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Effort, Satisfaction and Outcomes in Organisations

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In this paper, an agent-based model of bounded-rational agents, who adapt both their effort intensity (by the interaction with other employees) and their stay-on-the-job-intention (by the alignment of their personal values with the Human-Resource Management (HRM) practices implemented by the organisation), is proposed. Our aim is to analyse: (i) the emergence of an organisational culture and its relationship with both formal organisational structures and employees' effort-behaviours; (ii) the increase of organisational performance by retaining valuable-performance employees whereas poor-performance employees are dismissed. We have obtained that: (i) Some possible combinations of both employees-effort behaviours and formal organisational structures can favour the emergence of organisational cultures more than others; (ii) The interaction between employees within matrix structures (balanced or strong) with a democratic team leadership favour the emergence of organisational cultures; (iii) High-effort managers are relevant for the emergence of high-performance organisational cultures; (iv) Turnover (voluntary or involuntary) affects to the emergence of organisational culture negatively. We conclude that the main challenge is to retain high effort managers by adapting the set of HRM practices to them.

Suggested Citation

  • Marta Posada & Celia Martín-Sierra & Elena Perez, 2017. "Effort, Satisfaction and Outcomes in Organisations," Journal of Artificial Societies and Social Simulation, Journal of Artificial Societies and Social Simulation, vol. 20(2), pages 1-9.
    • Handle: RePEc:jas:jasssj:2016-46-3
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    1. G. Fagiolo & C. Birchenhall & P. Windrum, 2007. "Empirical Validation in Agent-based Models: Introduction to the Special Issue," Computational Economics, Springer;Society for Computational Economics, vol. 30(3), pages 189-194, October.
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    4. Patrick M. Wright & John J. Haggerty, 2005. "Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 164-173.
    5. Patrick M. Wright & John J. Haggerty, 2005. "Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 16(2), pages 164-173.
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    1. Dehua Gao & Flaminio Squazzoni & Xiuquan Deng, 2018. "The role of cognitive artifacts in organizational routine dynamics: an agent-based model," Computational and Mathematical Organization Theory, Springer, vol. 24(4), pages 473-499, December.
    2. Catalina Radu & Alecxandrina Deaconu & Sorina Ioana Misu & Monica Triculescu, 2020. "The Impact of Work Investment on Performance," The AMFITEATRU ECONOMIC journal, Academy of Economic Studies - Bucharest, Romania, vol. 22(Special 1), pages 1103-1103, November.

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