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Article
Publication date: 15 November 2019

Leila Afshari, Suzanne Young, Paul Gibson and Leila Karimi

The purpose of this paper is to enhance the understanding of how identification process is associated with development of organizational commitment.

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Abstract

Purpose

The purpose of this paper is to enhance the understanding of how identification process is associated with development of organizational commitment.

Design/methodology/approach

A mixed-method approach incorporating surveys and interviews was employed. Data were obtained from a manufacturing organization in Australia. A clustering method was employed to identify commitment profiles. Respondents belonging to the clusters representing commitment profiles associated with desirable organizational outcomes were identified for the qualitative stage of the research.

Findings

The results showed that both organizational identity and professional/occupational identity are positively linked to the development of organizational commitment. An in-depth analysis of the qualitative data demonstrated that engagement of personal/individual level of self in identification process enhances the development of organizational commitment.

Practical implications

The findings suggest that human resource managers can build an effective identification process by strengthening feelings of organizational identity and creating a positive organizational image.

Originality/value

To the best of the author’s knowledge, this study is the first to employ a mixed-method approach to explore the relationship between organizational commitment and identification process. A mixed-method approach, on the one hand, enabled us to build on the existing objectivist commitment literature and explore commitment profiles, and on the other hand, it allowed us to provide a more complete and contextual portrayal of organizational commitment and identification process through qualitative interpretive strategies.

Article
Publication date: 12 February 2018

Peter F. Howard, Zhanming Liang, Sandra Leggat and Leila Karimi

The purpose of this paper is to report on the validation of a management competency assessment tool for health services managers (HSM), which resulted from the development and…

Abstract

Purpose

The purpose of this paper is to report on the validation of a management competency assessment tool for health services managers (HSM), which resulted from the development and validation of the framework, addressed by a previous paper.

Design/methodology/approach

The management competency assessment tool (MCAP Tool) was validated using assessment data from a sample of 117 senior and middle managers working in two public hospitals and five community services in Victoria, Australia. The assessments were conducted between January 2013 and September 2014.

Findings

Both validity and reliability of the MCAP Tool were demonstrated.

Practical implications

The MCAP Tool has the potential to assist in the measurement of the competencies of HSM. Further research is required to determine if the framework and tool are applicable to HSM in other settings.

Originality/value

This is the first published study outlining the validity and reliability of an assessment tool to measure the management competencies of Australian health service managers.

Details

Journal of Health Organization and Management, vol. 32 no. 1
Type: Research Article
ISSN: 1477-7266

Keywords

Article
Publication date: 5 September 2016

Cindy Cheng, Timothy Bartram, Leila Karimi and Sandra Leggat

The purpose of this paper is to examine the role of transformational leadership (TL) in developing social identity and its subsequent impact on team climate, intention to leave…

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Abstract

Purpose

The purpose of this paper is to examine the role of transformational leadership (TL) in developing social identity and its subsequent impact on team climate, intention to leave, burnout and quality of patient care among nurses.

Design/methodology/approach

Data for this cross-sectional study were collected from a sample of 201 registered nurses in Australia through questionnaires. Structural equation modelling was used to test the hypotheses.

Findings

Results illustrate that social identification appears to be the psychological mechanism through which TL impacts important employee outcomes, including perceived quality of patient care.

Practical implications

This study provides valuable insights into understanding the critical role of human resource management (HRM) practice and policy in healthcare environments. Findings from this study indicate that human resource managers can assist nurse unit managers to deliver their HRM roles effectively when adequate support and relevant HRM infrastructures are put in place.

Originality/value

This research considers the role of first-line nurse managers in healthcare organisations. It provides evidence-based knowledge about the type of leadership style required to achieve desirable employee outcomes and the essential HRM opportunities to facilitate this.

Details

Personnel Review, vol. 45 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 29 April 2014

Leila Karimi, Brad Gilbreath, Tae-Yeol Kim and Matthew J. Grawitch

– The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees’ job neglect.

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Abstract

Purpose

The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees’ job neglect.

Design/methodology/approach

The paper investigates the extent to which supervisor behavior is associated with employees’ job neglect.

Findings

Results from hierarchical regression analyses support the hypothesis that both positive and negative supervisor behaviors have significant effects on job neglect. Negative supervisor behavior was more strongly associated with job neglect than positive supervisor behavior.

Research limitations/implications

Changing the style of supervision might help to reduce job neglect of employees, benefitting the organization by reducing the associated costs of job neglect and counterproductive behavior.

Originality/value

The findings provide additional evidence for the important effects supervisors can have on employees. They also indicate that – in addition to studying abusive supervision – there is a need to consider the effects of a broad spectrum of supervisor behavior.

Details

Leadership & Organization Development Journal, vol. 35 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 21 September 2015

Ann Dadich, Liz Fulop, Mary Ditton, Steven Campbell, Joanne Curry, Kathy Eljiz, Anneke Fitzgerald, Kathryn J. Hayes, Carmel Herington, Godfrey Isouard, Leila Karimi and Anne Smyth

Positive organizational scholarship in healthcare (POSH) suggests that, to promote widespread improvement within health services, focusing on the good, the excellent, and the…

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Abstract

Purpose

Positive organizational scholarship in healthcare (POSH) suggests that, to promote widespread improvement within health services, focusing on the good, the excellent, and the brilliant is as important as conventional approaches that focus on the negative, the problems, and the failures. POSH offers different opportunities to learn from and build resilient cultures of safety, innovation, and change. It is not separate from tried and tested approaches to health service improvement – but rather, it approaches this improvement differently. The paper aims to discuss these issues.

Design/methodology/approach

POSH, appreciative inquiry (AI) and reflective practice were used to inform an exploratory investigation of what is good, excellent, or brilliant health service management.

Findings

The researchers identified new characteristics of good healthcare and what it might take to have brilliant health service management, elucidated and refined POSH, and identified research opportunities that hold potential value for consumers, practitioners, and policymakers.

Research limitations/implications

The secondary data used in this study offered limited contextual information.

Practical implications

This approach is a platform from which to: identify, investigate, and learn about brilliant health service management; and inform theory and practice.

Social implications

POSH can help to reveal what consumers and practitioners value about health services and how they prefer to engage with these services.

Originality/value

Using POSH, this paper examines what consumers and practitioners value about health services; it also illustrates how brilliance can be theorized into health service management research and practice.

Details

Journal of Health Organization and Management, vol. 29 no. 6
Type: Research Article
ISSN: 1477-7266

Keywords

Article
Publication date: 3 September 2024

Timothy Bartram, Tse Leng Tham, Hannah Meacham, Beni Halvorsen, Patricia Pariona-Cabrera, Jillian Cavanagh, Peter Holland and Leila Afshari

Pre-pandemic research demonstrated the challenges of the nursing workforce and the provision of quality of patient care. Such challenges have been significantly intensified during…

Abstract

Purpose

Pre-pandemic research demonstrated the challenges of the nursing workforce and the provision of quality of patient care. Such challenges have been significantly intensified during the COVID-19 pandemic, not least in the workplace and fear of staff catching and transmitting COVID-19. We draw on conservation of resources (COR) theory to examine the impact of the fear of COVID-19 on nurses and the role of well-being-HRM (WBHRM) in negating the fear of COVID-19 and its impact on job stress and perceived quality of patient care.

Design/methodology/approach

We collected data from 260 nurses (treating COVID-19 patients) employed in US hospitals across two-waves. Data were analyzed using mediated regression and moderated mediation.

Findings

The results indicated that when nurses report higher levels of fear of COVID-19, this translates into higher levels of nursing job stress. This, in turn, reduces nurses’ perceptions of quality of patient care they can provide. As previous research has found, decreased perceptions of quality of patient care is a significant factor driving intentions to leave the profession. The results demonstrated that WBHRM practices buffer the negative impact of fear of COVID-19 on job stress, and in turn, the perceived quality of patient care.

Originality/value

Our paper contributes to new knowledge for healthcare managers on WBHRM bundles and their efficacy in buffering the effects of fear on job stress and quality of patient care. We contribute new knowledge on fear at work and how to manage employees’ fear through WBHRM practices.

Details

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

Keywords

Article
Publication date: 23 November 2020

Somaye Fatahi, Fahime Haghighatdoost, Bagher Larijani, Pamela J. Surkan and Leila Azadbakht

Recent research has suggested the beneficial effects of omega-3 fatty acids on kidney function; however, differences in these benefits have not been well-documented with respect…

Abstract

Purpose

Recent research has suggested the beneficial effects of omega-3 fatty acids on kidney function; however, differences in these benefits have not been well-documented with respect to different omega-3 fatty acid sources. Hence, the purpose of this study is to compare the effects of plants, marine sources of omega-3 fatty acids and their combination on biomarkers of renal function in overweight and obese individuals.

Design/methodology/approach

Ninety-nine overweight and obese women from a weight loss clinic received three weight-reducing diets with fish (300 g/week), walnuts (18 walnuts/week) or fish + walnuts (150 g fish + 9 walnuts/week) for 12 weeks. Serum biomarkers of renal function were measured at the beginning and the end of the intervention.

Findings

After 12 weeks, a reduction in serum creatinine was statistically higher for both the fish + walnut (−0.16 ± 0.09 mg/dL, p = 0.001) and walnut (−0.15 ± 0.05 mg/dL, p = 0.001) diets compared with the fish diet (−0.05 ± 0.04 mg/dL). A significant decrease was seen in blood urea nitrogen (BUN) level in the fish + walnut group (−0.12 ± 0.05 mg/dL, p = 0.03) and walnut group (−0.10 ± 0.04 mg/dL, p = 0.03) compared to the fish group (−0.05 ± 0.03 mg/dL). The effect of serum creatinine and BUN in the fish + walnut diet group was relatively higher than in the walnut diet group. Also, a significant difference was observed regarding weight loss in the fish + walnut diet (−7.2 ± 0.9 kg, p = 0.03) compared to in the other groups. The change in other indices was not different among the three diets.

Originality/value

This study found synergistic benefits of the plant and marine omega-3 fatty acids in reducing serum creatinine, BUN and weight compared with isolated marine omega-3s in overweight and obese women.

Details

Nutrition & Food Science , vol. 51 no. 5
Type: Research Article
ISSN: 0034-6659

Keywords

Article
Publication date: 23 June 2023

Leila Afshari, Muhammad Shakil Ahmad and Talha Mansoor

This paper investigates the relationships between responsible leadership and employees' knowledge sharing behavior and performance in the healthcare sector. The present study…

Abstract

Purpose

This paper investigates the relationships between responsible leadership and employees' knowledge sharing behavior and performance in the healthcare sector. The present study provides deeper insights into those relationships by uncovering the mechanisms through which relational and ethical dimensions of responsible leadership influence knowledge sharing outcomes. Drawing on the social exchange theory, this study examines the mediating role of trust in the leader and leadership support.

Design/methodology/approach

Data were collected from 445 healthcare professionals in Pakistan. Structural equation modeling was employed to analyze the data.

Findings

The study findings revealed that responsible leaders enhance knowledge worker performance and knowledge sharing behavior through enhancing trusting relationships with followers and providing support. Furthermore, the authors investigated the moderating role of goal orientation, and the results showed that the effect of responsible leadership on knowledge worker performance was stronger for highly goal-oriented employees.

Practical implications

This research suggests that human resource managers interested in fostering knowledge sharing behaviors, must focus on cultivating responsible leadership behavior within their organizations. Furthermore, this study findings propose that HRM practices should foster employee goal orientation in order to enhance knowledge workers' performance.

Originality/value

This study makes a novel contribution to the literature by shifting the research focus from the traditional view of leadership to a leadership style more responsive to the reciprocity nature of the relationships between employees and leaders. By shifting the focus to a relational-ethical based leadership style, the current study was able to fully uncover the underlying mechanisms linking responsible leadership to knowledge sharing outcomes.

Details

Personnel Review, vol. 53 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 3 January 2022

Leila Afshari, Aamir Hayat, K.K. Ramachandran, Timothy Bartram and Bamini K.P.D. Balakrishnan

The purpose of this study is to investigate the effects of accelerated job demands on employee outcomes during the COVID-19 crisis. An integrated model was developed to explore…

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Abstract

Purpose

The purpose of this study is to investigate the effects of accelerated job demands on employee outcomes during the COVID-19 crisis. An integrated model was developed to explore the relationships between different types of job demands (learning, decision-making, work intensification), employee turnover intention (TI) and burnout (BU).

Design/methodology/approach

Data were obtained from professionals whose work conditions were impacted by the COVID-19 pandemic crisis. An online survey was distributed anonymously. A total of 566 questionnaires were included in the analysis. Structural equation modeling was employed to analyze the data.

Findings

The findings revealed that employees' perception of job demands impacts the significance and direction of the relationships between different forms of job demands and employee outcomes. Furthermore, the findings confirm that mediating role of perceived organizational support alleviates the adverse effects of job demands on employee outcomes. Finally, the present study supported the moderation effect of positive affectivity between work intensification and employee BU.

Practical implications

This study provides employers with insights about supporting employees to cope with increased job demands in conditions where rapid changes are inevitable.

Originality/value

The unique context of research (COVID-19) enabled this study to account for the acceleration of job demands that employees experience in rapidly changing situations. This study employed an instrument that allowed for the assessment of acceleration in job demands. Furthermore, the granular approach of the measurement model extended the perspectives of job demands and work intensification.

Details

Personnel Review, vol. 51 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 25 February 2021

Leila Afshari

The purpose of this paper is to investigate the relationships between the idealized influence component of transformational leadership (TL) and employee organizational commitment…

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Abstract

Purpose

The purpose of this paper is to investigate the relationships between the idealized influence component of transformational leadership (TL) and employee organizational commitment in two different cultural contexts.

Design/methodology/approach

Data were collected from the members of two manufacturing organizations, one in Australia and one in Iran. Questionnaires were distributed to all levels of the two organizations. In total, 189 completed questionnaires were returned from the two countries, representing a response rate of 56.7%. Structural equation modeling (SEM) was employed to test the hypotheses.

Findings

The results demonstrated statistically significant relationships between two forms of idealized influence –attributed and behavior – and the employees' organizational commitment in the Iranian sample. However, in the Australian sample, only idealized influence behavior showed a significant impact on employee commitment. Furthermore, the findings showed that identified motivation mediates the relationship between idealized influence behavior and organizational commitment.

Practical implications

The findings of the current research point to additional ways of increasing identified motivation that, in turn, enhances organizational commitment through leadership practices that are culturally informed. These findings are especially salient in culturally diverse and multinational organizations.

Originality/value

This paper has arrived at a deeper explanation of the processes through which leader behavior can produce employee commitment by clarifying the mediation role of identified motivation between idealized influence behavior and organizational commitment.

Details

Personnel Review, vol. 51 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

1 – 10 of 13