PROJECT MANAGERS’ INDIVIDUAL TEMPORAL PERSPECTIVE AND POSITIVE ORGANIZATIONAL CLIMATE: AN EMPIRICAL INVESTIGATION
DOI:
https://doi.org/10.12775/JPM.2019.009Keywords
Individual Temporal Perspective, Temporal Orientation, Time Perspective, Positive Organizational Potential, Positive Organizational Climate, Project ManagersAbstract
In a result of the influence of positive psychology, new trends in organizational theory have emerged, such as positive organizational diagnosis and positive organizational potential (POP). On the basis of these discussions, the concepts of a positive organizational culture and a positive organizational climate have emerged. Positive organizational diagnosis contributes to the exploration of positive features as a counterweight to the negative aspects of the organization's functioning.
The article proposes the introduction of an individual time perspective for analyzing a positive organizational climate. The article aims to present the temporal perspective of managers as an attribute of managerial and leadership behavior and, as a consequence, the driving force of a positive organizational climate.
The article discusses the results of empirical research in the field of individual time perspective and conducted in 2016 and 2017 on a group of Polish project managers in the consulting sector. It has been found that a positive relationship exists between positive organizational climate and individual time perspective of project managers with present orientation and future orientation. This relationship does not refer to past oriented leaders. Moreover, an attempt was made to answer a question “What managerial behaviors and leadership practices, depending on managers’ ITP, contribute to a positive organizational climate?”.
References
Cameron, K.S., Dutton, J.E., Quinn, R.E (Eds.), (2003), Positive Organizational Scholarship: Foundations of a New Discipline, Berett-Koehler Publishers, San Francisco.
Cherniss, C., Goleman, D. (Eds.) (2001), The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations, San Francisco, CA: Jossey-Boss.
Christopher, P.P., Baltes, B.B., Young, S. A., Huff J.W., Altmann R.A., Lacost H.A. , Roberts, J.E., (2002), “Relationships between Psychological Climate Perceptions and Work Outcomes: A Meta-Analytic Review”, Journal of Organizational Behavior, 24 (4), pp. 389 – 416.
Deal, T. E., Kennedy, A. A., (1982), Corporate cultures: The rites and rituals of corporate life. Reading, MA, Addison-Wesley.
Dutton, J.E., Glynn M.A., (2008), “Positive Organizational Scholarship”, in: Barling, J., Cooper, C.L. (Eds.), The SAGE Handbook of Organizational Behavior: Volume 1: Micro Perspectives, Sage, Thousand Oaks, pp. 693 – 712.
Denison, D.R. (1996), “What is the Difference between Organizational Culture and Organizational Climate? A Native's Point of View on a Decade of Paradigm Wars”, The Academy of Management Review, Vol. 21, pp. 619-654.
Glick, W.H. (1985), “Conceptualizing and measuring organizational and psychological climate: pitfalls in multilevel research”, Academy of Management Review, vol. 10, no. 3, pp. 601-616.
Glińska-Neweś, A. (2010), “Organizational Culture of SMEs in Light of the Research on Positive Organizational Potential”, in: Matejun, M. (Ed.), Managing the Potential of Small and Medium-sized Enterprises in Business Practice, Monografie Politechniki Łódzkiej, Łódź, pp. 11-26.
Goleman, D. (2000), “An EI-based theory of performance” in D. Goleman, C. Cherniss (Eds.), The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations. San Francisco, CA: Jossey-Bass.
Howe, J.G. (1977), “Group climate: An exploratory analysis of construct validity”, Organizational Behavior and Humane Performance, vol. 19, pp.106-125.
Kahneman, D. (2012), Pułapki myślenia. O myśleniu szybkim i wolnym, Media Rodzina, Poznań
Hogan, R. (2006). Personality and the fate of organizations. Hillsdale, NJ: Erlbaum
Józefowicz, B. (2010a), „Prorozwojowe zachowania pracownicze jako wynik Pozytywnego Potencjału Organizacji, Pozytywnej Kultury Organizacyjnej i Pozytywnego Klimatu Organizacji”, in: Stankiewicz, M.J. (Ed.), Pozytywny Potencjał Organizacji: Wstęp do użytecznej teorii zarządzania, Dom Organizatora TNOiK, Toruń, pp. 141 – 158.
Józefowicz, B. (2010b), “Development supporting employee behaviors”, Journal of Positive Management, Vol. 1, No. 1, pp. 75 – 84.
Kalińska, M., (2010), ”Pozytywny Klimat Organizacji jako pożądany efekt Pozytywnego Potencjału Organizacji”, in: Stankiewicz, M.J. (Ed.), Pozytywny Potencjał Organizacji: Wstęp do użytecznej teorii zarządzania, Dom Organizatora TNOiK, Toruń, pp. 107 – 140.
Klein, A. (2008). “Organizational Culture as a Source of Competitive Advantage”, in: Refereed Program of the E-Leader Conference at Bangkok, Thailand, available at: http://www. g-casa. com, ISSN, vol. 4819. 1935.
Lewin, K., Lippitt R., White R.K., (1939), “Patterns of aggressive behavior in experimentally created social climates”, Journal of Social Psychology, 10 (2), p. 271.
Lis, A. (2013), “In search of positive organizational potential: the case of Frauenthal Toruń automotive company”, Journal of Positive Management, vol. 1, no 1.
Lipińska-Grobelny, A., Michałowska, W. (2018), „Klimat organizacyjny a odkładanie pracy na później”, Organizacja i Kierowanie, nr 1/ 180.
Lipińska-Grobelny, A. (2017), „Klimat organizacyjny i jego konsekwencje dla funkcjonowania pracowników”, Wydawnictwo Uniwersytetu Łódzkiego, Łódź.
Naldöken Ü., Tengilimoğlu D. (2017), “A field study on determining the effects of organizational climate in terms of social interaction on knowledge management at health organizations”, Journal of Economics and Management, vol. 29, no. 3.
Nikčević, G. (2016), “The influence of organizational culture on leadership – case study Montenegro”, Tehnički vjesnik, vol. 23, no. 1.
Paixão, M.P., Da Silva, J.T., Cordeiro, V., Ortuño, P. (2013), “An exploratory approach to Time Perspective theory and research” in: International Studies In Time Perspective, Coimbra University Press.
Rousseau, D. M. (1990), “Assessing organizational culture: The case for multiple methods”, in: B. Schneider (Ed.), Organizational climate and culture (pp. 153-193), San Francisco: Jossey-Bass Publishers.
Schneider, B. (1975), “Organizational climates: An essay”. Personnel Psychology, 28. 447-479.
Schein, E. H. (1984), “Coming to a new awareness of organizational culture”, Sloan Management Review, 25 (2).
Stringer, R., (2002), Leadership and Organizational Climate, Upper Saddle River, NJ: Prentice Hall
Thoms P., (2003), Driven by Time. Time Orientation and Leadership, Praeger, Wesport, Connecticat, London.
Thoms P., Greenberger, D.B., (1995), The Relationship between Leadership and Time Orientation, Journal of Management Inquiry, vol. 4, no 3.
Watkins, Ch., (2000), “The leadership program for serving headteachers. Probably the world’s largers leadership development initiative”, Leadership and Organizational Development Journal, vol. 21, no. 1.
Zbierowski, P., Bratnicki, M., (2014), “Positivity and Intrapreneurship: Positive Orientation and its Relation to Entrepreneurial Orientation and Performance”, June 4, available at SSRN:
https://ssrn.com/abstract=2446058 or http://dx.doi.org/10.2139/ssrn.2446058
Zimbardo, P. G., Keough, K. A., Boyd, J. N. (1997), “Present time perspective as a predictor of risky driving”, Personality and Individual Differences, 23.
Zimbardo, P. G., Boniwell, I. (2004), “Balancing One's Time Perspective in Pursuit of Optimal Functioning”, in: Linley P.A., Joseph S. (Eds.), “Positive psychology in practice”, Hoboken NJ: Wiley.
Zimbardo, P.G., Boyd, J.N. (1999), “Putting time in perspective: A valid, reliable individual-differences metric”, Journal of Personality and Social Psychology, 77 (6), 1271-1288.
Zimbardo, P.G., Boyd, J.N. (2008), The Time Paradox: The New Psychology of Time That Will Change Your Life, London: Rider.
http://www.thetimeparadox.com/surveys (accessed 12 October 2015).
https://hbr.org/2005/01/how-to-play-to-your-strengths (accessed 1 May 2017).
Downloads
Published
How to Cite
Issue
Section
License
Copyright
Articles submitted to the journal should not have been published before in their current or substantially similar form, or be under consideration for publication with another journal. Authors submitting articles for publication warrant that the work is not an infringement of any existing copyright and will indemnify the publisher against any breach of such warranty. For ease of dissemination and to ensure proper policing of use, papers and contributions become the legal copyright of the publisher unless otherwise agreed.
Plagiarism and ghostwriting
In response to the issue of plagiarism and ghostwriting the editors of the Journal of Positive Management has introduced the following rules to counteract these phenomena:
1. Contributors should be aware of their responsibility for a content of manuscripts.
2. Collective authors are obliged to reveal the contribution and an affiliation of each author (i.e. who is an author of specified part of a paper).
3. Any act of dishonesty will be denounced, the editors will inform appropriate institutions about the situation and give evidence of all cases of misconduct and unethical behaviour.
4. The editors may ask contributors for financial disclosure (i.e. contribution of specified institutions).
Stats
Number of views and downloads: 690
Number of citations: 0
