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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…

40444

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 May 1986

Rabindra N. Kanungo

Increasing productivity is the major goal of every successful organisation, be it private or public, service or manufacturing. In order to achieve this goal, the…

Abstract

Increasing productivity is the major goal of every successful organisation, be it private or public, service or manufacturing. In order to achieve this goal, the organisation has to depend to a large extent on both covert and overt behaviours of its members. The covert behaviours of organisational members refer to such psychological phenomena as job satisfaction, involvement and other related attitudes and beliefs. The overt behaviours, on the other hand, refer to directly observable behaviours such as absenteeism, tardiness, and other forms of on‐the‐job behaviour. It is the task of organisational psychologists to identify these behaviours and establish specific causal relationships between these behaviours and productivity.

Details

International Journal of Manpower, vol. 7 no. 5
Type: Research Article
ISSN: 0143-7720

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…

16801

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 August 1997

Magid Igbaria and Conrad Shayo

United States government statistics have shown that although women and minorities have made impressive gains in employment during 1980s, they continue to be…

Abstract

United States government statistics have shown that although women and minorities have made impressive gains in employment during 1980s, they continue to be underrepresented in positions of power and responsibility, especially at the senior management and executive positions. This trend has also been observed in the Information Systems (IS) field (Wilson, 1990). It has been reported that women and blacks encounter a glass ceiling that prevents them from reaching the top levels of IS positions (Johnson, 1990; Morrison and Glinow, 1990). A number of potential causes of this glass ceiling effect have been suggested:

Details

Equal Opportunities International, vol. 16 no. 8
Type: Research Article
ISSN: 0261-0159

Article
Publication date: 10 August 2022

Joather Alwali and Wafaa Alwali

This paper examines the effect of job satisfaction on job performance among physicians in Iraq's public hospitals. It also determines the mediating role of job

Abstract

Purpose

This paper examines the effect of job satisfaction on job performance among physicians in Iraq's public hospitals. It also determines the mediating role of job satisfaction on the relationship between emotional intelligence and job performance. It further unveils the mediating role of job satisfaction on the nexus between transformational leadership and job performance. As physicians form the bulk of health-care professionals, their performance at work is crucial in determining patient satisfaction regarding care quality.

Design/methodology/approach

A quantitative approach with structural equation modelling via partial least squares (PLS-SEM) and bootstrapping estimation was used to test the hypotheses developed. A total of 157 responses were utilized in the data analysis.

Findings

Evidence from the study indicates that job satisfaction has a positive relationship with job performance. The study also provides evidence that job satisfaction plays a positive mediating role in the relationship between emotional intelligence and job performance. Similarly, job satisfaction has a positive mediating effect on the nexus between transformational leadership and job performance among physicians in Iraq's public hospitals.

Originality/value

To the best of the authors' knowledge, this is the first study to investigate the relationship between physician job satisfaction and job performance in Iraqi public hospitals. Studies using Eastern samples are scarce, so the findings of this study will add to the body of knowledge from a cross-cultural standpoint.

Details

Leadership & Organization Development Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 21 July 2022

Jae Young Lee

The purpose of this paper was to explore the underlying mechanism of the relationship between psychological safety and performance.

Abstract

Purpose

The purpose of this paper was to explore the underlying mechanism of the relationship between psychological safety and performance.

Design/methodology/approach

A serial multiple mediation model that explains the impact of psychological safety on performance via job crafting and thriving at work was proposed and tested using PROCESS macro (Model 6). Data were collected from 320 employees at three different large Korean organizations.

Findings

The results of this study found that job crafting and thriving at work sequentially mediate the relationship between psychological safety and performance. However, the direct effect of psychological safety on performance was found to be nonsignificant. Put differently, psychological safety is unrelated to performance independent of the effects of job crafting and thriving at work.

Originality/value

The present study theoretically contributes to psychological safety research by proposing and testing a serial mediation model that explores the underlying mechanism of the relationship between psychological safety and performance in detail. Practically, this study informs managers about the importance of ensuring a psychologically safe workplace environment and encouraging employees' proactive behaviors to enhance their performance and ability to thrive at work.

Details

International Journal of Organization Theory & Behavior, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1093-4537

Keywords

Article
Publication date: 15 July 2022

Wenzhu Lu, Haibo Wu, Shanshi Liu, Zisheng Guo and Xiongtao He

Based on the person-environment (P-E) fit theory, this study aims to explore the effect of customer mistreatment on the reduced service performance of hospitality…

Abstract

Purpose

Based on the person-environment (P-E) fit theory, this study aims to explore the effect of customer mistreatment on the reduced service performance of hospitality employees mediated by person-job (P-J) fit perceptions and moderated by job crafting.

Design/methodology/approach

The authors tested this study’s hypotheses with a nine-day diary study involving 83 service employees located in Lanzhou, China; a total of 548 daily surveys were completed. The authors used multilevel structural equation modeling to analyze the data.

Findings

Employees who experienced daily customer mistreatment suffered diminished P-J fit perceptions, leading to lower levels of service performance the next day. In addition, job crafting significantly buffered the impact of customer mistreatment on P-J fit perceptions and the indirect impact of customer mistreatment on service performance through P-J fit perceptions.

Practical implications

Given the damaging effect that customer mistreatment has on service performance, where employees’ P-J fit perceptions are impaired, hotel managers should implement service competence improvement training programs and managerial preventions to reduce the possibility of customer mistreatment behavior. The moderating role of job crafting behavior suggests that managers should offer supportive practices (i.e. job autonomy) to encourage job crafting behaviors among employees.

Originality/value

This study reveals that individuals’ P-J fit perceptions can explain the damaging impacts of customer mistreatment on service performance, a finding that contributes valuable information to the literature on customer mistreatment and P-E fit. Second, this study also tests the impact of individuals’ job crafting behaviors in terms of mitigating the negative effect of customer mistreatment. Finally, this study’s findings broaden the scope of predictors of P-J fit perceptions by revealing that customer mistreatment can pose a threat to hospitality employees’ P-J fit perceptions.

Details

International Journal of Contemporary Hospitality Management, vol. 34 no. 10
Type: Research Article
ISSN: 0959-6119

Keywords

Book part
Publication date: 17 March 2010

Christopher C. Rosen, Chu-Hsiang Chang, Emilija Djurdjevic and Erin Eatough

This chapter provides an updated review of research examining the relationship between occupational stressors and job performance. We begin by presenting an eight-category…

Abstract

This chapter provides an updated review of research examining the relationship between occupational stressors and job performance. We begin by presenting an eight-category taxonomy of workplace stressors and we then review theories that explain the relationships between workplace stressors and job performance. The subsequent literature review is divided into two sections. In the first section, we present a summary of Jex's (1998) review of research on the job stress–job performance relationship. In the second section, we provide an updated review of the literature, which includes studies that have been published since 1998. In this review, we evaluate how well the contemporary research has dealt with weaknesses and limitations previously identified in the literature, we identify and evaluate current trends, and we offer recommendations and directions for future research.

Details

New Developments in Theoretical and Conceptual Approaches to Job Stress
Type: Book
ISBN: 978-1-84950-713-4

Article
Publication date: 24 May 2022

Deepika Jindal, Peter Boxall, Gordon W. Cheung and Ann Hutchison

The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance.

Abstract

Purpose

The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance.

Design/methodology/approach

Dyadic data from a sample of 320 white-collar employees in an Indian manufacturer are analysed through structural equation modelling.

Findings

The level of job crafting is highest when both work engagement and work autonomy are high. Job crafting fully mediates the interactive effect of work engagement and autonomy on task performance and partially on contextual performance.

Practical implications

There is value in reviewing organisational constraints on employee autonomy to foster the ways in which highly motivated workers can craft their jobs and, thus, maximise their performance.

Originality/value

This study demonstrates the interactive effects of work engagement and autonomy in enhancing job crafting and, through this mechanism, employee performance.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 2 October 2003

Walter C Borman, Jerry W Hedge, Kerri L Ferstl, Jennifer D Kaufman, William L Farmer and Ronald M Bearden

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the…

Abstract

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84950-174-3

1 – 10 of over 102000