Guilty Speculations: The Affective Climate of Global Anthropocene Fictions

Allison Mackey

doi:10.5621/sciefictstud.45.3.0530

Distributed leadership and organizational commitment: moderating role of confidence and affective climate

European Business Review ◽

10.1108/ebr-04-2018-0073 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Sinda Ben Sedrine ◽

Amel Sabra Bouderbala ◽

Myryam Hamdi

Keyword(s):

Organizational Commitment ◽

Organizational Climate ◽

Distributed Leadership ◽

Positive Impact ◽

Essential Element ◽

Equation Modeling ◽

Content Type ◽

Digital World ◽

Affective Climate

Purpose The purpose of this study is to examine the effect of distributed leadership on organizational commitment and the role of trust and open group climate as moderator variables in this relationship. Design/methodology/approach To test the conceptual model and research hypotheses empirically, the authors collected data based on an investigation over a sample of 318 engineers in the Information Technology telecommunication sector in Tunisia. The results were analyzed using factor analysis and structural equation modeling. Findings The results show a significant and positive impact of the support function, of the participation in decision-making and cooperation on organizational commitment. The authors find evidence for the existence of a positive moderating effect of trust and affective climate at the level of the causal link between distributed leadership and organizational commitment dimensions. Research limitations/implications These results provide useful indications for managers within the framework of leadership style that is more appropriate to the group’s proper functioning. Throughout this work, managers will know that distributed leadership is adapted to create a social climate based on dialogue and trust, an essential element of distributed leadership. Supervision and authority should give up a coercive vision in a more cooperative and constructive approach. Coordination should be founded on a horizontal and transversal vision of the organization. Originality/value Distributed leadership is increasingly seen as a key vehicle for firms’ improvement and renewal. However, research on this concept was largely conducted in the field of education and health. Studies dealing with small and medium-sized companies are rather scarce. There are not, to the best of the authors’ knowledge, any works in the Tunisian context because the majority of the reference studies are Anglo-Saxon. The originality and value of this research lies in its anchoring in the context. Moreover, this study provides empirical evidence of the importance of the role of the affective climate on organizational commitment. Indeed, engagement is a behavioral and attitudinal indicator of organizational climate. This paper is intended to provide a stimulus for exploring the distributed leadership area in terms of shaping thinking and designs for organizational change to enhance organizational commitment in a highly digital world.

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Effects of trait affect on creativity: Moderating role of group affective climate and reflexivity

Academy of Management Proceedings ◽

10.5465/ambpp.2012.15310abstract ◽

2012 ◽

Vol 2012 (1) ◽

pp. 15310 ◽

Cited By ~ 1

Author(s):

Moon Joung Kim ◽

Jin Nam Choi

Keyword(s):

Trait Affect ◽

Affective Climate ◽

Moderating Role

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Positive Affective Climate Inhibits Employee Prohibitive Voice: A Hedonic Contingency Perspective

Academy of Management Proceedings ◽

10.5465/ambpp.2020.10116abstract ◽

2020 ◽

Vol 2020 (1) ◽

pp. 10116

Author(s):

SinHui Chong ◽

Yi Huang ◽

Riguang Gao

Keyword(s):

Contingency Perspective ◽

Affective Climate ◽

Prohibitive Voice

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How and when customer feedback influences organizational health

Journal of Managerial Psychology ◽

10.1108/jmp-09-2014-0262 ◽

2016 ◽

Vol 31 (2) ◽

pp. 624-640 ◽

Cited By ~ 5

Author(s):

Petra Kipfelsberger ◽

Dennis Herhausen ◽

Heike Bruch

Keyword(s):

Organizational Climate ◽

Organizational Health ◽

Organizational Level ◽

Equation Modeling ◽

Emotional Climate ◽

Content Type ◽

Customer Feedback ◽

Affective Climate ◽

Empowerment Climate ◽

The Impact

Purpose – The purpose of this paper is to explore how and when customers influence organizational climate and organizational health through their feedback. Based on affective events theory, the authors classify both positive and negative customer feedback (PCF and NCF) as affective work events. The authors expect that these events influence the positive affective climate of an organization and ultimately organizational health, and that the relationships are moderated by empowerment climate. Design/methodology/approach – Structural equation modeling was utilized to analyze survey data obtained from a sample of 178 board members, 80 HR representatives, and 10,953 employees from 80 independent organizations. Findings – The findings support the expected indirect effects. Furthermore, empowerment climate strengthened the impact of PCF on organizational health but does not affect the relationship between NCF and organizational health. Research limitations/implications – The cross-sectional design is a potential limitation of the study. Practical implications – Managers should be aware that customer feedback influences an organization’s emotional climate and organizational health. Based on the results organizations might actively disseminate PCF and establish an empowerment climate. With regard to NCF, managers might consider the potential affective and health-related consequences for employees and organizations. Social implications – Customers are able to contribute to an organization’s positive affective climate and to organizational health if they provide positive feedback to organizations. Originality/value – By providing first insights into the consequences of both PCF and NCF on organizational health, this study opens a new avenue for scientific inquiry of customer influences on employees at the organizational level.

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The Dimension of Social Solidarity in Distributive Justice

Social Science Information ◽

10.1177/0539018403042002005 ◽

2003 ◽

Vol 42 (2) ◽

pp. 255-276 ◽

Cited By ~ 2

Author(s):

Clara Sabbagh

Keyword(s):

Distributive Justice ◽

Conceptual Framework ◽

Social Action ◽

Social Contexts ◽

The Other ◽

Social Solidarity ◽

Socially Constructed ◽

Integral Component ◽

Affective Climate ◽

Definition Of

Some normative and empirically based theories conceptualize distributive justice as principles of social action which are characterized by their universal validity, while others see these principles as being local or socially constructed. I discuss these contrasting approaches while arguing that social contexts are a substantive and integral component in the definition of distributive justice. The conceptual framework offered here maps five main attributes of social contexts which, according to the literature, shape justice principles (goals and motives, object of perception, relating to the other, affective climate and type of exchanged resource). It reconsiders these attributes in a more comprehensive way as different aspects of a common dimension, namely, the dimension of social solidarity.

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