Organizational Behavior: Analysis of Articles Essay

Introduction

For the needs of this task, the creator positioned two current articles pertaining to organizational conduct and analyzed them. They discovered each papers utilizing the Google Scholar search engine and the key phrases “organizational behavior.” The “Since 2017” filter was set to make sure that the articles in query had been up to date and mirrored current developments in analysis on the subject. Both of the paperwork chosen had been chosen as a result of they had been in open entry, whether or not straight by way of a writer or by way of an alternate scientific database. They additionally come from respected journals and have been revealed already as a substitute of being relegated to online-only advance print articles. The info essential to entry every article is contained inside the References part, which has DOI hyperlinks obtainable. The following part will present a abstract and critique of every of the articles primarily based on the creator’s studying of them.

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Unethical Pro-Organizational Behavior and Positive Leader–Employee Relationships

The first article mentioned is that by Bryant and Merritt (2019), which considerations cases of unethical pro-organizational conduct (UPB) and their relationship with leader-employee relationships. The authors recruited 378 staff at Amazon Mechanical Turk and used plenty of surveys to quantitatively assess their unethical conduct, perceived interpersonal justice, leader-member alternate, ethical identities, and optimistic reciprocity beliefs. They got here to the next conclusions:

  1. A optimistic supervisor-employee relationship could make the latter extra prone to behave unethically within the firm’s favor;
  2. UPB is prosocially-motivated to a big extent, versus different sorts of unethical actions;
  3. Employees who consider they’re handled pretty are much less prone to interact in UPB than counterparts who understand their remedy as simply;
  4. Individual ethical values don’t average the connection between leader-member exchanges and UPB considerably;
  5. UPB is predicated on belief that the conduct might be rewarded and isn’t related to cognitive optimistic reciprocity beliefs.

The article challenges the standard views on UPB, which have a tendency to claim that, like different forms of unethical conduct, it tends to stem from damaging employee traits. Moreover, there’s an assumption that the company setting tends to strain staff into performing unethically to protect their jobs, whether or not on account of worry of the corporate struggling financial harm and having to put them off or retribution for refusing immoral requests. Per this research, the choice to take such actions could as a substitute be told by loyalty to the corporate, with the worker keen to take a private danger as a result of they consider the enterprise will acknowledge and compensate them. The narrative seems to be compelling, not less than for staff in positions with out vital obligations, equivalent to these investigated within the research. With that stated, it presents a brand new paradigm that will name present pointers on organizational tradition and conduct into query. Additional analysis is critical earlier than the ideas created by this analysis might be integrated into administration concept and apply.

Cross-Cultural Industrial Organizational Psychology and Organizational Behavior

The second article is written by Gelfand et al. (2017) and gives a historic overview of the evolution of cross-cultural organizational psychology and organizational conduct as disciplines over the previous 100 years. To accomplish that, they conduct a literature overview of great articles and developments over that point, subdividing the interval into 4 smaller levels. Using the findings, they spotlight a number of points in up to date analysis within the disciplines in addition to ideas for its additional growth sooner or later. The key takeaways from the article are as follows:

  1. Early on, organizational psychology targeted on American tradition, requiring different cultures to adapt to it.
  2. After 1949, the significance of cultural variations was acknowledged and explored in additional element, ensuing within the addition of extra organizational conduct dimensions.
  3. Between 1980 and 2000, particular fashions linking tradition and organizational psychology in addition to conduct emerged and had been adopted in theories.
  4. After 2000, sensible wants have spurred the fast growth of cross-cultural concept, investigating the connection between cultures and contexts and enhancing sophistication total.
  5. Overall, all through the twentieth century, organizational psychology and behavioral analysis within the United States has more and more thought-about cross-cultural contexts.
  6. In the long run, the self-discipline might want to broaden its scope, apply particular measurements to cultures to grasp them higher, acknowledge their dynamic natures, analyze international contexts, discover cultural constructs, and concentrate on range in strategies and disciplines.

Conclusion

Overall, the article gives an attractive overview of the evolution of views on organizational conduct. The narrative and timelines that it gives seem like correct, contemplating that organizational conduct as a self-discipline continues to be growing actively, significantly in its cross-cultural facet. With that stated, it needs to be famous that the paper focuses extensively on the journal during which it’s written, highlighting its total failure to maintain up with the developments. As such, there could have been developments within the broader discipline that the authors could have missed on account of their slender focus. With that stated, the article continues to be helpful as an outline of the faults of present cross-cultural organizational conduct analysis and a number of the advances that might want to occur sooner or later.

References

Bryant, W., & Merritt, S. M. (2019). Unethical pro-organizational conduct and optimistic chief–worker relationships. Journal of Business Ethics, 168, 1-17.

Gelfand, M. J., Aycan, Z., Erez, M., & Leung, Okay. (2017). Cross-cultural industrial organizational psychology and organizational conduct: 100-year journey. Journal of Applied Psychology, 102(3), 514-529.

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