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Article
Publication date: 1 June 2006

Jui‐Chen Chen, Colin Silverthorne and Jung‐Yao Hung

To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational…

17192

Abstract

Purpose

To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment and communication have been studied extensively but little attention has been paid to the relationship between them and other organizational variables such as job performance and stress. Also, differences between employees either in managerial or full time accounting positions and between respondents from the USA and Taiwan were evaluated.

Design/methodology/approach

Differences and relationships were assessed using standardized and valid instruments measuring four organizational variables in Taiwan and the USA.

Findings

No country level difference in stress and communication levels were found but organizational commitment and performance levels were higher in the USA. At the same time, higher levels of organizational communication led to higher levels of organizational commitment and job performance in both countries. Rather surprisingly, stress levels were not found to be related to either organizational communication or job performance. Further, the only measure that indicated a difference between those in managerial and full time accounting positions was work performance which was higher for those doing full time accounting.

Practical implications

The results are discussed in terms of their importance and implications for organizations, particularly those utilizing employees with professional training and operating in different cultures. The finding that stress levels were not reduced by increased organizational communication and had little impact on job performance suggests that in the accounting field stress may play a different role than it does in other professions.

Originality/value

Furthers our understanding on the impact of organizational communication and commitment on job stress and performance.

Details

Leadership & Organization Development Journal, vol. 27 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 June 2005

Jui‐Chen Chen and Colin Silverthorne

This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership…

41160

Abstract

Purpose

This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes.

Design/methodology/approach

The measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that an effective leader adopts a leadership style according to the ability and willingness of subordinates for a given task.

Findings

The results did not support SLT predictions that an appropriate match between leadership style and subordinate readiness results in higher levels of subordinate job satisfaction and performance and lower levels of job stress and intention to leave. However, the results did partially support SLT in that, the higher the leader's leadership score, the more effective is the leader's influence. However, the leadership score did not predict job performance. There was a positive correlation between ability and willingness, employee job satisfaction, and job performance. Employee willingness positively correlated with job satisfaction and job performance and was negatively correlated with turnover intention.

Research limitations/implications

The findings from this study apply to the Taiwan culture and may or may not apply to other “Chinese” and non‐Chinese cultures.

Practical implications

The use of the SLT in Taiwan is very widespread, so this study provides empirical evidence of its value when used in Taiwan as a tool to develop and use effective and appropriate leadership abilities.

Originality/value

Few studies have attempted to explore the value of SLT in general and in non‐Western cultures in particular. This study expands our knowledge of leadership issues to an Eastern culture and explores the theory's effectiveness related to several organizational factors.

Details

Leadership & Organization Development Journal, vol. 26 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 October 2004

Colin Silverthorne

The related concepts of organizational culture and person‐organization (P‐O) fit or congruence between the person and organization are important to organizational success…

26918

Abstract

The related concepts of organizational culture and person‐organization (P‐O) fit or congruence between the person and organization are important to organizational success. The psychological contract, which is both perceptual and individual, forms the basis of the P‐O fit. However, there has been little attention paid to the interaction of fit and organizational culture with such concepts as job satisfaction and organizational commitment and the application of this concept in non‐western cultures. The results of this study, conducted in Taiwan, indicate that P‐O fit is a key element in both the level of job satisfaction that employees experience and also in their level of organizational commitment whether measured by an instrument or turnover rates. An organization is not a passive or stable institution and it evolves and grows within an organizational culture. While P‐O fit may be linked to organizational culture, the impact of specific types of organizational culture was also assessed. Involvement in an organization that had a bureaucratic organizational culture resulted in the lowest levels of job satisfaction and organizational commitment. An innovative culture was next highest and a supportive culture had the highest level of employee job satisfaction and organizational commitment. These findings indicate that organizational culture plays an important role in the level of job satisfaction and commitment in an organization. In terms of the impact of the P‐O fit on job satisfaction and organizational commitment in Taiwan, the results indicate that the degree of fit plays an important role in all of the types of organizational culture studied. The better the fit the higher the levels of these two variables. The results indicate that the P‐O fit is an important variable within the organizations in non‐western cultures.

Details

Leadership & Organization Development Journal, vol. 25 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 19 September 2008

Jui‐Chen Chen and Colin Silverthorne

The purpose of this paper is to examine the relationships between locus of control and the work‐related behavioral measures of job stress, job satisfaction and job…

21509

Abstract

Purpose

The purpose of this paper is to examine the relationships between locus of control and the work‐related behavioral measures of job stress, job satisfaction and job performance in Taiwan.

Design/methodology/approach

Subjects were drawn from a pool of accounting professionals who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied.

Findings

The findings indicate that one aspect of an accountants' personality, as measured by locus of control, plays an important role in predicting in the level of job satisfaction, stress and performance in CPA firms in Taiwan. Individuals with a higher internal locus of control are more likely to have lower levels of job stress and higher levels of job performance and satisfaction.

Practical implications

The results indicate that locus of control plays an important role in the overall effectiveness of accountants, even in a non‐western culture like Taiwan.

Originality/value

This was a study of a non‐Western culture and focused on individuals in a profession rather than occupations not requiring professional credentials.

Details

Leadership & Organization Development Journal, vol. 29 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 March 2000

Colin Silverthorne

Reports a study to investigate the applicability of situational leadership theory within the Republic of China (Taiwan). The study was conducted in a large construction…

7177

Abstract

Reports a study to investigate the applicability of situational leadership theory within the Republic of China (Taiwan). The study was conducted in a large construction company with a broad diversity of managerial responsibilities. The LEAD‐Self instrument was given to a large sample of managers, to determine their perception of their own leadership style. Employees completed the LEAD‐Other questionnaire, to give their perceptions of their manager. Productivity scores were also established for each manager using measures of absenteeism, turnover, overall profitability and quality of work. The results indicated that the situational leadership theory does have applicability in Taiwan; there was a good match between the self‐perception of leaders and perceptions by peers, superiors and subordinates and between the LEAD‐Self score and LEAD‐Other; also that leadership adaptability was directly related to productivity as measured by absenteeism, turnover rates, profitability and, to a lesser extent, quality.

Details

Leadership & Organization Development Journal, vol. 21 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 June 2001

Colin Silverthorne

The path‐goal theory of leadership states that the leader helps subordinates to achieve their goals by providing a clear path for them to follow. This research project…

12654

Abstract

The path‐goal theory of leadership states that the leader helps subordinates to achieve their goals by providing a clear path for them to follow. This research project used data collected in Taiwan to test the applicability of this theory in a non‐western culture. The three groups of subjects studied (peers, managers and subordinates), perceived the level of task structure to be equivalent. Three aspects of leadership were measured: instrumental, supportive and participative leadership. Leaders reported that they used each style of leadership at a statistical significantly higher level than their peers believed. Two dimensions of motivation were also considered: efforts that lead to performance and efforts that lead to rewards. Overall, the results provide some support for the path‐goal theory of leadership. The theory was supported for the relationship between managers and subordinates but not supported for the relationship between managers and peers.

Details

Leadership & Organization Development Journal, vol. 22 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Content available
Article
Publication date: 1 January 2008

1218

Abstract

Details

Management Research News, vol. 31 no. 1
Type: Research Article
ISSN: 0140-9174

Book part
Publication date: 4 December 2020

Heike Bartel

Abstract

Details

Men Writing Eating Disorders: Autobiographical Writing and Illness Experience in English and German Narratives
Type: Book
ISBN: 978-1-83909-920-5

Article
Publication date: 1 February 1989

Leading wood finish manufacturer Granyte Surface Coatings, has recently upgraded its UV curing capability.

Abstract

Leading wood finish manufacturer Granyte Surface Coatings, has recently upgraded its UV curing capability.

Details

Pigment & Resin Technology, vol. 18 no. 2
Type: Research Article
ISSN: 0369-9420

Article
Publication date: 1 July 1949

The Health Congress of the Royal Sanitary Institute was held at Brighton from May 23rd to 27th, 1949. In the course of his inaugural address to the Congress His Grace the…

Abstract

The Health Congress of the Royal Sanitary Institute was held at Brighton from May 23rd to 27th, 1949. In the course of his inaugural address to the Congress His Grace the Duke of Norfolk, K.G., P.C., G.C.V.O., said: “ Of all the gifts which one may be born with, everyone will agree that Good Health is greatest. It is also the most important. Let us look at Health. What is health? I would hesitate to answer that question in front of the present audience. But I know what the simple answer is—to feel well and to go on feeling well. That, in short, is good health. But, like all precious things, it has to be looked after. And, good or bad, it can play an ever‐important part in the life of each one of us. The fresh air of the countryside and the pure air from the sea are our best safeguards for good health. But in many areas we have too large a crowd to move and too great a distance to cover before they can benefit by these two assets. And the trend in this country is toward more houses, more towns and an increasing population which is becoming too large for the country and may make ever harder the task of prevention of all that is bad. The sea will always be there for those who wish to spend their holidays away from home. But the big cities cannot be expected to empty their people for a day on to the coast. We live in an age of planning. Every government, every government department, and every local authority, plans. They spend colossal sums of money. They show very little return. Is it too much to hope that perhaps fewer people will plan our lives, and that common sense, not money, will be the backbone upon which the health of the nation will exist.”

Details

British Food Journal, vol. 51 no. 7
Type: Research Article
ISSN: 0007-070X

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