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Organizational Dynamics最新文献

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What can we learn about cross-cultural adjustment from Self-Initiated Expatriates? 我们可以从主动移居国外的人身上学到什么跨文化适应?
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-07-01 DOI: 10.1016/j.orgdyn.2021.100885
Savita Kumra, Valerie Lindsay, Marie-France Waxin
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引用次数: 0
Leading hybrid teams: Strategies for realizing the best of both worlds 领导混合团队:实现两个世界的最佳策略
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-07-01 DOI: 10.1016/j.orgdyn.2021.100866
Alanah Mitchell, Pam Estes Brewer
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引用次数: 6
How peer coaching fosters employee proactivity and well-being within a self-managing Finnish digital engineering company 在一家自我管理的芬兰数字工程公司，同伴辅导如何培养员工的积极性和幸福感
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-07-01 DOI: 10.1016/j.orgdyn.2021.100864
Natalia Fey, Emma Nordbäck, Mats Ehrnrooth, Kirsi Mikkonen

Pressure is increasing on traditional organizations to transform by moving away from old hierarchical structures towards more self-management in order to respond to nimble and agile entrepreneurial ventures and start-ups. In order for organizations to succeed in such transformations we need to know more about how radically self-managing organizations function, and what makes employees thrive and struggle in such settings. In this paper, we delve into an innovative peer coaching system used by Nitor, a self-managing digital engineering company, which challenges the mainstream belief how profitable companies should be organized and managed. In our study we explore the key characteristics of this peer coaching system, the mechanisms through which it enables employee proactivity and well-being, the key organizational outcomes and the challenges of successfully implementing it. The study suggests that peer coaching is especially helpful in self-managing firms as it is able to replace some of the key roles that middle management plays in traditional organizations.

传统组织面临着越来越大的压力，需要从旧的等级结构转向更多的自我管理，以应对灵活和敏捷的创业企业和初创企业。为了让组织在这样的转型中取得成功，我们需要更多地了解自我管理组织是如何从根本上运作的，以及是什么让员工在这样的环境中茁壮成长和奋斗。在本文中，我们深入研究了Nitor(一家自我管理的数字工程公司)使用的创新同伴指导系统，该系统挑战了如何组织和管理盈利公司的主流观念。在我们的研究中，我们探讨了这种同伴指导系统的关键特征，它使员工主动性和幸福感的机制，关键的组织成果以及成功实施它的挑战。研究表明，同伴指导在自我管理的公司中尤其有用，因为它能够取代传统组织中中层管理人员扮演的一些关键角色。
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引用次数: 7
Recognizing new complementarities before they become common sense – The role of similarity recognitionRecognizing new complementarities 在新的互补性成为常识之前认识到它们——相似性认识的作用认识到新的互补
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-05-01 DOI: 10.1016/j.orgdyn.2022.100915
M. Gibbert, Julia K. de Groote, M. Hoegl, Monica Mendini
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引用次数: 0
Workplace bullying investigations 职场欺凌调查
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-04-01 DOI: 10.1016/j.orgdyn.2021.100840
Anneli Matsson, Thomas Jordan
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引用次数: 3
Building effective healthcare team development interventions in uncertain times: Tips for success 在不确定时期建立有效的医疗团队发展干预措施:成功秘诀
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-04-01 DOI: 10.1016/j.orgdyn.2020.100824
Stephanie Zajac, Courtney L. Holladay, Scott Tannenbaum, Eduardo Salas
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引用次数: 2
Supporting the productivity and wellbeing of remote workers 支持远程工作者的生产力和福祉
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-04-01 DOI: 10.1016/j.orgdyn.2021.100869
Thomas J. George, Leanne E. Atwater, Dustin Maneethai, Juan M. Madera

We examine the survey responses of 278 individuals who transitioned from the workplace to working from home (WFH) as a result of the Covid 19 pandemic to understand how individuals’ attainment of productivity in work and meaning in life are affected by WFH. We also assess their perceived stress and health challenges experienced since WFH. On average, workers perceive that productivity and meaning changed in opposite directions with the shift to WFH—productivity increased while the meaning derived from daily activities decreased. Stress was reduced while health problems increased. By investigating these changes, we identify important common sources of support and friction associated with remote work that affect multiple dimensions of work and life. For example, personal fortitude is an important source of support, and the intrusion of work into life is an important friction. Our findings lead to concrete recommendations for both organizational leaders and workers in setting key priorities for supporting remote work.

我们研究了278名因Covid - 19大流行而从工作场所过渡到在家工作(WFH)的个人的调查反馈，以了解WFH如何影响个人在工作中实现生产力和生活意义。我们还评估了他们自WFH以来感受到的压力和健康挑战。平均而言，员工认为生产力和意义在向wfh转变的过程中呈相反的方向变化——生产力增加了，而日常活动产生的意义减少了。压力减少了，而健康问题增加了。通过调查这些变化，我们确定了与远程工作相关的支持和摩擦的重要共同来源，这些支持和摩擦影响了工作和生活的多个维度。例如，个人的刚毅是支持的重要来源，而工作对生活的侵扰是重要的摩擦。我们的研究结果为组织领导者和员工提供了具体的建议，以确定支持远程工作的关键优先事项。
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引用次数: 47
High-quality listening in the age of COVID-19 COVID-19时代的高质量倾听
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-04-01 DOI: 10.1016/j.orgdyn.2020.100820
Guy Itzchakov , Jennifer Grau
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引用次数: 18
Positive psychological capital to help combat the mental health fallout from the pandemic and VUCA environment 积极的心理资本，以帮助应对大流行和VUCA环境对心理健康的影响
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-04-01 DOI: 10.1016/j.orgdyn.2020.100817
Fred Luthans , Julie Dyrdek Broad
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引用次数: 25
Driving meeting effectiveness through organizational process improvement—A Lean Six Sigma case study 通过组织过程改进推动会议效率——精益六西格玛案例研究
IF 2 4区 管理学 Q2 BUSINESS
Organizational Dynamics
Pub Date : 2022-04-01 DOI: 10.1016/j.orgdyn.2021.100827
Nicole Vermaelen, Jamison V. Kovach
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引用次数: 2
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