Written by Beatrice Mwangi
Published in Vol 4 Issue 2, 2024
This study employed Structural Equation Modeling (SEM) to investigate how behavioral factors impact the stock investment decisions of Generation Z in Vietnam. Analysis of 558 valid survey responses revealed that overconfidence, fear of missing out (FOMO), representativeness bias, and risk attitude significantly and positively influenced investment behavior. In contrast, framing effects and herding behavior did not show a significant relationship with investment decisions. Notably, FOMO—commonly
Written by Nikos Papadopoulos
Published in Vol 4 Issue 2, 2024
This study explores the nuanced relationship between family support—specifically instrumental support and emotional sustenance—and in-role performance, with a focus on the mediating role of work engagement. Drawing on data collected from 421 Vietnamese employees, the research employs PLS-SEM analysis to test the proposed model. The findings demonstrate that both forms of family support positively influence all three dimensions of work engagement: cognitive, physical, and emotional. In turn, each
Written by Fatima Zahra Amrani
Published in Vol 4 Issue 2, 2024
The study of organizational behavior is a crucial area in understanding how organizations operate and thrive. It is regarded as one of the key contemporary approaches to managing change and promoting development within organizations. Organizational behavior provides the framework that shapes the work environment and differentiates one organization from another. Decision-making within organizations is influenced by a variety of internal and external factors. Consequently, organizational behavior
Written by Lucas Pereira
Published in Vol 4 Issue 2, 2024
This study aims to examine the effects of job-related factors—namely Job Demand, Job Control, and Social Support—on the performance of university lecturers in Hanoi, Vietnam. In the context of growing organizational competition, individual job performance and effective collaboration among staff are critical to overall institutional success. Drawing on the Job Demand-Control and Social Support (JDCS) model, this research explores how these variables influence lecturer performance within Vietnames
Written by Samuel Okeke
Published in Vol 4 Issue 2, 2024
Gamification, defined as the integration of game design elements into non-game settings, has seen significant growth in popularity over the past decade. In the business context, it is employed as a tool to tap into consumers’ psychological motivations toward engaging with services, products, activities, or brands. Although various frameworks have been introduced—each emphasizing unique design elements and their potential to influence attitudes—empirical studies exploring the true drivers behind
Written by Noah Williams
Published in Vol 4 Issue 2, 2024
Organizations increasingly report demographic representation, belonging initiatives, and inclusive values, yet these signals do not establish that employees participate consequentially or share power. The central problem is conceptual compression: representation, social membership, influence, and structural change are often treated as interchangeable indicators of inclusion. This integrative review examines heterogeneous organizational, psychological, sociological, qualitative, quantitative, the
Written by Elena Petrova
Published in Vol 4 Issue 2, 2024
Organizations increasingly rely on algorithmic systems because prediction appears to offer consistency, speed, scalability, and protection from human error. Yet predictive performance can acquire a broader organizational meaning: uncertain outputs may be enacted as settled answers, managerial authority may become attached to model recommendations, and disagreement may be reframed as resistance to objective evidence. This critical review examines how such algorithmic certainty may narrow inquiry,
Written by Lina Hassan
Published in Vol 4 Issue 2, 2024
Digital surveillance has become embedded in routine work through electronic performance monitoring, behavioral analytics, algorithmic evaluation, location tracking, communication analysis, and data-driven human-resource systems. Yet organizational scholarship often treats surveillance primarily as a technology, a control practice, or a privacy problem, leaving underdeveloped the question of when employees interpret monitoring as a failure of reciprocal organizational obligations. This Original C
Written by Saif Al-Hinai
Published in Vol 4 Issue 2, 2024
Organizational crises expose a persistent conceptual and practical problem: systems may preserve operations while exhausting the people whose effort sustains that continuity. Resilience research has often emphasized survival, recovery, adaptation, or renewal, whereas employee well-being research has examined distress, depletion, withdrawal, and unequal exposure through partly separate theoretical traditions. This integrative review connects those domains and examines how organizational adaptive
Written by Charlotte Dupuis
Published in Vol 4 Issue 2, 2024
Artificial intelligence is increasingly used to allocate work, evaluate performance, screen applicants, distribute opportunities, and structure managerial attention. Yet organizational debate often isolates technical bias from implementation, worker participation, error distribution, and accountability, obscuring how disadvantage can persist across an entire decision process. This narrative review examines how artificial intelligence may reproduce organizational inequality through four connected
Written by Olivia Bennett
Published in Vol 4 Issue 2, 2024
Artificial intelligence increasingly mediates task allocation, performance evaluation, scheduling, selection, and other consequential employment decisions. Yet organizational theory has not fully explained how employees form reciprocal expectations when managerial claims are communicated or enacted through algorithmic systems rather than through direct human interaction. This original conceptual theory article develops Algorithmic Psychological-Contract Theory to explain how organizational claim
Written by Ethan Wright
Published in Vol 4 Issue 2, 2024
Always-on organizations extend work through overlapping communication channels, rapid-response expectations, temporal dispersion, and porous boundaries between work and nonwork. Although burnout is commonly measured as an individual condition, its antecedents and persistence may be organized through work systems that repeatedly generate demands while constraining recovery. This Original Conceptual Framework Article proposes the Systemic-Depletion Framework to connect four domains that are often
Written by Yifan Zhao
Published in Vol 4 Issue 2, 2024
Artificial intelligence recommendations increasingly enter organizational decisions that remain formally assigned to human actors. Yet prevailing accounts often treat reliance as a problem of accuracy, trust, adoption, or interface design without examining how machine advice may reshape who performs judgment, who remains psychologically connected to consequences, and who accepts responsibility afterward. This Original Propositional Model Article develops a proposed Judgment-and-Responsibility Mo
Written by Erik Van der Meer
Published in Vol 4 Issue 2, 2024
Digitally saturated workplaces expose employees to overlapping messages, alerts, workflow updates, visibility cues, and requests that compete for limited attention. Prevailing responses often frame the resulting difficulty as an individual problem of focus, self-control, or communication etiquette, thereby underexamining how organizational systems allocate urgency, authorize interruption, and distribute the burden of resumption. This Original Governance Framework Article develops an evidence-bou
