Showing papers on "Theory X and Theory Y published in 2014"

Planning Internal Communication Profile for Organizational Effectiveness

Abstract: Organizational communication is a multi-disciplinary subject area incorporating business communication, organizational behaviour, psychology, human resource management and much more. If organizatio...

Revisiting of Theory X and Y

Abstract: Purpose – The purpose of this paper is to investigate the influence of leaders’ Theory X and Y managerial assumptions on subordinates’ attitudes and behaviors. Design/methodology/approach – Military leaders (n=50) completed a questionnaire with Theory X and Y scale and their subordinates (n=150) completed a questionnaire with the scales of satisfaction with leader, affective commitment, and organizational citizenship behavior. The paper used hierarchical linear modeling to test the hypotheses. Findings – The results indicated that the Theory Y management style is significantly and positively associated with subordinates’ satisfaction with the leader, affective commitment, and organizational citizenship behaviors. The Theory X management style had a significantly negative impact on subordinates’ satisfaction with the leader, but no significant impact on affective commitment and organizational citizenship behavior. The findings of the present study suggest that the Theory X and Y managerial assumptions are ...

Organizational Theory and Leadership Navigation

Abstract: Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making. This article suggests specific theory that could be taught, strategies for teaching it that are illuminated by examples of student work, and benefits that are likely to accrue.

The Relationship between Perceived Organizational Support & Job Satisfaction with Organizational Commitment

Abstract: The aim of this study is the investigation of the relationship between organizational support and job satisfaction with degree of employee's organizational commitment in Mellat bank. The research methodology is descriptive survey and three standard questionnaires were utilized including (Aizenberger understand support questionnaire, Hantington, Hachison and suwa 1986, job satisfaction questionnaire by paul spector 1994 and organizational commitment questionnaire by Allen and Mier 1997).The scope of the study includes Mellat bank employees in khorram abad city in Iran. Findings of study indicate that, there is direct relationship between Perceived organizational support with organizational commitment and also between job satisfaction and organizational commitment.

Rigor and relevance

Abstract: Excerpt] As the incoming editorial team, our goal is to build on this position of strength and to advance both the reputation and readership of the journal. One way in which we intend to do this is by staying true to the mission that has guided P-Psych since its inception, which is to publish rigorous psychological research centered around people at work. Over the years, this focused mission has enabled the journal to publish seminal articles in personnel selection (Barrick & Mount, 1991), person-organization fit (Schneider, 1987), organizational citizenship behavior (Organ & Ryan, 1995), and many other areas of industrial-organizational psychology, human resource management, and organizational behavior. In addition, articles that have recently appeared in the journal have helped to shape current thinking about a diversity of workplace topics, including leadership (DeRue, Nahrgang, Wellman, & Humphrey, 2011), work engagement (Christian, Garza, & Slaughter, 2011), work-family conflict (Kossek, Pichler, Bodner, & Hammer, 2011), and strategic human resource management (Chuang & Liao, 2010).

An organizational engagement model as a management tool for high school principals

Abstract: Purpose – The purpose of this paper is to present an organizational engagement model that highlights the design process of the homeroom teacher (HRT) role in Israeli high schools. Design/methodology/approach – The model was constructed as a grounded theory during a qualitative research work conducted during 2007-2011. Findings – The model is based on Maslow's and Schein's frameworks of personal needs and organizational culture, respectively, as well as on the principal's role. Originality/value – The authors propose that the model contributes to the literature on organizational behavior and leadership in general and to the study of educational organizations in particular, in three ways: first, it stresses the principal's role in the design process of leadership roles; second, it deepens the understanding of the concept of engagement by examining it through a qualitative lens; and third, it suggests a hierarchical organizational engagement ladder for the HRT role.

The Effect of Organizational Support on Organizational Commitment

Abstract: This research examines the effect of organizational support for teachers on their organizational commitment. The data was collected from 819 primary school teachers in seven cities from every geographical regions of Turkey. In the research, the two scales administered are "Perceived Organizational Support Scale (POSS)" and "Teachers' Organizational Commitment Scale (TOCS)". The results reveal that teachers perceive organizational support and organizational commitment at a moderate level. While teachers' organizational commitment perceptions differentiate in terms of gender, experience, reward and education level variables, their organizational support perceptions differentiate in terms of experience and reward variables. It shows that the more teachers' organizational support perceptions increase, the higher their commitment perceptions are. While organizational support perceptions towards "personal development" have a low influence on the dependent variable, organizational support perceptions towards "work structure" have a negative influence on the dependent variable.

Institutional matrices theory, or x&y theory: the main provisions and applications

Abstract: The main provisions of the institutional matrices theory (or X&Y theory) and its applications, which are discussed on the pages of the book “Institutional Matrices and Development in Russia. An Introduction to the X&Y Theory” (third edition), are presented in the paper2. Earlier editions of the book first appeared in 2000 and 2001. And, the 2001 edition still benefits from brisk demand by Russian social scientists and their university students. According to data from the Scientific Electronic Library ELIBRARY.RU, the 2001 edition registers as the book most frequently cited by Russian sociologists, and as the third book most frequently cited by economists. At a host of universities throughout Russia, institutional matrices theory is currently included in the curricula in sociology, political science, and institutional economics. This new edition offers some improvements by clarifying key theoretical points, offering new empirical data, and juxtaposing the author’s forecasts to empirical evidence. This reviewing edition is more comprehensive and better designed in order that the reader might readily access and quickly comprehend the X&Y-theory advanced by an author.

Teaching Theory X and Theory Y in Organizational Communication.

Abstract: CoursesIntroduction to Organizational Communication, Introduction to Communication Studies, Communication TheoryObjectivesThe purpose of this activity is to integrate McGregor's Theory X and Theory Y into a group application: design a syllabus that embodies either Theory X or Theory Y tenets. Students should be able to differentiate between Theory X and Theory Y, create a syllabus based on Theory X or Theory Y tenets, evaluate the different syllabi created by the class, and draw conclusions about organizational communication based on Theory X and Theory Y. Moreover, this activity will challenge student assumptions about ontology and epistemology, and the reasons they are in college. Students will theorize why professors employ certain pedagogical approaches.Time requiredSingle class: 35–45 minutes.

A study on how organizational citizenship behavior influences on human resource management

Abstract: Article history: Received July 28, 2013 Received in revised format 20 November 2013 Accepted 8 January 2014 Available online January 11 2014 During the past few years, there have been some evidences to believe that organizational citizenship behavior (OCB) could significantly influence on the success of organizations. This paper presents an empirical investigation to study the effects of OCB on human resource management. The proposed study designs a questionnaire and distributes it among some 260 experts who worked for an Iranian auto industry. The study designs a questionnaire in Likert scale, examines three hypotheses including the relationship between conscientiousness and information quality, courtesy and work efficiency and between civic virtue and work efficiency. Cronbach alphas for Courtesy, Civic virtue and Information Quality are calculated as 0.75, 0.76 and 0.81, respectively. Using structural equation modeling, the study has confirmed existence of positive and meaningful relationships among various components of the survey, which confirms all three hypotheses of the survey. © 2014 Growing Science Ltd. All rights reserved.

The Effect of Perceived Organizational Support and Job Satisfaction toward Organizational Citizenship Behavior Mediated By Organizational Commitment (A Study on Teachers of Islamic Boarding High School in Tulungagung Regency)

Abstract: The purpose of this study was to determine and analyze the influence of perceived organizational support, job satisfaction, and organizational commitment on Organizational Citizenship Behavior (OCB), and the role of organizational commitment in mediating influence between perceived organizational support and job satisfaction on OCB of teachers of Islamic boarding high schoolin Tulungagung. This study useda census methody by distributing questionnaire to the entire population of 64 teachers. Data was analyzed using a partial least square approach. The results showed that (1) the [erceived organizational support does not significantly affect organizational citizenship behavior, (2) job satisfaction affects OCB, (3) perceived organizational support affects organizational commitment , (4) job satisfaction affects organizational commitment, (5) organizational commitment affects organizational citizenship behavior (OCB), (6) perceived organizational support affects organizational citizenship behavior through organizational commitment, and (7) job satisfaction affects organizational citizenship behavior through organizational commitment.

The empirical study of organizational justice and job satisfaction for high school teachers in turkey

Abstract: This research aims to establish the relationship between high school teachers’ job satisfaction and organizational justice. In this study, a survey based descriptive scanning model was used. This study has been carried out with a total of 386 high school teachers. Researches reveal that organizational justice has considerable influence on employees' job satisfaction and motivation. Within the scope of the research, it was revealed that the high school teachers' perceptions of organizational justice level are below the middle. Moreover high school teachers' level of job satisfaction of all sizes was found intermediate level in general. As a result, organizational justice was found to be partially effective on job satisfaction of high school teachers. In this context, it is likely that teachers with high job satisfaction are expected to be more successful and efficient. In order to be establish organizational justice in educational institutions, ensuring justice in matters such as promotion, participation in decision making, equality and transparency, etc. is considered important.

Effect of Organizational Citizenship Behaviour on Total Quality Management and Organizational Performance (Case study: Dana Insurance Co.)

Abstract: This study examines the effect of organizational citizenship behaviour on organizational performance and total quality management. The objective of this study is functional survey in terms of data collection and it uses correlation to analyze data. Reviewing the literature and available models of organizational citizenship behaviour, total quality management and organizational performance, the important variables were identified and the model and hypotheses were developed. A researcher-made questionnaire was used to measure the variables. The studied sample included 217 workers of Dana Insurance, Tehran, selected by simple random sampling method. Test results of hypotheses using structural equation modeling indicate a significant effect of organizational citizenship behavior on components of total quality management as well as a significant effect of these components on organizational performance. Finally, based on the results obtained, suggestions and solutions were presented to the insurance company and future investigators.

Clearing the Smoke: Understanding Organizational Change Communication and Misalignment in High-Risk Contexts

Abstract: OF DISSERATION CLEARING THE SMOKE: UNDERSTANDING ORGANIZATIONAL CHANGE COMMUNICATION AND MISALIGNMENT IN HIGH-RISK CONTEXTS Recent economic turbulence in the United States has resulted in budget cuts for many city-funded organizations, including high-risk organizations such as local fire departments. Budget cuts trigger organizational change and create uncertainty among employees, which is a major concern for high-risk organizations. This dissertation examined internal communication practices used during organizational change in an urban fire department and the influence of organizational structure and culture on communication satisfaction. This robust case study used a multi-method approach including interviews with middle managers (i.e., district majors), and focus groups and channel preference surveys with full-time firefighters from lower level ranks (i.e., firefighters, lieutenants, and captains). Together, the data points provided a robust understanding of how organizational structure and culture influences communication satisfaction during change in a high-risk organization. As this dissertation was most concerned with information dissemination throughout the fire department during times of change, structuration theory provided direction for how to best explain the structure, dissemination, and preference of communication and Schein’s Model of Organization Culture helped to explain organizational culture differences. The framework of communication satisfaction then offered a basis for further understanding of message dissemination and communication processes. Findings suggest the chain of command, use of internal media, rumors, and filtering of information were active influencers on communication satisfaction. Further, findings suggest that a misalignment in the organizational structure and culture resulted in the dissemination of misaligned messages. These misaligned messages frustrated organizational members and therefore influenced levels of communication satisfaction. When organizational members receive contradictory information, they are less likely to be satisfied with overall communication. Therefore, misaligned messages fostered by the communication climate are a structural and cultural barrier to communication satisfaction and can alter trust of leadership and increase the risk for organizational members. These findings are critical to high-risk organizations because misaligned messages increase risk for organizational employees as well as community members.

Let's Peel the Onion Together: An Application of Schein's Model of Organizational Culture

Abstract: Courses: Organizational Communication, Communication Theory, Introduction to CommunicationObjective: To illustrate the manifestation of cultural markers, espoused values, and basic assumptions in a real organizational context using Schein's Model of Organizational Culture.

Comparative analysis of motivation and leadership theories as tools for effective public sector administration

Abstract: eadership and workers motivation are key issues that improve organizational productivity. The paper examines leadership and motivation theories as vital elements of organizational development and effectiveness, especially in public sector administration. Starting from the classical to the most contemporary approaches to leadership and motivation in comparative perspectives, the paper provides managers with working tools for effective and efficient management of their various organizations. The objective therefore is to relate motivation and leadership theories to organizational management. The paper finds out that there is no one best approach or theory to workers motivation and leadership effectiveness and that all theories are relevant to organizational management depending on the scope, objectives and philosophies of the organization. Arising from this fact, the paper identifies that there are some limitations and weaknesses of leadership and motivation theories, but advocates/recommends among other things that managers should have as many theories as possible at the tips of their fingers to enable them thrive in organizational management. The paper therefore concludes that comparative approach to motivation and leadership theories will become an eye opener and the best strategy for achieving organizational effectiveness. Key word: leadership, motivation, theories, management, effectiveness.

Time management behavior, Job satisfaction and organizational commitment in nurses

Abstract: The purpose of this study was to identify the difference between job satisfaction and organizational commitment by the type of time management behavior in clinical nurses. Total 208 nurses were recruited from clinical settings where located in Seoul and Daejeon, South Korea. Data were collected using self-administered method with structured questionnaire between August 2012 and January 2013. Descriptive statistics, K-mean cluster analysis, one-way ANOVA were performed for data analysis. As results, the type of time management behavior were classified into four types such as unconcern type, accomplishment type, urgency type and selection & concentration type. Among four types, nurses who belonged to be accomplishment and selection & concentration type were tend to have positive behaviors in terms of time managements as they had high scores in job satisfaction. Therefore, further study on whether types of time management are related with organizational culture including commitment and effectiveness should be explored.

Implementation of Competency Based Human Resource and Knowledge Management to Organizational Culture and Implication to Organizational Performance

Abstract: This study aims to analyze the implementation of competency based human resource management, knowledge management, organizational culture, organizational performance, and the influential correlations both partially and simultaneously. The analysis unit of the study conducted in 42 regions in the five state-owned energy sector companies in Indonesia. Therefore, the units of observation in this study were composed of 47 middle managers, 81 line managers and 155 employees and analyzed by using the Structural Equation Model (SEM) based on the model variance with Partial Least Square (PLS). The result showed that the implementations of competency-based human resource management, knowledge management, organizational culture and organizational performance have been achieved well. The simultaneous implementation of competency-based human resource management and knowledge management had a small effect on the performance of the organization and so not significant. The simultaneous implementation of competency-based human resource management and knowledge management had a very large effect on the performance of the

Studying the Mediating Role of Trust, Job Satisfaction and Organizational Commitment on the Relationship between Organizational Justice and Organizational Citizenship Behavior

Abstract: Present study aims at studying the mediating role of trust, job satisfaction and organizational commitment on the relationship between organizational justice and organizational citizenship behavior. By using a questionnaire, the data on 330 nurses of hospitals and clinics was gathered in Mashhad. Gather data was analyzed by SPSS and LISREL software packages. LISREL software is used for confirmatory factor analysis (CFA) and research model test. Likewise, SPSS software is used to analyze the reliability and exploratory factor analysis. The findings indicate that organizational justice has positive and significant impact on trust, job satisfaction and organizational commitment, trust, job satisfaction and organizational commitment have positive and significant impact on organizational citizenship behaviors.

A study on the effect of organizational justice on organizational citizenship and organizational commitment

Abstract: Article history: Received Feb 28, 2013 Received in revised format 19 September 2013 Accepted 23 October 2013 Available online December 2 2013 This paper presents a study on the effect of organizational justice on organizational citizenship and organizational commitment in Iran. The proposed study designs a questionnaire and distributes it among some employees of Islamic Azad University and, using structural equation modeling, we investigate the effect of organizational justice on organizational citizenship as well as organizational commitment. The study selects 142 people from 255 regular employees who work for the university and distributes the questionnaire designed in Likert scale. Cronbach alphas have been determined for organizational citizenship, organizational justice and commitment as 0.924, 0.94 and 0.73, which are well above the minimum acceptable level. The results indicate that procedural justice has the most effect on organizational commitment followed by interactive justice and distributive justice. In addition, obedience has the most influential effect followed by loyalty, partnership, innovation and behavior. Finally, the survey shows that organizational citizenship is influenced mostly by loyalty and partnership. In summary, the effect of organizational justice on organizational citizenship and organizational commitment has been confirmed.

Book Review: Institutional Theory and Organizational Change

Abstract: Although dominant approaches in organizational theory adopt an open system logic (Thompson, 1967) and recognize that organizations are exposed to and dependent upon environmental influences, much of the literature tends to highlight the structural features of the context and to conceptualize them in terms of observable market relations. The book by Staffan Furusten challenges this perspective and revitalizes the field of organizational studies by offering a lucid portrait of contextual influences on organizational behaviour. As explained clearly and convincingly in the introduction, omitting institutional elements risks overagentification of organizational dynamics. Moving from this premise, the goal of the book is to ‘elaborate on the key elements of the environment where individual organizations and their decision-makers operate and to discuss their importance in the shaping and development of the activities organizations engage in’ (p. 7). The book is the result of the author’s own teaching effort and is a systematization of a series of well-attended lectures on organizational change at the Stockholm School of Economics. The result is an intriguing attempt to systematize knowledge at the intersection of institutional and organizational theories. The book has two distinguishing and interesting features. First, the author gives credit to, and operationalizes, the symbolic and cultural influences of the wider societal context that extends beyond the formal architectural structure. In so doing, the book aims to position itself as a primer on the generative – rather than on the purely constraining – nature of the environment, thus avoiding both the structural-contingency arguments regarding the culture-free laws of organizations and the resource-dependence explanations that characterize the context primarily as regulatory framework. Second, the book is rooted in the Scandinavian institutionalist tradition. This distinguishing feature is a key lens to understanding the author’s approach to the explanation of the mechanisms through which rationalized myths enter and shape organizational practice. A logic of appropriateness (March, 1981) characterizes the representation of organizational behaviour and its emphasis on the dynamics of local variation and translation. The book’s grounding in the Northern European context is reinforced by the choice of the empirical examples and illustrations. It is worth noting what this book is not. As the author writes in the preface, it is not a treatise or a handbook of organizational institutional theory. As a collection of lectures whose first edition appeared in 2007 in Swedish, the book does not engage with more recent institutional frameworks for analysing the interrelationship between institutions and organizations, including the institutional logic perspective (Thornton, Ocasio, & Lounsbury, 2012) and the emerging literature on 534386OSS0010.1177/0170840614534386Organization StudiesBook Review book-review2014

Pengaruh pengembangan karir, persepsi tentang keadilan organisasi, dan kepuasan kerja terhadap organizational citizenship behavior

Abstract: The objective of this research is to study the effects of career development, perception of organizational justice and job satisfaction on teacher’s organizational citizenship behavior of The Public Senior High School in Gorontalo Regency, Gorontalo Province. This research used the quantitative approach with the survey method. The samples of this research were 178 employees selected randomly. The data were obtained by distributing questionnaires and analyzed by using the descriptive statistics and path analysis in inferential statistics. The results of the research can be concluded that: career development had a direct effect on teacher’s organizational citizenship behavior, perception of organizational justice had a direct effect on teacher’s organizational citizenship behavior, job satisfaction had a direct effect on teacher’s organizational citizenship behavior, career development had a direct effect on teacher’s job satisfaction, perception of organizational justice had a direct effect on teacher’s job satisfaction. Therefore to improve teacher’s organizational citizenship behavior, career development, perception of organizational justice, and job satisfaction should be improved.

Study on Relationship of Organizational Learning,Innovation Atmosphere and Innovation Performance

Abstract: Based on the resource- based view theory,organizational learning theory,the theory of dynamic capabilities and personal- Scenario interaction theory,the paper proposes a relational model of organizational learning and innovation performance. Under the help of other scholars' developed measurement scale,it selects 16 high- tech enterprises in Guangdong province delta region of 219 RD staff,marketing staff,senior managers to conduct research,using SPSS statistical analysis software to analyze data,test hypotheses and models. The results show that organizational learning and innovation performance are positively correlated,innovative atmosphere has a significant role in the regulation of the relationship between organizational learning and innovation performance.