees. From our extensive reviews, we found that organisational-related factors are potential in predicting hotel employee’s deviant behaviour. We established that organisational justice, trust in management, work autonomy, organisational constraint and organisational ethical climate as the organisational-related factors potential to influence deviant behaviour. Practical involvements of HR professionals were recommended to support organisation in eradicating deviant behav

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Deshwal, Vivek, and Mohd Ashraf Ali. "Applicability of Various Dimensions of Transformational Leadership in Organisational Change and Organisational Transformation." Shanlax International Journal of Management 10, no. 3 (2023): 18–24. http://dx.doi.org/10.34293/management.v10i3.5827.

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Transformation is indispensable and there is no escape from it in today’s insecure and complex corporate world. It is the only way to save the organisation from wiping out of the race of survival. The uncontrollable factors are ever-changing and directly affect the earning capacity of the business. These adjustments bring opportunities and threats simultaneously and those organisations which can adjust themselves as per the situation lead towards the verge of success. Transformational leadership plays a vital role in this transformation phase. Its various dimensions have a direct impact on the

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Mayuri-Ramos, Elizabeth, Angel Gabriel Melendez-Villanueva, Yuri Vanessa Conde-Beltran, Woendy Peralta-Ugaz, and Franklin Cordova-Buiza. "Factors of job satisfaction that influence organisational behavior: A correlational analysis in event companies." International Conference on Tourism Research 6, no. 1 (2023): 186–93. http://dx.doi.org/10.34190/ictr.6.1.1115.

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Organising an event is a process that integrates agents from various tourism sectors such as restaurants, hotels, travel agencies and transportation companies; and as in any organisation, it requires an adequate management of its human resources. Organisational behavior defines the way in which people act in the organisation and the impacts it generates; the key to a company's success is to generate a solid organisational culture that allows a positive organisational behavior within the company and that achieves that the collaborators provide greater productivity and profitability to the compa

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OLABIMITAN, Benjamin Adegboyega, and Sunday Samson BABALOLA. "The Role of Organisational Culture and Situational Factors in Predicting Workplace Deviation Among Public Employees." Journal of Human Resource Management - HR Advances and Developments 2024, no. 2 (2024): 1–21. http://dx.doi.org/10.46287/ypin4534.

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Purpose – This study examined the influence of situational factors on organisational deviance and how organisational culture could mediate these factors among public employees. Aims(s) – The study aimed to identify predictors of workplace deviant behaviour in the public service and the mediatory roles of organisational cultures in these predictors. Design/methodology/approach – The study employed a quantitative approach using a cross-sectional survey design to collect data from 430 participants; the analysis included regression analysis and structural equation modelling to examine the mediatin

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Ukrinas, Rokas, and Nida Ambrasė. "Theoretical basis for the perception and identification of organisational reputation." Laisvalaikio tyrimai 1, no. 25 (2025): 49–63. https://doi.org/10.33607/elt.v1i25.1629.

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Topic relevance. An organisation’s reputation is one of the most important factors determining its long-term success and competitiveness in the market. A strong reputation not only helps the organisation attract new customers and partners, but also strengthens consumer trust. Service organisations are sensitive to environmental changes; thus, reputation has experienced various challenges related to scandals, regulatory violations, and public opinion in recent years. Therefore, it is important to assess how an organisation’s reputation is perceived from the consumer’s point of view and what mea

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Wäistö, Pia, Juhani Ukko, and Tero Rantala. "Workspace in supporting strategy implementation – a study of 25 knowledge-intensive organisations." Facilities 42, no. 15/16 (2024): 53–69. http://dx.doi.org/10.1108/f-07-2023-0060.

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Purpose Organisational strategy becomes reality by connecting organisation’s resources and capabilities in daily operations, and physical workspace is one of the environments in which this takes place. This study aims to explore to what extent factors required for successful strategy implementation are considered when designing, using and managing workspaces of knowledge-intensive organisations. Design/methodology/approach For the study, managers in 25 large and medium-sized knowledge-intensive organisations were interviewed. The semi-structured interviews focused on organisation’s strategy, s

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Kamal, Nur Nabilah Muhammad, Guek Nee Ke, Zuhrah Beevi, and Kenneth Leow. "Resisting organisational change? Psychological resilience and perceived organisational support as mediators in promoting psychological well-being and organisational citizenship behaviours." International Journal of Wellbeing 14, no. 3 (2024): 1–19. http://dx.doi.org/10.5502/ijw.v14i3.3501.

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The increasing prevalence of global transformations has led to a surge in organisational changes worldwide. Consequently, the anticipation of employee resistance and its impact on organisational development has become a vital concern in the field of organisational psychology. This study aims to comprehensively explore employee resistance to organisational change within the energy industry, considering several critical factors, including psychological well-being, organisational citizenship behaviour, organisational support, and psychological resilience. A total of 313 employees from an organisa

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Singh, Sandhya, Rui Dias, Mohammad Irfan, Rosa Galvão, Paulo Alexandre, and Sidalina Gonçalves. "The Role of Perceived Organisational Support in Predicting Organisational Commitment and Organizational Citizenship Behavior in Professional Organizations." Journal of Ecohumanism 3, no. 6 (2024): 239–49. http://dx.doi.org/10.62754/joe.v3i6.4000.

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The study examined the "role of perceived organisational support in predicting organisational commitment and organisational citizenship behaviour in professional organisations". The primary data was acquired through a questionnaire from 200 respondents (employees from the finance and technology sectors) via a stratified random sampling technique. Excel and SPSS 26 were utilised for data analysis, and Statistical tools such as Anova, regression and correlation were used. The results demonstrated that perceived organisational support (POS) positively influences organisational commitment. Moreove

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Jendza, Dorota. "Leader vs team member - Differences in equality and hierarchical individualism and collectivism - the context of public and private organisations." Management 28, no. 2 (2024): 185–205. http://dx.doi.org/10.58691/man/195476.

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The aim of the study presented here is to identify differences in levels of individualism and equality collectivism and hierarchical individualism depending on the type of organisation and the organisational role performed. A total of 810 people took part in the study, representing organisations in the public and private sectors with different organisational roles. Participants answered questions on the scale on individualism and collectivism of equality and hierarchy (KIRH), constructed based on Singelis and Triandis' (1995) concept. The survey was conducted in May 2023 in Polish private and

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Ji, Yunho, and Hyun Joong Yoon. "The Effect of Servant Leadership on Self-Efficacy and Innovative Behaviour: Verification of the Moderated Mediating Effect of Vocational Calling." Administrative Sciences 11, no. 2 (2021): 39. http://dx.doi.org/10.3390/admsci11020039.

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This study aimed to verify the impact of servant leadership on innovative behaviour in non-governmental organisations (NGOs). It particularly investigated the role of a mediator for self-efficacy in the relationship between servant leadership and innovative behaviour. This study defined the organisational psychology-behaviour mechanism in non-profit organisations by verifying the moderated mediating effect of vocational calling in the relationship between servant leadership, self-efficacy, and innovative behaviour. The 174 pilot samples used in this study comprised community service participan

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Syaebani, Muhammad, Annisa Merdekawati, Monica Devina, and Dindha Primadini. "Political Behaviours of Internal Auditors in the Indonesian Public Organisation." IJHCM (International Journal of Human Capital Management) 5, no. 1 (2021): 80–90. http://dx.doi.org/10.21009/ijhcm.05.01.7.

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Political behaviours are common in a workplace, including in a public organisation. However, political behaviours are like a double-edged sword. They could support the management, but on the other hand, they could also turn into a negative side which generates some drawbacks and inhibits the effectiveness of management. This research focuses on types, causes, impacts, and solutions of internal auditors’ political behaviours. We used the phenomenological methodology and qualitative approach. Interviews were conducted with ten auditors from various backgrounds to ensure the validity of the findi

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Gilani, Hasan. "Corporate brand identity and employee brand citizenship behaviour: A conceptual framework." Marketing Review 19, no. 1 (2019): 51–84. http://dx.doi.org/10.1362/146934719x15633618140783.

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This research paper aims to explore and identify the impact of corporate identity on brand citizenship behaviour within retail organisations. The study analyses the influence of corporate identity of an organisation, and more particularly on the employees' desire to engage in brand supporting behaviours. Relationships were identified between corporate identity, internal communication and composites of employee perception of corporate identity - resulting as determining influences on employee behaviour intentions. These relationships are presented as a conceptual model that depicts the influenc

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Susomrith, Pattanee, and Albert Amankwaa. "Relationship between job embeddedness and innovative work behaviour." Management Decision 58, no. 5 (2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.

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Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to t

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Bala, Danladi, Nocha Danlami Gajere, Emmanuel Adamu Ali, and Muhammad Musa Abubakar. "Effect of Diversity Management on Organizational Citizenship Behaviour: The Moderating Role of Perceived Organisational Justice." Gusau International Journal of Management and Social Sciences 6, no. 3 (2023): 65–89. http://dx.doi.org/10.57233/gijmss.v6i3.4.

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Record has established that there is issue of organisational citizenship behaviour in public health service sector in Taraba State which has affected the functionality of the sector. It is on this note that this study examined the moderating role of perceived organisational justice on the relationship between diversity management and organisational citizenship behavior in public hospital. The study used cross sectional research design and the instrument for collecting data is via questionnaires with the help of research assistants, the population of the study is 1900 and the actual sample for

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Aydoğan, Huzeyfe, and Özlem Özer. "Examining the Effect of Servant Leadership on Organisational Trust and Organisational Citizenship Behaviour." International Journal of Management, Accounting and Economics 11, no. 5 (2024): 491–504. https://doi.org/10.5281/zenodo.11268763.

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The aim of this study is to examine the effect of servant leadership on organisational trust and organisational citizenship behaviour. The population of the study consists of nurses who were employed in three private hospitals owned by a health group in Ankara, Turkey. A survey was applied to 266 nurses through face-to-face interview method, and the data were analysed using various statistical analyses. The results of the analyses showed that servant leadership accounted for 40.8% of the total variance in organisational trust, and the rise in nurses’ perceptions of servant leadershi

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Glennon, Russ, Ian Hodgkinson, and Joanne Knowles. "Learning to manage public service organisations better: A scenario for teaching public administration." Teaching Public Administration 37, no. 1 (2018): 31–45. http://dx.doi.org/10.1177/0144739418798148.

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In the context of public value, it is argued that there is a need to adopt the learning organisation philosophy to manage public service organisations better. For collaborative work with public sector managers or in management education, a fictitious scenario is presented to develop the concept of the learning organisation as paradox. Faced with multiple and conflicting demands, public managers find it difficult to change organisational behaviour in response to new knowledge. The scenario demonstrates how learning organisation philosophy can be used to translate new knowledge into new behaviou

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De Clercq, Dirk, Inam Ul Haq, and Muhammad Umer Azeem. "Why happy employees help." Personnel Review 48, no. 4 (2019): 1001–21. http://dx.doi.org/10.1108/pr-02-2018-0052.

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Purpose Drawing from conservation of resources theory, the purpose of this paper is to investigate the relationship between employees’ job satisfaction and helping behaviour, and, particularly, how it may be moderated by two personal resources (work meaningfulness and collectivistic orientation) and one organisational resource (organisational support). Design/methodology/approach Quantitative data were collected from a survey administered to employees and their supervisors in a Pakistani-based organisation. Findings The usefulness of job satisfaction for stimulating helping behaviour is greate

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Kożuch, Barbara. "The Concept of Public Trust-Based Leadership – An Outline." Journal of Intercultural Management 15, no. 4 (2023): 225–48. http://dx.doi.org/10.2478/joim-2023-0024.

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Abstract Objective The issue of trust in leading public organisations continues to inspire growing confidence among management researchers and practitioners. The characteristics and organisational behaviour of leaders are analysed from various angles. The subject of the research is one of the newer approaches, namely trustbased leadership (TBL). The aim of this paper is to identify characteristics and the roles of public trust-based leadership (PTBL). This is the type of leadership that most fully incorporates trust as the basis of organisational behaviour in vertical and horizontal relationsh

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Yuryna Connolly, Lena, Michael Lang, John Gathegi, and Doug J. Tygar. "Organisational culture, procedural countermeasures, and employee security behaviour." Information & Computer Security 25, no. 2 (2017): 118–36. http://dx.doi.org/10.1108/ics-03-2017-0013.

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Purpose This paper provides new insights about security behaviour in selected US and Irish organisations by investigating how organisational culture and procedural security countermeasures tend to influence employee security actions. An increasing number of information security breaches in organisations presents a serious threat to the confidentiality of personal and commercially sensitive data. While recent research shows that humans are the weakest link in the security chain and the root cause of a great portion of security breaches, the extant security literature tends to focus on technical

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Verster, R. "influence of organisational climate on communication in organisations." Communicare: Journal for Communication Studies in Africa 3, no. 2 (2022): 42–49. http://dx.doi.org/10.36615/jcsa.v3i2.2152.

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The situation/environment in which a person finds himself, influences his behaviour - also his "communication" behaviour. A large part of this situation/environment in the organisational setting is accounted for by the organisational climate which is established and maintained in the particular organisation. In this paper the term organisational climate is defined and from the vast body of literature that exists on the topic, some common characteristics are emphasised. A model of organisational climate is presented, showing the components of organisational climate and their interaction and int

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