organizational intelligence
213910710
March and the pursuit of organizational intelligence: the interplay between procedural rationality and sensible foolishness
March's long and varied career in organization theory encompasses a number of seemingly disparate themes from rationality, to ambiguity and the garbage can model, to exploration and exploitation in organizations. We examine March's diverse research trajectory and conclude that his different insights can be brought together under one common theme for his career: that both procedural rationality and sensible foolishness are necessary for the pursuit of organizational intelligence. Traditional models of rationality, even bounded rationality, are insufficient because goals are unstable and inconsistent, and causal ambiguity leads to myopic learning or worse. To explain the interplay between procedural rationality and sensible foolishness in organizations, we explore their role in the inter related processes of programing, monitoring, sensemaking, search, and decision making.
William Ocasio Luke Rhee Dylan Boynton
219683120
Effect of Organizational Intelligence, Workplace Life Skills, and Employee Empowerment Training on Promoting Organizational Productivity and Socialization among Employees with Job Stress
Article Notes: Received: Dec 21, 2019 Received in revised form: Jan 23, 2020 Accepted: Jan 28, 2020 Available Online: Apr 21, 2020 Background Aims of the Study: Job stress has negative effects on various organizational, motivational, and social factors. The present study aimed to investigate the effect of organizational intelligence, workplace life skills, and employee empowerment training on promoting organizational productivity and socialization among the employees with job stress in Persian Gulf Star Oil Co. Bandar Abbas, Iran, during 2018 19. Materials and Methods: This study included 80 employees with job stress who were selected based on Morgan's table using a simple random sampling. Subsequently, the participants were assigned into a control group (n=20) experimental group 1(organizational intelligence training, n=20) experimental group 2 (workplace life skills training, n=20) and experimental group 3 (empowerment training, n=20) by a simple random sampling. The data were collected through Hersey and Goldsmith's Productivity Questionnaire, Taormina's Organizational Socialization Questionnaire, and Rice's Job Stress Questionnaire. Moreover, the data were analyzed in SPSS software (version 25) through multivariate analysis of covariance, analysis of covariance, multivariate analysis of variance, and univariate analysis of variance. Results: The results indicated that organizational intelligence, workplace life skills, and employee empowerment training increased organizational productivity and socialization in employees with job stress in experimental groups 1, 2, and 3, compared to the control group (P=0.001) Conclusion: Organizational intelligence, workplace life skills, and empowerment training were effective factors in enhancing organizational productivity and socialization among employees with job stress by the creation of internal motivation through preparing the environment, providing necessary context for transmitting a sense of greater self efficacy and more ability, as well as enhancing employees' perception of their abilities.
Amin Zamiri Alireza Heidari Parviz Askari Behnam Makvandi
216205088
Organizational Intelligence: Ontological Modeling of Skills
In both the private and public sectors, human resource management processes face considerable challenges in terms of skills management within organizations. In fact, during the recruitment process, it is difficult to find the right profile for certain functions. To cope with this constraint and thus streamline this process, organizations tend to implement intelligent management of jobs and skills. Most systems of matching a job with a profile face the difficulty of developing and maintaining resources specific to each field. In view of this, ontologies are not only a tool for professional management and strategic management of human resources, but they also make it possible to base the relationship between the couple job profile. Thus, we propose a construction approach of three ontologies that will play a key role in knowledge management in the context of the Secretariat Charge De L'eau but which remains valid for later use in broader contexts.
Int. J. Adv. Corp. Learn.
Najima Daoudi Nabigh Majda Imane Hilal Hasnae Rahimi Fatima Zahra Atiki
216415007
The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam
The objective of this study is to investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work family conflict and job burnout as well as the moderating effect of perceived organizational support. Survey data collected from 722 employees at banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS SEM) using the SmartPLS 3.0 program indicated that there was a negative effect of emotional intelligence on employees' turnover intention; this was mediated partially through work family conflict and job burnout. Besides, this study indicated that perceived organizational support could decrease work family conflict, job burnout and turnover intention of employees. It could also moderate the relationship between emotional intelligence and work family conflict. This negative relationship was stronger for employees who work in a supportive environment. The main findings of this research provided some empirical implications for the Vietnamese banking industry. It implied that organizations in the service industry should try to improve their employees' work family balance, reduce job burnout and take advantage of these emotional balances and supportive environments to create beneficial outcomes.
Ha Nam Khanh Giao Bui Nhat Vuong Dao Duy Huan Hasanuzzaman Tushar Tran Nhu Quan
212694233
The Influence of Organizational Citizenship Behavior, Continuance Commitment, Emotional Intelligence, and Spirituality on Performance
The research aims to describe and analyze the influence of emotional intelligence and spiritual intelligence on nurse performance with organizational citizenship behavioral and continuance commitment as the intervening variable. The population used was all nurses of Columbia Asia Semarang Hospital. Sampling techniques used the Purposive Sampling method and obtained 58 data. The analytical tool used was path analysis. The test results showed that emotional intelligence and spiritual intelligence had a positive and significant influence on organizational citizenship behavior and continuance commitment. Similarly, emotional intelligence, spiritual intelligence, OCB, and continuance commitment positively influenced nurse performance.
Adnan Hakim A Y Pristika
221664658
Conflict Resolution Strategies and Workplace Frustration and Organizational Citizenship Behavior: The Moderating Role of Emotional Intelligence
The purpose of this research is to determine the relationship between conflict resolution strategies (accommodating, avoiding, compromising, collaborating, and competing) with workplace frustration and organizational citizenship behavior (OCB) with the moderating role of trait emotional intelligence (EI) on their relations. Data was collected through a close ended questionnaire from 298 employees (male 197, female =101) working at different private organizations of the manufacturing and service industry within the city of Karachi. The data were analyzed using confirmatory factor analysis and structured equation modeling. The results indicated that accommodating and avoiding strategies don't seem to have any effect on both frustration and OCB. Accommodating seems positively and significantly affect both. Compromising significantly and positively affect OCB, however, dominating is affecting frustration. Emotional Intelligence also seems to influences both OCB and frustration. EI also complements accommodating and collaboration strategies with workplace frustration. This study is first of its kind in the local context in private sectors and paves the way for further research in the public sector.
Aimen Mairaj Danish Ahmed Siddiqui
218676354
Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach
The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, and a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, intrinsic motivation, EI, organizational justice, and outcome constructs, two EI based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model.
Frontiers in Psychology
Aharon Tziner Erich C Fein Se-Kang Kim Cristinel Vasiliu Or Shkoler
221200988
Empathy, emotional intelligence, and communication in Nursing: The moderating effect of the organizational factors*
Objective: to evaluate the relation and the moderating effect of the organizational factors on the attitudes towards communication, empathy, and emotional intelligence in the nurses. Method: a cross sectional study was conducted with a convenience sample of 268 nurses from Valencia, Spain. The attitudes towards communication were evaluated by means of the specifically designed instrument, those towards empathy with the Jefferson's Scale of Empathy for Nursing Students, and those towards emotional intelligence by means of the Trait Meta Mood Scale, consisting of 24 items. The effect of the studied variables was assessed by means of ANOVA, multiple linear regression models were applied, and the moderating effect was analyzed using PROCESS. Results: there are statistically significant differences based on the type on contract (permanent) and statistically significant differences were found in the cognitive dimension of the attitudes towards communication. Regarding the regression models, the perspective taking dimension of empathy was the main predictive variable tn the dimensions of the attitudes towards communication. Finally, a moderating effect of the type of contract was evidenced in the effect of emotional reparation over the cognitive dimension of the attitudes towards communication. Conclusion: the organizational factors exert an influence on the attitudes towards communication, empathy, and emotional intelligence.
Revista latino americana de enfermagem
Maria del Carmen Gimenez-Espert Elena Castellano-Rioja Vicente Javier Prado-Gasco
220084402
The Antecedents of Burnout in Heads of Secondary Schools of Khyber Pakhtunkhwa: A Study of Relationships among Burnout, Organizational Commitment and Emotional Intelligence
Occupational burnout, according to Hanisah (2019) is an increasingly important phenomenon in Asian countries. School education departments are no exception. The purpose of this study was to analyze the prevalence of burnout among the heads of secondary schools in KPK. This study also investigates the correlation of burnout, emotional intelligence and organizational commitment. The sample of this study comprised 336 head teachers (168 males and 168 females) of secondary schools in Khyber Pakhtunkhwa. Stratified sampling technique was used to select the sample. The research instruments included Copenhagen burnout inventory, Wong and law emotional intelligence scale, Allen and Meyer organizational commitment. For hypothesis testing, Pearson Correlation Coefficient test was chosen. The study concluded that a significant number of heads were experiencing moderate level of burnout. The findings also revealed that the correlation among burnout, organizational commitment and emotional intelligence was significant among the heads of secondary schools of Khyber Pakhtunkhwa.
Tahira Bibi Afshan Huma
220477628
Effect of Emotional Intelligence on Job Satisfaction and Organizational Commitment and Its Impact on Employee Performance (A Case Study of Work Unit of Aceh Jaya District, Aceh Province, Indonesia)
Quick Response Code Abstract: The aim of research is to investigate the effect of emotional intelligence on the performance of employees directly and indirectly through job satisfaction and organizational commitment. The sampling technique used simple random sampling, with sample size of 140 employees at Aceh Jaya District's Work Unit (SKPK) The Analytical technique used in this study is path analysis and sobel test. The outcome indicated that emotional intelligence has positive and significant effect on job satisfaction, organizational commitment, and employee performance. Meanwhile, indirectly, emotional intelligence has positive but not significant effect on employee performance through job satisfaction and organizational commitment.
Sofyan Idris Zaini Fadhli Abdul Rahman Lubis Masri Annur Salmi