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Article
Publication date: 18 May 2020

Muhammad Mohsin Butt, Kok Wei Khong and Muhammad Alam

This study aims to establish the psychometric properties of behavioural integrity scale at an organizational level from external stakeholders’ perspective and its…

Abstract

Purpose

This study aims to establish the psychometric properties of behavioural integrity scale at an organizational level from external stakeholders’ perspective and its subsequent influence on consumer trust and commitment with a brand. Moreover, the study also examines how different crisis response strategies moderate the relationship between consumer attributions of the responsibility and corporate brand behavioural integrity in the context of emotional product harm crisis caused by alleged violation of Halal certification by an MNC.

Design/methodology/approach

A quasi-experimental design was applied to test the impact of firm crisis response strategies on its corporate brand behavioural integrity.

Findings

The results provide evidence that behavioural integrity scale can be used to measure consumer perceptions of a corporate brand behavioural integrity. In addition, results indicate that crisis response strategies offer some moderating influence on the relationship between consumer attribution processes and corporate brand behavioural integrity.

Research limitations/implications

Results indicate that existing corporate crisis response strategies are not very helpful in the context of emotional product harm crisis. This study demonstrates that behavioural integrity positively impacts customer relationship-oriented constructs. Furthermore, behavioural integrity scale offers excellent psychometric properties when used at the corporate level.

Practical implications

Organizations can use this proposed conceptual model to monitor and manage behavioural integrity of its corporate brand and its influence on customer-brand relationship constructs.

Originality/value

This study is first of its nature that underscores the importance of measuring and monitoring corporate brand behavioural integrity as a customer trust-building mechanism. It is also the first study that investigates consumer reaction towards alleged brand transgression of its Halal certified product.

Details

Journal of Islamic Marketing, vol. 12 no. 6
Type: Research Article
ISSN: 1759-0833

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Book part
Publication date: 8 July 2021

Arzu Ilsev and Eren Miski Aydin

Hypocrisy is a widely recognized concept in both academic literature and popular media. However, very few studies have examined the reflections of hypocrisy in leader's…

Abstract

Hypocrisy is a widely recognized concept in both academic literature and popular media. However, very few studies have examined the reflections of hypocrisy in leader's behaviors in organizational behavior literature. Leader hypocrisy mainly refers to the misalignment between words and deeds of a leader. This chapter first provides a review of the concept of hypocrisy and its various conceptualizations in philosophy, social psychology, and organizational behavior literatures. The chapter then focuses on the implications of leader hypocrisy for organizations and its members by presenting the studies conducted on the emotional, attitudinal, and behavioral consequences of leader hypocrisy (word–deed misalignment) and leader behavioral integrity (word–deed alignment). Moreover, some of the gaps in the literature are identified, and suggestions are made for future research on the topic.

Details

Destructive Leadership and Management Hypocrisy
Type: Book
ISBN: 978-1-80043-180-5

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Article
Publication date: 11 November 2021

Yiming Wang, Yuhua Xie and Hua Qing Xie

The existing research rarely explains the value of authoritarian leadership in small- and medium-sized enterprises (SMEs). The purpose of this study is to explore how…

Abstract

Purpose

The existing research rarely explains the value of authoritarian leadership in small- and medium-sized enterprises (SMEs). The purpose of this study is to explore how authoritarian leadership facilitates employee followership behaviors of the SMEs in China by considering the moderating effects of cooperative goal interdependence and leader behavioral integrity.

Design/methodology/approach

This research tested hypotheses with a two-wave survey from a sample of 258 respondents from SMEs in China. Hypotheses are tested using hierarchical regression analyses.

Findings

Findings of the study have indicated the instrumental function of authoritarian leadership in facilitating employee followership behavior in SMEs. In particular, this study shows that the influence of authoritarian leadership on followership behavior was positively related when employees have high cooperative goal interdependence with authoritarian leaders, and when employees perceive a leader's high behavioral integrity.

Practical implications

The study will help SMEs to understand that authoritarian leadership should seek optimal levels of cooperative goals with employees and integrate achievement goals into their career development strategy to enhance their followership behavior. In addition, authoritarian leadership should strive to take actions consistent with their words to guarantee the relationship between achieving goals and sharing mutual goals with employees.

Originality/value

The study contributes to the literature by addressing an important yet under-researched area, i.e. the effectiveness of authoritarian leadership in SMEs. Authoritarian leadership, a demanding and controlling leadership style, is often criticized by scholars. This study elaborates on a three-way interaction implied by self-determination theory in predicting followership behavior. It specifies the different roles of two situational factors (cooperative goal interdependence and leader behavior integrity) in affecting employees' followership behavior.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 5 August 2014

Laci M. Lyons and Pamela L. Perrewé

A continued focus in organizational research has been on career development, and mentoring has been identified as a key determinant of career success. The purpose of this…

Abstract

Purpose

A continued focus in organizational research has been on career development, and mentoring has been identified as a key determinant of career success. The purpose of this paper is to focus on the interpersonal dynamics which contribute to variations in the effectiveness of mentoring support behaviors. Specifically, the effects of mentoring relational quality (MRQ) (i.e. affective perceptions held by mentors and protégés) on mentoring behaviors (i.e. vocational and psychosocial) as well as professional identification are considered. Interpersonal skills (e.g. behavioral integrity and political skill) of mentors and protégés are examined for their impact on MRQ.

Design/methodology/approach

Utilizing matched dyadic survey data from 100 mentor-protégé pairs in academe (i.e. dissertation chairs and doctoral candidates or recent doctoral alumni), partial least squares was used to test the research model.

Findings

Results support MRQ as an integral component in mentoring dynamics. MRQ for mentors and protégés was significantly linked with mentor support behaviors provided and received, respectively. Mentors’ perceptions of MRQ were predicted by protégés’ behavioral integrity and mentors’ political skill. Similarly, protégés’ political skill and mentors’ behavioral integrity significantly predicted protégés’ perceptions of MRQ. Further, mentors and protégés reported higher levels of professional identification when MRQ was high.

Originality/value

This study links affective and behavioral perspectives of mentoring, revealing the importance of interpersonal skill in career development. The interpersonal dynamics characteristic of mentor-protégé interactions determine the extent to which mentoring support behaviors may actually be provided by mentors and received by protégés.

Details

Career Development International, vol. 19 no. 4
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 15 January 2020

Heli Hallikainen, Saku Hirvonen and Tommi Laukkanen

The purpose of this paper is to examine how the perceived trustworthiness of a B2B service provider relates to a business customer’s intention to use digital services from…

Abstract

Purpose

The purpose of this paper is to examine how the perceived trustworthiness of a B2B service provider relates to a business customer’s intention to use digital services from that provider. The study investigates whether perceived trustworthiness, composed of ability, integrity and benevolence, explains behavioral intentions equally among all business customer segments, and how characteristics such as job level, decision-making role, technology readiness age and gender moderate these effects.

Design/methodology/approach

Drawing on a model of trust transfer mechanism, the study explores how perceived trustworthiness established in face-to-face interaction influences the use of digital services in making B2B purchases. Hypotheses are tested using a sample of 1,866 responses collected from customers of four B2B firms.

Findings

Ability is the most influential on the customer’s intention to transact through digital channels, while the effects of integrity and benevolence show more variation. The effect of perceived trustworthiness on the intention to use digital services is remarkably stronger among senior and middle management, high-level decision makers, the younger age segment, men and individuals high in technology readiness, compared to other segments studied.

Originality/value

The study contributes to the scant research on B2B customer behavior in the digital environment and incorporates individual characteristics specific to the industrial domain.

Details

Industrial Management & Data Systems, vol. 120 no. 3
Type: Research Article
ISSN: 0263-5577

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Article
Publication date: 7 November 2016

Jiajun Gu, Fenghua Xie and Xingsi Wang

The purpose of this paper is to explore the relationship between top management team (TMT) internal social capital and strategic decision-making speed, and further explore…

Abstract

Purpose

The purpose of this paper is to explore the relationship between top management team (TMT) internal social capital and strategic decision-making speed, and further explore role of TMT behavioral integration in their relationship. It reveals how TMT internal social capital impacts strategic decision-making speed.

Design/methodology/approach

On the basis of the social capital theory and upper echelons theory, at first, a model about TMT internal social capital and strategic decision-making speed is proposed by exploratory case study. Then, the data obtained via questionnaire from 67 TMTs by software SPSS 19.0 and AMOS 17.0 are analyzed, and the theoretical hypotheses as mentioned above are verified.

Findings

The empirical study found that different dimensions of TMT internal social capital have significant positive impact on TMT behavioral integrity; TMT behavioral integrity has significant positive impact on strategic decision-making speed; and TMT behavioral integrity as an intermediary variable played a brokering role in the relationship between TMT internal social capital and strategic decision-making speed.

Originality/value

The study enriches the empirical test on the relationship between TMT internal social capital and decision speed, thereby helping the authors further understand how to improve the speed of strategic decision making in TMT.

Details

Kybernetes, vol. 45 no. 10
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 2 May 2020

Sudi Nangoli, Benon Muhumuza, Maureen Tweyongyere, Gideon Nkurunziza, Rehema Namono, Muhammed Ngoma and Grace Nalweyiso

The purpose of this paper is to investigate the extent to which perceived leadership integrity influences changes in organisational commitment. The premise of the study is…

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Abstract

Purpose

The purpose of this paper is to investigate the extent to which perceived leadership integrity influences changes in organisational commitment. The premise of the study is the argument that non-financial rewards alleviate the challenges associated with low levels of commitment in economies that are riddled with incessant situations of economic scarcity.

Design/methodology/approach

An explanatory study approach was adopted to investigate the envisaged linkage between the study variables from a socio-psychological perspective.

Findings

The results of the study establish that perceived leadership integrity significantly influences variations in commitment among organisational employees.

Research limitations/implications

The study results provide a reason for firms to invest more resources towards promoting honesty among organisational leaders. The findings of the study support the idea that perceived integrity of an organisation's leadership generates a sustainable win–win position not only between the organisation and employees, but also among the leaders and subordinates.

Practical implications

Organisations must regularly consider the drivers of organisational commitment and pay sufficient attention to non-financial drivers. As advanced by this study, a very important yet economical way of effecting such a strategy is through instituting measures that sustainably create a perception among employees that organisational leaders execute their duties with the utmost integrity.

Originality/value

This article has both empirical and theoretical value. Empirically, this work is the first of its kind aimed at investigating the effect of perceived leadership integrity on organisational commitment within Uganda's hospitality setting. Theoretically, the study extends the versatility of the hierarchy of needs theory by clarifying that higher-level needs offer a basis for explaining the effect of psychological processes (in this case, perceived leadership integrity) on behavioural changes (in this case, organisational commitment).

Details

Journal of Management Development, vol. 39 no. 6
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 16 March 2015

Jin-Hong Gong, Li-Shan Xie, Jia-Min Peng and Xin-Hua Guan

The purpose of this paper is to explore integrity issues for travel services in China using the framework of a stress and coping model to focus on customers’ perceived…

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1408

Abstract

Purpose

The purpose of this paper is to explore integrity issues for travel services in China using the framework of a stress and coping model to focus on customers’ perceived unfairness, responsibility attribution and their negative emotions.

Design/methodology/approach

A content analysis of 80 online customer complaints provides a brief profile of these integrity issues.

Findings

Integrity issues frequently appear during service delivery and are primarily rooted in the unethical behavior of travel service employees or partners. Service contracts and fairness are used by customers as standards to evaluate harm caused by integrity issues. Customers attribute responsibility for these issues to the travel agency or tour operator, and not their employees. Finally, customers feel angry and disappointed when they experience an integrity issue and sometimes feel helpless.

Research limitations/implications

Future studies can collect data by multiple means and further examine the correlations between customers’ cognitive appraisals, negative emotions and relationship outcomes in the context of integrity violation.

Practical implications

Integrity management in travel services should be integrated with service management and promise management. Travel agencies must take immediate actions to reduce the negative influences of integrity issues. Moreover, the tourism sector in China should make efforts to control integrity problems at the industry level.

Originality/value

This study contributes to the prior model of trust violation by investigating the trigger events of integrity violation and emphasizing the roles of customers’ perceived unfairness and negative emotions.

Details

International Journal of Contemporary Hospitality Management, vol. 27 no. 2
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 13 June 2008

Juan Carlos Pastor and Margarita Mayo

This paper seeks to investigate the relationship between managers' beliefs and goal orientation and the self‐perception of transformational and transactional leadership…

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2665

Abstract

Purpose

This paper seeks to investigate the relationship between managers' beliefs and goal orientation and the self‐perception of transformational and transactional leadership styles and how this relationship is moderated by the level of formal education.

Design/methodology/approach

A sample of 76 top executive officers reported their managerial values and beliefs by completing measures of McGregor's Theory XY philosophy of management and Dweck's learning and performance goal orientations. They also reported their use of transactional versus transformational leadership styles with their direct reports and their degree of formal education.

Findings

Regression analyses revealed that ratings of transformational leadership are associated with theory Y philosophy of management and a learning goal orientation; whereas ratings of transactional leadership were found to be associated with performance goal orientation. In addition, executives with higher levels of education reported greater behavioral integrity, that is, greater alignment between their managerial beliefs and their corresponding self‐ratings of leadership behaviors.

Originality/value

This paper contributes to the transformational leadership literature by adding a cognitive perspective to the well‐studied behavioral patterns of transformational leaders.

Details

Leadership & Organization Development Journal, vol. 29 no. 4
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 7 April 2015

Angus C.H. Kuok and Robert J. Taormina

The purpose of this paper is to empirically investigate the extent of the reported low affective commitment compared to continuance commitment of Chinese casino dealers…

Abstract

Purpose

The purpose of this paper is to empirically investigate the extent of the reported low affective commitment compared to continuance commitment of Chinese casino dealers, to discern if there is a significant difference between the two types of commitment, and to identify factors that could explain the difference between them.

Design/methodology/approach

Questionnaire data were obtained from 247 Chinese casino dealers working for the three major casino groups in Macau. Correlations and regressions were used to analyze the data.

Findings

Dealers’ affective commitment was significantly lower than their continuance commitment, suggesting dealers do not like their jobs but do not leave them, which indicates they have cognitive dissonance about their jobs. Organizational socialization, organizational support, and supervisor integrity were positively correlated with affective commitment; while value of money, pay satisfaction, and neuroticism, were positively correlated with continuance commitment. Organizational support was the strongest predictor of affective commitment, while the value they place on money was the strongest predictor of continuance commitment.

Practical implications

Casino managers could improve dealers’ affective commitment by facilitating their organizational socialization, especially training and rewards for their work, providing greater organizational support, and fair and supportive treatment from their supervisors.

Originality/value

This is the first study to provide evidence of the difference between affective and continuance commitment in Chinese society, and identifies factors that influence each type of commitment, and may help resolve the employees’ dilemma about their jobs, which is an important concern for Chinese managers.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 3 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

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