Organizational Behavior Assignment

This assignment delves into various aspects of organizational behavior, including self-organization, work motivation, and leadership effectiveness. It references multiple sources such as academic journals (e.g., Journal of Organizational Behavior, Personnel Psychology), books (e.g., Essentials of Organizational Behavior), and research articles (e.g., The relationship between ethical leadership and unethical pro-organizational behavior). The assignment is likely aimed at students in a business or management course, requiring them to understand and analyze the concepts related to organizational behavior.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Culture, Power and Politics....................................................................................................1
M1 Critically analysing culture, power and politics influencing individual and team
performance.................................................................................................................................3
D1 Critical evaluation of relationship between culture, power, politics and motivation............4
TASK 2............................................................................................................................................5
P2 Evaluating motivational techniques and theories for effective achievement of
organisational goals.....................................................................................................................5
M2 Evolution of behavioural motivational theories that influences behaviours of others........7
P3 Understanding of what makes a team effective.....................................................................7
M3 Group and team development theories to support dynamic cooperation...........................10
P4 Philosophies of organisational behaviour............................................................................11
M4Evaluation of philosophies and their critical evaluation.....................................................12
D2 Relevance of team development theories............................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational Behaviour is study of human behaviour in an organisation. It can be
defined as understanding, prediction and management of human behaviour or in a group that
occur within an organisation. Generally, applied in an organisation to create more efficient
working environment for employees to work (Bolinoand et.al., 2013). Moreover, it is a scientific
approach to examine about human nature and activities in an workplace. In this report
organisation chosen is TESCO, is a British multinational groceries and general merchandise
retailer headquarter in Hertfordshire, United Kingdom. It offers a variety of products at lower
prices with more savings without compromising quality and safety for its products. This report is
going to analyse organisation culture, politics and power of an organisation in context to
TESCO, its influences on individual and team behaviour. Evaluating content and process
theories of motivation and motivational techniques for effective achievement of objectives and
goals of respective organisation. Moreover, identifying development theories for dynamic co-
operation within team and group members. Further, implementing concepts and philosophies of
organisational behaviour within organisational context of TESCO.
TASK 1
P1 Culture, Power and Politics
Culture, power and politics plays very crucial role in an organisation. It influences day to
day operation as well as govern atmosphere within organisation. It directly impact on workplace
reflecting organisational culture both formally and informally (Carpenter, Berry and Houston,
2014).The components of organisational structure are directly and indirectly connected with
culture, power and politics.
Culture: Culture is based on shared attitudes, beliefs, custom of an individual.
Organisational culture is defined ad underlying beliefs, assumption, values and ways of
interacting to contribute unique social and psychological environment of an organisation. Every
organisation has its unique style of working which often contributes to its culture. The culture of
workplace controls conflicts, misunderstanding and unethical behaviour of employees. A
healthy culture encourages to stay motivated and loyal towards management. Handy's model of
organisation is one of leading organisation culture model to determine a culture of organisation.

 Power culture: Power culture identifies that powers usually lies in few hands of
individual or group of people, influences or spread in organisation. TESCO mangers can
adopt this culture as it help in quick decision making process, even such decision may not
result effective for respective organisation in long term context. Role Culture: In organisation role culture are based on rules and regulation, basically
controlled with everyone knowing their roles and responsibilities in an organisation
(Fishera, 2012). TESCO managers make sure each employees know their own roles and
responsibilities as work accordingly is assisting organisational rules and working
practices. Hence, it creates a positive working environment in an organisation. Task culture: Task culture plays an important role in organisation. This task help
manager to divide their task according to individual skills, knowledge and ability to
achieve target. Managers of TESCO, ensure team are formed with right mix of members
such as skills, leadership, knowledge and personalities. So that result out in productive
and effective out for organisation.
 Person Culture: Person culture is most avoided by most of organisation. This influences
that an individual see themselves as unique as well as superior among all. TESCO
managers belies in caring out their work in togetherness as remain competitive in market.
Thus, TESCO has adopted handy's organisation model to enhance their working culture.
Power: Power is the ability or capacity to do something or act in a particular manner or
influence other people. In organisation power is important because it helps to accomplish
objectives (Ganeeva and et.al., 2013).It is essential for managers to use its power in order to
achieve objectives and gaols of and organisation as well as beneficial in assigning work to their
subordinates. Managers of TESCO uses power in an efficient manner such as distributing work
according to their designation of employees. It is necessary in an organisation as it helps help
mangers to fulfil their responsibilities. Moreover, it also help employee's of respective
organisation to pursuit its personal and goals of respective organisation. If managers of TESCO
fails in maintaining power and responsibilities then it can lead to misuse and abuse of power in
wrong manner, which can harm individual and organisation.
Politics: Organisation politics refers to variety of activities associated with use of
influences tactics to improve personal or organisational interest. Politics exist in every
organisation. It lowers down output of an individual and eventually affects productivity of an

organisation. TESCO managers creates a political structure in an attractive manner such as it
creates opportunities to individual. In order to develop career and provide platform to develop
their skills and motivate their employees to work harder to achieve their goals respectively.
Moreover, if mangers fails to bring harmony in working environment than politics leads to
employees termination and would able focus on their objectives of organisation.
M1 Critically analysing culture, power and politics influencing individual and team performance
In an organisation behaviour culture, power and politics play's very crucial role in an
organisation. It also helps both employee and organisation to reach their objectives effectively if
they are implemented in appropriate manner.
Culture: Culture in a workplace controls way employee behave among themselves as
well as with people outside organisation (Harms and Luthans, 2012). It influences both positive
and negative on individual's as well as team members of an organisation.
Positive influence: A positive aspect of culture influences positivity in workplace. Such
as motivating employee's to work efficiently and effectively and bring out high standard of
performance. The managers of TESCO ensure to prevail positive working culture so that
employees feel comfortable and carry out their in correct mode. Moreover, it encourages and
motivate individual's and team work effectively as to increase efficiency for both employee and
organisation.
Negative influence: Organisational culture do have negative impact of working culture
of an organisation. People come from different region and environment, it become difficult for
them to adopt different culture easily. To prevent from chaos and conflicts managers of TESCO
should emphasizes more on bring harmony in working culture. As sometimes culture become
hazardous condition to work in it. Moreover, it effect both individual and team members as well
organisation.
Power: Power is basically related to unity and union in an organisation that provides
protection in adverse situation (Kizilos Cummings, 2013).But sometimes in organisation it have
both positive and negative influences on workplace.
Positive influences: In organisation powers build unity and encourages individual and
team members to perform their best. The managers of TESCO influences their power effective to
their subordinates to increase their work criteria. Thus, it leas to boost productivity and
profitability of respective organisation.

Negative influences: In organisation, sometimes power and authorities are misused by
managers and employee who are assigned with authorities and responsibilities. Managers of
TESCO ensure that powers and authorities should be use effective and fairly for each employees
working together. So that there is no abuse of power and responsibilities in an organisation.
Politics: In organisation politics, both individual and employee mostly involves in
politics. This result in both positive and negative hinders to achieve organisational goals.
Positive influences- Positive politics influences to encourage and motivate individual
and team members to achieve organisational and personal goals respectively. Herein, TESCO
managers gives positive working environment to increase productivity of employees so that they
contribute their best for an organisation.
Negative influences- Politics also influences negativity in an organisation. Such as it
leads to decrease concentration of employees from their work. Managers of TESCO make sure
negative working environment don't spoil and effect on individual and team members. On other
hand it easily bring changes in attitudes of employee's and decrease their moral value as well.
D1 Critical evaluation of relationship between culture, power, politics and motivation
As per the views of Abraham Zaleznik, 2018 an organisation operate by distributing
authority and setting a stage foe exercise of power. Executives are reluctant to acknowledge
place of power both in individual motivation and organisational relationship. Moreover there is a
close relationship between culture, power and politics with motivation in organisation. It is very
essential for organisation to follow hierarchy of distribution of powers to their employees as to
increase loyalty in organisation. Politics have great impact on motivating employees. On other
hand if culture of organisation is not appropriate and powers are distribute unequally than it
adversely affect a particular organisation. Hence, in a good organisation power should be
distributed evenly, negative politics should be reduce and maintain a good working culture so
that individual feel motivated and boost to increase productivity of organisation.
Recommendations: In organisation if powers are not distribute properly that it leads to
destruction in an organisation. To over come such problems and encourage and motivate
employees a manager should equally distribute powers and duties according to their designation.
In organisation context of TESCO, needs to pay more attention towards developing positive
attitude of employee in workplace. From this, individual and team members feel comfortable and
motivated to perform their best and able achieve both organisational and personal goals. Hence,

managers have to give more time and efforts to create effective and attractive working culture for
its employees.
TASK 2
P2 Evaluating motivational techniques and theories for effective achievement of organisational
goals
Motivation can be describe as internal force that impacts direction, intensity and
endurance of person's voluntary choice of behaviour. It is process of stimulating people's actions
to accomplish goals (Lazaroiu, 2015).There are various motivational theories which help in
evaluating various performance of employees as well as achievement of organisational goals.
Content theory of motivation refers to internal factors of an individual which encourages
them to work effective in fulfilling their personal and organisational goals. TESCO has adopted
Maslow's Hierarchy of needs to create internal pressure that can influence a person's behaviour.
Physiological needs: This are those needs required for an individual to survive such as
food, shelter and clothes. TESCO managers are providing comfortable working conditions,
reasonable working hours and necessary breaks to their employees.
Safety needs: This includes those needs that provide an individual a sense of security and
well being. TESCO mangers provides necessary safety and job security for their job. Moreover,
providing safe working conditions and secure payments which is essentially important for an
individual.
Social needs: Social needs are also called as love and belongingness, refers to needs to
feel a sense of belongingness and acceptance. TESCO managers ensure a sense of belongingness
among their employees so that they know each other, encouraging competitive teamwork.
Moreover, employees feel free to communicate with their supervisor and promoting a good work
life.
Esteem needs: This needs refers for self esteem and respect with self respect, gaining
importance and admiration from others. TESCO mangers account esteem needs of their
employees by providing praise and recognition when employees perform well in their work.
Moreover, offering promotions and additional responsibilities to value their employees.
Self-actualization needs: This needs describe an individual to reach at full potential.
Capable of doing something that is highly personal. TESCO managers are providing challenging,

inviting their employees to participate in decision making and giving them flexibility and
autonomy in their jobs.
Process Theory
Process theory is a system of ideas that explains how an entity change and develop. This
theory often contrasted of ideas that explain variances in dependent variable based on one or
more independent variables (Luthans and Luthans, 2015).TESCO has adopted equity theory of
motivation to motivate their employees. Equity theory of motivation refers to relationship
between perception of employee of how he is treated within organization and how long he is
motivated to work. This theory describes perspective of employee in terms of what they receive
from organisation with respect to what they give to organization, after this inputs are compared.
Input: Input means what all impacts or elements employee brings in organization with
respect to efforts made by them. Managers of TESCO educate employees, put their efforts,
loyalty and commitment towards employees so that organisation can set a benchmark.
Outcomes: Outcome refers to rewards they receive from their jobs and their outcome.
TESCO pays and give bonus, benefit, job security, psychological and social rewards to their
employees.
Over-rewarded: Based on perception of employees if they feel they are over-rewarded
equity theory than balance is needed to be maintained. TESCO tries to maintain balance between
their input and output and if employees feel this then they try to restore that balance.
Equity: Managers of TESCO treats all its employees equally which makes them more
motivated and they all contribute equally at same level for growth of organisation.
Unrewarded : Managers of TESCO give rewards to employees in form of bonus when
they feel that they are under-rewarded and have less belief in policy of equity via same
strategies.
From above discussion it has been determined that both content and process theory are
beneficial for manager of TESCO to achieve objectives and organisational goals effectively and
remain competitive in market.

M2 Evolution of behavioural motivational theories that influences behaviours of others
Motivation is the symbol of inspiration, encouragement and influences others to attain
objectives and goals of others. There are various ways to motivate an employee by monetary and
non monetary incentives .
Maslow's theory advantages and disadvantages:
Advantages- This theory puts consideration to basic human nature in which lower level
needs of employees are satisfied at TESCO. It is dynamic in nature and presents motivation as
benefit changing from one level to another. It motivates to individual to reach from basic needs
to higher needs of employees, it provides a clear chart of personal enhancement
Disadvantages- On other hand it fail to elaborate that some individual choose to ignore
lesser needs in want of higher needs of individual. So both positive and negatives aspect both
exist of Marlow's theory.
TASK 3
P3 Understanding of what makes a team effective
Working in team or team building is an important part of organisation which enables
organisation to achieve goals and objectives (Bolinond et.al., 2013). Team members should be
clear about the goals of organisation to work accordingly in achieving them.
Effective team consist of members who have specified knowledge and works towards
achievement of organisational goals.
There are following characteristics that an effective team should have in Tesco-
 Leadership- Leaders play a important role in directing team members to perform task
that fulfils organisational goals. They direct members towards effectively increasing their
performance by providing them certain knowledge and ideas.
 Open and honest communication- There should be open communication between the
team so that they can freely share their ideas and problem with members. This helps in
interaction with other members and helps in achievement of goals.
 Common goal- Member in team should have common goal above individual interest. All
members should put efforts together towards achievement of organisational goals.

 Competent members- Every member in team should have certain skills and knowledge
to perform certain task so that skills of individual members helps in achieving common
goal (Carpenter, Berry and Houston, 2014).
Benefits of working in Team
 Boost productivity-When employee works in team it fosters sense of creative learning
with mix of knowledge and skills at tesco and enhance their performance which
increases productivity of organisation.
 Risk taking- Team members working together becomes risk taking as they have entire
team, in case of failure of idea and helps to complete task properly.
 Sense of accomplishment- When team members works to achieve common goal there is
greater sense of accomplishment instead of when employee works alone.
Benefits of working in team as leader
 Conflict resolution- Leader works with different team members listens to different ideas
and implements them. This create conflict among members and leader helps in conflict
resolution by motivating employees.
 Direction- Team leaders provide specific direction to its members to work accordingly
towards achievement of organisational goals.
Ineffective Team
In this team members are not clear about goals of the organisation and places individual
interest above common goal (Fishe and To, 2012). They are not clear about the roles and
responsibilities while working in team and lead to chaos and conflicts and creates difficulty in
attaining organisational goals. There is lack of communication and employees hesitate to share
their problems which does not enhances is work performance. These drawbacks in effective team
creates conflicts in TESCO and affects their performance which reduces profit and profitability.
Difference between effective and ineffective team:
Basis Effective team Ineffective team
Participation and Leadership It is distributed among group
members to take decisions
according to problem.
Decision making lies with top
authority, employee’s become
demotivated.
Goals Members are clear about Members are not clear about

organisation goals and works
accordingly to achieve them.
goals. They places interest of
individual goal over common
goal.
Communication There is open and honest
communication between its
team members.
Lack of communication
between members creates gap
in performing work
effectively.
Effective team can be made by proper motivating its employees, involving decision of all
individuals which will help in formation of effective team.
Theories of effective team
Belbin to effectively coordinate team members proposed a theory which determines nine
different behaviours roles requires for smooth operations at TESCO (Ganeeva and et.al., 2013).
Each behaviour shows high performing team in relation to its work.
 Resource Investigator- They are responsible for bringing innovative ideas to team to
fulfil task efficiently. They work with external stakeholders to help the team to
accomplish its objective. It helps tesco to work with new concept and ideas to achieve
goals.
 Team worker- They are the people who provide support and make sure people within
team are working effectively to achieve goals. They play the role of negotiators by
providing guidelines to members on their task.
 Monitor regulator- These are people who are best at analysing and evaluating ideas that
other people come up with. This help the employee’s at TESCO to carefully select ideas
before coming to decision(Harms and Luthans, 2012)
 Specialist- These are the people who have specialised knowledge about getting work
done.
 Shaper- These are the people who challenge the team to improve by providing best
approaches for solving problems.

 Implementer- These people convert ideas and concepts into practical action and helps
tesco to better compete with its competitors by getting work done efficiently.
 Complete finisher- These are the people who see that projects are completed thoroughly
within deadlines with no errors or omissions (Luthans, Luthans and Luthans, 2015).
 Coordinator- These people coordinate the work of team members by providing
guidelines and solving problem to achieve goals of respective company.
 Planter- They are introvert person who comes up with new ideas and prefers to work
alone out of team.
These nine behaviour roles are required for tesco for handling business operations and
achieving goals and objectives of organisation.
M3 Group and team development theories to support dynamic cooperation
Tuckman theory describes phases of team development which are necessary for team to
grow and face challenges.
 Forming stage- In this stage team members from different backgrounds, interest and
experience meets to work on project. They learn about the goal of project and what role
they have to play in completing project (Miao and et.al., 2013).
 Storming stage- At this stage team members learns how to work together for good of
project. Members compete with each other for status and acceptance of their ideas. This
leads to conflict among members because of difference of opinions.
 Norming stage- In this stage employees start working for team they are no longer
focused on individual goals. They respect each other opinion and value their differences.
They start helping each other and work towards the achievement of common goal.
 Performing stage- In this stage team members starts functioning at high level. Leaders
are not involved in decision making. Team members solve problems by identifying
solutions and helps in achieving organisational goals.
 Adjourning stage- At this stage team project comes to an end where team members are
moving off into different directions (Miner, 2015).

This model helps the individuals to grow and work effectively in team and maintain smooth
operations at TESCO.
TASK 4
P4 Philosophies of organisational behaviour
Philosophies direct the behaviour of employees within organisation. They guide the
general behaviour of working in organisation. Higher authorities in TESCO uses philosophies to
make certain reforms in organisation to work productively.
To understand the philosophies of organisational behaviour TESCO adopted path goal theory to
understand leadership in context to organisation.
Path goal theory- It is based on leaders style of behaviour that fits employee and work
environment in order to achieve goal. Leaders encourage and support their followers in achieving
goals by directing the path they should take which is clear and easy (Srone, Romero, 2013). It
follows three basic steps -
 Employee characteristics- Employee interpret their leader's behaviour on different
characteristics such as perceived level of ability, desire of control and experience they
have. For example, if a leader at TESCO provides new insights to knowledge by sharing
new ideas of handling business operations it will motivate the employees to a greater
extent.
 Task and Environmental characteristics- Environmental and task characteristics create
obstacle in fulfilment of task and employees need to call leader support. Some of the
difficulties are-
Design of task-If the task is ambiguous not understood by employees, leader might gave support
to employee for proper functioning (Moore and et.al., 2012).
Formal authority system- Leader can provide instructions about goals or can give some
authority to employees to take decision.
Work group- If employees are not willing to work in team leader needs to make members more
cohesiveness and provides devotion and enthusiasm to all team members.
This all support by leaders help the TESCO in resolving conflicts of the performance of work
and helps to perform functionally.

 Leadership behaviour or style- Leadership style plays a important role in directing
behaviour of employees towards enhancing their performance and achieving
organisational goals.
Directive leadership- Leaders provide specific directions and provide appropriate guidance to
perform task.
Supportive leadership- Leader pays a lot of attention to the needs and well being of his
employee's. Employees are treated with respect and gives support when necessary.
Achievement oriented leadership- Leader sets challenging goals for its employees and expects
high achievement from its employees. Employees who are able to work independently and have
problem solving capacities are suitable for this style (Morgeson, and et.al., 2013.).
Participative Leadership- Leader involve employees in decision making by accepting their
ideas and opinions. It includes suggestion from employee's in decision making process and
motivates employees.
These leadership styles at TESCO helps in providing support to employees according to
situation which help them to function properly and resolve conflicts and achieve high
productivity.
M4Evaluation of philosophies and their critical evaluation
There are both positive and negative aspect of path goal theory in providing direction to
its employees according to certain situation.
Positive impact-
 It gives a clear understanding of how leader influences behaviour of its followers to
achieve high performance and satisfaction level.
 It covers different leadership style according to the follower situation and needs which
provides basic support (Pinder, 2014).
 It increases motivation of employees thereby increasing productivity of organisation.
 It removes all the task and environmental obstacles which an employee faces while
performing job and increase productivity of Tesco.
Negative impact-

 There is higher dependency on leader on this theory if anything happens to leader it may
damage the whole organisation.
 It is undemocratic in nature, theory may fail if leader has flaws.
 Higher dependency on leader make the employee makes less enthusiastic and less
energetic (Ploeger and Bisel, 2013).
D2 Relevance of team development theories
As per the views (Abraham Zaleznik, 2018) various importance of team development that
are necessary to increase efficiency in organisation.
Overall development of organisation
Team development theories help in motivating employees to work with different ideas
and concepts to increase the effectiveness of work which in turn increases organisational
productivity. It also elaborates individual capacity to work with complex problem and achieve
goals. Hence, it leads to overall development of individual and organisation.
Integrates persistence
Building team in organisation helps to increase persistence of employees towards their
work and which increases their dedication and motivation to work efficiently and achieve
organisation goals. It increases the ability of employees at tesco to work consistently and helps to
maintain high profitability for its business operations (Podsakoff and House, 2013).
Control on management
Through effective development it helps in maintain full control on power and politics in
organisation. When employees at tesco feels individual alone share a lot of power, it leads to the
development of team through which employees feel that they share same level of power in team
and are involved in decision making. It helps in making collaborative work environment at tesco.
CONCLUSION
From above discussion it has been determined that TESCO managers are bale to attain
good command over on culture, power and politic influences in working culture of their
organisation. Moreover, implementing motivational theories to motivate their employee's so that
feel comfortable and carry out their work with ease as well as able to attain high standard of

performance. Further, analysing development theories to develop a good dynamic co-operation
among individual and team members with concept of path goal theory. Hence, TESCO
managers are able to attain good organisational behaviour in their organisation and to maintain
sustainability as well as remain competitive in market.

REFERENCES
Books and journals
Bolino, M. C. and et.al. 2013. Exploring the dark side of organizational citizenship behavior.
Journal of Organizational Behavior. 34(4). pp.542-559.
Carpenter, N. C., Berry, C. M. and Houston, L., 2014. A meta‐analytic comparison of self‐
reported and other‐reported organizational citizenship behavior. Journal of
Organizational Behavior. 35(4). pp.547-574.
Fisher, C. D. and To, M. L., 2012. Using experience sampling methodology in organizational
behavior. Journal of Organizational Behavior. 33(7). pp.865-877.
Ganeeva, Y.M. and et.al. 2013. Self-organization behavior of asphaltene molecules in heavy oils
with varying the oil: Precipitant ratio. Petroleum Chemistry. 53(4). pp.220-224.
Harms, P. D. and Luthans, F., 2012. Measuring implicit psychological constructs in
organizational behavior: An example using psychological capital. Journal of
Organizational Behavior. 33(4). pp.589-594.
Kizilos, M.A., Cummings, C. and Cummings, T.G., 2013. How high-involvement work
processes increase organization performance: The role of organizational citizenship
behavior. The Journal of Applied Behavioral Science. 49(4). pp.413-436.
Lazaroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice. 7(2). p.66.
Luthans, F., Luthans, B. C. and Luthans, K. W., 2015. Organizational Behavior: An
EvidenceBased Approach. IAP.
Miao, Q. and et.al, 2013. The relationship between ethical leadership and unethical pro-
organizational behavior: Linear or curvilinear effects?. Journal of business ethics. 116(3).
pp.641-653.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Moore, C. and et.al. 2012. Why employees do bad things: Moral disengagement and unethical
organizational behavior. Personnel Psychology. 65(1). pp.1-48.
Morgeson, F. P. and et.al., 2013. Extending corporate social responsibility research to the human
resource management and organizational behavior domains: A look to the future.
Personnel Psychology 66(4). pp.805-824.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Ploeger, N.A. and Bisel, R.S., 2013. The role of identification in giving sense to unethical
organizational behavior: Defending the organization. Management communication
quarterly. 27(2). pp.155-183.
Podsakoff, P. M. and House, R. J., 2013. Leadership effectiveness: Past perspectives and future
directions for research. In Organizational behavior (pp. 55-92). Routledge.
Robbins, S. P. and Judge, T., 2014. Essentials of organizational behavior. Pearson,.
Srone-Romero, E. F., 2013. Construct validity issues in organizational behavior research. In
Organizational Behavior(pp. 165-190). Routledge.
Wagner III, J. A. and Hollenbeck, J. R., 2014. Organizational behavior: Securing competitive
advantage. Routledge.
Wei, Y.C., 2012. Person-organization fit and organizational citizenship behavior: Time
perspective. Journal of Management & Organization. 18(6). pp.833-844.

Zhou, L., Zhang, P. and Zimmermann, H.D., 2013. Social commerce research: An integrated
view.Electronic commerce research and applications. 12(2). pp.61-68.