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Article
Publication date: 12 September 2016

Salma Semlali and Abderrahman Hassi

The present study aims to understand how Moroccan women working in information technology (IT) perceive the roles they fulfill in both their private and professional lives…

Abstract

Purpose

The present study aims to understand how Moroccan women working in information technology (IT) perceive the roles they fulfill in both their private and professional lives and assess their Work–life balance (WLB).

Design/methodology/approach

Existing research about WLB in Morocco focuses mainly on the public sector. As the present study is the first of its kind to deal with the private sector and more specifically IT, it is exploratory in nature while adopting a qualitative methodology. Twenty Moroccan women working in IT companies in the city of Casablanca were interviewed. Collected data were analyzed using a content analysis approach.

Findings

It emerged from the data analysis that adhering to the cultural assumption of being the pillar of the household and to the culture of respondents’ organizations seems to be a key factor in employee WLB. Three main recommendations stemmed from the current research, namely, increased maternity leave duration, workplace nurseries and telework, may help IT female employees improve their WLB and well-being.

Research limitations/implications

First, the study participants were selected by one individual, which may create a “sampling bias”, where one specific profile of IT specialist could be selected. Second, only IT workers took part in the study and no IT employers were interviewed, which may yield having only “one side of the story”.

Practical implications

The results that emerged from the current study, particularly the three main recommendations made by the 20 interviewees (increase of maternity leave duration, workplace nurseries and telework) may be used by different IT companies in the hopes of improving female employees’ WLB and well-being. Overall, employers ought to put in place measures and accommodate employees to help them reconcile their work and personal life commitments.

Social implications

It has been documented that lack of WLB can result in increased stress, deleterious effects on psychological and physical well-being and increased family and marital tensions (Burchell et al., 2001; Lewis and Cooper, 1999; Scase and Scales, 1998). Therefore, various stakeholders, in addition to employers, such as the government and IT employees’ families should work collaboratively to implement meaningful WLB arrangements and, in turn, prevent the negative effects of work–life imbalance through, among others, government policy interventions.

Originality/value

The present study is the first of its kind that looked into the perception of WLB among Moroccan women operating in the IT industry. It offers valuable insights about how to assist female Moroccan IT workers to reconcile their work and personal life commitments.

Details

Journal of Global Responsibility, vol. 7 no. 2
Type: Research Article
ISSN: 2041-2568

Keywords

Case study
Publication date: 23 September 2016

Abderrahman Hassi, Dalal Rachid and Badr Lahrichi

The case is designed for students with prior knowledge of principles of management, particularly leadership theories. The case would also benefit bachelor students who…

Abstract

Subject area

The case is designed for students with prior knowledge of principles of management, particularly leadership theories. The case would also benefit bachelor students who already took an introductory course to leadership such as organizational behavior or graduate students who are familiar with the leadership and/or entrepreneurship literature. This case study may be used in the following academic courses: theories of leadership, leadership and leaders, organizational leaders’ roles, management skills, entrepreneurship, entrepreneurial management.

Study level/applicability

This case study may be used in the following academic programs: Bachelor’s in Business Administration Master of Science in Business Administration MBA Programs.

Case overview

Kamal Reggad is a Moroccan entrepreneur who created the company Menaclick, an online business that aims to sell and promote various products and services nationally and internationally at discounted prices. Goods and services are posted on Menaclick’s website www.hmizate.ma, which means “good deals” in Moroccan Arabic. The Hmizate platform operates a daily-deals and group-buying website offering discounted deals to Moroccan customers. The deals are mainly on goods and services such as traveling, food, esthetics, shopping, high-tech gadgets and recreational events (Eco, 2013). Menaclick is based in Casablanca, Morocco, and its website www.hmizate.ma is one of the most popular websites in the country with over 40,000 visitors per day. In the past few years, Kamal has been significantly contributing to building the groundwork of the e-commerce industry in Morocco, a course that has been changing the way Moroccan customers shop for goods and services. In fact, it is because of the merits of group-buying sites such as Hmizate that over 16 million Moroccan internet users navigate the net daily to buy products and services online with ease and facility (Maroc Numeric Cluster, 2014). Kamal Reggad is a fitting example of an innate leader who introduced a new leadership style to Morocco. Kamal took a colossal risk by targeting a new and unexplored market in Morocco which is the e-commerce business; his risks have paid off. As the case explains, Kamal’s success is because of his passion, perseverance and positive attitude.

Expected learning outcomes

In general, the objective of the case study is to further enhance the understanding of leadership in general and entrepreneurial spirit in particular. The case study will assist students in developing their leadership-related skills through the discussion of a real-life situation and experience and propose an example of the importance of participative leadership during the launching phase of a business venture. The case is designed to provoke and stimulate students’ personal reflections about a particular management style, especially in entrepreneurship.

Supplementary materials

Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Subject code

CSS 3: Entrepreneurship.

Details

Emerald Emerging Markets Case Studies, vol. 6 no. 3
Type: Case Study
ISSN: 2045-0621

Keywords

Article
Publication date: 14 July 2021

Abderrahman Hassi, Sylvia Rohlfer and Simon Jebsen

The purpose of this paper was to explore the role of empowering leadership, organizational climate for initiative and job autonomy in spurring innovative work behavior (IWB).

Abstract

Purpose

The purpose of this paper was to explore the role of empowering leadership, organizational climate for initiative and job autonomy in spurring innovative work behavior (IWB).

Design/methodology/approach

This study resorted to the structural equation modeling technique along the Bayesian estimation approach to analyze the mediating role of the organizational climate for initiative and job autonomy in the empowering leadership-IWB link in data gathered from CEOs, middle managers and non-managerial employees of 444 small and medium enterprises in Morocco.

Findings

The findings revealed that empowering leadership is a prerequisite of IWB as subordinates, who are empowered by their leaders, demonstrate IWB. Further, organizational climate for initiative and job autonomy mediate the empowering leadership-IWB link.

Practical implications

This research has demonstrated that firms and organizational leaders who seek to make their middle managers innovative in their job should adopt empowering leadership practices, build an organizational climate that is favorable for initiative-taking and grant middle managers with autonomy in the way they carry out their tasks.

Originality/value

This paper extends our understanding on the mechanisms linking empowering leadership and IWB by testing the mediating effects of organizational climate for initiative and job autonomy.

Details

EuroMed Journal of Business, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1450-2194

Keywords

Article
Publication date: 27 May 2021

Abderrahman Hassi, Mohammed Amine Balambo and Mohammed Aboramadan

Given the growing importance of spirituality and religion-related factors in the workplace, this paper aims to analyze the effects of spirituality, intrinsic religiosity…

Abstract

Purpose

Given the growing importance of spirituality and religion-related factors in the workplace, this paper aims to analyze the effects of spirituality, intrinsic religiosity and Islamic work ethics (IWE) on employee job performance.

Design/methodology/approach

Building on these theoretical concepts and perspectives, the authors hypothesized that employee intrinsic motivation mediated these proposed effects. To verify these propositions, the authors examined data collected from 224 full-time employees working for various organizations in Morocco. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform and Bayesian analyses to investigate direct and indirect effects.

Findings

First, the authors found that only IWE has positive and significant direct effect on job performance. Second, the findings indicate that employee intrinsic motivation does not mediate the relationship between the independent variables of spirituality and intrinsic religiosity and the dependent variable of job performance. These results may be because of the fact that Islamic principles and values are implemented and more reinforced in the Moroccan workplace than new and modern concepts such as intrinsic religiosity and spirituality.

Research limitations/implications

The present paper used a cross-sectional methodology, which did not allow testing causation between the constructs under study.

Practical implications

Organizations and managers alike ought to resort to IWE insights with the objective to increase the performance of their Muslim members.

Originality/value

This paper is novel as it represents a study on spirituality in a non-Western context. It also uses a relatively sizeable sample (N = 224) of full-time employees in the workplace.

Details

Journal of Islamic Accounting and Business Research, vol. 12 no. 3
Type: Research Article
ISSN: 1759-0817

Keywords

Article
Publication date: 19 December 2018

Abderrahman Hassi

The purpose of this study is to examine the influences of transactional and transformational leadership styles on employee job satisfaction, employee affective commitment…

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Abstract

Purpose

The purpose of this study is to examine the influences of transactional and transformational leadership styles on employee job satisfaction, employee affective commitment and organisational citizenship behaviour (OCB) within Moroccan organisations.

Design/methodology/approach

Data were gathered from a sample of 219 employees working in seven different industries in Morocco and analysed using Structural Equations Modelling (SEM).

Findings

SEM analyses reveal that employee job satisfaction, affective commitment and OCB are only impacted by the personal recognition dimension of the transformational leadership style. The study indicates that charisma and intellectual stimulation (transformational leadership) as well as contingent reward and management-by-exception (transactional leadership) did not yield significant results.

Research limitations/implications

The use of a cross-sectional research design limits establishing cause-and-effect relationships.

Practical implications

The results of the current study may be of use and interest for organisations in designing effective leadership training programs, as it takes into account how managers and/or practitioners tap into their subordinates’ effective behaviour.

Originality/value

With insights derived from a non-Western perspective, the major theoretical contribution of the present study lies in exploring the effects of transactional and transformational leadership styles on employee job satisfaction, employee affective commitment and OCB in Morocco.

Details

International Journal of Organizational Analysis, vol. 27 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 20 February 2019

Abderrahman Hassi

This study aims to examine a model that uses climate for creativity as an intervening mechanism for the relationship of empowering leadership to management innovation in…

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Abstract

Purpose

This study aims to examine a model that uses climate for creativity as an intervening mechanism for the relationship of empowering leadership to management innovation in the hospitality industry.

Design/methodology/approach

The sample comprises 127 hotels in Morocco. Data were gathered from two sources, namely, the administrative department managers and the front desk managers. Structural equation modeling analyses along with the Bayesian estimation technique were used.

Findings

Findings demonstrate that the climate for creativity plays a mediating role between empowering leadership and management innovation. The climate for creativity dimensions of employee creativity recognition, flexibility to change and adequate resources for innovation pave the way for empowering leaders in the adoption of new management practices, processes or structures.

Practical implications

This study suggests that climate for creativity can be an effective tool for implementing management innovation. Hence, leaders and managers of hotel firms, who aim to obtain innovative results in the managerial spheres, should capitalize on the benefits of building a positive climate for creativity.

Originality/value

The present paper bridges a gap pertaining to antecedents and factors that impact management innovation. It is the first of its kind to investigate the influence of empowering leadership on management innovation with climate for creativity as a mediating variable.

Details

International Journal of Contemporary Hospitality Management, vol. 31 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 14 June 2019

Mohammed Aboramadan, Abderrahman Hassi, Hatem Jamil Alharazin, Khalid Abed Dahleez and Belal Albashiti

As volunteering research in nonprofit organizations is growing significantly, the purpose of this paper is to examine the effects of volunteering drivers and work…

Abstract

Purpose

As volunteering research in nonprofit organizations is growing significantly, the purpose of this paper is to examine the effects of volunteering drivers and work engagement on volunteer continuation will.

Design/methodology/approach

Building on empirical and theoretical perspectives, the authors hypothesized that work engagement mediates the relationship between volunteering drivers and volunteer continuation will. To verify our hypotheses, we examined data collected from 372 active volunteers from Palestinian nonprofit organizations. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform to investigate direct and indirect effects.

Findings

The results of the study show that work engagement is a significant predictor of volunteer continuation will; mediates the relationship between career driver of volunteering and volunteer continuation will; and mediates the relationship between the protective driver of volunteering and volunteer continuation will.

Research limitations/implications

The research design limits establishing cause and effect relationships among the examined variables.

Practical implications

The results of the current study may be of use for nonprofit organizations managers formulating effective recruitment and training policies to retain their volunteers.

Originality/value

The paper contributes to the limited empirical body of the volunteering research. The study is novel as it is one of the few studies conducted using data coming from a non-western context.

Details

Journal of Management Development, vol. 38 no. 5
Type: Research Article
ISSN: 0262-1711

Keywords

Case study
Publication date: 25 November 2014

Abderrahman Hassi and Giovanna Storti

This case study may be used in the following academic courses: Theories of Leadership; Leadership and Leaders Organizational Leaders Roles; Management Skills Ethics and…

Abstract

Subject area

This case study may be used in the following academic courses: Theories of Leadership; Leadership and Leaders Organizational Leaders Roles; Management Skills Ethics and Governance; and Ethics and Management Entrepreneurial Management.

Study level/applicability

This case study may be used in the following academic programs: Bachelor's in Business Administration; Master of Science in Business Administration; and MBA Programs.

Case overview

There is little doubt, if any, that values shape the decisions, behaviors and corporate moves that business managers and leaders make in their day-to-day operations. The following case study sheds light on the influence of personal values on individuals in leadership positions. To do so, concrete examples of observed behaviors, in cases where values have been honored and positive outcomes have been attained, will be reported. From hiring practices, contract bidding, compensation policies and/or customer service, the Ynna conglomerate group, a Moroccan holding corporation, has been led by a visionary who patiently started his life journey as a shepherd tending ewes, and decades later has emerged as an extraordinary business legend to emulate. Virtually all the decisions taken within his companies are influenced by his moral convictions and his values. Miloud Chaabi, listed in Forbes Magazine as one of the top 40 richest billionaires in Africa, is a principled and revered individual who has been spiritually leading his businesses in various sectors since 1948.

Expected learning outcomes

In general, the objective of the case study is to further enhance the understanding of leadership in general and values-based leadership in particular. The case study will assist students in developing their leadership-related skills through the discussion of a real-life situation and experience, and proposing solutions to a challenge face by the company in the area of leadership approaches. The case is designed to provoke and stimulate students' personal reflections about a particular approach of management, especially in a transition period.

Supplementary materials

Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Details

Emerald Emerging Markets Case Studies, vol. 4 no. 6
Type: Case Study
ISSN: 2045-0621

Keywords

Article
Publication date: 25 October 2011

Abderrahman Hassi, Giovanna Storti and Abderrahman Azennoud

Corporate trainers' credibility has been universally ignored by researchers and its significance has remained elusive across cultures. Thus, the purpose of this present…

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Abstract

Purpose

Corporate trainers' credibility has been universally ignored by researchers and its significance has remained elusive across cultures. Thus, the purpose of this present paper is to examine variations of trainers' credibility determinants in Canada and Morocco.

Design/methodology/approach

A comparative qualitative study with in‐depth interviews and the grounded theory approach were adopted to carry out the research. Participants in the study consisted of 60 civil servants employed in various governmental departments in Canada and Morocco.

Findings

A framework identifying distinct categories based on common determinants of trainers' credibility was constructed for each respective country. These categories were attributed the following designations: qualifications, perceived competence, perceived justice and perceived confidence for the Canadian sample; and qualifications, perceived competence, and personal attributes for the Moroccan sample. Similarities surfaced regarding some of the determinants in both cultures such as qualifications, and competence. However, Canadian respondents emphasized trainers' performance, fairness and confidence, while Moroccan trainees valued wisdom (hikma), honesty (sidk), trust (amanah) and the trainer as a role model.

Practical implications

The findings indicate that cultural values ought to be considered in trainers' credibility in efforts to enhance the level of comprehension regarding credibility determinants that could impact training success and effectiveness. It is also recommended that organizations consider taking into account the determinants of credibility during the selection process of trainers who will be primarily tasked with delivering corporate training to employees locally or in various cultural settings.

Originality/value

The paper provides groundbreaking insights as it is the first study to investigate trainers' credibility across cultures by resorting to an emic approach to provide a cross‐cultural perspective on the subject.

Details

Cross Cultural Management: An International Journal, vol. 18 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 11 May 2015

Abderrahman Hassi, Najoua Foutouh and Souhail Ramid

– The present paper aims to shed light on workers ' perception of diversity and their demographical characteristics as well as characteristics of their organizations.

Abstract

Purpose

The present paper aims to shed light on workers ' perception of diversity and their demographical characteristics as well as characteristics of their organizations.

Design/methodology/approach

Descriptive statistics and multiple regression technique were used to, respectively, describe the sample and test the research hypothesis.

Findings

The current study findings reveal that three variables influence employee perception about diversity within Moroccan organizations, namely, education, industry and nationality. The more employees are educated, the more positively they perceive diversity. The same logic applies to nationality and industry. Diversity is better perceived by foreign workers in Morocco and is most prevalent in the services industry.

Research limitations/implications

The sample size (N = 87) is too small compared to the number of variables included in the research.

Practical implications

Enhancing employees’ diversity climate perceptions may have financial and non-financial implications for organizations. Moreover, diversity perception is linked to worker attitudes in the workplace.

Social implications

Policymakers in Morocco ought to design and enforce human resource policies that encourage organizations to recruit employees with diverse backgrounds. To do so, it is recommended that a commission or task force be created to fulfill the role of a “watchdog” in diversity-related spheres such as developing plans and models for employers, setting diversity-related goals and objectives and putting in place adequate and effective mechanisms and tools to assess the implementation of diversity initiatives by Moroccan organizations.

Originality/value

The current research is the first survey-based study on the topic in the Moroccan context. Further, the fact the respondents are from various organizations, industries and sectors allows for the elimination of the normative influence of a single organizational culture.

Details

Journal of Global Responsibility, vol. 6 no. 1
Type: Research Article
ISSN: 2041-2568

Keywords

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