Organizational Behavior Analysis

Introduction

Organizational behavior is a field of studies that aims to conjoin the substance of other sciences that deal with behavioral matters, such as anthropology, psychology and sociology, in order to use it to improve management theories and managerial strategies. An organization is a number of people or groups all working together in a structured mechanism to achieve one ore more goals. Organizational behavior then, comes in to investigate on how organizations affect individuals and the other way around (Duncan, 1978). Although the first questions on how the worker is being affected by his job were raised in the ‘30s (Brief and Weiss, 2002), with researches making their first steps on imprinting that phenomenon (Fisher and Hanna, “The Dissatisfied Worker” 1931; Kornhauser and Sharp, “Employee attitudes; suggestions from a study in a factory” 1932; Hersey, “Workers’ Emotions in Shop and Home: A Study of Individual Workers from the Psychological and Physiological Standpoint” 1932; Hoppock, “Job Satisfaction” 1935; Roethlisberger and Dickson, “Management and the Worker” 1939), the field has presented academic development in the last 40 – 50 years (Luthans, 2005). That’s when the first books referring on the subject were published (Bennis, “Changing Organizations” 1966; Filley and House, “Managerial Process and Organizational Behavior” 1969; Luthans “Organizational Behavior” 1973). After being a subject of experimental studies and researches over the years, it acquired theoretical background, which was and still is being expanded. The widely accepted and shared behavior among employees is what is what is generally referred as organizational culture. (Lee and Yu, 2004). Organizational culture is a meaning open to a great variety of definitions, due to the different research context that various writers looked into. It is the summary of commonly adopted opinions, customs, and patterns preserved by the employees (Hai, 1986) and instructed to newcomers

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