Organizational Behavior: Perceptions Analysis of …

ORGANIZATIONAL BEHAVIOR: PERCEPTIONS ANALYSIS OF MICRO AND MACRO ORGANIZATIONAL BEHAVIOR IN AN ORGANIZATIONAL SETTING Joshua T. Delich, B.A., ME.D.

Dissertation Prepared for the Degree of DOCTOR OF PHILOSOPHY

UNIVERSITY OF NORTH TEXAS December 2015

APPROVED: Jane B. Huffman, Major Professor Don Powell, Minor Professor Douglas Otto, Committee Member Miriam Ezzani, Committee Member James D. Laney, Chair of the Department

of Teacher Education and Administration Jerry Thomas, Dean of the College of Education Costas Tsatsoulis, Dean of the Toulouse Graduate School

Delich, Joshua T. Organizational Behavior: Perceptions Analysis of Micro and Macro Organizational Behavior in an Organizational Setting. Doctor of Philosophy (Educational Leadership), December 2015, 214 pp., 35 tables, 6 figures, references, 528 titles.

Understanding organizational behavior (OB) has profoundly influenced organizational performance and how people behave in organizations. Researchers have suggested various micro and macro organizational behaviors to be the impetus for high-performing organizations. Through a policy capturing approach this study builds on these findings by specifically examining the perceptions of micro and macro organizational behaviors in an organizational setting. The participants (n =181) completed a Micro and Macro Organizational Behavior Perceptions Questionnaire. Results showed perception differences exist between subordinates and supervisors. Additionally, participants perceived job satisfaction to be the most important micro organizational behavior, whereas organizational design was perceived to be the most important macro organizational behavior. However when comparing hierarchal positions in the organization, supervisors weighted leadership as the most important and subordinates weighted job satisfaction as the most important organizational behavior. While these findings only scratch the surface as to how organizational behavior is perceived, the implications challenge leaders to close the OB perception gap. Correspondingly, organizational behavior thinking may result in improving individual and organizational performance.

Copyright 2015 by

Joshua T. Delich

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ACKNOWLEDGEMENTS Dr. Huffman, I want to gratefully thank you for the remarkable support, guidance, and sincerity you showed me during this process. You will always hold a special place in my future career endeavors. It is my privilege to have worked under your guidance. To my dissertation committee, thank you for the thought-provoking insight you provided me along the way. Thank you for what you taught me during the doctoral program. To my brother Caleb, thank you for the many conversations we had over the years during my research, you unknowingly ignited the fire inside me to keep persevering. Brotherly love forever. Rachel, Jennifer, Eve, and Charity, "Little Josh" is done. Thanks for checking in on my progress throughout this journey. John and Trudy, your enduring and unconditional love and support laid the foundation that made this all possible. When you turn the pages of this body of research, know that each page was because of you. Dad and Mom, you are as deserving of this degree as I am. Love you. Daddy's beautiful little girls, Rae'ven-Hope and Nylah-Rae, you were, and will always be, an inspiration for me to keep going. While you probably will never remember Daddy's research days, I will always remember your little voices asking me: "Are you doing research? When will you be done?" My precious daughters, your dad is finished. I love you. Finally, and most importantly, I would like to thank my wife, Desirae, for the unwavering love, incredible support, selfless acts, and compassionate understanding you gave me during this long journey. I will never forget the sacrifices you made. I am so blessed, and honored, to call you my wife. And despite this landmark in our lives coming to an end, it is only the beginning of many more amazing milestones we will achieve together. My soul mate for life, I love you. We did it!

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TABLE OF CONTENTS

Page

ACKNOWLEDGEMENTS

iii

LIST OF TABLES

ix

LIST OF FIGURES

xi

CHAPTERS

1 INTRODUCTION

1

Background

1

What is Organizational Behavior

3

Historical Origin of Organizational Behavior

4

Statement of the Problem

5

Statement of Purpose

6

Research Questions

6

Significance of Study

6

Delimitations

7

Assumptions

8

Theoretical/Conceptual Framework

9

Definition of Terms

11

Organization of Study

14

2 REVIEW OF LITERATURE

16

Organizational Behavior

16

Micro and Macro Dichotomy

18

Micro Organizational Behaviors

21

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Stress

21

Job Satisfaction

25

Creativity

28

Leadership

32

Macro Organizational Behavior

38

Organizational Structure

39

Organizational Design

48

Organizational Change

54

Organizational Development

64

Contingency Theory

72

Policy Capturing Approach

74

Social Judgment Theory

76

Lens Model

78

Single System Design

78

Conclusion

79

3 METHODOLOGY

82

Introduction

82

Research Questions

83

Research Design

83

Policy Capturing Approach

83

Defining Judgment Policy

86

Population

87

Pilot Study

89

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Data Collection Procedures

90

Instrument Design

90

Instrument Questions

90

Instrument Considerations

92

Instrument Validity and Reliability

92

Limitations

96

Policy Capturing Approach Limitations

97

Data Analysis

98

Summary

99

4 RESULTS

102

Overview of Data Collection

102

Materials

102

Questionnaire Instrument

103

Descriptive Statistics

104

Questionnaire Response Rate

104

Demographical Data

104

Statistical Analysis

106

Characteristics of Data

106

Least-Squared

106

Cue Usage

107

Data Results

109

Conclusion

116

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5 DISCUSSION, IMPLICATIONS, RECOMMENDATIONS

119

Introduction

119

Review of Organizational Behavior

119

Overview of the Study

120

Summary of the Results

121

Perceptions Theorization

123

Discussion

126

Concluding the Eight Studied Organizational Behaviors

126

Insight on Findings of the Study

130

Implications

134

Recommendations

135

Leveraging, Understanding, and Managing Organizational

Behavior

135

Interlocking Organizational Behavior Thinking with High-

Performing Attributes

137

Future Exploration into the Field of Organizational Behavior

139

Concluding Thoughts

143

APPENDIX

A. DIFFERENTIATING ORGANIZATIONAL BEHAVIOR SUBFIELDS 146

B. DEFINING ORGANIZATIONAL BEHAVIOR

150

C. STRATEGIC PLANNING PROCESS/CHANGE MANAGEMENT

MODELS

152

D. LENS MODEL SINGLE SYSTEM DESIGN

155

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