Eyal Yaniv

Corporate social responsibility organizational identification and motivation

Purpose - The purpose of this paper is to explore the impact of corporate social responsibility (CSR) engagement on employee motivation, job satisfaction and organizational identification as well as employee citizenship in voluntary community activities. Design/methodology/approach - Employees (n=224) of a major airline carrier participated in the study based on a 54-item questionnaire, containing four different sets of items related to volunteering, motivation, job satisfaction and organizational identification. The employee sample consisted of two sub-samples drawn randomly from the company pool of employees, differentiating between active participants in the companys CSR programs (APs) and non participants (NAPs). Findings - Significant differences were found between APs and NAPs on organizational identification and motivation, but not for job satisfaction. In addition, positive significant correlations between organizational identification, volunteering, job satisfaction, and motivation were obtained. These results are interpreted within the broader context that ties social identity theory (SIT) and organizational identification increase. Practical implications - The paper contributes to the understanding of the interrelations between CSR and other organizational behavior constructs. Practitioners can learn from this study how to increase job satisfaction and organizational identification. Both are extremely important for an organizations sustainability. Originality/value - This is a first attempt to investigate the relationship between CSR, organizational identification and motivation, comparing two groups from the same organization. The paper discusses the questions: “Are there potential gains at the intra-organizational level in terms of enhanced motivation and organizational attitudes on the part of employees?” and “Does volunteering or active participation in CSR yield greater benefits for involved employees in terms of their motivation, job satisfaction and identification?”.

Ease of movement and sector affiliation as moderators of the organizational and career commitment: Turnover intentions link

Purpose - The papers aim is to examine how the relationships between career commitment, organizational commitment and intentions to leave, an indicator of worker well-being, were moderated by ease of movement and sector affiliation. Design/methodology/approach - The sample consisted of 340 knowledge workers (107 low-tech, 233 high-tech), that anonymously filled in a structured questionnaire, that included measures of organizational commitment, career commitment, perceived ease of movement, sector affiliation and intention to leave. Findings - Analysis of the questionnaires showed that organizational commitment, unlike career commitment, is related to intentions to leave regardless of other personal or structural considerations. By contrast, ease of movement and sector affiliation moderated the relationship between career commitment and intentions to leave. Practical implications - Understanding the differences between career commitment and organizational commitment, employers, especially in the high-tech sector, should advance employees’ organizational commitment. Originality/value - The intention to leave ones present place of work is a widespread phenomenon, particularly among knowledge workers. Although organizational commitment as an antecedent variable appears in many turnover intention models, career commitment has been investigated much less frequently. The current study attempts to fill this gap.

Replication strategies, knowledge and attention: a study of coffee chains

Purpose – The purpose of this paper is to propose and test a model that uses “organizational attention” as an explanatory factor of knowledge transfer, and apply it to firms pursuing a replication strategy – like McDonalds or Starbucks.Design/methodology/approach – Data were collected from three coffee chains, empirical findings that operationalize and illustrate their different attention profiles are presented, and differences in their replication outcomes are demonstrated. The paper concludes with some qualitative analyses of the linkages between attention and replication success.Findings – Each chain has a different attention profile, reflected in varying attention to knowledge sources and domains. These profiles are found to be consistent with each three outcome measures of each chains replication strategy – namely uniformity, accuracy, and distinctiveness.Research limitations/implications – The paper extends prior understanding of the knowledge based view of the firm, organization, learning, cogniti...

Knowledge is not Enough: Organisational Attention and Replication Strategies

The replication strategy – sometimes called the ‘McDonalds strategy’ – requires efficient transfer of massive amounts of knowledge to be successful. While it is generally agreed that knowledge is a crucial organisational resource, less is understood about how an organisation may use its knowledge for strategic success. We propose a model that uses ‘organisational attention’ as an explanatory factor of knowledge transfer and exploitation in chain-store organisations implementing a replication strategy. The proposed model examines the influence of organisational attention on exploiting knowledge as a strategic resource; and specifically on three indications of the success of the replication strategy, namely accuracy, uniformity, and distinctiveness. These three variables help us understand the nature of templates and the processes involved in transferring the explicit and tacit knowledge contained therein. Based on the model we then develop several research propositions, and conclude with some thoughts on implications and limitations of this work.

Importance of life domains in different cultural groups.

This study assessed the role of individualism and collectivism in the shaping of personal values of Canadians, Israelis, and Palestinians. Based on Sagie and Elizurs (1996) multifaceted approach, we distinguished personal values that are individual centered (i.e., associated with ones home, family, or work) from collective-centered values (i.e., associated with the religion, sports, or politics). The magnitude of the difference between both value types differs according to cultural orientation. As compared with Palestinians, we predicted that Canadians and Israelis would rank individual-centered values higher and collective-centered values lower. Data obtained from samples of Palestinians, Israelis, and Canadians supported this hypothesis.

ORGANIZATIONAL ATTENTION: A METAPHOR FOR A CORE COGNITIVE PROCESS

Organizational attention is an underdeveloped construct that can account for a variety of organizational phenomena. Attention is the means by which individuals select and process a limited amount of input from the enormous amount of internal and environmental inputs bombarding the senses, memories and other cognitive processes. This article develops a coherent theory of organizational attention, drawing on Cornelissenșs domain-interactive metaphor model. Topics that form the building blocks of individual attention research, including selective and divided attention, automatic versus controlled processes, attention and memory, attention and learning, are examined in terms of their applicability to the organizational context.

Psychological resources and strategies to cope with stress at work

Abstract Introduction: the choice of strategies to cope with stress has differential effects on individual and organizational outcomes (e.g. well-being and performance at work). This study examined to what extent individuals differing in their positive psychological resources (optimism, hope, self-efficacy and resilience) implement different strategies to cope with stress in terms of change, acceptance, or withdrawal from a source of stress in an organizational setting. Method: A questionnaire was filled out by 554 employees from different organizations representing a wide range of jobs and positions. Results: Structural Equation Modeling (SEM; χ 2(7) = 27.64, ρ < .01, GFI = .99, NFI = .91, CFI = .93, RMSEA = .07) Conclusion: the results indicated that psychological resources (optimism, hope, self-efficacy and resilience) were positively related to coping by change and by acceptance and negatively related to withdrawal. The theoretical implications are discussed.