Search Results (23)

The agricultural sector stands at the intersection of economic, ethical, and environmental concerns, presenting complex challenges for sustainable development. This study investigates how ethical attitudes, conceptualized at political (e.g., perceptions of transparency, anti-corruption, and policy fairness) and social levels (e.g., community engagement, labor standards, and social equity), influence ethical behavior within Romanian agricultural organizations. Additionally, it explores the impact of sector-specific and organizational ethics on the adoption of social responsibility (SR) practices. Using a quantitative research approach, the study employed a structured questionnaire covering four key dimensions: political and social ethics, corporate responsibility, environmental sustainability, and ethical management in agriculture. The findings suggested that Romanian agricultural companies could improve their long-term competitiveness by incorporating ethical governance, sustainable business practices, and stakeholder engagement into their strategic frameworks. These findings suggest that Romanian agricultural companies can enhance their long-term competitiveness by embedding ethical governance, sustainable business models, and active stakeholder engagement into their strategic frameworks. This research contributes to the theoretical discourse by demonstrating how contextual ethical attitudes influence SR, providing a nuanced understanding of the interplay between economic performance, social equity, and environmental responsibility in an emerging economy. Full article

Background/Objectives: Our study investigates the primary characteristics of managerial decision-making processes in the public hospital units in Romania, particularly in the Northeast region. This research aims to delineate the decision-making model applied by managers in these units, considering the multitude of legislative, economic, technical, ethical, and organizational changes prompted by the pandemic. Methods: A mixed-method research approach was utilized, combining semi-structured interviews and autoethnography, to capture experiences, attitudes, perceptions, motivations, and ethical considerations of decision-makers within the healthcare system. Results: The findings revealed that managerial decisions in public hospitals were influenced by unique elements such as the vulnerability and support needs of patients, the absence of a clear hierarchy, the personalized nature of healthcare services, the complexity of care processes, and the use of advanced technology. External factors, notably political and economic influences, alongside internal ethical dilemmas, significantly impacted decision making. Conclusions: This study identifies the reliance on evidence-based decision making and a consultative managerial style as key to addressing these challenges. This research contributes theoretically by comparing decision-making models and practically by identifying a decision-making model that includes forms, techniques, and tools that could guide managers in decision making in Romanian public hospitals. Full article

Perinatal mental health is a growing public health concern. Refugee and asylum-seeking women are particularly susceptible to experiencing perinatal mental illness and may encounter a range of challenges in accessing healthcare. This scoping review sought to identify the enablers of and barriers to healthcare access and healthcare provision for refugee and asylum-seeking women experiencing perinatal mental illness in the WHO European Region. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews was applied. Nine databases and six grey literature sources were initially searched in April 2022, and an updated search was completed in July 2023. The search identified 16,130 records, and after the removal of duplicates and the screening process, 18 sources of evidence were included in this review. A data extraction table was used to extract significant information from each individual source of evidence, which was then mapped to the seven dimensions of the candidacy framework. Empirical (n = 14; 77.8%) and non-empirical (n = 4; 22.2%) sources of evidence were included. The literature originated from seven countries within the WHO European Region, including the United Kingdom (n = 9; 50%), Germany (n = 3; 16.7%), Denmark (n = 2; 11.2%), Norway (n = 1; 5.6%), Greece (n = 1; 5.6%), Sweden (n = 1; 5.6%), and Switzerland (n = 1; 5.6%). The results indicate that, although enablers and barriers were apparent throughout the seven dimensions of candidacy, barriers and impeding factors were more frequently reported. There was also a notable overall lack of reported enablers at the system level. Unaddressed language barriers and lack of attention to the diversity in culturally informed perceptions of perinatal mental illness were the main barriers at the individual level (micro-level) to identifying candidacy, navigating healthcare systems, and asserting the need for care. The lack of culturally appropriate alignment of healthcare services was the key organizational (meso-level) barrier identified. The wider structural and political contexts (macro-level factors), such as lack of funding for consultation time, focus on Western diagnostic and management criteria, and lack of services that adequately respond to the needs of refugee and asylum-seeking women, negatively influenced the operating conditions and wider production of candidacy. It can be concluded that there are multilevel and interconnected complexities influencing access to and provision of perinatal mental healthcare for refugee and asylum-seeking women. Full article

The COVID-19 pandemic has negatively affected the tourism and services sector. Using the example of Airbnb’s recent layoff of 25% of its workforce, we focused on the role of organizational justice in mitigating the negative psychological impacts of layoffs. Based on a unique survey of Airbnb employees who survived the layoffs, as well as those who left, we employed an ordinary least squares regression to show that employees’ perceptions of organizational justice were positively related to their job satisfaction and trust in management, while being negatively related to their emotional exhaustion and cynicism. We discovered the crucial importance of interactional justice (i.e., interpersonal and informational justice). The respect, dignity, and politeness shown by management (i.e., interpersonal justice), as well as truthful and adequate communication about the procedure (i.e., informational justice) were pivotal to successfully conducting layoffs, especially during unprecedented economic uncertainty. Full article

This study investigates the relationship between hotel employees’ perceptions of organizational politics, organizational silence, organizational cynicism, and innovation resistance. For this purpose, subjects (n = 351, 235 men and 116 women) from four-star hotels in Seoul, Incheon, Gyeonggi-do, and Jeju-do in South Korea were surveyed. The following four hypotheses were presented to achieve this study’s goal. First, the perception of organizational politics has a positive effect on organizational silence. Second, organizational silence positively affects organizational cynicism. Third, organizational silence has a positive effect on innovation resistance. Fourth, organizational cynicism positively affects innovation resistance. The results of hypothesis testing reveal that all hypotheses except for the fourth one are accepted. This study’s findings suggest that hotels should provide a work environment that is free from unfair organizational political activities. Full article

Academic institutions and companies generally consider HRD competency to be an essential indicator of whether HR can play its role effectively and has a close relationship with organizational performance. Based on this, this paper explores the impact of HRD competency on the performance of exponential organizations. The relationship between HRD competency and exponential organization performance was examined using structural equation modeling with five scales to evaluate 570 HRDs in exponential organizations: competency, organizational identity, self-efficacy, organizational politics perception, and exponential organization performance. Our findings suggest that HRD competency influences exponential organizational performance and that organizational identity and self-efficacy play continuous mediating roles. In addition, organizational politics negatively moderates the relationship between HRD competency and organizational identity. Our findings enrich and extend the research on the impact of HRD competency on the performance of exponential organizations and provide a theoretical basis and empirical support to understand and help organizations with their strategic decisions. Full article

This paper develops a framework for analyzing two personal stances on religion—Adherence to Religion and Autonomy from Religion. We propose that the two stances are independent constructs rather than opposite poles of the same continuum. Each stance is conceptualized as a higher-order construct, with different first-order measures of motivations, beliefs and perceptions. With these conceptualizations, we explore the relevance of Organizational Behavior research for informing Religious Studies. We test a nomological network of personal stances on religion with structural equations modelling and a sample of 3072 Catholic participants. The results provide support for the use of higher-order constructs. The first-order measures that possess the highest influence are Relatedness Motivation for Adherence, and Perception of Church Politics for Autonomy. The model explains 23% of Religious Commitment, and thus identifies relevant predictors for participation in rituals, a crucial issue for the maintenance and development of the relationship with the Catholic Church. Full article

The goal of sustainability in business is the maximization of resources for long-term productivity at a minimized negative impact for all key stakeholders. Several functions of human resources management are designed to achieve this goal. However, HRM practices can sometimes spiral down and result in the perception of favoritism–a practice that recruits or rewards relationship over merit. Hence, this project was designed to measure the impact of favoritism on the development of a sustainable hospitality workforce through the measures of subjective well-being, psychological capital, and knowledge hiding behavior. With the aid of randomly selected employees and estimation of structural models, the study validates the deleterious impact of favoritism and organizational politics on employee outcomes and by extension the sustainability of the workforce. Practical and theoretical recommendations are provided. Full article

Relationships between functional specialists working on NPD projects can lack trust, resulting in poor communication, low levels of co-operation, and, in the extreme, the political sabotage of projects. We empirically test a hypothesized model of managerial perceptions of motives and intentions, negative project politics, and affect-based trust, as well as their effect on dysfunctional conflict and defensive behaviors, with their subsequent effect on collaboration and NPD project success. Data were from 184 projects from the technically trained manager perspective, and 145 projects were from the marketing manager perspective. We find that, despite all of the NPD process improvement and use of integration methods, NPD managerial level interactions are still fundamentally relationally-based, where the strongest effects on cross-functional managerial behavior are from perceptions of negative motives, leading to defensive behaviors and politics interfering with collaboration and NPD success. On a positive note, while evident affect-based trust leads to collaboration and NPD success, it is far more important for technically trained managers. The implications for top management lie in structuring organizational processes that are trust-rich, in order to avoid the opportunity for distrust and suspicion to arise. Full article

The ubiquity of abusive supervision in the workplace, as well as the serious repercussions that come with it, has prompted scholars to investigate the numerous dynamics of this problem. This research examines the circumstances in which subordinates react to abusive supervisory behavior. The study hypothesizes the negative impacts of abusive supervision associated with the impression of unfairness and politics in the workplace toward a subordinate deviant attitude based on current research and theoretical perspectives. According to the suggested paradigm, abusive supervision leads to subordinates’ work incivility by creating an unfair and politically thrilling atmosphere in the workplace. Furthermore, the study found that political skill and work incivility are linked to each other; workers who are experts in using political tactics are not supposed to turn toward work incivility while responding to the abusive behavior of the top management. The research was based on the social exchange theory and uncertainty management theory. Full article

The students’ perceptions and experiences about the organizational attributes of the higher education institution in which they are enrolled seem to have a strong influence on their integration, sense of belonging, and commitment to their new academic reality. The present paper focuses on the analysis of how first-year students build a sense of belonging and commitment to the higher education institution that welcomes them, focusing on institutional attributes that can act as (positive or negative) catalysts, such as physical and cultural dimensions. However, besides physical and cultural dimensions, it is crucial to consider its synergies with psychological, social, organisational, political, and axiological dimensions that have emerged as critical variables for contextualizing the analysis. The results suggest that the physical dimension nourishes the students’ feelings of belonging, namely through the felt need to develop skills to manage their interaction with the spatial dimension of the institution that welcomes them. Moreover, newcomers’ self-concept seems to be significantly increased by the feeling that they are now part of a cultural but also social elite. On the other hand, the feeling of integration seems to be supported basically on successful peer relationships. This perceived prestige of the higher education institution where they now belong represents, a anteriori, a crucial demand for the career management of the Bourdieu’ “heirs,” and, a posteriori, a real (and sometimes surprising) achievement for first-generation students. Full article

In addition to an outstanding commitment to the Sustainable Development Goals’ (SDG) agenda to good governance (goal no. 16), there is an argument that the SDGs can only be achieved through good governance with strong political institutions and processes. In Indonesia, a new era in politics has been marked with the new leadership of Joko Widodo (the current Indonesian President) who has a vision to reform the Indonesian bureaucracy. One of the bureaucratic reform implementations is the merging of the Ministry of Forestry and the Ministry of Environment into the Ministry of Environment and Forestry (MoE). In this kind of organizational change, employees may have increased perceptions of organizational politics and feelings of uncertainty and anxiety. This effect is suspected to be exacerbated by the impact of the COVID-19 pandemic. This article, therefore, aims to investigate the effects of organizational change in the public sector. Based on a survey of 112 state civil apparatuses in the forestry sector in Indonesia, we found that organizational change is positively related to employees’ perception of organizational politics. Nevertheless, our most intriguing finding is that the COVID pandemic situation has decreased employees’ perception of organizational politics. This is because political behaviors are difficult to perform in virtual working settings due to reduced face-to-face interaction and limited non-verbal cues. Full article

Local governments are key to establishing public policies linked to the 2030 Agenda. To achieve the Sustainable Development Goals (SDGs), public innovation is essential, and one of the essential pillars is transversality and partnerships (internal and external). This implies a transformative political, technical, and institutional culture that some authors have called, in the case of Andalusia, Spain, a “culture of solidarity”, as many of the elements of the 2030 Agenda are established within local organizations. This article aims to answer the question: Do Andalusian local authorities have an organizational culture and structure that facilitates the localization of the SDGs? To do so, it analyzes the conditioning factors, facilitators, and barriers that exist in local governments to advance in the mainstreaming of the localization and development processes of the 2030 Agenda in their territories. A study has been carried out on the perception of local technicians and the assessment of their own organization aligned with the 2030 Agenda. The results obtained indicate that local governments in Andalusia have made efforts to establish social actions and policies against poverty. The 2030 Agenda is perceived as an opportunity to transform local entities, with more open, collaborative, transversal, and interconnected institutions. Full article

Cities depend on several watersheds’ ecosystems as the main source of ecosystem services for urban populations; however, this connection is not visible to decision-makers and citizens. The current governance structures do not contemplate the integrated management of the urban-rural territory by watershed; they establish few spaces for citizen participation, and limit the transparency of information. We use qualitative methods to analyze the work of the Civil Society Organization (CSO) in seven urbanized watersheds in Mexico, located under different socio-environmental conditions, to incorporate the watershed cities’ management processes through new spaces of collaborative governance. Through environmental education campaigns, the CSOs raised awareness of the importance of watershed ecosystems to provide water for cities, explored the willingness to pay for their conservation, and the perception of the work of municipal water utilities. By promoting alliances between social sectors, the private sector, communities, and different levels of government, the CSOs built new institutions to increase the collaborative decisions and facilitate public participation, such as Watershed Committees, Citizen Observatories for Water and Consultative Councils. The incorporation of cities and citizens in the conservation of environmental services of the watershed was promoted through payment for environmental services programs. These processes of building new forms of governance are not linear. They depend on the convening and organizational capacity of the CSOs, the political will of the municipalities and states, as well as the socioeconomic conditions of citizens. In general, our results suggest that CSOs allow the formation of alliances that strengthen collaborations among stakeholders at different scales, increase government transparency and accountability, and provide a bridge of trust between upstream and downstream users in the watersheds. Full article

Researchers have conducted many empirical studies on the positive effects of ethical leadership. However, they have paid little attention to the antecedents of ethical leadership. This study sought to fill this gap by examining the negative effects of leaders’ perceptions of organizational politics on ethical leadership and the job performance of employees. Accordingly, this study investigated the relationships among them using data collected from 220 dyads of leaders and followers in major companies in South Korea. The results showed that leaders’ perceptions of organizational politics negatively affected their ethical leadership, which, in turn, had an adverse impact on the task performance and organizational citizenship behavior of employees. This paper also provides the theoretical and applied implications of the findings as well as future research directions. Full article