scholarly journals Smartphones in the workplace: Changing organizational behavior, transforming the future

LUX ◽  
2013 ◽  
Vol 3 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Thiraput Pitichat
Keyword(s):  
Organizational Behavior ◽  
The Future

scholarly journals Perspectives of a Practitioner-Scientist on Organizational Psychology/Organizational Behavior

2019 ◽  
Vol 6 (1) ◽  
pp. 1-16 ◽  
Author(s):  
Gary P. Latham
Keyword(s):  
Organizational Behavior ◽  
Doctoral Programs ◽  
Organizational Psychology ◽  
Theory Building ◽  
The Future ◽  
Journal Editorial ◽  
Deductive Theory ◽  
Qualitative Analyses

In this article I comment on areas where I agree/disagree with the five previous perspectives on organizational psychology/organizational behavior (OP/OB). This is followed by a dire prediction of the future for OP doctoral programs, criticisms of the journal editorial processes and the overemphasis on deductive theory building, the value of qualitative analyses and enumerative reviews, the importance of mentors for advancing one's career, and the strengths and weaknesses of our scholarly societies. The article ends with a call for improving the balance currently in favor of scientists at the expense of practitioners.

Demographic challenges for the future business leader: evidence from a Greek survey

2017 ◽  
Vol 5 (3) ◽  
pp. 297-310 ◽  
Author(s):  
Eleanna Galanaki ◽  
Nancy Papalexandris
Keyword(s):  
Leadership Development ◽  
Organizational Behavior ◽  
Leadership Behavior ◽  
Practical Significance ◽  
Business Leader ◽  
Implicit Leadership ◽  
Content Type ◽  
Active Involvement ◽  
The Future ◽  
Future Business

Purpose The purpose of this paper is to identify the challenges posed to business leaders from major global demographic changes expected in the workforce composition, such as higher participation of women and more active involvement of elder and more experienced people in the future workforce. Design/methodology/approach The authors ran a survey among 733 middle managers, focusing on their ideal leadership behavior. The Global Leadership and Organizational Behavior project methodology was applied for data collection and analyses. Findings Several significant differences were established in leadership ideals according to gender, age and managerial experience. The differences based on gender had higher practical significance than the ones based on age and experience of the respondents. Research limitations/implications The paper adds up to the pertinent in the implicit leadership approach dialogue over the existence of stable, global and unchanging aspects of leadership. Practical implications Leader behaviors traditionally deemed as positive, such as the participative and charismatic/value-based leadership, are shown to be critical for the future business leader. Leadership development in organizations should focus on these two aspects. Social implications Leaders who can meet the expectations of diverse groups of people will be able to achieve inclusion of least privileged groups at the business level, leading to higher inclusion at the social, aggregate level. Originality/value The paper is the first to explore how documented demographic trends could affect the way that leadership will evolve in the near future.

scholarly journals E-MARKETING AND ITS IMPLICATION FOR HUMAN CAPITAL IN THE TIME OF CORONA

2021 ◽  
Vol 3 (1) ◽  
pp. 14-27
Author(s):  
Reham Ershaid Sami NUSAIR ◽  
◽  
Ahmad Nader Mahmoud ALOQAILY
Keyword(s):  
Human Capital ◽  
Organizational Behavior ◽  
Knowledge Base ◽  
Survey Method ◽  
Business Organizations ◽  
The Future ◽  
Future Of Marketing ◽  
The Relationship

This study aims to identify the reality of E-marketing, the reality of human capital, and the relationship between e-marketing and human capital. This study has a theoretical mission in which researchers have benefited from the survey method that is based on knowledge of what was said and written of the researchers' opinions regarding the studied topic. This helps to anticipate the future of marketing, and highlight the role of e-marketing and human capital in the field of organization sciences and organizational behavior and their applications in business organizations. As business organizations represent the environment from which ideas were originated and generated, and through which theories and intellectual models emerged. This helped create the appropriate climate and knowledge base for organizations to rely on, in an environment dominated by competition challenges and speed of change.

scholarly journals The future of work: Remote work in the emerging new normal

2021 ◽  
Vol 12 (01) ◽  
Author(s):  
Simon J. Best ◽  
Keyword(s):  
Organizational Behavior ◽  
Work Conditions ◽  
The United States ◽  
Remote Work ◽  
Business Economics ◽  
New Normal ◽  
Future Of Work ◽  
Gender Biases ◽  
The Future ◽  
Employee Relationships

What HRM structures and schedules are most likely to characterize the post-pandemic period? This paper, taking a multidisciplinary approach to the analysis of the future of work and hybridized workforces, straddles the fields of HRM, business economics, and organizational behavior. It seeks to provide insights into the evolving post-pandemic’s new normal. The gains from the vaccination efforts in the US, in particular, are leading to shifts from the pandemic’s dismissal as a short-term phenomenon, to one that is now manageable. This paper, hence, analyzes the emerging trends and patterns that will most likely influence and shape the use of the human resource in companies, especially within the United States of America. It highlights the various discovered types, intensities, modalities, related to a range of worker types and work conditions associated with hybridized HRM, and the expected patterns and changes in employer-employee relationships likely to be maintained or expanded, that, informed by the Gratton framework of time and place. The paper maintains that not all work types are suitable for remote work. Additionally, certain gender biases are retained in the pandemic induced HRM hybrid models, while some are even reinforced. New work-life balance issues have also entered into work structuring and scheduling arrangements, with implications for the education attainment of the young, especially if, for example, hybrid education delivery becomes more widespread. The paper concludes with suggested research recommendations prompted by the pandemic’s activated sectoral labor supply challenges.

scholarly journals The future of work: Remote work in the emerging new normal

2021 ◽  
Vol 12 (01) ◽  
Author(s):  
Simon J. Best ◽  
Keyword(s):  
Organizational Behavior ◽  
Work Conditions ◽  
The United States ◽  
Remote Work ◽  
Business Economics ◽  
New Normal ◽  
Future Of Work ◽  
Gender Biases ◽  
The Future ◽  
Employee Relationships

What HRM structures and schedules are most likely to characterize the post-pandemic period? This paper, taking a multidisciplinary approach to the analysis of the future of work and hybridized workforces, straddles the fields of HRM, business economics, and organizational behavior. It seeks to provide insights into the evolving post-pandemic’s new normal. The gains from the vaccination efforts in the US, in particular, are leading to shifts from the pandemic’s dismissal as a short-term phenomenon, to one that is now manageable. This paper, hence, analyzes the emerging trends and patterns that will most likely influence and shape the use of the human resource in companies, especially within the United States of America. It highlights the various discovered types, intensities, modalities, related to a range of worker types and work conditions associated with hybridized HRM, and the expected patterns and changes in employer-employee relationships likely to be maintained or expanded, that, informed by the Gratton framework of time and place. The paper maintains that not all work types are suitable for remote work. Additionally, certain gender biases are retained in the pandemic induced HRM hybrid models, while some are even reinforced. New work-life balance issues have also entered into work structuring and scheduling arrangements, with implications for the education attainment of the young and underserved, especially if, for example, hybrid education delivery becomes more widespread. The paper concludes with suggested research recommendations prompted, in part, by the pandemic’s workforce and HRM challenges.

Sociaal en A&O psychologen bij economie en bedrijfskundefaculteiten: zonde of gezond?

2012 ◽  
Vol 25 (3) ◽  
Author(s):  
Janka Stoker
Keyword(s):  
Social Psychology ◽  
United States ◽  
The Netherlands ◽  
Organizational Behavior ◽  
Business Schools ◽  
The United States ◽  
Budget Cuts ◽  
Current Trends ◽  
The Future ◽  
Pessimistic Scenario

Social and I&O psychologists working at business schools: A sin or sane? Social and I&O psychologists working at business schools: A sin or sane? Over the last years, more and more social and industrial and organizational psychologists in The Netherlands started to work at business schools. This article describes the causes of this trend. Moreover, it outlines the differences in research between social psychology, I&O psychology and organizational behavior (at the business schools). The paper concludes with two possible scenarios for the future. In a pessimistic scenario, driven by budget cuts and to some extent based on current trends in the United States, one of the three disciplines disappears. In a more optimistic scenario, the borders between the three fields fade away. In this scenario, interdisciplinarity is a key issue. This last scenario calls for a clear positioning of the three disciplines, and also for strong cooperation between them.

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