Employee motivation and professional burnout as impacts of organizational culture on medical institutionsPauliene, Rasa; Kasnauskiene, Gindrute; Raudone, Odeta; Liubauskiene, Vaida; Vrontis, Demetris
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-11-2023-4082
This study aims to examine the impact of organizational culture of medical institutions on employee motivation and professional burnout, with occupation (i.e. doctor, nurse and administration employee) being a moderator.Design/methodology/approachA quantitative method (survey) was used for this study in Lithuania (EU), with a sum of 235 fulfilled questionnaires being obtained online. IBM SPSS software was used for statistical analysis and testing hypotheses.FindingsThe research results reveal that organizational culture is significantly related to both employee motivation and professional burnout in Lithuanian medical institutions. Moreover, theoretical and executive implications highlight the requisite role of and manner in which organizational culture and employee motivation can reduce employee turnover, retain talent, limit employee burnout and overall strengthen the design and implementation of long-term human resource management planning.Social implicationsThis research delineates, explicates and directs crucial aspects of medical institutions’ effective functioning, a concern of even the most developed nations, as health sector performance, individually, organizationally and collectively, is a natural principal factor of social well-being and health.Originality/valueFurther and unique to the extant research, the authors analyzed specific organizational interactions, which revealed different statistical relationships between organizational culture and doctors’, nurses’ and administration employees’ overload, lack of development and neglect. The authors, thus, identified that organizational culture does not have a statistically significant impact on neglect of doctors, nurses and administration employees; however, it does significantly influence overload and lack of development in all respondents’ groups.
When employees behave unethically in the name of the company: the effect of cognitive moral developmentHo, Yi-Hui
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-09-2023-3993
This study aims to investigate the association between cognitive moral development (CMD) and unethical pro-organizational behaviour (UPB) by taking purchasing employees as research subjects. The moderating effect of perceived leader’s UPB is also explored.Design/methodology/approachData were collected through a two-stage questionnaire survey on purchasing employees in companies across a spectrum of industries in Taiwan, and 492 purchasing employees were analysed in the study.FindingsResearch findings reveal that employees at the conventional level of CMD are more likely to conduct UPB than those at the pre-conventional and post-conventional levels. Perceived leader’s UPB will moderate the association between CMD and UPB. Employees’ UPB is strongly associated with their CMD when they perceive their leaders as being likely to perform UPB.Originality/valueAlthough a variety of factors influencing UPB have been proposed in the literature, none of them have analysed the association between CMD and UPB. However, CMD is one important factor affecting ethical decision-making. The present study can promote further understanding of the role of CMD in UPB and contribute to a growing body of research on CMD and UPB.
Proud of my organization: conceptualizing the relationships between high-performance HR practices, leadership support, organizational pride, identification and innovative work behaviourDeepa, R.; Baral, Rupashree; Saini, Gordhan Kumar
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-12-2023-4148
This study aims to investigate the effect of high-performance HR practices (HPHRP) on the innovative work behaviour (IWB) of employees. Drawing on social exchange theory, when employees perceive their exchange relationship in terms of HPHRP and leadership support as fair, we hypothesize that employees will demonstrate greater IWB. However, drawing on social identity theory, we hypothesize that when the attitude of employees towards their employer with best employer practices is favourable, the impact of HPHRP mediated by organizational pride and organizational identification, has a greater impact on employee IWB.Design/methodology/approachSurvey research was used to empirically validate the study involving employees (n = 370) who belong to the best employer brands in India. The data was analysed using Process Macro Models 7 for moderated mediation and Model 6 for serial mediation using bootstrapping procedures.FindingsThe results suggest that perceived leadership support moderated the indirect effect of HPHRP on IWB through organizational pride. Again, organizational pride and identification partially and serially mediated the impact of HPHRP on IWB.Research limitations/implicationsOrganizations must invest in HPHRP, with supportive leadership practices that can foster an emotional attitude of pride and a cognitive attitude of organizational identification to be an employer of choice resulting in employees’ IWB.Originality/valueThe study investigating the mediating impact of the emotional and cognitive attitudes of pride and organizational identification has not been previously explored, in the relationship between HPHRP and IWB, from a social identity perspective.
To be or not to be mindful at work. Analysis of the effects on psychological strain and job satisfactionLohrmann, Hannah; Tirrel, Henning
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-01-2024-4167
This study aims to uncover the theoretical role and the effects of mindfulness on psychological strain as well as job satisfaction among young German employees. The study took place during the COVID-19 pandemic, which was a stressful time for German employees. Thus, the role of mindfulness should be explained.Design/methodology/approachA sample of 198 participants was used for analysing the relationships by applying partial least squares structural equal modelling.FindingsThis study highlights that, in the working context, mindfulness was statistically significantly and negatively related to psychological strain (ß = −0.498, p < 0.000) and positively as well as statistically significantly related to job satisfaction (ß = 0.263, p < 0.000). Furthermore, psychological strain is negatively but statistically significant related to job satisfaction (ß = −0.207, p < 0.017). Additionally, psychological strain mediates the relationship between mindfulness and job satisfaction positively and significantly (ß = 0.103, p < 0.026).Originality/valueThis study contributes by firstly setting up a conceptual model that explicitly uncovers the paramount importance of mindfulness at work in relation to job satisfaction. Moreover, the authors contribute by highlighting that psychological strain is negatively affected by mindfulness. To the best of the authors knowledge, this is the first study examining this interplay and setting up a new conceptual model.
Routine dynamics and sociomateriality: insights into technological artifacts and their rolesCosta Júnior, Júlio César da; Nascimento, Leandro da Silva; Silva, Magda Vanessa Souza da; Jerônimo, Taciana de Barros
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-09-2023-3970
This paper aims to discuss artifacts and how they influence the performative scheme of the routine and human agency. Artifacts emerge from a heterogeneous network of technical and social elements, which implies assuming that they strongly influence the performance of a routine and the organizing.Design/methodology/approachThis essay starts from an established theoretical framework to develop reflections and propose that the artifacts entangle part of organizational knowledge and that the artifact's role is structured by their enactment in performing a routine, which gives them meaning and a sense of purpose.FindingsThe propositions contribute to theoretical and empirical advances by offering new insights for analysing the role of artifacts in routine dynamics. The main arguments presented are about (i) the existence of a potential role and a performed role for artifacts, (ii) that the artifacts' role evolves from knowledge and know-how embedded in routines and their actants and (iii) that artifacts are connected through networks of routines, and they embed a vast repertoire of knowledge and expertise.Originality/valueAlso, it proposes a fruitful research agenda based on the main reflections. Finally, the thoughts presented open a pandora's box to reflect on the intertwining between human and artifacts, not just in organizing but also in everyday social life.
Outnumbered and outranked: a macrostructural snapshot of gendered inequalities in higher academia in JordanHawatmeh, Christina Zacharia; Abu Hashish, Iman; Alazzeh, Rawand Rami
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-09-2023-3953
This article aims to illuminate the gendered organisational structure of higher education in Jordan by collecting and analysing a national-level snapshot of the current distribution of women and men in leadership positions and academic ranks across Jordanian universities to pinpoint inequalities in specific levels and fields.Design/methodology/approachGrounded in gendered organisational theory, this study presents a snapshot of the gender composition of 10 public and 14 private universities in Jordan. The snapshot, collected in September 2022 from these universities’ websites, examines counts of male and female administrative leaders as well as academic staff across all ranks for all faculties in both STEM and liberal arts fields.FindingsThe distribution of women and men in leadership positions in universities across Jordan is highly unequal, with men outnumbering women in the uppermost positions by nearly 10:1. This gap decreases as the rank of positions decreases, indicative of a highly gendered organisational structure, with only three to four fields approaching gender parity.Research limitations/implicationsThis paper offers a comprehensive and detailed quantitative foundation for researchers to investigate the underlying social, cultural, legal, political and economic factors perpetuating gender inequality in academia in Jordan and in comparative studies.Practical implicationsThis study is relevant for targeting policies for advancing sustainable development goals, specifically 5.5, which aim at women’s full and effective participation and equal opportunities for leadership at all levels of decision-making.Originality/valueThis study provides the most detailed and extensive macro-level analysis of the gender composition of universities in Jordan.
Positive psychology in individual wellness: a thematic illustration of drama as a therapeutic framework in identity transformationD’Souza, Anil; Rani, Jaya
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-01-2024-4236
The language of participative theatre can be considered immersive in the treatment of its dialectics where participants engage fully with their dichotomies and value systems through physical and psychological exploratory processes as they commit themselves to transformation.Design/methodology/approachThe use of drama as an intervention for challenging recurring mental models of oppressive narratives is used extensively in experiential psychotherapy and as a socio-psychological integrative tool. This experiential methodology allows for an organic development and expression of themes and motifs by encouraging a participant to develop a deeper awareness of how he/she interprets their identity and that of the community in which they function.FindingsThis paper aims to review the implications of applying drama-based interventions as positive psychotherapeutic devices to facilitate self-reflection and active-constructive responding in enabling a rendering of positive patterns of thought and purposeful movement towards emotional and physical well-being.Practical implicationsResearch on the principles of positive psychology suggests that positive emotions lead to therapeutic change. Nurturing positive emotions which are immanent in spirituality, creativity and optimistic perseverance through autonomy and self-regulation enable individual potential to come to meaningful fruition.Originality/valueThe paper conceptualizes psychodrama as a framing technique in enabling reflexive action in identity transformation and well-being.
The impact of blockchain on Brazilian public procurement processes from the perspective of transaction costs: scenarios as perceived by expertsAndrade, Guilherme Paulo; Abreu, Júlio César Andrade de; Santos, Ruan Carlos dos
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-07-2023-3829
This paper aims to explore the impacts of a blockchain network implementation to support purchasing processes of a Brazilian public organization.Design/methodology/approachThe Grumbach method was used to build the scenarios. Five experts with knowledge in blockchain and experience in public procurement were consulted on 20 possible preliminary events, defining their probability of occurrence and relevance. The data obtained were processed in Puma software, which returned a selection of ten definitive events, based on probability, relevance and standard deviation indicators, generating a map of prospective scenarios.FindingsThree following scenarios are shown, the ideal scenario, the one with greater implantation benefits and fewer complications; the trend scenario, more likely to occur under current conditions; and the most likely scenario of occurrence, according to experts. The results indicated which simulated events are drivers (motives), and which are influenced (dependent). They were categorized as opportunities or threats to the deployment of the technology.Research limitations/implicationsAlthough public procurement processes are standardized by Brazilian legislation, new events may arise from the replication of the model in different organizations. The research revealed the need for practical testing in a simulated public procurement environment.Originality/valueThe article explores the interaction between disruptive network technology and processes linked to public sector efficiency. Studies on electronic government point to the future of public management.
How overloaded employees can use resilience and forgiveness resources to overcome dissatisfaction and maintain their knowledge-sharing effortsDe Clercq, Dirk; Pereira, Renato
2025 International Journal of Organizational Analysis
doi: 10.1108/ijoa-10-2023-4056
Drawing on conservation of resources theory, this study aims to examine how employees’ experiences of excessive workloads may direct them away from efforts to share knowledge with other organizational members, as well as the circumstances in which this process is more or less likely. To untangle the process, the authors predict a mediating role of job dissatisfaction and moderating roles of two complementary resources that help employees cope with failure: resilience as a personal resource and organizational forgiveness as an organizational resource.Design/methodology/approachSurvey data were gathered from employees of an organization that operates in the construction retail sector. The Process macro provides an empirical test of the moderated mediation dynamic that underpins the proposed conceptual framework.FindingsThe statistical findings affirm that an important channel through which employees’ perceptions that their work demands are unreasonable escalate into a diminished propensity to share knowledge is their lack of enthusiasm about their jobs. Their ability to recover from challenging work situations and their beliefs that the organization does not hold grudges against people who commit mistakes both mitigate this harmful effect.Practical implicationsFor organizational practitioners, this research shows that when employees feel frustrated about extreme work pressures, the resource-draining situation may escalate into diminished knowledge sharing, which might inadvertently undermine their ability to receive valuable feedback for dealing with the challenges. From a positive perspective, individual resilience and organizational forgiveness represent resources that can protect employees against this negative spiral.Originality/valueThis study explicates an unexplored harmful effect of strenuous workloads on knowledge sharing, which is explained by employees’ beliefs that their organization fails to provide satisfactory job experiences. This effect also is mitigated to the extent that employees can draw from valuable personal and organizational resources.