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Working With Emotional Intelligence

The purpose of this paper is to provide a historical account of organizational citizenship behavior (OCB) based on the existing literature.,The paper performs keywords search of published articles from 1930 to 2017 in widely used research databases.,The historical review shows that the OCB, as a field of study, was slow to develop. Although it has been introduced in the late 1970s and officially defined in the 1980s, its origins can be traced back to the 1930s. Despite this, OCB is generally regarded as a relatively new construct and has become one of the biggest subjects studied in the literature. OCB has reached far and wide into the business and management domains, supporting the fact that the well-being employees and their behaviors can greatly affect organizations’ effectiveness and performance. Having been the topic of a significant number of studies, there have been inconsistent research findings regarding the concepts. Furthermore, some concepts have been noted to overlap, with several scholars using different terms for essentially similar concepts.,The advent of technology and globalization has greatly affected organizations today which resulted in increased competition in the global business. Firms have started to look into the behavior exhibited by employees as a means of achieving competitive advantage, such as OCB. Voluminous works have been conducted regarding the study of OCB; however, none have been recorded to make an in-depth exploration of when and how it first surfaced. Since its official introduction, explorations regarding OCB have dramatically increased, most especially in the twenty-first century. Unfortunately, this has resulted in an increasing difficulty to keep up with the theoretical and empirical developments in the literature. As interest in OCB continues to grow, coherent integration of the concept becomes progressively more complex and necessary. This paper looks into the chronological evolution of the OCB, giving precise details of its development from the time it was first conceptualized up until the present wherein OCB has been used to indicate organizational effectiveness and performance.

A historical review of the development of organizational citizenship behavior (OCB) and its implications for the twenty-first century

The competitiveness and sustainability of employees in service and non-service-based organizations continue to trigger scholars’ interest to investigate the related factors. As per the review of li...

https://www.tandfonline.com/doi/pdf/10.1080/23311975.2020.1818998

Examining the impact of abusive supervision on employees’ psychological wellbeing and turnover intention: The mediating role of intrinsic motivation

During the Covid-19 pandemic, people started teleworking intensively, which has led to some benefits in terms of economic continuity, but also some complaints. International teams of scholars have pointed out the new work-related challenges, underlining leaders’ role in successfully managing them. This study aimed at investigating the role of destructive leadership in the job demands–resources and recovery model during the Covid-19 pandemic. In detail, this study intended to assess (1) whether destructive leadership is positively associated with off-work-hours technology-assisted job demand (off-TAJD) and cognitive demands, as well as whether it decreases autonomy, (2) whether two demands—off-TAJD and cognitive demands—and two resources—social support and autonomy—are respectively negatively and positively related to recovery, and (3) whether recovery mediates the relationship between demands, resources, and exhaustion. A total of 716 French remote workers (61% were women) took part in this study. Data were collected using a self-report questionnaire. A multi-group structural equation model was used to test the hypotheses. The findings confirmed a significant association between destructive leadership, the two job demands, and autonomy; furthermore, all three variables mediated the relationship between destructive leadership and recovery. The findings showed the key role played by recovery as a mediator between, on one hand, off-TAJD, cognitive demands, autonomy, and social support, and, on the other hand, exhaustion. This study highlighted the role of destructive leadership, job resources, job demands, and recovery as determinants of exhaustion, illustrating their relationships in a sample of remote workers. Practical implications are discussed.

Far Away, So Close? The Role of Destructive Leadership in the Job Demands–Resources and Recovery Model in Emergency Telework

Compliance is the act or status of complying with an imperative regulatory or normative requirement, that is, compliance means working within boundaries defined by contractual, social, or cultural standards. The aim of this narrative review is to use the food supply chain as a lens of enquiry to distinguish between compliance-based and integrity-based organizational climates and frame and rationalize why deviant behavior arises and how it can be identified. Contemporary theory is explored and critiqued using case studies to contextualize the challenge of organizations promoting supply chain compliance and at the same time recognizing the need for deviant behavior to occur in order to drive innovation and continuous improvement within food supply chains. Deviant behavior can be perceived as either positive in terms of driving continuous improvement or destructive where this behavior has a negative impact on the organization. Although multiple cultural maturity models seek to characterize positive food safety culture and climate, there is minimal research that focuses on the characterization of deviant negative behavior or the development of early warning systems designed to pinpoint signals, traits, or characteristics of this behavior such as low staff morale, theft, property destruction, or absenteeism. The use of cultural maturity models and assessment tools is of value in assisting organizations to translate from a rule, instrumental, or compliance-based organizational climate to an ethically strong organizational climate that focuses on integrity, building trust, and values and a new cultural maturity model is proposed and explored.

Moving from a compliance-based to an integrity-based organizational climate in the food supply chain

An Exploration of Academic Staff's Organizational Citizenship Behavior and Counterproductive Work Behavior in Relation to Demographic Characteristics

The present study examines the relationship between abusive supervision and job embeddedness. Specifically, this study tests a model linking abusive supervision to job embeddedness through perceived organizational support (POS). The model basically draws on social exchange theory and conservation of resources theory. By this model, we propose POS as an intermediary mechanism that mediates the abusive supervision-job embeddedness relationship. Data were collected from a variety of organizations in Turkey. The sample included 644 fulltime employees with at least one-year tenure. We tested our research hypotheses using structural equation modeling and bootstrapping. The results showed that POS fully mediates the relationship between abusive supervision and job embeddedness. Our findings give a deeper understanding of how abusive supervision is related to reduced job embeddedness through reduced POS. Furthermore, this study expands the existing research on the harmful consequences of abusive supervision by linking abusive supervision to job embeddedness, not previously studied. Our findings also indicate that abusive supervision and job embeddedness measures are valid constructs in the context of Turkey. Contributions, practical implications and limitations were discussed, and directions for future research were proposed.

Linking abusive supervision to job embeddedness: The mediating role of perceived organizational support

The present study focuses on the relationship between ability-based emotional intelligence and discretionary workplace behaviors, that is organizational citizenship behavior (OCB) and counterproduc...

The influence of ability-based emotional intelligence on discretionary workplace behaviors

Makale Kategorisi: Araştırma Makalesi Amaç – Bu çalışma, psikolojik sözleşme ihlalinin algılanan örgütsel destek (AÖD) ve işe gömülmüşlük ile ilişkisini incelemektedir. Özellikle, bu çalışma psikolojik sözleşme ihlali ile işe gömülmüşlük arasındaki ilişkide AÖD’nin aracı rolünü araştırmaktadır. Kaynakların korunması kuramını temel alan bu araştırma, psikolojik sözleşme ihlalinin çalışanların örgütsel destek algısını zayıflatacağını ve buna bağlı olarak da çalışanların işe gömülmüşlüğünün azalacağını ileri sürmektedir.

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Psikolojik Sözleşme İhlalinin İşe Gömülmüşlük Üzerine Etkisinde Algılanan Örgütsel Desteğin Aracılık Rolü1 (The Mediating Role of Perceived Organizational Support on the Effect of Psychological Contract Breach on Job Embeddedness)

Drawing upon conservation of resources and social bonding theories, the present study examined the associations between job embeddedness and employee work behaviors (altruism and organizational deviance) by exploring the moderating role of leader-member exchange (LMX) in these associations. Using a cross-sectional research design, data were collected from a sample of 637 employees in Turkey. The data were analyzed using confirmatory factor analysis, structural equation modeling, and bootstrapping. The findings indicated that job embeddedness was positively related to employee altruism while negatively related to organizational deviance. This study also provided support for the moderating role of LMX in job embeddedness-altruism and job embeddedness-organizational deviance relationships. More specifically, job embeddedness had a stronger positive relationship with altruism and a stronger negative relationship with organizational deviance when LMX quality was high. These findings substantiate the pivotal role of focusing on both job embeddedness and the treatment by supervisors in the organization to inculcate desirable workplace behaviors and employee performance motivation. The implications are discussed as well as limitations, and directions for future research are provided.

Ayşe Hatun Dirican

Papers

An Exploration of Academic Staff's Organizational Citizenship Behavior and Counterproductive Work Behavior in Relation to Demographic Characteristics

Linking abusive supervision to job embeddedness: The mediating role of perceived organizational support

The influence of ability-based emotional intelligence on discretionary workplace behaviors

Psikolojik Sözleşme İhlalinin İşe Gömülmüşlük Üzerine Etkisinde Algılanan Örgütsel Desteğin Aracılık Rolü1 (The Mediating Role of Perceived Organizational Support on the Effect of Psychological Contract Breach on Job Embeddedness)

The Interaction Between Job Embeddedness and Leader-Member Exchange (LMX) in Predicting Employee Altruism and Deviance.