Influence of Culture, Power and Politics on Team and Individual Behaviour

This report explores the influence of culture, power, and politics on team and individual behaviour in organizations. It discusses Handy's model of culture, French and Raven's power types, and the impact of these factors on behaviour and performance. The report also examines the relationship between motivation, politics, power, and culture.

ORGANISATION AND
BEHAVIOUR

Table of Contents
INTRODUCTION...............................................................................................................3
MAIN BODY.......................................................................................................................3
LO 1...................................................................................................................................3
P1 Influence of culture, power and politics on team and individual behaviour..............3
LO 2...................................................................................................................................6
P2 Content and process motivation theory....................................................................6
LO 3.................................................................................................................................11
P3 Theories for developing effective team ..................................................................11
LO 4.................................................................................................................................14
P4 Concepts and philosophies of organisational behaviour and leadership styles. ...14
CONCLUSION.................................................................................................................16
REFERENCES............................................................................................................................17

INTRODUCTION
Organizational behaviour consists of range of activities which the organization
uses to understand the behaviour of their employees and knowing the aspects which
motivates them. This helps the organization to undertake the strategies which will help
them to retain employees.
Sainsbury is basically the renowned chain in supermarkets being established in 1869 by
John James Sainsbury and headquartered in London, U.K. It mainly deals in
supermarkets, banks,Energy etc. and is present in more than 30 countries.
This report gives a brief about Influence of culture, power and politics on team
and individual behaviour, Content and process motivation theory, theories for
developing effective team and philosophies of organizational behaviour.
MAIN BODY
LO 1
P1 Influence of culture, power and politics on team and individual behaviour
Handy's model
This model basically addresses that there are four types of culture which prevails
in the organization and influences behaviour of employees
Power culture
In this, the power is being held by some few individuals who at the end influences
the other individuals. This culture consist of some rules as well as some regulations and
thus the employees are required to follow these.
Role culture
In this culture, the organizations establishes rules as well as regulations and thus
the employees are highly controlled through the imposition of these rules. This type of
culture have the advantage that employees work on the definite path and according to
rules.
Task culture
This culture is recognized by the formation of teams which are required to
address the specific problems or task. This is largely determined by high team dynamics
and thus have the culture of team collaboration.

Person culture
Organizations having this type of culture contains the employees who tend to see
themselves as unique as well as superior within organization in comparison to others.
This type of culture is simply person-oriented and have the individuals which tend to use
their power.
French and raven power
This addresses that the leaders and managers have different types of power
which they exercise on employees.
Coercive power
This is based on coercion where the employees are forced to perform some
tasks. Here the main aim is compliance. In this, leaders and managers pressurize the
employees to do some work so that they remain under control of rules.
Reward power
In this, the leaders and managers reward their employees for their outstanding
performance and thus encourage them to keep this attitude in the future. This increases
the motivation level of employees.
Legitimate power
This is the in which employees are rewarded for outstanding performance and
punished for the bad behaviour. Thus, managers exercises certain degree of power
over employees.
Referent power
This is the power which is based on sense of approval and personal acceptance.
Leaders serve as role model and have the necessary charm from which the employees
learn.
Expert power
This is the power which leaders derive from their expertise as well as experience.
Through their great experience, leaders often lead their team members in correct
direction and thus motivates them.
Impact on behaviour
Culture is basically the characteristics as well as the features of a particular
group of individuals that differentiate them for others. This culture plays a great role in

Sainsbury and thus impacts the individual and team performance. It also influences their
behaviour in positive as well as negative way. As the Sainsbury have diverse workforce,
thus sometimes it results to conflicts among the members due lack of understanding of
different culture, language, perspective etc. On the other hand, it also helps the
employee to understand the different view points of people and thus make rational
decision by considering all alternatives. This eventually improves the communication
behaviour of individuals and team (Pradhan and Jena, 2015).
Politics is predominately the range of activities which are associated to influence
and improves the personal as well as organizational interests. The politics which leader
and manager exercise in Sainsbury and this influences the individual and team
behaviour in both positive and negative way. When there is high degree of negative
politics in the company like showing favoritism, biasness then it demotivated the
employees and result in negative behaviour. Whereas when company has positive
politics like equal opportunity then it leads to positive individual and hence team
behaviour.
Power in organization is the ability of individual to influence other individual or
group. There are different types of power which the leaders and managers of Sainsbury
exercises and thus affect the behaviour of individual and team in both positive and
negative way. For example when the management takes negative use of their positional
power then it often leads to frustration in the individual for that leader on the other hand,
when the leader use positional power to motivate and guide employees then it results in
the emergence of respect in employees for the leader.
Impact on Performance
The politics, power and culture not only affects the team and individual behaviour
but also leads to positive as well as negative performance of the individual and the
whole team. Like for example the culture in Sainsbury is well-known for diverse culture.
This diverse culture sometime results in conflicts which leads to the decreased
performance of individual and the whole team while when employees appreciate the
diverse work-culture then their productivity increases and hence the entire team
completes the activities more efficiently (Buchanan and Huczynski, 2019).

Similarly, the degree of politics in Sainsbury also matters for performance of
employees. When the organization foster positive politics then employees tend to feel
motivated and thus their overall performance increases and their commitment towards
work increases. On the other hand, the negative politics tend to demotivate the
employees because the leaders and manager often shows favoritism and thus this
reduces their productivity and the overall performance of the teams.
Power also influences the performance of the employees in both positive and
negative way in Sainsbury. For example when the leaders and managers make use of
positional power in negative way then it results in the loss of self-confidence of
employees due to which their performance towards work decreases. While on the other
hand, when they use the positional power in positive way to provide right direction to
employees then the employees work with more enthusiasm and thus this increases their
performance. Therefore, in this way power, politics as well as culture highly impacts the
performance of individuals and team as well as the overall organization.
D1 Relation between motivation, politics, power and culture
Culture with motivation, politics, power
The culture, power, politics as well as motivation shares the well-through
relationship and thus affects the overall growth of employees and the company. The
culture has a basic interrelation with the motivation level of the employees. When the
company follows adhocracy culture wherein the employees are being encouraged take
challenging task and thus are motivated. This has a positive relation with politics that it
supports positive politics in organization providing equal opportunities to all (Agrawal,
2015). This culture also leads the manager and leader to exercise power which will
influence the employees in positive way. Thus, when the organization has great culture
then it eventually leads to high degree of motivation among employees and increases
their performance.
Power with motivation, politics and culture
When the leaders and managers in Sainsbury exercise power to guide and
encourage the employees for their participation then it results in the development of
cooperative culture and team culture within organization. Besides this, utilizing the
power in the right way does not lead to negative politics in the company and hence

discourages frustration and anxiety. The positive power eventually leads to the increase
in the motivation level of employees and hence enhances their satisfaction level (Jones,
2016). For example- when the leaders in Sainsbury use reward power to appreciate
their employees for outstanding performance then it leads to the development of high
commitment towards work organizational culture. Along with this, exercising this type of
power often leads to positive politics as there is no favoritism in providing rewards and
this ultimately increases the morale of employees because they are being appreciated
for their great work.
Politics with motivation, power and culture
There are generally two types of politics negative and positive and both have
their impact and link with other aspects of the company. For example when there is
positive politics in the organization like no biasness, equal opportunities to all,
challenging work etc then it results in diverse and team work culture in Sainsbury. Due
to positive politics, leaders in Sainsbury are compelled to influence employees by using
positive power that will encourage employees and will increase their performance.
When the organization provides equal opportunity to all and thus keeps all the
employees on equal platform then it eventually increases their motivation level and well
as increases their productivity (Wilson, 2018).
Motivation with politics, power and culture
Motivation has a very deep relation with the other attributes of the organization.
For example when the motivation level of employees in Sainsbury are high towards
work then it will foster the culture of growth in organization and thus will result in the
development of great organizational culture. Apart from this, high motivation level will
discourage negative politics in the organization as motivated employees will
communicate to all the levels of hierarchy. Because of the great morale and high
productivity towards work, they will also influence their peers and other colleagues
positively and thus will guide them regarding any problem by following positive power.
Therefore in this way, culture, politics, power as well as motivation shares a great
relationship and thus are bounded with each other. This link between them have
positive as well as negative impact on the organization and overall team.

LO 2
P2 Content and process motivation theory
In order to achieve the individual as well as the organizational goals, it is
essential to keep the employees motivated and satisfies so that they well contribute
their maximum.
Content theories of motivation
This theory mainly explain why the needs of human beings changes with time.
This theory tries to explain what are demands and needs of an individual which drives
them towards fulfillment. The basic content theory is ERG theory which postulates that
the needs of an individual is basically of three types. This was developed by Clayton
Alderfer. The three needs are
Existence needs
This needs relate to the basic necessities and thus defines the needs of an
individual to have basic things like clothes, money and shelter in life (Dhar, 2015). It
also includes physical safety. For example-the employees in Sainsbury will feel
motivated only when they get enough salary to afford these basic necessities. When
these are satisfied, then the individual wants safety and security from the company
which could be economic as well as physical.
Relatedness
This need relates to the friendship love as well as affiliation and thus forms their
belongingness. For example- the employees will only work productively when they have
good environment around them like good relation with personnel, hostile employers etc.
Thus, Sainsbury should satisfy this need of the employees by building team work in the
organizational culture.
Growth needs
This is the intense desire of the people to grow and develop in their career which
is basically their self-esteem and self-actualization need to be recognized as individual
identity. For example- the employees will be highly motivated when they will get the
appropriate outcome for their hard work. This gives them the feeling of fulfillment and
achievement. Sainsbury should focus on these needs and thus should appreciate

employees by giving them rewards for excellent performance which will help them to
grow.
Process theory of motivation
This theory basically focuses on how the needs and the demand of the individual
changes over time. In short, this basically describes the entire process of motivation and
thus contains wide number of theories among which the important one is Expectancy
theory given by Victor Vroom. This focuses on the outcomes rather than needs.
Expectancy
This describes the expectations of the employees from their efforts as well as
relation with good performance. Thus, in this, the organizations recognizes the factors
that will motivate them and will make them to deliver best results (Szczepańska-
Woszczyna, 2015). For example Sainsbury can provide various facilities like training
and support from superior which will build confidence of employees and thus they will
work more efficiently.
Instrumentality
This is based on the fact that id the employees will perform great then they will
definitely get the best outcomes. It is based on belief that the employees will receive
appreciation and reward when their performance meets the organization expectations.
Sainsbury can stimulate this behaviour making well-defined promises to its employees
about the additional rewards like promotion, bonuses etc (Salminen, Vanhala and
Heilmann, 2017).
Valence
This basically addresses the value which the people hold on their rewards which
are the result of outcomes. The result which the employee achieve is ultimately valued
by all people. In this, Sainsbury can find recognize the basic and individual needs of
employees which can be money, self-satisfaction etc.
Motivational techniques
Some of the motivational techniques that eventually leads to the achievement of
goals and thus increases the effectiveness of employees are

Providing incentives
Appreciating the employees for their good performance and thus providing them
the monetary benefits will increase their motivation level and productivity. Sainsbury can
provide incentives to their employees for exhibiting good behaviour and performance.
Through this, they will work with more enthusiasm and hence will contribute in
achievement of goals.
Recognizing achievement
This is another motivational technique which will help in achievement of the
goals. Sainsbury can reward their employees for their best performance in work like
fulfilling sales target by providing appreciation like giving the best performer of the
month, appreciation letter etc.
M2 Evaluation of motivational theories
In order to increase the behaviour of the employees towards work and thus
motivate them on high level, organizations can use various motivational and behavioural
theories. Through the application of content theory, organizations come to know what
are the needs of an employee.
The most significant theory is ERG theory of motivation which classifies the needs of
employees into
Existence
This basically encompasses the needs for the basic necessities as well as the
need for security and safety. The employee is motived only when their basic needs are
fulfilled which are clothes, food and shelter. Along with this, they also need security from
their job. Sainsbury can influence the behaviour of their employees by providing them
the appropriate pay scale through which their basic needs will be fulfilled (Wehn and
Montalvo, 2018). Along with this, they can also increase their productivity by providing
them safety in terms of finance, health etc.
Relatedness
This is the intense desire of employees for friendship, love as well as affiliation.
Each and every employee are highly motivated when they get appropriate working
environment in company like good relation with colleagues, managers etc. Sainsbury

should focus on these need and thus can influence the behaviour of their employees by
providing them the culture of team work and collaboration.
Growth needs
Individuals have the immense desire to be recognized as the individual identity
and for the personal development and growth in their career. This forms their self-
esteem needs. Sainsbury cab easily influence the behaviour of their employees by
providing them the appropriate rewards and appreciation for good performance. This
will eventually increase their motivation level (Vanhala and Ritala, 2016).
Advantages
The main advantage of this theory is that it focuses on the specific needs of an
individual and thus endeavours to satisfy the different needs of different people in
different way. Another advantage is that as it helps in satisfying the specific needs of
employees, they strive willingly and thus give their all effort for achieving organizational
goals.
Disadvantage
Major disadvantage is that as different employees have different needs thus it
becomes complicated for the management of Sainsbury to identify the changing needs
and requires a high amount of time.
Process theory
This theory basically describes the process which the organizations adopt to
satisfy needs of employee. It mainly involves expectancy theory which focuses on the
outcomes rather than needs.
Expectancy
This addresses that the greater efforts towards work often results in the
achievement of the better results and goals. Thus, this relates hard work with better
results and outcomes. Sainsbury can change the behaviour of their employees towards
work by providing them the essential resources and thus providing them the necessary
support from superiors.
Instrumentality
This claims that the employees will receive the rewards and appreciation when
the expectations of the organizations are met. In short, it says that rewards will come

only when the employees have right attitude and right performance. Sainsbury can
influence the behaviour of their employees by making commitment for the additional
rewards like promotion.
Valence
This predominately shows the value which the people hold on the rewards which
are the result of outcomes. This is the value which an individual attaches to their
outcomes. Sainsbury should focus on the different values which the individual have and
what are their personal needs. For example some employees have value for money
which motivates them thus Sainsbury can influence their behaviour through this (Abbasi
and et.al.,2015).
Advantages
The primary advantage of Expectancy theory is that the employees motivational
level are enhanced by incentives as well as rewards and thus tell the organization how
individuals behave at workplace. Another advantage is that employees willingly
participate in various activities of the organization because in this theory their good
performance is directly related to rewards.
Disadvantage
The major weakness is that this theory does not actually work in practice if the
employees does not actively participate and does not contribute to the managers.
Another disadvantage is that due to rewards and appreciation, sometimes a sense of
conflict arises within the individual and thus hinders their performance (Cherry, 2017).
LO 3
P3 Theories for developing effective team
Tuckmen theory
This theory mainly addressees the various stages which helps the organization to
develop and effective team and step out of the constraints of ineffective team
Forming
In this, the management first try to understand the behaviour of the employees
and team members. The team members are being acquainted and thus oriented.
Sainsbury can build effective team by first understanding the employees and their work.

Storming
In this, members begin to understand the behaviour of other individuals and thus
start competing with each other. The leaders of Sainsbury can facilitate the team by
resolving the various issues and guiding them.
Norming
In this, the team members begin to develop the consensus as well as group
norms and thus strive for the achievement of the group goals. The managers and
leaders in Sainsbury can build a sense of trust and confidence among them for each
other by working with them and sharing all the information (Henttonen, Kianto and
Ritala, 2016).
Performing
In this stage, the team members exactly comes to know what is expected from
them and thus work as a single unit for the achievement of tasks. In short, team begins
to perform their tasks. Here the leaders of Sainsbury can encourage the creative
conflicts and thus can help in regarding their achievement. They will strive willingly to
empower the employees.
Mourning stage
This stage is about wrapping up tasks as well as breaking up the team. Basically,
when the particular task has been completed then the team is dissolved. This might
lead to anxiety among members because of distance from one another. In this, leaders
in Sainsbury can help the employees by working and maintaining contact with members
for planning their future.
Kormanski & Mozenter theory
This theory addresses the following stages in team development which
eventually helps the organization to build effective team.
Awareness
In this stage, the team members and individuals are acquainted with one another
and tries to understand each other. They remain aware of the team goals and thus
accept to perform together. Here the leaders of Sainsbury can build trust among team
members by letting them introduce themselves and encouraging them to show their
qualities.

Conflict
In this they begin to search and thus discuss on several matters which eventually
leads to conflict when the views are not clarified. Here the leaders of Sainsbury can
encourage creative conflicts and discourage destructive conflicts as well as can clear
the issues by understanding everyone's views (Aunger and Curtis, 2016).
Cooperation
Once the conflict is resolved, the team members recognized the team goals and
thus make their efforts to accomplish these goals and objectives. The leaders of
Sainsbury should regularly communicate with their team members and encourage them
to communicate with each other so there will be better understanding of goals and
better cooperation.
Productivity
This is the stage where the tasks are actually performed and the team members
feel the sense of proud for accomplishing tasks. This is the stage where all the time and
efforts by members is visible when goals are achieved (Temminck, Mearns and Fruhen,
2015). Sainsbury's managers can appreciate their employees for achieving the goals
which will at te end increase their motivation level.
Separation
Once the goals are accomplished, some of the teams begins to dissolve and
their whole group come to an end. The outstanding work done by the member are
recognized and thus the employees have a high satisfaction level for successfully
accomplishing. The main role of leader of Sainsbury here is to continuously
communicate with the team members regarding their future plans.
D2 Evaluation of team development theories
The various team development theories like Tuckmen theory, Kormanski &
Mozenter theory helps inn improving the business performance and thus helps in its
growth. The Tuckmen theory consist of various stages of developing an effective team
which ultimately helps then organization to achieve their goals and objectives (Edwards,
2017). The various stages at the end builds and efficient team for the company. Efficient
team means they will work harder and will be committed to their work and thus will help
to achieve the ultimate goals of organization. Like the stages Forming, storming,

norming the employees come to know each other and hence understand each other's
behaviour which helps them to achieve the team goals. They make their every effort for
achieving the team goals. In last two stages performing and mourning, employee
actually perform the task and get the sense of accomplishment after attaining the
objectives and finally the team get dissolved after its completion. In this way, when the
task are successfully accomplished by the teams then it improves the performance of
organization. For example- Sainsbury established the team for the sale of particular
product and to increases its sell, thus after its accomplishment the overall performance
of Sainsbury will increase.
On the other hand, Kormanski & Mozenter theory is also the theory which
includes various stages for developing an effective team. Through the help of this
efficient team, the performance of Sainsbury will increase as there will be successful
accomplishment of goals. The various stages of this theory like awareness, conflict,
cooperation where the team members get acquainted with each other and due to
different vies leads to conflict. Once the conflict is resolved, they make their hundred
percent effort for the achievement of group goals. In the later stages, productivity and
separation employees realizes their efforts and thus feels proud for accomplishing goals
successfully (Coccia, 2015). After the completion, team begins to dissolve. Thus, this
successful completion of task due to building effective team eventually will increase the
performance of Sainsbury in market. For example the research and development team
formed for developing innovative products when finally achieve the task will increase the
productivity of Sainsbury.
LO 4
P4 Concepts and philosophies of organisational behaviour and leadership styles.
System leadership theory- It enables the leader to create such conditions where
people at levels wok productively with full potentials It uses sound principle of human
behaviors to create an model of good leadership, design, systematic design, strategy
and social process. Systematic approaches to the leadership attempt a dredge
leadership and system theory of literature to find an meeting point. The leaders of
Sainsbury's determine the factorize in leadership for an external environment and have
relationship among an element. Leaders without followers are unable to exercise and

also make ensure about conviction that provide a system to purpose and structure. As
leaders behave with all staff equally and leaders ensure giving task to such person that
has skill related to the same. By this way people feel comfortable which help in
managing the work and retaining skilled human resource in the firm for longer duration
(Yeung, 2018).
Path goal theory- It is based on specific leadership behaviours which fits best to
employee and work environment in order to achieve Sainsbury's goal. Leaders have to
direct people well and have to give them support in each condition. Effective
participation of staff members helps business in motivating employees and retaining
talent. If leaders work in the same direction, then it can help business in gaining trust of
workers and making them positive towards business. Giving respect to staff and positive
behaviour towards them encourage them and their working performance get increased
(Yeung, 2018).
Path goal theory identifies different leadership styles and are as follows-
Directive leadership- In this style, leaders knows exactly what is to be done. How task
must be performed and what is the deadline. By providing clear guidelines to employees
with regards to the tasks and tells them the company is expecting from them and how to
performance the tasks. It increases the performance of workers in Sainsbury's and
assist in reducing labour turnover.
Supportive leadership- In this style leaders pays more attention to needs and well-
being of staff by being friendly and empathetic with them. Leaders of Sainsbury's always
used to give respect to their employees so that they feel happy and retain in
organization for longer time (Soetarso and Budiastusti, 2019).
Supportive leadership- In this style leaders pays more attention to needs and well-
being of staff by being friendly and empathetic with them. Leaders of Sainsbury's
always used to give respect to their employees so that they feel happy and retain in
organization for longer time.
Achievement oriented leadership- Here the leader sets a challenging goal. Leader
expect an achievement on highest level of the workers trust and ability to handle. Here
leader compliment an employee for an excellent work and build confidence in

employees. Hence leader can achieve the Sainsbury's goal through the employees by
motivating and improving the confident, ability among the employees (Studer, 2015).
Participative leadership- In this leadership style, administrator deems it essential to
work with staff and also includes ideas and opinion of the employees. Here leaders are
open to discussions and consultations, suggestions are taken from employees while
decision making. This style is only adopted by administrator in Sainsbury's when
workers are highly involved and have advanced skills.
CONCLUSION
It has been summarized that the culture, politics and power that prevails within
the organization impacts the performance of team as well as individual in both positive
and negative way. Where it one hand motivates the employees on the other hand it also
decreases their commitment towards work. In order to achieve the organizational goals,
motivating the employees is vital for organization and thus they use various motivation
theories like content, process motivation. These helps them to fulfill the needs of
employees. Developing an effective and efficient team helps the organization to achieve
their goals and improve performance thus they use various team building theories like
Kormanski & Mozenter theory, Tuckman theory. This helps them to develop an efficient
team which will help them to improve their productivity.

REFERENCES
Books & Journals
Abbasi, M.S and et.al.,2015. Social, organizational, demography and individuals’
technology acceptance behaviour: a conceptual model. European Scientific
Journal.11(9). pp.48-76.
Agrawal, A.N., 2015. Examining Impact of Strategic Leadership on Effectiveness of
Business Organisation. NHRD Network Journal.8(2). pp.16-21.
Aunger, R. and Curtis, V., 2016. Behaviour Centred Design: towards an applied science
of behaviour change. Health psychology review.10(4). pp.425-446.
Buchanan, D.A. and Huczynski, A., 2019. Organizational behaviour. Pearson UK.
Cherry, S., 2017. Transforming behaviour: Pro-social modelling in practice. Willan.
Coccia, M., 2015. Structure and organisational behaviour of public research institutions
under unstable growth of human resources. Coccia, M.(2014)‘Structure and
organisational behaviour of public research institutions under unstable growth of
human resources’, Int. J. Services Technology and Management.20(4/5). p.6.
Dhar, R.L., 2015. The effects of high performance human resource practices on service
innovative behaviour. International Journal of Hospitality Management.51. pp.67-
75.
Edwards, R.A., 2017. Essays in Industrial Organisation: Price Competition, Strategic
Obfuscation, Advertising & Consumer Behaviour (Doctoral dissertation,
University of Liverpool).
Henttonen, K., Kianto, A. and Ritala, P., 2016. Knowledge sharing and individual work
performance: an empirical study of a public sector organisation. Journal of
Knowledge Management.20(4). pp.749-768.
Jones, P., 2016. Empowered Organisation. Ethics and Empowerment.p.412.
Pradhan, R.K. and Jena, L.K., 2015. Workplace Spirituality and Employee
Performance: Mediating Role of Organisation Citizenship Behaviour. Journal of
Contemporary Psychological Research.2(1). p.40.
Salminen, H., Vanhala, M. and Heilmann, P., 2017. Work-related attitudes as
antecedents of perceived individual-, unit-and organisation-level performance.
International Journal of Organizational Analysis.25(4). pp.577-595.
Soetarso, M. and Budiastusti, D., 2019. The Impact of Organisational Citizenship
Behaviour and Organisational Commitment on Organisational Learning in
Hotels. Pertanika Journal of Social Sciences & Humanities. 27(2).
Studer, R., 2015. Organisational Behaviour.
Szczepańska-Woszczyna, K., 2015. Leadership and organizational culture as the
normative influence of top management on employee's behaviour in the
innovation process. Procedia Economics and Finance.34. pp.396-402.
Temminck, E., Mearns, K. and Fruhen, L., 2015. Motivating employees towards
sustainable behaviour. Business Strategy and the Environment.24(6). pp.402-
412.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology. 31(1). pp.95-109.

Wehn, U. and Montalvo, C., 2018. Knowledge transfer dynamics and innovation:
Behaviour, interactions and aggregated outcomes. Journal of Cleaner
Production.171. pp.S56-S68.
Wilson, F.M., 2018. Organizational behaviour and work: a critical introduction. Oxford
university press.
Yeung, H.K.K., 2018. The effect of employee’s perception of corporate social
responsibility (CSR) on leader–member exchange, job satisfaction,
organisational commitment, and job behaviour in China (Doctoral dissertation,
University of Newcastle).