Organizational behavior - wikipedia Organizational behavior `` Organization Studies '' redirects here. For the academic journal, see Organization Studies ( journal ). For the academic field, see Organizational studies. hide This article has multiple issues. Please help improve it or discuss these issues on the talk page. ( Learn how and when to remove these template messages ) This article possibly contains original research. Please improve it by verifying the claims made and adding inline citations. Statements consisting only of original research should be removed. ( September 2010 ) This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. ( June 2014 ) Business administration Management of a business Accounting Management accounting Financial accounting Financial audit Business entities Cooperative Corporation Limited liability company Partnership Sole proprietorship State - owned enterprise Corporate governance Annual general meeting Board of directors Supervisory board Advisory board Audit committee Corporate law Commercial law Constitutional documents Contract Corporate crime Corporate liability Insolvency law International trade law Mergers and acquisitions Economics Commodity Public economics Labour economics Development economics International economics Mixed economy Planned economy Econometrics Environmental economics Open economy Market economy Knowledge economy Microeconomics Macroeconomics Economic development Economic statistics Finance Financial statement Insurance Factoring Cash conversion cycle Insider dealing Capital budgeting Commercial bank Derivative Financial statement analysis Financial risk Public finance Corporate finance Managerial finance International finance Liquidation Stock market Financial market Tax Financial institution Working capital Venture capital Marketing Marketing Marketing research Public relations Sales Types of management Asset Brand Business intelligence Business development Capacity Change innovation Commercial marketing Communications Conflict Content Customer relationship Distributed Earned value Electronic business Enterprise resource planning management information system Financial Human resource development Incident Integrated Knowledge Materials Network administrator Office Operations services Performance Power Problem Process Product life - cycle Product Project Quality Records Resource Risk crisis Sales Security Service Strategic Supply chain Systems administrator Talent Technology Organization Architecture Behavior Communication Culture Conflict Development Engineering Hierarchy Patterns Space Structure Trade Business analysis Business ethics Business plan Business judgment rule Consumer behaviour Business operations International business Business model International trade Business process Business statistics Business and economics portal Organizational behavior ( OB ) or organisational behaviour is `` the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself ''. OB research can be categorized in at least three ways, including the study of : individuals in organizations ( micro-level ) work groups ( meso - level ) how organizations behave ( macro-level ) Contents 1 Overview 2 Relation to industrial and organizational psychology 3 History 4 Current state of the field 5 Research methods used 5.1 Quantitative methods 5.2 Computer simulation 5.3 Qualitative methods 6 Topics 6.1 Consulting 6.2 Counterproductive work behavior 6.3 Decision - making 6.4 Employee mistreatment 6.4. 1 Abusive supervision 6.4. 2 Bullying 6.4. 3 Incivility 6.4. 4 Sexual harassment 6.5 Teams 6.6 Job - related attitudes and emotions 6.7 Leadership 6.8 Managerial roles 6.9 Motivation 6.10 National culture 6.11 Organizational citizenship behavior 6.12 Organizational culture 6.13 Personality 6.14 Occupational stress 6.15 Work - family 7 Organization theory 7.1 Bureaucracy 7.2 Economic theories of organization 7.3 Theories pertaining to organizational structures 7.4 Institutional theory 7.5 Systems theory 7.6 Organizational ecology 7.7 Scientific management 8 Contributing disciplines 9 Journals 10 See also 11 References 12 Further reading Overview Chester Barnard recognized that individuals behave differently when acting in their organizational role than when acting separately from the organization. Organizational behavior researchers study the behavior of individuals primarily in their organizational roles. One of the main goals of organizational behavior is `` to revitalize organizational theory and develop a better conceptualization of organizational life ''. Relation to industrial and organizational psychology Miner ( 2006 ) mentioned that `` there is a certain arbitrariness '' in identifying a `` point at which organizational behavior became established as a distinct discipline '' ( p. 56 ), suggesting that it could have emerged in the 1940s or 1950s. He also underlined the fact that the industrial psychology division of the American Psychological Association did not add `` organizational '' to its name until 1970, `` long after organizational behavior had clearly come into existence '' ( p. 56 ), noting that a similar situation arose in sociology. Although there are similarities and differences between the two disciplines, there is still confusion around differentiating organizational behavior and organizational psychology. History This section does not cite any sources. Please help improve this section by adding citations to reliable sources. Unsourced material may be challenged and removed. ( June 2014 ) As a multi-disciplinary field, organizational behavior has been influenced by developments in a number of related disciplines including : Sociology, industrial / organizational psychology, and economics. The Industrial Revolution is a period from the 1760s where new technologies resulted in the adoption of new manufacturing techniques and increased mechanization. In his famous iron cage metaphor, Max Weber raised concerns over the reduction in religious and vocational work experiences. Weber claimed that the Industrial Revolution 's focus on efficiency constrained the worker to a kind of `` prison '' and `` stripped a worker of their individuality ''. The significant social and cultural changes caused by the Industrial Revolution also gave rise to new forms of organization. Weber analyzed one of these organizations and came to the conclusion that bureaucracy was `` an organization that rested on rational - legal principles and maximized technical efficiency. '' A number of OB practitioners documented their ideas about management and organisation. The best known theories today originate from Henri Fayol, Chester Barnard, and Mary Parker Follet. All three of them drew from their experience to develop a model of effective organizational management, and each of their theories independently shared a focus on human behavior and motivation. One of the first management consultants, Frederick Taylor, was a 19th - century engineer who applied an approach known as the scientific management. Taylor advocated for maximizing task efficiency through the scientific method. The scientific method was further refined by Lillian and Frank Gilbreth, who utilized time and motion study to further improve worker efficiency. In the early 20th century the idea of Fordism emerged. Named after automobile mogul Henry Ford, the method relied on the standardization of production through the use of assembly lines. This allowed unskilled workers to produce complex products efficiently. Sorenson later clarified that Fordism developed independently of Taylor. Fordism can be explained as the application of bureaucratic and scientific management principles to whole manufacturing process. The success of the scientific method and Fordism resulted in the widespread adoption of these methods. In the 1920s, the Hawthorne Works Western Electric factory commissioned the first of what was to become known as the Hawthorne Studies. These studies initially adhered to the traditional scientific method, but also investigated whether workers would be more productive with higher or lower lighting levels. The results showed that regardless of lighting levels, when workers were being studied, productivity increased, but when the studies ended, worker productivity would return to normal. In following experiments, Elton Mayo concluded that job performance and the so - called Hawthorne Effect was strongly correlated to social relationships and job content. Following the Hawthorne Studies motivation became a focal point in the OB community. A range of theories emerged in the 1950s and 1960s and include theories from notable OB researchers such as : Frederick Herzberg, Abraham Maslow, David McClelland, Victor Vroom, and Douglas McGregor. These theories underline employee motivation, work performance, and job satisfaction. Herbert Simon 's Administrative Behavior introduced a number of important OB concepts, most notably decision - making. Simon, along with Chester Barnard, argued that people make decisions differently inside an organization when compared to their decisions outside of an organization. While classical economic theories assume that people are rational decision - makers, Simon argued a contrary point. He argued that cognition is limited because of bounded rationality For example, decision - makers often employ satisficing, the process of utilizing the first marginally acceptable solution rather than the most optimal solution. Simon was awarded the Nobel Prize in Economics for his work on organizational decision - making. In the 1960s and 1970s, the field started to become more quantitative and resource dependent. This gave rise to contingency theory, institutional theory, and organizational ecology. Starting in the 1980s, cultural explanations of organizations and organizational change became areas of study, in concert with fields such as anthropology, psychology and sociology. Current State of the field Research in and the teaching of OB primarily takes place in university management departments in colleges of business. Sometimes OB topics are taught in industrial and organizational psychology graduate programs. This section does not cite any sources. Please help improve this section by adding citations to reliable sources. Unsourced material may be challenged and removed. ( June 2014 ) There have been additional developments in OB research and practice. Anthropology has become increasingly influential, and led to the idea that one can understand firms as communities, by introducing concepts such as organizational culture, organizational rituals, and symbolic acts. Leadership studies have also become part of OB. OB researchers have shown increased interest in ethics and its importance in an organization. Some OB researchers have become interested in the aesthetic sphere of organizations. Research methods used A variety of methods are used in organizational behavior, many of which are found in other social sciences. Quantitative methods Main article : Quantitative research Statistical methods used in OB research commonly include correlation, analysis of variance, meta - analysis, multilevel modeling, multiple regression, structural equation modeling, and time series analysis Computer simulation Main article : Computer simulation and organization studies Computer simulation is a prominent method in organizational behavior. While there are many uses for computer simulation, most OB researchers have used computer simulation to understand how organizations or firms operate. More recently, however, researchers have also started to apply computer simulation to understand individual behavior at a micro-level, focusing on individual and interpersonal cognition and behavior such as the thought processes and behaviors that make up teamwork. Qualitative methods Main article : Qualitative research Qualitative research consists of a number of methods of inquiry that generally do not involve the quantification of variables. Qualitative methods can range from the content analysis of interviews or written material to written narratives of observations. Some common methods include : Ethnography, case studies, historical methods, and interviews. Topics Consulting Consultants use principles developed in OB research to assess clients ' organizational problems and provide high quality services. Counterproductive work behavior Main article : Counterproductive work behavior Counterproductive work behavior is employee behavior that harms or intends to harm an organization. Decision - making Main article : Decision - making Many OB researchers embrace the rational planning model. Decision - making research often focuses on how decisions are ordinarily made ( normative decision - making ), how thinkers arrive at a particular judgement ( descriptive decision - making ), and how to improve this decision - making ( prescriptive decision - making ). Employee mistreatment There are several types of mistreatment that employees endure in organizations including : Abusive supervision, bullying, incivility, and sexual harassment. Abusive supervision Main article : Abusive supervision Abusive supervision is the extent to which a supervisor engages in a pattern of behavior that harms subordinates. Bullying Main article : Workplace bullying Although definitions of workplace bullying vary, it involves a repeated pattern of harmful behaviors directed towards an individual. In order for a behavior to be termed bullying, the individual or individuals doing the harm have to possesses ( either singly or jointly ) more power than the victim. Incivility Main article : Workplace incivility Workplace incivility consists of low - intensity discourteous and rude behavior and is characterized by an ambiguous intent to harm, and the violation of social norms governing appropriate workplace behavior. Sexual harassment Main article : Sexual harassment Sexual harassment is behavior that denigrates or mistreats an individual due to his or her gender, often creating an offensive workplace that interferes with job performance. Teams Main article : Team Job - related attitudes and emotions Organizational behavior deals with employee attitudes and feelings, including job satisfaction, organizational commitment, and emotional labor. Job satisfaction reflects the feelings an employee has about his or her job or facets of the job, such as pay or supervision. Organizational commitment represents the extent to which employees feel attached to their organization. Emotional labor concerns the requirement that an employee display certain emotions, such smiling at customers, even when the employee does not feel the emotion he or she is required to display. Leadership Main article : Leadership There have been a number of theories that concern leadership. Early theories focused on characteristics of leaders, while later theories focused on leader behavior, and conditions under which leaders can be effective. Among these approaches are contingency theory, the consideration and initiating structure model, leader - member exchange or LMX theory, path - goal theory, and transformational leadership theory. Contingency theory indicates that good leadership depends on characteristics of the leader and the situation. The Ohio State Leadership Studies identified dimensions of leadership known as consideration ( showing concern and respect for subordinates ) and initiating structure ( assigning tasks and setting performance goals ). LMX theory focuses on exchange relationships between individual supervisor - subordinate pairs. Path - goal theory is a contingency theory linking appropriate leader style to organizational conditions and subordinate personality. Transformational leadership theory concerns the behaviors leaders engage in that inspire high levels of motivation and performance in followers. The idea of charismatic leadership is part of transformational leadership theory. Managerial roles Main article : Mintzberg 's managerial roles In the late 1960s Henry Mintzberg, a graduate student at MIT, carefully studied the activities of five executives. On the basis of his observations, Mintzberg arrived at three categories that subsume managerial roles : interpersonal roles ; decisional roles ; and informational roles. Motivation Baron and Greenberg ( 2008 ) wrote that motivation involves `` the set of processes that arouse, direct, and maintain human behavior toward attaining some goal. '' There are several different theories of motivation relevant to OB, including equity theory, expectancy theory, Maslow 's hierarchy of needs, incentive theory, organizational justice theory, Herzberg 's two - factor theory, and Theory X and Theory Y. National culture National culture is thought to affect the behavior of individuals in organizations. This idea is exemplified by Hofstede 's cultural dimensions theory. Hofstede surveyed a large number of cultures and identified six dimensions of national cultures that influence the behavior of individuals in organizations. These dimensions include power distance, individualism vs. collectivism, uncertainty avoidance, masculinity vs. femininity, long - term orientation vs. short term orientation, and indulgence vs. restraint. Organizational citizenship behavior Main article : Organizational citizenship behavior Organizational citizenship behavior is behavior that goes beyond assigned tasks and contributes to the well - being of organizations. Organizational culture Main article : Organizational culture Organizational culture reflects the values and behaviors that are commonly observed in an organization. Investigators who pursue this line of research assume that organizations can be characterized by cultural dimensions such as beliefs, values, rituals, symbols, and so forth. Researchers have developed models for understanding an organization 's culture or developed typologies of organizational culture. Edgar Schein developed a model for understanding organizational culture. He identified three levels of organizational culture : ( a ) artifacts and behaviors, ( b ) espoused values, and ( c ) shared basic assumptions. Specific cultures have been related to organizational performance and effectiveness. Personality Main article : Personality Personality concerns consistent patterns of behavior, cognition, and emotion in individuals. The study of personality in organizations has generally focused on the relation of specific traits to employee performance. There has been a particular focus on the Big Five personality traits, which refers to five overarching personality traits. Occupational stress Main article : Occupational stress There are number of ways to characterize occupational stress. One way of characterizing it is to term it an imbalance between job demands ( aspects of the job that require mental or physical effort ) and resources that help manage the demands. Work - family Main article : Work - family conflict Chester Barnard recognized that individuals behave differently when acting in their work role than when acting in roles outside their work role. Work - family conflict occurs when the demands of family and work roles are incompatible, and the demands of at least one role interfere with the discharge of the demands of the other. Organization theory Main article : Organizational theory Organization theory is concerned with explaining the workings of an organization as a whole or of many organizations. The focus of organizational theory is to understand the structure and processes of organizations and how organizations interact with each other and the larger society. Bureaucracy Main article : Bureaucracy Max Weber argued that bureaucracy involved the application of rational - legal authority to the organization of work, making bureaucracy the most technically efficient form of organization. Weber enumerated a number of principles of bureaucratic organization including : a formal organizational hierarchy, management by rules, organization by functional specialty, selecting people based on their skills and technical qualifications, an `` up - focused '' ( to organization 's board or shareholders ) or `` in - focused '' ( to the organization itself ) mission, and a purposefully impersonal environment ( e.g., applying the same rules and structures to all members of the organization ). These rules reflect Weberian `` ideal types, '' and how they are enacted in organizations varies according to local conditions. Charles Perrow extended Weber 's work, arguing that all organizations can be understood in terms of bureaucracy and that organizational failures are more often a result of insufficient application of bureaucratic principles. Economic theories of organization At least three theories are relevant here, theory of the firm, transaction cost economics, and agency theory. Theories pertaining to organizational structures Theories pertaining to organizational structures and dynamics include complexity theory, French and Raven 's five bases of power, hybrid organization theory, informal organizational theory, resource dependence theory, and Mintzberg 's organigraph. Institutional theory Main article : Institutional theory Systems theory Main article : Systems theory The systems framework is also fundamental to organizational theory. Organizations are complex, goal - oriented entities. Alexander Bogdanov, an early thinker in the field, developed his tectology, a theory widely considered a precursor of Bertalanffy 's general systems theory. One of the aims of general systems theory was to model human organizations. Kurt Lewin, a social psychologist, was influential in developing a systems perspective with regard to organizations. He coined the term `` systems of ideology, '' partly based on his frustration with behaviorist psychology, which he believed to be an obstacle to sustainable work in psychology. Niklas Luhmann, a sociologist, developed a sociological systems theory. Organizational ecology Main article : Organizational ecology Organizational ecology models apply concepts from evolutionary theory to the study of populations of organisations, focusing on birth ( founding ), growth and change, and death ( firm mortality ). In this view, organizations are ' selected ' based on their fit with their operating environment. Scientific management Main article : Scientific management Scientific management refers to an approach to management based on principles of engineering. It focuses on incentives and other practices empirically shown to improve productivity. Contributing disciplines Anthropology Human resources management Industrial / organizational psychology Personality psychology Social psychology Sociology Journals Academy of Management Journal Academy of Management Review Administrative Science Quarterly Harvard Business Review Human Resource Management Human Resources Management Review Journal of Business and Psychology Journal of International Business Studies Journal of Management Journal of Management Studies Organizational Behavior and Human Decision Processes Organization Science Organization Studies Organizational Research Methods Sloan Management Review Systems Research and Behavioral Science See also Fit in or fuck off Kick the cat Kiss up kick down List of business theorists Machiavellianism in the workplace Marking your own homework My way or the highway Narcissism in the workplace Occupational health psychology Occupational Health Science Organization design Organization development Organizational dissent Organizational engineering Organizational studies Psychopathy in the workplace References ^ Jump up to : Moorhead, G., & Griffin, R.W. ( 1995 ). Organizational behavior : Managing people and organizations ( 5th edition ). Boston. Houghton Mifflin, ( p. 4 ) Jump up ^ Management which is the process of stated Objectives, Planning, Organizing, Directing, Controlling, and Staffing to achieve stated ( formalized ) objectives. Wagner, J.A., & Hollenbeck, J.R. ( 2010 ). Organizational behavior : Securing competitive advantage. New York : Routledge. ^ Jump up to : Barnard, Chester I. ( 1938 ). The Functions of the Executive. Cambridge, MA : Harvard University Press. OCLC 555075. Jump up ^ Simms, L.M., Price, S.A., & Ervin, N.E. ( 1994 ). The professional practice of nursing administration. Albany, NY : Delmar Publishers. ( p. 121 ) ^ Jump up to : Miner, J.B. ( 2006 ). Organizational behavior, Vol. 3 : Historical origins, theoretical foundations, and the future. Armonk, NY and London : M.E. Sharpe. Jump up ^ Jex, S. & Britt, T. ( 2008 ). Organizational psychology : A scientist - practitioner approach. 2nd ed. New York : Wiley. Jump up ^ Weber, M. ( 1993 ). The Protestant ethic and the spirit of capitalism ( T. Parsons, Trans. ). London, England : Routledge. ( Original work published 1904 -- 1905 ) ^ Jump up to : Weber, Max. The Theory of Social and Economic Organization. Translated by A.M. Henderson and Talcott Parsons. London : Collier Macmillan Publishers, 1947. Jump up ^ Fayol, Henri ( 1917 ), Administration industrielle et générale ; prévoyance, organisation, commandement, coordination, controle ( in French ), Paris, H. Dunod et E. Pinat, OCLC 40224931 Jump up ^ Follett, Henry C. Dynamic Administration : The Collected Papers of Mary Parker Follett. Routledge. ISBN 0415279852. Jump up ^ Taylor, Frederick Winslow ( 1911 ), The Principles of Scientific Management, New York, NY, USA and London, UK : Harper & Brothers, LCCN 11010339, OCLC 233134. Also available from Project Gutenberg. Jump up ^ Price, B 1989, ' Frank and Lillian Gilbreth and the Manufacture and Marketing of Motion Study, 1908 - 1924 ', Business and Economic History, vol. 18, no. 2 Jump up ^ Sorensen, C.E. ( 1956 ). My forty years with Ford. New York, NY : Collier Books. Jump up ^ Cullen, David O'Donald. A new way of statecraft : The career of Elton Mayo and the development of the social sciences in America, 1920 -- 1940. ProQuest Dissertations and Theses ; 1992 ; ProQuest Dissertations & Theses Full Text. Jump up ^ Simon, Herbert A. ( 1997 ) Administrative Behavior : A Study of Decision - Making Processes in Administrative Organizations, 4th ed., The Free Press. Jump up ^ `` Press Release : Studies of decision - making lead to prize in economics ''. Nobelprize.org. 16 October 1978. Retrieved 11 May 2014. Jump up ^ Taylor, S. ; Hansen, H. ( 2005 ). `` Finding form : Looking at the field of organizational aesthetics drawing on theories and methods from the humanities, including theater, literature, music, and art ''. Journal of Management Studies. 42 ( 6 ) : 1211 -- 1231. doi : 10.1111 / j. 1467 - 6486.2005. 00539. x. ^ Jump up to : Brewerton, P.M., & Millward, L.J. ( 2010 ). Organizational research methods : A guide for students and researchers. Thousand Oaks, CA : Sage. Jump up ^ Organizational Research Methods ( journal ) Jump up ^ Harrison, Lin, Carroll, & Carley, 2007 Jump up ^ Hughes, H.P.N. ; Clegg, C.W. ; Robinson, M.A. ; Crowder, R.M. ( 2012 ). `` Agent - based modelling and simulation : The potential contribution to organizational psychology ''. Journal of Occupational and Organizational Psychology. 85 ( 3 ) : 487 -- 502. doi : 10.1111 / j. 2044 - 8325.2012. 02053. x. Jump up ^ Crowder, R.M. ; Robinson, M.A. ; Hughes, H.P.N. ; Sim, Y.W. ( 2012 ). `` The development of an agent - based modeling framework for simulating engineering team work ''. IEEE Transactions on Systems, Man, and Cybernetics -- Part A : Systems and Humans. 42 ( 6 ) : 1425 -- 1439. doi : 10.1109 / TSMCA. 2012.2199304. Jump up ^ `` How to work with a demanding client -- Organizational Behavior Guide for Consultants ''. Organizational Behavior Guide for Consultants. 2018 - 02 - 06. Retrieved 2018 - 02 - 09. Jump up ^ Spector, P.E., & Fox, S. ( 2005 ). The Stressor - Emotion Model of Counterproductive Work Behavior. In S. Fox, P.E. Spector ( Eds. ), Counterproductive work behavior : Investigations of actors and targets ( pp. 151 - 174 ). Washington, DC, US : American Psychological Association. doi : 10.1037 / 10893 - 007 Jump up ^ Tepper, B.J. ( 2000 ). `` Consequences of abusive supervision ''. Academy of Management Journal. 43 ( 2 ) : 178 -- 190. doi : 10.2307 / 1556375. Jump up ^ Rayner, C., & Keashly, L. ( 2005 ). Bullying at Work : A Perspective From Britain and North America. In S. Fox & P.E. Spector ( Eds. ), Counterproductive work behavior : Investigations of actors and targets. ( pp. 271 - 296 ). Washington, DC, US : American Psychological Association. Jump up ^ Andersson, L.M. ; Pearson, C.M. ( 1999 ). `` Tit for tat ? The spiraling effect of incivility in the workplace ''. Academy of Management Review. 24 : 452 -- 471. doi : 10.5465 / amr. 1999.2202131. Jump up ^ Rospenda, K.M., & Richman, J.A. ( 2005 ). Harassment and discrimination. In J. Barling, E.K. Kelloway & M.R. Frone ( Eds. ), Handbook of work stress ( pp. 149 - 188 ). Thousand Oaks, CA : Sage. Jump up ^ Balzer, W.K. & Gillespie, J.Z. ( 2007 ). Job satisfaction. In Rogelberg, S.G. ( Ed. ). Encyclopedia of industrial and organizational psychology Vol. 1 ( pp. 406 - 413 ). Thousand Oaks, CA : Sage. Jump up ^ Allen, N.J. Organizational commitment. In Rogelberg, S.G. ( Ed. ). Encyclopedia of industrial and organizational psychology Vol. 2 ( pp. 548 - 551 ). Thousand Oaks, CA : Sage. Jump up ^ Ashkanasy, N.M. ; Härtel, C.E.J. ; Daus, C.S. ( 2002 ). `` Diversity and emotion : The new frontiers in organizational behavior research ''. Journal of Management. 28 ( 3 ) : 307 -- 338. doi : 10.1177 / 014920630202800304. Jump up ^ Fiedler, F.E. ( 1978 ). The contingency model and the dynamics of the leadership process. In L. Berkowitz ( Ed. ), Advances in experimental social psychology ( pp. 59 - 112 ). New York : Academic Press. Jump up ^ Fleishman, E.A. ; Harris, E.F. ( 1962 ). `` Patterns of leadership behavior related to employee grievances and turnover ''. Personnel Psychology. 15 : 43 -- 56. doi : 10.1111 / j. 1744 - 6570.1962. tb01845. x. Jump up ^ Levy, P.E. ( 2006 ). Industrial / organizational psychology : Understanding the workplace. Boston : Houghton Mifflin. Jump up ^ Graen, G.B. ; Novak, M.A. ; Sommerkamp, P. ( 1982 ). `` The effects of leader - member exchange and job design on productivity and satisfaction : Testing a dual attachment model ''. Organizational Behavior & Human Performance. 30 ( 1 ) : 109 -- 131. doi : 10.1016 / 0030 - 5073 ( 82 ) 90236 - 7. Jump up ^ House, R.J. ; Mitchell, T.R. ( 1974 ). `` Path - goal theory of leadership ''. Contemporary business. 3 : 81 -- 98. Jump up ^ Bass, B.M. ; Avolio, B.J. ; Atwater, L.E. ( 1996 ). `` The transformational and transactional leadership of men and women ''. Applied Psychology : An International Review. 45 : 5 -- 34. doi : 10.1111 / j. 1464 - 0597.1996. tb00847. x. Jump up ^ Robbins, S.P. ( 2009 ). Organizational behaviour. Cape Town, Pearson. Jump up ^ Baron, Robert A., and Greenberg, Jerald. Behavior in organizations -- 9th edition. Pearson Education Inc., New Jersey : 2008. p. 248 Jump up ^ Adams, J.S. ( 1965 ). Inequity in social exchange. In L. Berkowitz ( Ed. ), Advances in experimental social psychology ( pp. 276 - 299 ). New York : Academic Press. Jump up ^ Vroom, V.H. ( 1964 ). Work and motivation. New York : John Wiley. Jump up ^ Maslow, A.H. ( 1943 ). `` A theory of human motivation ''. Psychological Review. 50 : 370 -- 396. doi : 10.1037 / h0054346. Jump up ^ Greenberg, J ( 1987 ). `` A taxonomy of organizational justice theories ''. Academy of Management Review. 12 : 9 -- 22. doi : 10.5465 / amr. 1987.4306437. Jump up ^ Herzberg, F. ( 1968, January / February ). One more time : How do you motivate employees ? Harvard Business Review, 52 - 62. Jump up ^ McGregor, D.M. ( 1960 ). The human side of enterprise. New York : McGraw - Hill. Jump up ^ Hofstede, Geert, Gert Jan Hofstede and Michael Minkov. Cultures and Organizations : Software of the Mind, 3rd ed. New York : McGraw - Hill. 2010 Jump up ^ Organ, D.W. ( 1988 ). Organizational citizenship behavior : The good soldier syndrome. Lexington, MA, England : Lexington Books / DC Heath and Com. f Jump up ^ Shein, Edgar ( 1992 ). Organizational Culture and Leadership : A Dynamic View. San Francisco, CA : Jossey - Bass. Jump up ^ Kotter, John and Heskett, James L. ( 1992 ) Corporate Culture and Performance, Free Press ; ISBN 0 - 02 - 918467 - 3 Jump up ^ Denison, Daniel R. ( 1990 ) Corporate culture and organizational effectiveness, Wiley. Jump up ^ Michel, W., Shoda, Y., & Smith, R.E. ( 2004 ). Introduction to personality : Toward an integration. New York : Wiley Jump up ^ Demerouti, E. ; Bakker, A.B. ; Nachreiner, F. ; Schaufeli, W.B. ( 2001 ). `` The job demands - resources model of burnout ''. Journal of Applied Psychology. 86 ( 3 ) : 499 -- 512. doi : 10.1037 / 0021 - 9010.86. 3.499. Jump up ^ Greenhaus, J.H. ; Beutell, N.J. ( 1985 ). `` Sources and conflict between work and family roles ''. Academy of Management Review. 10 ( 1 ) : 76 -- 88. doi : 10.5465 / amr. 1985.4277352. Jump up ^ Perrow, C. ( 1986 ). Complex organizations : A critical essay ( 3rd ed. ). New York : McGraw - Hill. Jump up ^ French, J.R.P., Jr., & Raven, B. ( 1959 ). The bases of social power. In D. Cartwright ( Ed. ), Studies in social power ( pp. 150 - 167 ). Ann Arbor, MI : Institute for Social Research. Jump up ^ Katz, D., & Kahn, R.L. ( 1978 ). The social psychology of organizations ( 2 ed. ). New York : Wiley. Jump up ^ Ash, M.G. ( 1992 ). `` Cultural contexts and scientific change in psychology : Kurt Lewin in Iowa ''. American Psychologist. 47 : 198 -- 207. doi : 10.1037 / 0003 - 066x. 47.2. 198. Jump up ^ `` Academy of Management Journal ''. Jump up ^ `` Academy of Management Review ''. Jump up ^ `` Johnson at Cornell - Administrative Science Quarterly ''. Jump up ^ `` Human Resource Management - Wiley Online Library ''. Jump up ^ `` Human Resource Management Review ''. Elsevier. Jump up ^ `` Journal of Business and Psychology ''. springer.com. Jump up ^ `` Journal of Management ''. Further reading Wikiquote has quotations related to : Organizational behavior Ash, M.G. ( 1992 ). `` Cultural Contexts and Scientific Change in Psychology : Kurt Lewin in Iowa ''. American Psychologist. 47 ( 2 ) : 198 -- 207. doi : 10.1037 / 0003 - 066x. 47.2. 198. Hatch, M.J. ( 2006 ), `` Organization Theory : Modern, symbolic, and postmodern perspectives. '' 2nd Ed. Oxford University Press ISBN 0 - 19 - 926021 - 4. Helge H, Sheehan MJ, Cooper CL, Einarsen S `` Organisational Effects of Workplace Bullying '' in Bullying and Harassment in the Workplace : Developments in Theory, Research, and Practice ( 2010 ) Jones, Ishmael ( 2008 ), The Human Factor : Inside the CIA 's Dysfunctional Intelligence Culture. New York : Encounter Books ISBN 978 - 1 - 59403 - 382 - 7. Richmond, Lewis ( 2000 ), Work as a Spiritual Practice : A Practical Buddhist Approach to Inner Growth and Satisfaction on the Job, Broadway Robbins, Stephen P. ( 2004 ) Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall ISBN 0 - 13 - 170901 - 1. Robbins, S.P. ( 2003 ). Organisational behaviour : global and Southern African perspectives. Cape Town, Pearson Education South Africa. Salin D, Helge H `` Organizational Causes of Workplace Bullying '' in Bullying and Harassment in the Workplace : Developments in Theory, Research, and Practice ( 2010 ) Scott, W. Richard ( 2007 ). Organizations and Organizing : Rational, Natural, and Open Systems Perspectives. Pearson Prentice Hall ISBN 0 - 13 - 195893 - 3. Weick, Karl E. ( 1979 ). The Social Psychology of Organizing 2nd Ed. McGraw Hill ISBN 0 - 07 - 554808 - 9. Simon, Herbert A. ( 1997 ) Administrative Behavior : A Study of Decision - Making Processes in Administrative Organizations, 4th ed., The Free Press. Tompkins, Jonathan R. ( 2005 ) `` Organization Theory and Public Management ''. Thompson Wadsworth ISBN 978 - 0 - 534 - 17468 - 2 Kanigel, R. ( 1997 ). The One Best Way, Frederick Winslow Taylor and the Enigma of Efficiency. London : Brown and Co. Morgan, Gareth ( 1986 ) Images of Organization Newbury Park, CA : Sage Publications hide Aspects of organizations Architecture Behavior Blame Burnout Capital Cells Chart Citizenship behavior Climate Commitment Communication Complexity Conflict Culture Design Development Diagnostics Dissent Ecology Effectiveness Engineering Ethics Field Fit in or fuck off Hierarchy Identification Intelligence Justice Kick the cat Kiss up kick down Learning Life cycle Machiavellianism Mentorship Narcissism Network analysis Ombudsman Onboarding Patterns Perceived support Performance Politics Proactivity Psychology Psychopathy Resilience Retaliatory behavior Safety Space Storytelling Structure Suggestion box See also templates Aspects of corporations Aspects of jobs Aspects of occupations Aspects of workplaces Retrieved from `` https://en.wikipedia.org/w/index.php?title=Organizational_behavior&oldid=843132343 '' Categories : Organizational behavior Organizational studies Social systems Structure Hidden categories : CS1 French - language sources ( fr ) Articles that may contain original research from September 2010 All articles that may contain original research Articles needing additional references from June 2014 All articles needing additional references Articles with multiple maintenance issues Articles with specifically marked weasel - worded phrases from October 2017 All articles with unsourced statements Articles with unsourced statements from June 2014 Articles with unsourced statements from January 2017 Talk Contents About Wikipedia Wikiquote Deutsch Español فارسی Français 한국어 हिन्दी Lietuvių Русский Tagalog తెలుగు 中文 5 more Edit links This page was last edited on 27 May 2018, at 02 : 50 ( UTC ). Text is available under the Creative Commons Attribution - ShareAlike License ; additional terms may apply. By using this site, you agree to the Terms of Use and Privacy Policy. Wikipedia ® is a registered trademark of the Wikimedia Foundation, Inc., a non-profit organization. About Wikipedia

Question: who identified three levels of conceptualization and organisation
Answer: Edgar Schein