Uncovering the Moral Heuristics of Altruism: A Philosophical Scale

Extant research suggests that individuals employ traditional moral heuristics to support their observed altruistic behavior; yet findings have largely been limited to inductive extrapolation and rely on relatively few traditional frames in so doing, namely, deontology in organizational behavior and virtue theory in law and economics. Given that these and competing moral frames such as utilitarianism can manifest as identical behavior, we develop a moral framing instrument—the Philosophical Moral-Framing Measure (PMFM)—to expand and distinguish traditional frames associated and disassociated with observed altruistic behavior. The validation of our instrument based on 1015 subjects in 3 separate real stakes scenarios indicates that heuristic forms of deontology, virtue-theory, and utilitarianism are strongly related to such behavior, and that egoism is an inhibitor. It also suggests that deontic and virtue-theoretical frames may be commonly perceived as intertwined and opens the door for new research on self-abnegation, namely, a perceived moral obligation toward suffering and self-denial. These findings hold the potential to inform ongoing conversations regarding organizational citizenship and moral crowding out, namely, how financial incentives can undermine altruistic behavior

Influence of social and work exchange relationships on organizational citizenship behavior, The

Previous studies explain situational antecedents of OCB using social exchange theory. However, the effects of factors such as perceptions of job characteristics on OCB seem to require a different explanatory mechanism. We propose that these effects can be explained through a new exchange relationship that we call work exchange. We develop a theory for the situational antecedents of OCB that includes economic, work, and social exchange relationships. The theory is tested using structural equations.exchange relationship; organizational citizenship behavior; organizational commitment; perceived organizational support; job characteristics;

The Relationship Between Employee Perceptions of the Employment Game and Their Perceptions of Cooperative Knowledge Behavior in High Tech Firms

The relationship between knowledge sharing and organizational performance for high technology start-up companies is not well understood. Using game theory and the concept of competitive advantage through human resource management, I examine employee perceptions of the employment game relating to cooperative knowledge behavior and firm performance as an entry point into researching organizational knowledge utilization. I draw upon classical game theory to develop four measures of perceptions critical to game playing and apply these to organizational situations via a survey instrument. I propose that perceptions of the employment game held by organization members are determinants of cooperative knowledge sharing and subsequently firm performance. I analyze survey data gathered from high-tech workers using both regression and path analysis techniques. The results from this study offer new insights into methods for measuring both the connections between knowledge work and firm performance and the perceptions critical for fostering collaborative knowledge work in high tech firms. Results of the study show a significant relationship between the game theory construct of reciprocity, knowledge building behavior and firm performance. The mediation model was weakly supported but shows potential usefulness for further research in the field of strategic human resource management

A needs theory of governance

New-institutional economics hypothesizes imperfect rationality, self-seeking preferences, monetary-related needs, and opportunism as fundamental features of human behavior. Consistently, new-institutionalist models of governance highlight the efficiency and transaction costs minimizing features of control rights and governance. Differently, needs theory of governance, as here presented, hypothesizes imperfect rationality, multiple needs, and reciprocity, in which case opportunism is reduced to an exception to individual behavior. Consistently, it presents a theory that links production governance with the wellbeing of those partaking in production. Building on Maslow’s human psychology, the governance model suggested in this paper is aimed at evidencing the self-actualization potential of control rights, organizational structures and practices. The application of Maslow’s theory to the institutional structure of organizations suggests that the deepest organizational layers (control rights and governance) broadly correspond to the most basic needs in Maslow’s theory (survival, security and belonging), while the outer layers (managerial models and employment relations) correspond to the fulfillment of the highest needs (self-esteem and self-actualization). Cooperative firms are used as an illustration of governance solutions consistent with needs theory in human psychology

THE ROLE OF ORGANIZATIONAL COMMITMENT AND PERCEIVED ORGANIZATIONAL SUPPORT IN PROMOTING ORGANIZATIONAL CITIZENSHIP BEHAVIOR

This paper examined the impact organizational commitment and perceived organizational support in promoting organizational citizenship behavior of teacher in private sector universities of Pakistan. The data were collected from 140 teachers working with private sector universities in Pakistan. Multiple methods in the form of regression analysis were used to check the hypothesis. The consequences of the study indicate that organizational citizenship behavior is a factor that fairly depends upon organizational commitment and also on perceived organizational support; furthermore, perceived organizational support and organizational commitment have considerable affirmative impact means it positively influence the organizational citizenship behavior of teaches working in private universities of Pakistan. This study is primarily driven tentatively by the social exchange theory that deliberately lends support to this paper for explaining the idea of perceived organizational support (POS), the norm of reciprocity, and also organizational support theory. This article adds value to the restricted literature regarding the psychological concept that causes the creation of organizational citizenship behavior through the perceptions of organizational support theory concept (Eisenberger et al., 2001; Eisenberger, et al., 1986) and the social exchange theory (Blau, 1964).The paper suggests that if private sector universities in Pakistan desire to cultivate organizational citizenship behavior among its teachers then they must chalk out and implement such strategies that increase employee commitment as well as perceived organizational support (POS)

Organizational Change and the Identity Cycle: Understanding the Effect of Change on Individual Attitudes and Behaviors Through a Combined Social Identity Theory/Identity Theory Perspective

The study of roles and role behavior is particularly relevant today as individuals acquire more roles in the complexity of the 1990s. One environment that has been significantly prone to change is the workplace, where multiple committees, teams, and departments have transformed the nature of work and are altering the way that jobs are defined. In addition to the fact that workers are now taking on multiple roles within organizations, the roles themselves are changing at an accelerated pace. Reengineering, downsizing, mergers, acquisitions, and total quality initiatives are just a few of the interventions that businesses are implementing in order to become leaner, flatter, and more responsive to their environments. This paper draws from social identity theory and identity theory to understand how employees respond to organizational change. Given the fairly low success rates of major change efforts (estimates are between 10% and 50%), it is suggested that a more thorough understanding of the effect of these programs on an individual\u27s role within the organization is necessary. This paper begins by first defining, comparing, and contrasting social identity theory and identity theory. This has, to date, not been done, and it is particularly important because a number of authors appear to be using the two theories interchangeably. Next, social identity theory and identity theory are used to build a broader framework for understanding human behavior, and this model, called the identity cycle, is used to develop a set of propositions regarding the effects of organizational change on employee attitudes and behavior

Beyond the Three-Component Model of Organizational Commitment

Adding to empirically based critique in the last 15 years, this paper offers a critical conceptual analysis of the three-component model of organizational commitment in order to arrive at a unequivocal grounding of the concept in standard attitudinal theory. Using the attitude-behavior model by Eagly & Chaiken (1993), we demonstrate that the three-component model combines fundamentally different attitudinal phenomena. Instead, we argue that general organizational commitment can best be conceived of as affective commitment only, being a genuine attitude towards an object: the organization. Normative and continuance commitment, in contrast, appear to be attitudes regarding specific forms of behavior (i.e., staying or leaving) that may or may not follow from the affective bond with the organization. The conclusion of our analysis is that the threecomponent model fails to qualify as a general model of organizational commitment, but instead represents a specific model to predict turnover behavior. Therefore, we suggest limiting the use of the TCM to predicting turnover and to abandon it as a general model of employee commitment. We propose to return to the conceptualization of organizational commitment as an attitude towards the organization and to use Eagly & Chaiken’s model to generate specific models for predicting a broad range of organizational behaviors. Finally, we discuss the definition and measurement of organizational commitment, arguing that covering affective, cognitive and behavioral facets of this attitude helps to differentiate the construct from other constructs and to enhance the construct validity of measurement instruments.management and organization theory ;

Organizational Control Systems and Software Quality: A Cross-National Study.

This study explores the relationship between organizational control modes (behavior, outcome, and clan) andsoftware quality. Much of the previous work on organizational control has examined the choice of modes giventask characteristics. This research extends work in control theory by considering the impact of control modeson the increasingly critical organizational outcome of software quality. The research is set in the context ofsoftware development organizations in three of the largest software developing countries: India, Ireland, andIsrael (the 3Is). A cross sectional survey of 400 software development organizations across the 3Is will be usedto test the developed model. In addition to the theoretical contributions, the study will provide practicalimplications to support software project managers in making better organizational control choices

KOMPETENSI GURU, SPIRITUAL INTELLIGENCE, SELF DETERMINATION THEORYDAN ORGANIZATION CITIZENSHIP BEHAVIOR

AbstractThe purpose of this study was to examine the factors that affect the organization citizenship behavior, namely teacher competence, spiritual intelligence, and self-determination theory in junior high school teacher. Some 231 junior high school teachers in East Kotawaringin Sampit are given four scales to fill in, namely teacher competence scale, spiritual intelligence scale, self-determination theory scale and organization citizenshipbehavior scale. Data was analyzed with statistical techniques namely structural equation model (SEM). The results showed there is the influence of teacher competence in self-determination theory (ë= 0.147, p = 0.003).The influence of spiritual intelligence to self-determination theory was significant ( = 0874, p = 0.000). There is a significant influence of teachers’ competencies on organizational citizenship behavior (ë = 0097, p = 0.007). There is no significant influence of spiritual intelligence to organizational citizenship behavior (ë= 0070, p = 0461), but the effect through selfdetermination theory (ë= 0808). There is a significant influence of selfdetermination theory to organizational citizenship behavior (ë= 0924, p =0.000).Keywords: organizational citizenship behavior, self determination theory, spiritual intelligence, teacher competenc

A Balanced Theory of Sourcing, Collaboration and Networks

In a synthesis of recent advances, this article gives a fresh, balanced theory of inter-organizational relations. It integrates competence and governance perspectives. It considers the choice between mergers/acquisitions and alliances. It offers a toolbox of instruments to govern relational risk, and the contingencies for their selection. Relationships can last too long. Therefore, the article also looks at how to end relationships. Beyond dyads of collaborating firms, it includes effects of network structure and position.corporate governance;inter-organizational relations;organizational behavior;inter-firm alliances;collaboration