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Intensity & Strength Organizational Culture Questionnaire. Manuale
No full textPartendo dal presupposto che l’identità di un’organizzazione
sia un aspetto articolato e complesso
da definire, l’Intensity & Strength Organizational
Cultural Questionnaire (IS-OCQ) è stato sviluppato
facendo riferimento a modelli teorici che
potessero contribuire a misurare le seguenti caratteristiche
della cultura organizzativa:
- profondità, ovvero l’esistenza di aspetti culturali
stratificati che si differenziano tra loro in
base a quanto sono radicati nella realtà organizzativa;
- forza, ovvero il grado di condivisione di un
aspetto culturale tra i membri dell’organizzazione,
e la sua “forza” o “debolezza” a seconda
di quanto è pervasivo e trasversale alle persone
che condividono lo stesso contesto;
- tipologia, ovvero la corrispondenza tra gli indizi
rivelatori di specifiche logiche interne all’organizzazione
e delle categorie predefinite (tipologia
di cultura) in cui l’organizzazione viene fatta
rientrare in base alle caratteristiche culturali
che presenta;
- identità complessa, ovvero la coesistenza di
più identità
culturali che possono essere analizzate
cercando di cogliere l’articolazione e le
sfumature che meglio rappresentano la frammentazione
della realtà organizzativa in ambiti,
o aree, differenti, come ad esempio l’ambito del
cambiamento, o della sicurezza sul lavoro, o
della struttura del lavoro, o del benessere delle
persone, o della gestione dell’errore, ecc.
Il questionario self-report Intensity & Strength
Organizational Culture Questionnaire (IS‐OCQ)
intende rilevare le principali caratteristiche della
cultura organizzativa ed è stato messo a punto
principalmente a partire da quanto proposto dai
modelli teorici di:
a) Schein (1985), per quanto riguarda la concettualizzazione
di base della cultura organizzativa,
intesa come insieme di comportamenti,
valori e credenze profonde condivisi;
b) Enriquez (1970), per l’identificazione di una
tipologia di diverse culture organizzative di riferimento
(Autocratica, Burocratica, Paternalistico-
clientelare, Tecnocratica, Cooperativa),
rispetto a ognuna delle quali misurare gli atteggiamenti,
i comportamenti, i valori e le credenze
profonde prototipici;
c) Payne (2000), per il modello di misura multidimensionale
delle variabili culturali, ovvero la
rilevazione
simultanea della profondità (Intensity)
della cultura (come varia il gradiente
che va dall’atteggiamento, al comportamento,
al valore,
alla credenza profonda) e della sua
forza-diffusione (Strength) (ovvero quante persone
esprimono l’atteggiamento, il comportamento,
il valore, la credenza profonda specificatamente
legate alle diverse tipologie di
cultura organizzativa);
d) Martin (1992) e Irrmann (2002) per la frammentazione
dell’analisi culturale in ambiti, o
aree, differenti, ovvero la realizzazione dell’analisi
ripetuta in relazione a temi differenti
che auspicabilmente possono aiutare a far
emergere la coesistenza di più identità culturali
in uno specifico contesto lavorativo.The I & S Organizational Culture Questionnaire (Intensity and Strength O.C.Q.) intends to study the principal characteristics of organizational culture and was developed and refined in line with (a) Schein’s (1985) theory which bases the conceptualization of organizational culture on a combination of widespread and shared attitudes, behaviors, values and beliefs; (b) Enriquez’s (1970), identification of a typology of organizational culture with respect to each of the prototypical attitudes, behaviors, values and beliefs; (c) Payne’s (2000) multidimensional model of cultural variables or rather, the simultaneous finding of cultural Intensity (which varies from attitude to deeply rooted belief) and cultural Strength (or rather, how many people express the attitude, behavior, value and/or belief specifically related to the different types of organizational culture)
Comparing different culture models in predicting employee job satisfaction and turnover intentions.
No full textDespite the flourishing literature (De Witte, 2005; Diaz-Serrano & Cabral Vieira, 2005; Gazioglu & Tansel, 2002) on how
insecure jobs trends (László et al., 2010) relate to individuals attitudes towards organizations, to their work productivity and health,
no study has yet explored the conjoint influence of different theoretical culture models on both positive (i.e., job satisfaction; JS) and
negative (i.e., turnover intentions; TI) indicators of employee well-being. The present study seeks to address this literature
shortcoming.
In particular, we aim to investigate how different theoretical culture models, namely GLOBE (House et al., 2004),
Individualism/Collectivism (INDCOL; Singelis, 1995), and Intensity & Strength Organizational Culture Questionnaire (IS-OCQ;
Petitta, Barbaranelli, & Probst, 2013), predict both positive (JS) and negative (TI) indicators of employee well-being.
Participants (N=734) from different USA organizations were 63.7% female. The average tenure was 2.6 yrs (SD = 1.5). Participants
returned an anonymous self-report questionnaire measuring: JS (Smith, Kendall, & Hulin, 1969); TI (Firth, Mellor, Moore, & Loquet,
2004); INDCOL; IS-OCQ, which measured autocratic, bureaucratic, clan-patronage, technocratic, and cooperative culture typologies;
and GLOBE Values and Practices.Despite the flourishing literature (De Witte, 2005; Diaz-Serrano & Cabral Vieira, 2005; Gazioglu & Tansel, 2002) on how
insecure jobs trends (László et al., 2010) relate to individuals attitudes towards organizations, to their work productivity and health,
no study has yet explored the conjoint influence of different theoretical culture models on both positive (i.e., job satisfaction; JS) and
negative (i.e., turnover intentions; TI) indicators of employee well-being. The present study seeks to address this literature
shortcoming.
In particular, we aim to investigate how different theoretical culture models, namely GLOBE (House et al., 2004),
Individualism/Collectivism (INDCOL; Singelis, 1995), and Intensity & Strength Organizational Culture Questionnaire (IS-OCQ;
Petitta, Barbaranelli, & Probst, 2013), predict both positive (JS) and negative (TI) indicators of employee well-being.
Participants (N=734) from different USA organizations were 63.7% female. The average tenure was 2.6 yrs (
The impact of emotional contagion on workplace safety: investigating the roles of sleep, health, and production pressure
No full textUsing emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of production pressure (i.e., a contextual demand) on the relationship between emotional contagion and employee poor sleep and health. Data from 1000 employees in Italy showed that the conditional indirect effects of contagion of anger, but not of joy, on accidents and injuries via sleep and health problems were intensified as levels of production pressure increased. Furthermore, contagion of anger was positively associated with both sleep disturbances and health problems whereas contagion of joy was negatively related to only sleep disturbances. These findings suggest that the effect of anger that employees absorb during social interactions at work likely persists when coming at home and represents an emotional demand that impairs the physiological functions that regulate restorative sleep and energies recharging; and, this effect is even stronger among employees who perceived higher levels of organizational production pressure
Multilevel job demands and resources: cross-level effects of competing organizational facet-specific climates on risky safety behaviors
Full text linkBoth individual demands (i.e., workload) and organizational demands and resources (i.e., production pressure and safety climates) may affect the likelihood that employees undertake risky safety behaviors in different ways. Adopting an organizational multilevel perspective, the aim of the present research was fourfold: 1) to examine the impact of individual-level job demands (i.e., workload) on the enactment of risky safety behaviors; 2) to evaluate the effects of coexisting and competing organizational facet-specific climates (i.e., for safety and for production pressure) on the above outcome; 3) to assess their cross-level interactions with individual job demands, and 4) to test the interaction among such organizational demands and resources in shaping risky behaviors. A series of multilevel regression models tested on surveydata from 1375 employees nested within 33 organizations indicated that high workload increases the likelihood of employees enacting risky safety behaviors, while organizational safety and production pressure climates showed significant and opposite direct effects on this safety outcome. Moreover, organizational safety climate significantly mitigated the effect of individual job demands on risky safety behaviors, while organizational production pressure climate exacerbated this individual-level relationship. Finally, organizational safety climate mitigates the cross-level direct effect of organizational production pressure climate on the enactment of risky safety behaviors
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
'First, do no harm': the role of negative emotions and moral disengagement in understanding the relationship between workplace aggression and misbehavior
Full text linkWorkplace aggression is a critical phenomenon particularly in the healthcare sector, where nurses are especially at risk of bullying and third-party aggression. While workplace aggression has been frequently examined in relation to health problems, less is known about the possible negative impact such aggression may have on the (un)ethical behavior of victims. Our research aims to fill this gap. Drawing on literature on counterproductive work behavior (CWB) and the social-cognitive literature on aggression we investigated in two independent studies (NStudy1 = 439; NStudy2 = 416), the role of negative emotions - in particular anger, fear, and sadness, - and of moral disengagement (MD) in the paths between workplace aggression, CWB and health symptoms. The focus on these relationships is rooted in two reasons. First, misbehavior at work is a pervasive phenomenon worldwide and second, little research has been conducted in the healthcare sector on this type of behavior despite the potential importance of the issue in this context. We empirically tested our hypotheses considering a specific form of workplace aggression in each study: workplace bullying or third-party aggression. Results from the two empirical studies confirm the hypotheses that being target of workplace aggression (bullying or third-party aggression) is not only associated with health symptoms but also with misbehavior. In addition, the results of structural equation modeling attest the importance of examining specific discrete negative emotions and MD for better understanding misbehavior at work. In particular, this research shows for the first time that anger, fear, and sadness, generally aggregated into a single dimension, are indeed differently associated with MD, misbehavior and health symptoms. Specifically, in line with the literature on discrete emotions, while sadness is only associated with health symptoms, anger and fear are related to both health and misbehavior
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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