Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China

The current study aimed to explore how individual difference in emotional intelligence influenced job satisfaction, and mainly focused on the confirmation of the mediator roles of organizational justice and job insecurity. A total of 420 staffs from a large-scale IT enterprise in China completed the self-reported emotional intelligence scale, the organizational justice scale, the job insecurity scale and Minnesota job satisfaction questionnaire. The results revealed that emotional intelligence, organizational justice, job insecurity and job satisfaction were significantly correlated with each other. Structural equation modeling indicated that emotional intelligence can significantly influence job satisfaction and the relationship between EI and satisfaction was partially mediated by organizational justice and job insecurity.     

Entitlement and conscientiousness in the prediction of organizational deviance

Responding to Wu and LeBreton’s (2011) call for further study, this paper examines dispositional predictors of organizational deviance. In a sample of 428 participants, self-report data were collected anonymously. Using hierarchical regression, the dispositional variables of entitlement and conscientiousness were similarly strong and statistically significant predictors of organizational deviance. The total variance explained in deviance by these variables and some demographic variables was .31. Additionally, the specificity matching principle suggests that narrow band traits like entitlement are better at predicting narrowly measured behaviors like deviance than are broad band traits like conscientiousness. Using dominance analysis, entitlement was a stronger predictor of organizational deviance than is conscientiousness.     

Relational attachment and ethical workplace decisions: The mediating role of emotional burnout

Working is an inherently relational act that requires the management of relationships in many of the same ways as other domains in our lives. In two studies, the association between attachment orientation and unethical decisions in different workplace scenarios was examined. In both studies, attachment avoidance was associated with more unethical workplace decisions. In Study 2, emotional exhaustion mediated the association between avoidance and unethical decisions. Findings are discussed with respect to individual differences in ethical decision-making in organizations.     

Escalation in organizational decision making a case of recruiting an incompetent employee

This paper analyses a case of hiring a manager who subsequently proves to be incompetent. Analysis reveals the importance of structural factors in escalation, especially politics. When these are considered, persistence emerges as both escalatory and rational. Likewise, behaviours manifest of information bias are actually logical managerial strategies and may mask political calculation. New potential escalation variables are identified including power, visibility, and organization culture. Withdrawal reflects an intricate balancing of factors including risk and opportunity. The theoretical implications of the findings are discussed.     

Price-directive decision making in hierarchical systems with conflicting preferences

In this paper we consider a classical model of price-directive decision making in hierarchical organizations, namely Dantzig-Wolfe decomposition, well known from single-objective programming. Here, however, we allow for preference differences that are usually observed between a central unit and a subunit in an organizational structure. The procedure models, therefore, how decision making may evolve in a context with decentralized information as well as intra- and interpersonal conflicts. Several numerical experiments with the procedure have been performed. The results of those experiments demonstrate that the procedure in many instances converges towards an efficient solution, despite the differences in the criteria weights used in the master problem and the subproblem respectively. This suggests that some amount of goal discordance need not prohibit efficient decision making in a hierarchical organization.     

Unobtrusive indicators of culture for organizations: a systematic review

ABSTRACT

We systematically reviewed the literature using unobtrusive measures to study organizational culture. To synthesize, theorize, and evaluate this research, we introduce the concept of an unobtrusive indicator of culture (UIC) for organizations. A UIC measures organizational culture through collecting data without engaging employees, and is conceptualized in terms of cultural artefacts. We identified thirty-five articles, containing 135 distinct UICs, drawn from 16 distinct data sources. UICs coalesced into two groups. First, textual UICs, with culture measured through language patterns in annual reports, employee online reviews, and emails. Second, UICs focusing on organizational practices, for instance, organizational policies or executive rewards. Over two-thirds (68%) of UICs measured values for integrity, results orientation, and clan cultures, and we conjecture that UICs may be most useful for studying aspects of culture sensitive to reporting biases, and benchmarking large samples of organizations. Forty-eight percent of UICs had good or promising construct validity: many were textual UICs, and those focusing on organizational practices were less established. UICs can potentially advance the study of organizational culture, yet must be developed and applied cautiously, with careful consideration of their advantages and limitations, and how they complement existing measurements and conceptualizations of culture.     

Investigating intellect from a trait activation perspective: Identification of situational moderators for the correlation with work-related criteria

We applied trait activation theory to investigate the situational properties that moderate the correlation of intellect, a sub-dimension of the Big Five factor openness to experience, with work-related criteria. We collected data from a sample of 185 employees from diverse organizations and positions. Results from moderated hierarchical regression analyses revealed that perceived situational properties at the task level moderated the correlation between intellect and job performance. Additionally, correlations between intellect and organizational commitment were moderated at task and organizational levels. This study shows how trait activation theory can be utilized to investigate the situational properties moderating the correlation of personality variables with external criteria. Implications for applied purposes are discussed.     

Ground-breaking Potential Of Argentine Recovered Companies In Industrial And Organizational (i/o) Psychology

This article aims at contextualizing the Argentine phenomenon defined as “recovered companies,” both from a historical and a psychological viewpoint. A short historical analysis will be proposed about Soviet experiences/debates, their resumption, and the cases of bottom-up production control/management in the international context with a special focus on the 1920s. A thorough discussion will follow on the contemporary phenomenon of Argentinian recovered companies, where the need for the traditional managerial role in organizations is thoroughly examined with respect to present literature.