Modeling Organizational Culture with Workplace Experiences Shared on Glassdoor

Swain, Vedant Das; Saha, Koustuv; Reddy, Manikanta D.; Rajvanshy, Hemang; Abowd, Gregory D.; Choudhury, Munmun De

doi:10.1145/3313831.3376793

Cited by 45 publications

(19 citation statements)

References 46 publications

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“…Going beyond traditional approaches of quantifying organizational culture [65,66,67,68,69], research has assessed organizational culture by harnessing employees' naturalistic experiences shared on a variety of social and online media, including emails and internal communication channels [70,71,72,73,74]. In a recent work, Das Swain et al [61] proposed a mechanism to leverage large-scale crowd-contributed employee experiences shared on Glassdoor to measure organizational culture by organizational sectors.…”

Section: Evolution Of Culture With Changing Work Settings and Practicesmentioning

confidence: 99%

“…Disruptions in normative workplace practices can cause a multitude of changes in organizational culture [75]. Das Swain et al [61] operationalized organizational culture as a multi-dimensional construct cutting across job dimensions of interests, work values, work activities, social skills, structural job characteristics, work styles, and interpersonal relationships [61]. Figure 4 shows an example visualization of culture per job dimension across different sectors in an organization [61].…”

Section: Evolution Of Culture With Changing Work Settings and Practicesmentioning

confidence: 99%

“…Das Swain et al [61] operationalized organizational culture as a multi-dimensional construct cutting across job dimensions of interests, work values, work activities, social skills, structural job characteristics, work styles, and interpersonal relationships [61]. Figure 4 shows an example visualization of culture per job dimension across different sectors in an organization [61]. By adopting such assessments in a continuous fashion over time will allow organizations to glean the evolving nature of their culture and conduct timely and tailored interventions to enhance employee wellbeing.…”

Section: Evolution Of Culture With Changing Work Settings and Practicesmentioning

confidence: 99%

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Social Media and Ubiquitous Technologies for Remote Worker Wellbeing and Productivity in a Post-Pandemic World

Swain

Saha

Abowd

et al. 2020

2020 IEEE Second International Conference on Cognitive Machine Intelligence (CogMI)

Self Cite

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In light of the ongoing COVID-19 pandemic, remote work styles have become the norm. However, these work settings introduce new intricacies in worker behaviors. The overlap between work and home can disrupt performance. The lack of social interaction can affect motivation. This elicits a need to implement novel methods to evaluate and enhance remote worker functioning. The potential to unobtrusively and automatically assess such workers can be fulfilled by social media and ubiquitous technologies. This paper situates recent research in the new context by extending our insights for increased remote interaction and online presence. We present implications for proactive assessment of remote workers by understanding day-level activities, coordination, role awareness, and organizational culture. Additionally, we discuss the ethics of privacy-preserving deployment, employer surveillance, and digital inequity. This paper aims to inspire pervasive technologies for the new future of work.

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Section: Evolution Of Culture With Changing Work Settings and Practicesmentioning

confidence: 99%

Section: Evolution Of Culture With Changing Work Settings and Practicesmentioning

confidence: 99%

Section: Evolution Of Culture With Changing Work Settings and Practicesmentioning

confidence: 99%

See 1 more Smart Citation

Social Media and Ubiquitous Technologies for Remote Worker Wellbeing and Productivity in a Post-Pandemic World

Swain

Saha

Abowd

et al. 2020

2020 IEEE Second International Conference on Cognitive Machine Intelligence (CogMI)

Self Cite

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“…Online employer reviews are employer evaluations written by current or former employees on dedicated reviewing websites and typically reflect the accumulated experiences of employees (Höllig 2021). Thus, these reviews provide rich information about employers and have already served as foundations for numerous empirical studies, for example, in the context of employer branding (Dabirian et al 2017), organizational culture (Das Swain et al 2020) as well as corporate performance (Luo et al 2016).…”

Section: Introductionmentioning

confidence: 99%

On the application of the Two-Factor Theory to online employer reviews

Koncar

Santos

Strohmaier

et al. 2021

J. of Data, Inf. and Manag.

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Monitoring hygiene and motivation factors from Herzberg’s Two-Factor Theory is a popular way of understanding the influential aspects for employee satisfaction and motivation. The increased availability of employee feedback comprised in online employer reviews yields a promising data source to learn more about these influential factors and the theory itself. However, the application of the Two-Factor Theory to such reviews is yet missing. Thus, this article demonstrates how to apply this theory to more than 2 million online employer reviews. For that, review aspects as well as review ratings are leveraged to study factors that influence employee satisfaction with respect to the theory. Based on the gained insights, a prediction experiment is conducted to forecast employee satisfaction through the textual content of reviews. The presented approach identifies relevant aspects for satisfied and dissatisfied employees working in 43 different industries and 4 different countries. Overall, the results indicate that hygiene factors are most relevant for reviewers, while motivation factors are rather incidental. The prediction experiment achieves a mean balanced accuracy of 0.87, suggesting that review text is predictive for employee satisfaction. Further, the article adds useful input to the discussion of the Two-Factor Theory by providing comparative results across a plethora of different employers, industries and countries.

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“…Motivated by Pennebaker et al's (2003) work that content words are indicative of numerous psychosocial aspects, we extract the content words in responses and posts (using LIWC). We operationalize topical congruence between a response and the original post as the lexicosemantic similarity between the two, for which we obtain the cosine similarities between their word embedding representations (Das Swain et al 2020;Tan et al 2016). Linguistic Style Accommodation We obtain linguistic style accommodation of each query to by using Linguistic Style Matching (Sharma and De Choudhury 2018).…”

Section: Number Of Responsesmentioning

confidence: 99%

Causal Factors of Effective Psychosocial Outcomes in Online Mental Health Communities

Saha

Sharma

2020

Preprint

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Online mental health communities enable people to seek and provide support, and growing evidence shows the efficacy of community participation to cope with mental health distress. However, what factors of peer support lead to favorable psychosocial outcomes for individuals is less clear. Using a dataset of over 300K posts by ∼39K individuals on an online community TalkLife, we present a study to investigate the effect of several factors, such as adaptability, diversity, immediacy, and the nature of support. Unlike typical causal studies that focus on the effect of each treatment, we focus on the outcome and address the reverse causal question of identifying treatments that may have led to the outcome, drawing on case-control studies in epidemiology. Specifically, we define the outcome as an aggregate of affective, behavioral, and cognitive psychosocial change and identify Case (most improved) and Control (least improved) cohorts of individuals. Considering responses from peers as treatments, we evaluate the differences in the responses received by Case and Control, per matched clusters of similar individuals. We find that effective support includes complex language factors such as diversity, adaptability, and style, but simple indicators such as quantity and immediacy are not causally relevant. Our work bears methodological and design implications for online mental health platforms, and has the potential to guide suggestive interventions for peer supporters on these platforms.

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Modeling Organizational Culture with Workplace Experiences Shared on Glassdoor

Cited by 45 publications

References 46 publications

Social Media and Ubiquitous Technologies for Remote Worker Wellbeing and Productivity in a Post-Pandemic World

Social Media and Ubiquitous Technologies for Remote Worker Wellbeing and Productivity in a Post-Pandemic World

On the application of the Two-Factor Theory to online employer reviews

Causal Factors of Effective Psychosocial Outcomes in Online Mental Health Communities

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