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Article
Publication date: 30 January 2007

Julia Gelfand

To introduce the new co‐editor and expose his current thinking about issues related to library automation and technology.

230

Abstract

Purpose

To introduce the new co‐editor and expose his current thinking about issues related to library automation and technology.

Design/methodology/approach

The article is the result of an interview.

Findings

Mitchell Brown brings his experience as a science librarian to this new role as journal editor and offers a good sense of what interests him about information technology in different environments.

Originality

Getting to know an academic librarian and what influences his thinking and what readers of future issues of LHTN may expect.

Details

Library Hi Tech News, vol. 24 no. 1
Type: Research Article
ISSN: 0741-9058

Keywords

Content available
Article
Publication date: 30 January 2007

Mitchell Brown and Julia Gelfand

374

Abstract

Details

Library Hi Tech News, vol. 24 no. 1
Type: Research Article
ISSN: 0741-9058

Article
Publication date: 9 May 2019

Jih-Yu Mao, Ye Zhang, Lifan Chen and Xin Liu

The purpose of this paper is to investigate the negative consequences of employee perceptions of supervisor self-interested behavior (SIB). Using social exchange theory, the…

Abstract

Purpose

The purpose of this paper is to investigate the negative consequences of employee perceptions of supervisor self-interested behavior (SIB). Using social exchange theory, the authors argue that perceived supervisor SIB reduces affective commitment to the supervisor (ACS), which in turn fosters employees’ negative reciprocal behavior in the form of counterproductive work behavior – interpersonal (CWBI) and counterproductive work behavior – organizational (CWBO). In addition, the authors identify employee power distance orientation (PDO) as an important contingent factor that influences the indirect effects.

Design/methodology/approach

Using a final sample of 441 employees from 146 workgroups across 6 firms in China, the hypotheses are tested using multilevel path analysis to account for the nesting effects.

Findings

Perceived supervisor SIB is negatively related to ACS, which in turn is related to employee CWBI and CWBO. Furthermore, employee PDO moderates the indirect effects of perceived supervisor SIB on employee CWBI and CWBO through decreased ACS. Specifically, when employee PDO is low, the indirect effects on employee CWBI and CWBO are stronger.

Originality/value

This is one of the first studies to investigate the influence of employee perceptions of supervisor SIB on negative employee behavior in the workplace. Furthermore, it furthers our understanding of how negative exchange can stimulate negative reciprocal behavior, which is a relatively underexplored area. Another strength of this paper is the multi-time survey design and the adoption of multilevel path analysis.

Details

Journal of Managerial Psychology, vol. 34 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 3 July 2017

Lu-Ming Tseng and Jui-Yun Wu

The purpose of this paper is to examine the impact of ethical leadership on the financial professionals’ loyalty by focusing on the mediating effects of perceived psychological…

3301

Abstract

Purpose

The purpose of this paper is to examine the impact of ethical leadership on the financial professionals’ loyalty by focusing on the mediating effects of perceived psychological contract fulfillment (PPCF) and organizational identification (OI).

Design/methodology/approach

A questionnaire survey was used in this research.

Findings

Financial professionals in Taiwan were recruited for the sample. The results revealed that the professionals’ experiences of ethical leadership positively associated with their loyalty toward their companies. The results further showed that the PPCF and OI significantly mediated the relationship.

Originality/value

Few studies have examined how ethical leadership could stimulate financial professionals’ loyalty. The findings of this study may provide some implications for those involved in the practice of leadership and employee loyalty programs. On the other hand, the focus of Taiwan is unique and helps improve the generalizability of previous studies on the relationship between ethical leadership and employee identification.

Details

Leadership & Organization Development Journal, vol. 38 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 6 March 2017

Shuang Ren and Doren Chadee

The purpose of this paper is to investigate how employee perceptions of the ethical conduct of their leaders affect their job satisfaction in the context of the workplace in…

4329

Abstract

Purpose

The purpose of this paper is to investigate how employee perceptions of the ethical conduct of their leaders affect their job satisfaction in the context of the workplace in China. The authors posit that guanxi, which is a complex relational phenomenon deeply rooted in Chinese tradition, may act as a substitute for ethical leadership in the Chinese workplace.

Design/methodology/approach

A conceptual model which explicitly incorporates guanxi as a moderator in explaining the relationship between ethical leadership and job satisfaction is developed. This model is then tested using data from a sample (n=388) of professional employees in nine organisations in Beijing, China.

Findings

The results show that, as expected, self-efficacy positively and strongly mediates the ethical leadership-job satisfaction relationship. However, guanxi negatively moderates the overall effect of ethical leadership on job satisfaction with the effect being larger in Chinese-owned enterprises compared to foreign-owned enterprises. The findings suggest that employee relationship with their leaders may act as a substitute for ethical leadership in the Chinese workplace.

Research limitations/implications

The main question which this research uncovers is whether the Western-based conceptualisation of ethical leadership is applicable in different cultural contexts. The authors’ research shows clearly that in the case of China, guanxi plays a substituting role and reduces the effects of ethical leadership on job satisfaction. Future research could investigate the effects of ethical leadership in different cultural contexts.

Practical implications

The substituting effect of guanxi on the ethical leadership-job satisfaction relationship suggests that Western firms need to consider culture as an integral contextual factor in explaining employee job satisfaction when they operate in a different cultural context.

Originality/value

The explicit consideration of guanxi as an influencing factor of the effects of ethical leadership on job satisfaction in the context of the workplace in China and the testing of this relationship via a moderated-mediation approach is novel.

Details

Personnel Review, vol. 46 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 10 May 2022

Shakil Adnan Malik, Samina Nawab and Khurram Shafi

The purpose of this study is to investigate the concept of vicarious moral cleansing and scrutinize whether unethical behavior of leaders initiate moral cleansing in subordinates…

2796

Abstract

Purpose

The purpose of this study is to investigate the concept of vicarious moral cleansing and scrutinize whether unethical behavior of leaders initiate moral cleansing in subordinates or not. This study also highlights a boundary condition under which employees are motivated to cleanse their moral self-image through increased organizational citizenship behaviors and decreased counterproductive work behaviors.

Design/methodology/approach

The study is quantitative based on hypothesis testing. By adopting convenience sampling technique, employees working at all managerial levels of service sector organizations were asked to fill out the questionnaires. Being a time-lagged study, data for independent variable (unethical leadership) and moderator (relational self-construal) were collected at T1, data for mediator (moral self-image) were collected at T2 and data for outcomes (OCBs, CWBs) were collected at T3 from same respondents. To rule out the possibility of common method bias and social desirability bias, a multi-wave design was adopted and respondents were asked to provide unique keys/IDs instead of their names.

Findings

This study investigated the impact that unethical leaders impose on employee self-concept. Moreover, this study also explored the motivational tendencies of moral self-image. Findings suggest that employees' desirable or undesirable behaviors against leader are dependent upon the perceptions related with their own role, self-image and perception of leader's integrity and intentions. Leader's unethicality is perceived threatening for their own moral self-image and they deal with it constructively. This study has laid the foundation for presence of vicarious moral cleansing in organizational setup, and it is advised that researchers must investigate this phenomenon in different settings to provide useful insights.

Research limitations/implications

Due to lack of resources, employing a pure longitudinal research design was not feasible, and therefore a time-lagged research design was used to gather data from only two cities of Pakistan. However, authors believe that a longitudinal research design, with data collection from a larger sample, will provide more fine-grained results. Secondly, use of perceived leader's integrity scale to measure unethical leadership is another limitation. Although the authors tried to address this issue by conducting an EFA and adopting only suitable items, yet a new scale which is able to measure the true essence of unethical leadership ought to be developed.

Originality/value

Use of moral self-image as an indicator of moral cleansing is an additional contribution of this study, as previous studies used levels of guilt as driving force behind moral cleansing and compensatory cleansing. Most of the studies on unethical leadership as well as moral cleansing took place in the Western context and scholars' stress that culture can substantially influence outcomes of these constructs. Thus, this study extends the literature on moral cleansing and moral self-regulation by developing and testing a model in cultural settings of Pakistan.

研究目的

本研究擬探討間接感受到的道德清洗 (以下簡稱間接道德清洗) 這個概念;研究亦會仔細審視領袖的不道德行為會否在其下屬間引起道德清洗。就此而言,本研究亦強調了一個邊界條件,在這邊界條件之下,僱員透過組織公民行為的增加,以及為工作目標帶來負面影響的工作行為的減少得到激勵,進而淨化他們的道德自我形象。

研究設計/方法/理念

本研究為一個基於假設檢定的量性研究;研究採用任意抽樣方法而進行。在服務業機構內不同管理階層工作的僱員被邀回答問卷;由於這是一個時滯研究,即使是同一的答覆者,IV (不道德的領導) 和仲裁人(關係型自我建構)的數據在T1收集,調解員 (道德自我形象) 的數據在T2收集,結果 (OCBs,CWBs) 的數據在T3收集,為了排除共同方法偏差和社會期許誤差的出現,研究採用多波浪設計,而且,答覆者必須提供獨一無二的密鑰或身份證明,而不是提供他們的名字。

研究結果

本研究探討了不道德的領袖對僱員自我概念的影響;研究亦探索了可能推動道德自我形象的因素。研究結果暗示、僱員會做對領袖而言可取的行為與否,全視乎他們如何看待自己的角色和自我形象,也視乎他們對領袖的誠信和動機有甚麼看法。領袖若不道德,這會被認為會對僱員的道德自我形象做成威脅,在這情況下,僱員會積極地應付這個威脅。本研究為在組織架構內存有間接道德清洗這個觀點打下基礎。今後的研究學者或許應就不同的環境、對這個現象進行探討和研究,以使我們能更深刻地瞭解這個課題。

研究的原創性/價值

從前的研究均採用內疚的程度、作為道德清洗和補償清洗背後的推動力 (Liao et al., 2018) 。本研究另外的貢獻在於採用了道德自我形象、作為道德清洗的指標。以前關於不道德領導以及道德清洗的研究,大多以西方國家為背景。研究學者均強調文化因素會很大程度地影響這些觀念帶來的結果;因此,本研究透過設計一個以巴基斯坦文化為背景的模型、並對其進行測試、來擴展有關道德清洗及道德自我調節的文獻。

Details

European Journal of Management and Business Economics, vol. 32 no. 3
Type: Research Article
ISSN: 2444-8451

Keywords

Article
Publication date: 21 December 2021

Dennis J. Marquardt, Jennifer Manegold and Lee W. Brown

As ethical leadership has advanced as a construct, the degree to which healthy relational systems explain its effect on employee outcomes has been understudied. With this…

3576

Abstract

Purpose

As ethical leadership has advanced as a construct, the degree to which healthy relational systems explain its effect on employee outcomes has been understudied. With this manuscript we conceptualize and test a model based on a Relational Systems approach to ethical leadership and its relationship with conflict and turnover intentions.

Design/methodology/approach

Two studies were conducted to test our hypothesized first- and second-stage moderated mediation model. In Study 1, online surveys were completed by 168 working adults across two different time points. Study 2 extended Study 1 by surveying 115 working adults across three time points using the Mechanical Turk platform.

Findings

The indirect relationship between ethical leadership and turnover intentions via relationship conflict was conditional based on follower moral identity. The negative influence of ethical leadership on relationship conflict and, in turn, turnover intentions was stronger for followers who had higher moral identities. In addition, our findings suggest that leader holding behaviors strengthen the negative indirect effects of ethical leadership on turnover intentions.

Originality/value

This paper demonstrates the usefulness of a Relational Systems theoretical approach to understanding ethical leadership. Specifically, ethical leaders, through their desire and ability to help employees feel known and not alone at work, are better able to reduce relationship conflict and, in turn, reduce employees' desire to leave the organization.

Details

Leadership & Organization Development Journal, vol. 43 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

Open Access
Article
Publication date: 31 March 2023

Júlio Lobão

This paper aims to examine the extent of price clustering in a selection of Islamic stocks listed in Indonesia, Malaysia and Pakistan and also investigates the determinants of the…

Abstract

Purpose

This paper aims to examine the extent of price clustering in a selection of Islamic stocks listed in Indonesia, Malaysia and Pakistan and also investigates the determinants of the phenomenon at the firm level.

Design/methodology/approach

The author test the uniformity of price distribution in the selected securities. Then, the determinants of price clustering were investigated through multivariate analysis based on a binary logistic regression model. Following the arguments of Narayan et al. (2011), who emphasize the importance of considering firm heterogeneity when studying the phenomenon, the author conducts the empirical study at the firm level.

Findings

The evidence indicates that Islamic stocks show a mild level of price clustering. Only half of the stocks under analysis rejected the uniformity test in the distribution of prices. In these cases, investors exhibited a preference for prices ending at zero and five. The evidence does not confirm the cultural clustering theories. Price clustering is found to be positively associated with price level and relative bid-ask spread. Overall, the negotiation hypothesis, which predicts that investors prefer round prices to minimize the costs associated with negotiations, best explains most of our results.

Research limitations/implications

The existence of price clustering is difficult to reconcile with the prediction of the efficient market hypothesis that prices should follow a random walk. Moreover, the evidence indicates that Muslim investors share a preference for round prices in some settings, under the assumption that Islamic stocks are mostly traded by Muslim investors.

Originality/value

To the author’s best knowledge, this is the first study to address the subject of price clustering in Islamic stocks.

Details

Journal of Islamic Accounting and Business Research, vol. 15 no. 1
Type: Research Article
ISSN: 1759-0817

Keywords

Article
Publication date: 11 September 2017

Afokoghene Z. Okpozo, Tao Gong, Michele Campbell Ennis and Babafemi Adenuga

The purpose of this paper is to investigate the effect of ethical leadership on the burnout process among resident physicians, and the mediating roles of general self-efficacy and…

2988

Abstract

Purpose

The purpose of this paper is to investigate the effect of ethical leadership on the burnout process among resident physicians, and the mediating roles of general self-efficacy and perceived supervisor support (PSS) in the relationship between ethical leadership behavior and various aspects of burnout.

Design/methodology/approach

A total of 203 residents of three teaching hospitals in the South Atlantic Division of the USA completed the Maslach Burnout Inventory-Human Services Survey, the General Self-Efficacy Scale, and Survey of Perceived Supervisor Support and rated the ethical leadership of their supervising attending physicians on the Ethical Leadership Scale. Confirmatory factor analysis and path analysis were conducted to test the measurement and hypothesized structural models.

Findings

The results showed that ethical leadership had a negative indirect effect on emotional exhaustion through PSS and a positive indirect effect on personal accomplishment through general self-efficacy. However, PSS and general self-efficacy did not mediate the relationship between ethical leadership and depersonalization.

Originality/value

This study adds to the body of knowledge on the impact of ethical leadership on three aspects of burnout syndrome, i.e., emotional exhaustion, depersonalization and personal accomplishment. Moreover, this is the first study to consider PSS and general self-efficacy as intervening variables to the ethical leadership-burnout relationship.

Details

Leadership & Organization Development Journal, vol. 38 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Content available
Article
Publication date: 10 April 2007

Julia Gelfand and Mitchell Brown

358

Abstract

Details

Library Hi Tech News, vol. 24 no. 3
Type: Research Article
ISSN: 0741-9058

21 – 30 of over 7000