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Article
Publication date: 28 March 2023

Aamir Ali Chughtai

The purpose of this study is to examine the impact of trust propensity on both objective (salary) and subjective (career satisfaction) indicators of career success and investigate…

Abstract

Purpose

The purpose of this study is to examine the impact of trust propensity on both objective (salary) and subjective (career satisfaction) indicators of career success and investigate the mediating role of organizational identification in these relationships.

Design/methodology/approach

The sample for this study consisted of 187 Pakistani employees who were selected from three units of a large footwear company. The research hypotheses were tested through structural equation modelling.

Findings

Results showed that as theorized, organizational identification fully mediated the effects of trust propensity on salary and career satisfaction.

Originality/value

To the best of the author’s knowledge, this is the first study which has explored the effects of trust propensity on objective and subjective measures of career success. Furthermore, this paper highlights one possible pathway in the form of organizational identification through which trust propensity relates to different career outcomes.

Article
Publication date: 15 April 2022

Aamir Ali Chughtai

The purpose of this study is to examine the impact of ethical leadership on negative feedback-seeking behavior (NFSB). In addition, it sought to investigate the mediating role of…

Abstract

Purpose

The purpose of this study is to examine the impact of ethical leadership on negative feedback-seeking behavior (NFSB). In addition, it sought to investigate the mediating role of psychological safety and job involvement in this relationship.

Design/methodology/approach

The sample for this study comprised 238 primary and secondary school teachers who were selected from three private sector schools operating in Pakistan. Structural equation modeling was used to test the research hypotheses.

Findings

Results revealed that as expected, psychological safety and job involvement fully mediated the effects of ethical leadership on NFSB.

Originality/value

To the best of the author’s knowledge, this is the first study that has empirically established a connection between ethical leadership and NFSB. Furthermore, it uncovers two distinct mechanisms in the form of psychological safety and job involvement through which ethical leadership can influence NFSB.

Details

Management Research Review, vol. 46 no. 2
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 22 September 2022

Aamir Ali Chughtai and Shehla R. Arifeen

This study aims to examine the impact of humble leadership on both objective (salary) and subjective (career satisfaction) measures of career success and to investigate the…

Abstract

Purpose

This study aims to examine the impact of humble leadership on both objective (salary) and subjective (career satisfaction) measures of career success and to investigate the mediating role of innovative work behavior in this relationship. Furthermore, this study also explores the moderating role of affective commitment to the supervisor (ACS) in the relationship between humble leadership and innovative work behavior.

Design/methodology/approach

Sample for this study consisted of 220 employees who were selected from four food and beverage companies based in Pakistan. The research hypotheses were tested through multiple regression analyses, moderated regression analyses and the bootstrapping procedure.

Findings

Results showed that innovative work behavior fully mediated the effects of humble leadership on salary, while it partially mediated the effects of humble leadership on career satisfaction. In addition, it was found that ACS moderates the relationship between humble leadership and innovative work behavior such that the relationship is stronger when ACS is high. Finally, results revealed that ACS also moderates the indirect effect of humble leadership on salary and career satisfaction.

Originality/value

This is the first study, which has examined the effects of humble leadership on both objective and subjective measures of career success. In addition, by exploring the mediating role of innovative work behavior and moderating role of ACS, this research sheds light on how and when humble leadership is most effective in facilitating employees' career success.

Details

Management Decision, vol. 61 no. 6
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 29 November 2011

Aamir Ali Chughtai and Finian Buckley

The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to investigate…

10820

Abstract

Purpose

The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to investigate the mediating role of learning goal orientation in the relationship between work engagement and two forms of performance: in‐role job performance and innovative work behaviour.

Design/methodology/approach

Data for this cross sectional survey study were collected from 168 research scientists drawn from six Irish science research centres. Structural equation modelling was used to test the research hypotheses.

Findings

The results suggest that both trust in supervisor and trust propensity were positively and significantly related to work engagement. Additionally, results indicate that learning goal orientation partially mediated the effects of work engagement on in‐role job performance and innovative work behaviour.

Research limitations/implications

This research was limited by two main factors: the cross‐sectional research design, and use of self‐reported questionnaire data. Limitations aside, this study provides evidence that a climate of trust can fuel work engagement, which in turn, is likely to promote learning, innovation and performance.

Originality/value

This paper extends the developing engagement literature in two ways. First, it empirically establishes an association between two facets of trust and work engagement. Second, it highlights the role of learning goal orientation in explaining the linkage between work engagement and job performance.

Article
Publication date: 9 August 2013

Aamir Ali Chughtai

The purpose of this paper is to explore the relationship between affective commitment to the supervisor and three work outcomes: innovative work behaviour and two types of…

2562

Abstract

Purpose

The purpose of this paper is to explore the relationship between affective commitment to the supervisor and three work outcomes: innovative work behaviour and two types of learning behaviours, namely, feedback seeking for self‐improvement and error reporting. Additionally, it seeks to examine the mediating role of work engagement in these relationships.

Design/methodology/approach

In total, 192 research scientists from six science research centres in Ireland completed self‐reported questionnaires. Structural equation modelling was used to test the research hypotheses.

Findings

Results indicated that as hypothesised, work engagement fully mediated the link between affective commitment to the supervisor and the three employee outcomes included in this study.

Research limitations/implications

The cross sectional design of this study does not permit causal inferences. Additionally, all data were self‐reported and therefore common method variance may be an issue. Despite these limitations, the results suggest that affective commitment to the supervisor is likely to enhance employees' work engagement, innovativeness and learning. These findings imply that building employees' commitment to their supervisors can be a potent strategy for increasing individual and organizational effectiveness.

Originality/value

This is the first study which has linked supervisory commitment to innovative work behaviour, feedback seeking and error reporting. Furthermore, it highlights one potential mechanism in the form of work engagement through which supervisory commitment relates to these work outcomes.

Article
Publication date: 9 February 2010

Aamir Ali Chughtai and Finian Buckley

The main purpose of this study is to examine the impact of organizational identification on in‐role job performance and two learning behaviours, namely, feedback seeking and error…

3625

Abstract

Purpose

The main purpose of this study is to examine the impact of organizational identification on in‐role job performance and two learning behaviours, namely, feedback seeking and error communication. Furthermore, this research aims to establish the mediating role of learning goal orientation in the relationship between organizational identification and the three outcome variables.

Design/methodology/approach

Data for this paper were gathered from 130 high school teachers drawn from six schools operating in Pakistan. Multiple regression analyses were used to test the research hypotheses.

Findings

The results show that organizational identification has significant unique effects on in‐role job performance and error communication; whereas, it influences feedback seeking indirectly through learning goal orientation. Additionally, the findings of this paper reveal that learning goal orientation mediates the effects of organizational identification on the three outcome variables.

Research limitations/implications

The present paper uses a cross‐sectional research design and hence it is not possible to make inferences about causation. Also, the data for this study are collected from a single source, which creates the problem of common method variance. However, in spite of these limitations the results of this study indicate that organizational identification can play a pivotal role in enhancing organizational effectiveness.

Originality/value

This is the first study which assesses the impact of organizational identification on learning goal orientation, feedback seeking and error communication. Moreover, it is one of the few studies which has empirically established the link between organizational identification and job performance.

Details

Personnel Review, vol. 39 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 18 September 2009

Aamir Ali Chughtai and Finian Buckley

The main purpose of this paper is to examine the effects of faculty's trust in the school principal on three school outcomes, namely, self‐reported in‐role job performance (IRP)…

2169

Abstract

Purpose

The main purpose of this paper is to examine the effects of faculty's trust in the school principal on three school outcomes, namely, self‐reported in‐role job performance (IRP), organizational citizenship behaviour (OCB) and learning goal orientation (LGO). Furthermore, this paper aims to highlight the role of organizational identification (OID) and work engagement (Eng) in explaining the linkage between trust in the principal (TIP) and the three outcome variables.

Design/methodology/approach

Survey data are collected from 130 high school teachers in Pakistan. Hierarchical multiple regression analyses are used to test the research hypotheses.

Findings

The results of this paper revealed that OID and Eng fully mediated the relationship between TIP and IRP; whereas, they partially mediated the effects of TIP on OCB and LGO.

Research limitations/implications

The data used in this paper are cross‐sectional and hence causation cannot be determined. Additionally, the data for this paper are collected from a single source, which may create problem of common method variance. Nevertheless, the results of this paper provide ample testimony to the fact that faculty TIP is a key determinant of school effectiveness.

Originality/value

This paper extends the literature by providing insights into two processes through which TIP can affect performance and learning orientation of teachers.

Details

International Journal of Educational Management, vol. 23 no. 7
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 31 May 2013

Aamir Ali Chughtai and Finian Buckley

The purpose of this paper is to explore the effects of trust in top management and trust in team members on research scientists' work engagement. Specifically, it is proposed that…

2886

Abstract

Purpose

The purpose of this paper is to explore the effects of trust in top management and trust in team members on research scientists' work engagement. Specifically, it is proposed that the link between trust in top management and work engagement will be mediated by organizational identification whereas the relationship between trust in team members and work engagement will be mediated by team psychological safety.

Design/methodology/approach

Survey data were collected from 170 research scientists, drawn from six Irish science research centres. Structural equation modelling was used to test the direct and mediating effects.

Findings

Results revealed that as hypothesised, organizational identification and team psychological safety fully mediated the effects of trust in top management and trust in team members on work engagement respectively.

Research limitations/implications

The cross‐sectional research design and the use of self‐reported data are the main limitations of this research. Additionally, the team psychological safety scale exhibited a relatively low reliability and, therefore, the results should be viewed with caution. Limitations aside, this study demonstrates that science researchers' trust in top management and their fellow team members is likely to be an important driver of work engagement.

Originality/value

This is the first study which has empirically established a link between work engagement and two distinct forms of trust. In addition, it also uncovers the psychological processes through which researchers' trust in top management and their team members can influence work engagement.

Content available
Article
Publication date: 18 September 2009

Brian Roberts

587

Abstract

Details

International Journal of Educational Management, vol. 23 no. 7
Type: Research Article
ISSN: 0951-354X

Article
Publication date: 25 January 2022

Khawaja Fawad Latif, Iftikhar Ahmed and Suhaib Aamir

The objectives of the study are threefold. First, it offers the development and validation of a scale to measure public sector servant leadership. Second, the study assesses the…

Abstract

Purpose

The objectives of the study are threefold. First, it offers the development and validation of a scale to measure public sector servant leadership. Second, the study assesses the mediating role of self-efficacy in the relationship of servant leadership with life satisfaction. Finally, based on the tenets of complexity theory, fsQCA was utilized to identify the causal recipes that could lead to improved self-efficacy and life satisfaction in public sector employees.

Design/methodology/approach

Following a cross-sectional research design, data were collected from 352 public sector employees in Pakistan. CB-SEM and fsQCA techniques were used for data analysis.

Findings

Results revealed that leadership is a multidimensional construct having dimensions: authenticity, behaving ethically, development, emotional healing, humility and wisdom. Furthermore, the results showed a significant inter-relationship of servant leadership with self-efficacy and life satisfaction. Self-efficacy mediated the relationship between servant leadership and life satisfaction. The results showed various configurations of servant leadership dimensions leading to improved self-efficacy and life satisfaction.

Originality/value

This is one of the first studies to conceptualize the SL in the public sector and to develop a multidimensional scale for measuring and assessing its psychometric properties. The research contributes to existing knowledge by examining the role of servant leadership in promoting employee life satisfaction through self-efficacy. As a methodological contribution, the study is one of the first to use fsQCA in SL literature. Due to the greater emphasis on symmetric methods, there is a significant lack of research studies on causal configuration in public sector organizations.

Details

International Journal of Public Leadership, vol. 18 no. 3
Type: Research Article
ISSN: 2056-4929

Keywords

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