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Open Access
Article
Publication date: 15 February 2021

Aaron Cohen and Mohammad Abedallah

This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational…

3568

Abstract

Purpose

This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report).

Design/methodology/approach

In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB.

Findings

Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence.

Practical implications

Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB.

Originality/value

Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

Details

Organization Management Journal, vol. 18 no. 3/4
Type: Research Article
ISSN:

Keywords

Article
Publication date: 27 July 2021

Aaron Cohen and Emrah Özsoy

The purpose of this paper is to examine the relationship between dark triad personality (DTP) and organizational and individual counterproductive work behaviors (CWB) and…

Abstract

Purpose

The purpose of this paper is to examine the relationship between dark triad personality (DTP) and organizational and individual counterproductive work behaviors (CWB) and perceived career success among employees in Turkey. Additionally, the study examined the effects of four situational variables: perceived organizational politics, transparency, psychological contract breach, and accountability.

Design/methodology/approach

Data were collected from 156 employees across five service organizations in Sakarya, Turkey, using the survey method.

Findings

The regression analysis findings showed that the three traits of the DTP, Machiavellianism, and psychopathy were significantly related to both organizational and interpersonal dimensions of the CWB. Narcissism was not related to any of the dimensions of CWB. The findings showed no significant relationship between any of the four situational variables and the two forms of CWB. However, three of the situational variables were related to perceived career success, while the three dimensions of DTP were not.

Research limitations/implications

The main limitations of this study are its cross-sectional design and the self-reported measures of the dependent variables. Interestingly, the study showed that having high levels of DTP does not necessarily promote their careers.

Originality/value

This study contributes to examining career success as a dependent variable in addition to CWB. The findings showed that situational variables are related to career success, and DTP is related to CWB. This finding has both conceptual and practical implications.

Details

International Journal of Workplace Health Management, vol. 14 no. 5
Type: Research Article
ISSN: 1753-8351

Keywords

Open Access
Article
Publication date: 17 July 2019

Aaron Cohen and Sari Ehrlich

Constructive deviance is a behavior that can contribute to the effectiveness of an organization despite its problematic nature. Too few studies have examined the correlates of…

4723

Abstract

Purpose

Constructive deviance is a behavior that can contribute to the effectiveness of an organization despite its problematic nature. Too few studies have examined the correlates of this behavior. The purpose of this study is to examine variables that represent exchange and organizational culture and their relationship to supervisor-reported and self-reported constructive deviance.

Design/methodology/approach

The survey data were collected from 602 employees (a response rate of 67 per cent) in a large municipality in central Israel. Hierarchical linear modeling (HLM) analyses were performed for each of the dependent variables (three self-reported constructive deviances and three supervisor-reported constructive deviance) controlling for divisions and departments.

Findings

The findings showed that self-reported constructive deviance was explained much better by the independent variables than supervisor-reported deviance. Organizational justice and moral identity had a strong direct effect on constructive deviance (self-reported). The mediation effect showed that an organizational climate for innovation had the strongest mediation effect among the mediators. Psychological contract breach was found to have a limited effect on constructive deviance.

Practical implications

Organizations should encourage procedural justice to encourage their employees to act in support of the organization, whether openly (formal performance) or more secretly (constructive deviance). Also, organizations should support innovation climate if they want to increase constructive deviance of their employees.

Originality/value

In a time when innovation and creativity are gaining increasing importance as behaviors that contribute to organizational success, more research on constructive deviance is expected. This study increases our understanding of this important concept stimulates additional studies of it.

Content available
Article
Publication date: 1 June 2006

Eileen Fitzsimons

97

Abstract

Details

The Bottom Line, vol. 19 no. 2
Type: Research Article
ISSN: 0888-045X

Article
Publication date: 3 August 2010

Aaron Cohen and Aya Veled‐Hecht

This paper seeks to examine the relationship between organizational socialization and commitment in the workplace (affective organizational commitment, occupational commitment…

3384

Abstract

Purpose

This paper seeks to examine the relationship between organizational socialization and commitment in the workplace (affective organizational commitment, occupational commitment, workgroup commitment, work involvement and job involvement). It also examines whether this relationship holds when organizational justice is included in the equation.

Design/methodology/approach

A total of 109 employees employed no longer than 3.5 years in long‐term nursing care facilities in Israel completed the questionnaire (a 70 per cent response rate).

Findings

The results showed that organizational socialization was related to all forms of commitment, particularly to organizational commitment, workgroup commitment and job involvement. The relationship held when organizational justice was added to the equations, particularly for the previously mentioned three commitment forms. The models explained a relatively large amount of the variance in commitment forms. The implications of the findings for future research on commitment and organizational socialization are discussed.

Originality/value

While a number of studies have explored the relationship between socialization and commitment, very few studies have examined how socialization is related to more than one focus of commitment simultaneously. This paper aims to fill this gap.

Details

Personnel Review, vol. 39 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 7 January 2019

Denis Primakov

The status of government’s legal adviser in Israel is complicated and controversial. This status deeply impacts discretion and independence, especially in the role of combating…

Abstract

Purpose

The status of government’s legal adviser in Israel is complicated and controversial. This status deeply impacts discretion and independence, especially in the role of combating corruption. This article aims to review the status, power and independence of the government’s legal adviser and his/her interaction with other legal institutions dealing with corruption cases.

Design/methodology/approach

The author argues that the period of the 1980s, in Israel, was characterized by prosecution’s activism because of the dramatically increased number of corruption-related cases.

Findings

Prominent government legal advisers formulated approaches to the struggle against political corruption in Israel; upon becoming justices of the supreme court, they successfully transited their prosecution mindset to judicial activism (and not only for corruption-related cases).

Originality/value

This article discovers a linkage between prosecution and judicial positions, not under the Israeli legislation but based on personal willingness to combat corruption.

Article
Publication date: 29 November 2011

Aaron Cohen

This paper aims to examine relationships between individual‐level values, psychological contracts, and six workplace commitment forms (organizational, occupational, group, work…

3780

Abstract

Purpose

This paper aims to examine relationships between individual‐level values, psychological contracts, and six workplace commitment forms (organizational, occupational, group, work, job, union). It also seeks to examine whether individual values and psychological contracts relate to commitment forms when controlling for demographic variables.

Design/methodology/approach

A total of 313 employees of a major bank in Israel took part in this survey study.

Findings

The findings show that individual values, particularly those that represent more traditional and conservative values, relate to commitment forms above and beyond the effect of the demographic variables. The results also show strong positive relationships between relational contracts and all of the commitment forms.

Research limitations/implications

The study relied upon a snapshot‐in‐time survey design. Such a design consists of a single observation with no control group and limited control over the effects of variables. Also, only one professional group, bank employees, was examined here, and one should be cautious about generalizing the results to other occupational groups.

Originality/value

An important contribution of this study is the examination of the psychological contract in its relationship to commitment, a relationship thus far little examined in the literature. Another important contribution of this study is its exploration of how psychological contracts relate to other forms of commitment in addition to organizational commitment.

Details

Career Development International, vol. 16 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 9 March 2010

Aaron Cohen and Orit Shamai

There has been a growing trend recently to examine individual‐level values in order to better understand the attitudes and behaviors of employees in the workplace. This paper aims…

2382

Abstract

Purpose

There has been a growing trend recently to examine individual‐level values in order to better understand the attitudes and behaviors of employees in the workplace. This paper aims to continue this trend by examining the relationship between individual values, using Schwartz's basic human values theory, and psychological well‐being (PWB) and affective organizational commitment. It also seeks to examine whether demographic variables control the relationship between individual values and the two dependent variables.

Design/methodology/approach

The sample is comprised of 271 police officers enrolled in an undergraduate program in an Israeli university.

Findings

As expected, the regression analysis showed a positive relationship between PWB and the values of benevolence, self‐direction, and achievement, and a negative relationship between PWB and the values of power and tradition. Surprisingly, organizational commitment was negatively related to achievement and positively related to power – the reverse of their relationship with PWB. The results also revealed a negative correlation between PWB and commitment.

Originality/value

The findings encourage future research on the relationship between individual values, PWB, and organizational commitment among police officers.

Details

Policing: An International Journal of Police Strategies & Management, vol. 33 no. 1
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 5 May 2015

Ebrahem Abd El Majid and Aaron Cohen

The purpose of this paper is to examine the relationship between individual values, social exchange variables (organizational leadership and transformational leadership), and…

1269

Abstract

Purpose

The purpose of this paper is to examine the relationship between individual values, social exchange variables (organizational leadership and transformational leadership), and organizational citizenship behavior (OCB) and in-role performance. Specifically, we posited that the principals’ values would be transmitted to the teachers and would thereby affect the latter’s OCB and in-role performance.

Design/methodology/approach

A survey was administrated in a sample of 1,268 teachers and their 64 principals, all of them employed in Arab schools in Israel.

Findings

The results of HLM showed that the principals’ individual values were related to two of the outcome variables: Openness to change was related to altruistic OCB and self-transcendence to in-role performance. However, the nature of the relationships found was not according to expectations. The findings showed a strong positive relationship between the two social exchange variables and all three outcome variables. The results demonstrate that both individual values and social exchange variables are concepts that can increase the understanding of employees’ behavior in the workplace.

Research limitations/implications

The authors conclude by emphasizing the need for further research on the relationship between values, social exchange, and performance and by suggesting some directions for such research.

Originality/value

The data for the study were collected from different sources (data on values and performance from the schools’ principals and data on the exchange variables from the teachers). Such an examination provides interesting insights into the relationship examined, together with reducing common method errors.

Details

Leadership & Organization Development Journal, vol. 36 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 7 August 2007

Aaron Cohen and Ronit Golan

The purpose of this paper is to examine the impact of prior absenteeism, demographic variables, and work attitudes (job satisfaction, perceptions of health, and work commitments…

8389

Abstract

Purpose

The purpose of this paper is to examine the impact of prior absenteeism, demographic variables, and work attitudes (job satisfaction, perceptions of health, and work commitments forms) on absenteeism and turnover intentions.

Design/methodology/approach

This study is a longitudinal survey. The questionnaire used established scales of the research instruments. The sample was composed of 119 female employees working in five long term nursing facilities in northern Israel.

Findings

The findings showed a strong effect of prior absenteeism on later absenteeism. They also showed that among work attitudes, job satisfaction is a strong predictor of absenteeism, while commitment forms, particularly organizational commitment, are related to turnover intentions.

Research limitations/implications

Using a survey questionnaire for collecting most of the data might cause common method error.

Practical implications

The findings of this study shed some more light on important work outcomes in general and in the health care industry in particular. Increasing job satisfaction and organizational commitment seem to be good strategies for reducing absenteeism and turnover intentions, as the findings here suggested. A higher rate of absenteeism provides an early indication of a withdrawal process among employees, and the organization should treat such information as more than just data on absence rates.

Originality/value

Very few papers have used a longitudinal design examining the effect of both prior absenteeism and work attitudes on turnover intentions and actual absenteeism.

Details

Career Development International, vol. 12 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

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