Understanding organizational behavior (OB) has profoundly influenced organizational performance and how people behave in organizations. Researchers have suggested various micro and macro organizational behaviors to be the impetus for high-performing organizations. Through a policy capturing approach this study builds on these findings by specifically examining the perceptions of micro and macro organizational behaviors in an organizational setting. The participants (n =181) completed a Micro and Macro Organizational Behavior Perceptions Questionnaire. Results showed perception differences exist between subordinates and supervisors. Additionally, participants perceived job satisfaction to be the most important micro organizational behavior, whereas organizational design was perceived to be the most important macro organizational behavior. However when comparing hierarchal positions in the organization, supervisors weighted leadership as the most important and subordinates weighted job satisfaction as the most important organizational behavior. While these findings only scratch the surface as to how organizational behavior is perceived, the implications challenge leaders to close the OB perception gap. Correspondingly, organizational behavior thinking may result in improving individual and organizational performance.

Les objectifs principaux de cette thèse sont i) d’examiner comment la Responsabilité Sociale de l’Entreprise (RSE) affecte les relations avec les parties prenantes, ii) d’identifier les conditions aux limites dans lesquelles les actions de la RSE affecte les relations avec les parties prenantes de façon optimale, et iii) proposer les solutions pour améliorer la RSE dans les firmes. Afin d’atteindre ces objectifs, quatre études empiriques ont été effectuées dans l’Asie du Sud. Les données ont été collectées à travers une série de questionnaires envoyées aux managers d’haut niveau, employées et consommateurs. Les résultats démontrent un effet positif de la RSE sur les parties prenantes. La RSE n’est pas seulement importante pour les parties prenantes externes (consommateurs) mais aussi facilite le développement de bonnes relations entre la firme et ses parties prenantes internes (employées). Les conclusions de cette recherche soulignent le rôle important de la participation des employées dans le processus de prise de décision afin d’améliorer la RSE dans les firmes. En outre, la thèse souligne l’importance de la confiance des consommateurs envers l’entreprise ainsi que la satisfaction des consommateurs afin d’optimiser les conséquences de la RSE sur les relations avec les parties prenantes. / The main objectives of the dissertation are i) to examine how corporate social responsibility (CSR) affects stakeholder relationships, ii) to identify the boundary conditions in which CSR actions optimally affect stakeholder relationships, and iii) to prescribe ways to improve CSR in the firms. To achieve these objectives, four empirical studies were conducted in South Asia. Data were collected in a series of surveys with top managers, employees and consumers. The results show that CSR has a positive impact on stakeholders. CSR is not only important for external stakeholders (consumers) but also facilitates the building of good relationships between the firm and its internal stakeholders (employees). Findings emphasize the role of employee participation in decision making to improve CSR in the firms. In addition, the dissertation highlights the importance of consumer trust in the company as well as consumer satisfaction to optimize the affects of CSR on stakeholder relationships.