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The relationship between leadership style and employee outcomes is well established. However, organizational management research lacks an understanding of the dyadic relationship between supervisors and employees and volunteers at music festivals. This study examines a mediation model in which leader–member exchange (LMX) affects leadership style and organizational citizenship behavior. Additionally, the study examines a moderating model in which dependence on the leader moderates relationships between leadership style and leader–member exchange.

Confirmatory factor analysis, structural equation modeling and conditional process analysis were employed to test the model using data collected from 97 supervisors, volunteers and employees who worked at an annual large-scale music festival staged in Costa Rica.

Results reveal that leadership style relates positively to LMX and organizational citizenship behavior (OCB). Simultaneously, the mediating effect of LMX and moderating effect of dependence on the leader was not significant on the leadership style and OCB.

Given the small sample size and accessibility to one music festival, caution should be taken in drawing causal conclusions from the results.

The study contributes to the knowledge of event and festival management with recommendations for leadership training initiatives for supervisors and employees/volunteers.

This study is among the first to examine the mediating role of LMX between leadership style and OCB, moderating the role of dependence on leadership style and LMX with music festival supervisors and employees/volunteers.

The purpose of this study is to test the direct and mediating effects of personality, conflict management style, and leader effectiveness. This was deemed necessary, given the number of studies testing antecedents and outcomes of conflict management – but never within a single research design.

Structural equation modeling was used to test a model linking personality, conflict management, and leader effectiveness for 126 managers and 624 employees from various organizations. Subjects completed the Five‐Factor Personality Inventory, Rahim Organizational Conflict Inventory‐II, and selected items from the Multifactor Leadership Questionnaire that measure leadership effectiveness.

Findings indicate that an integrating conflict management style fully mediates the relationship between neuroticism and leadership effectiveness and partially mediates the relationship between conscientiousness and leadership effectiveness. Conscientiousness was the best predictor of effectiveness among all variables studied in this research, accounting for 10 percent of the variance.

Future studies should link both antecedents and outcomes to conflict management in the same design – so as not to miss potential mediating effects.

Although the work is preliminary, it appears that conscientious individuals tend to be most effective in organizations.

The work represents the first study linking personality, conflict styles, and effectiveness in a single design.

The purpose of this paper is to examine how the rational and experiential systems according to the cognitive‐experiential self theory (CEST) are related to conflict‐handling styles.

Using a correlational design, data were collected using an on‐line survey system examining CEST information‐processing systems and five conflict‐handling styles. A total of 426 undergraduate students, with paid jobs, complete the on‐line survey.

Results showed that the rational system, experiential system and constructive thinking had significant positive relationships with both the integrating and compromising conflict‐handling styles. Additionally, the rational system had a positive relationship with the dominating conflict‐handling style and the experiential system and constructive thinking had a positive relationship with the obliging conflict‐handling style. The rational system and constructive thinking had a negative relationship with the avoiding conflict‐handling style.

The study established a positive connection between CEST information‐processing systems and conflict‐handling styles among undergraduate students, however the results of the study may not be as directly comparable with real and established leaders.

Being the first study to examine the connection between the CEST information‐processing systems and the five conflict‐handling styles, the paper offers interesting insights about how the choice of information‐processing systems can influence the choice of conflict‐handling styles across a wide range of situations.

The study investigates the relationship between leadership style of principals and organisational process in secondary schools and identifies effective leadership styles in the context of Hong Kong. The study is based on a survey involving 64 secondary schools and 627 teachers. Leadership style was measured in terms of relationship and initiating structure; organisational process was measured in terms of teacher‐teacher interactions, principal‐teacher inter‐actions, and perceived organisational effectiveness. MANOVA, ANOVA and t‐test were used to analyse the data. The results support the traditional belief that there is a strong relationship of leadership to organisational process. Among the four leadership styles, the “high relationship and high initiating structure” type seems to be most effective in terms of interpersonal interactions and perceived organisational effectiveness. The profiles of the four leadership styles are quite different, giving a helpful pattern for administrative practice. The results of the follow‐up case study deepen our understanding of the main study findings and the complex relationship between leadership and organisational process.

This study aims to examine the effect of organizational relationship style (employees' relationships with colleagues, supervisors, and the organization) on the sharing of knowledge in high‐tech companies; it goes on to determine which particular relationship style is the most important in accounting for the extent of knowledge sharing in these companies.

The study uses a quantitative approach. Research hypotheses are tested by statistical methods including Pearson Correlation and Structural Equation Modeling. A total of 300 questionnaires were distributed, of which 182 valid questionnaires were returned (a 61 percent response).

An organization should establish, and maintain, relationships between employees to improve the sharing of knowledge within the organization, ensure a high interaction between employees, and create well‐arranged knowledge resources for the organization.

The research shows that managers in the high‐tech industry need to pay more attention to the interaction among organizational members. The relationship of an employee with the organization, supervisor and colleagues, and thus the willingness to share knowledge, can be improved via job rotation, implementation of a mentoring system, and role‐playing activities.

The significant findings of the study relate to high‐tech industry in Taiwan. The proposed model can be replicated in other industrial and country settings in order to test its generality.

Describes the moderation of role stress, specified by role ambiguity, conflict and overload, and job satisfaction by thinking styles. Individuals capable of successfully employing specific styles were successful in reducing the deletrious effects of role stress on job satisfaction. Principal findings included the moderation of the role ambiguity‐job satisfaction relationship by the global style; the role overload‐job satisfaction relationship by the hierarchic style and the judicial style acting jointly with task significance; role conflict due to conflicting requests by the hierarchic style with task identity and task significance; and role conflict from incompatible standards of evaluation by a liberal style with job autonomy and a judicial style with task significance. Discusses both theoretical and practical implications.

This paper argues that teachers’ promotion should also have an impact on turnover intention. The purpose of this paper is to determine the relationship between promotion and turnover intention of advance learning institutions of the Khyber Pakhtoon Khwa Province of Pakistan and the moderating effect of the analytical cognitive style.

A quantitative approach is used predominantly. A questionnaire survey research design is used to collect the data from the entire province and 502 completed questionnaires were collected from the respondents. The questionnaire included the Job Descriptive Index consisting of seven items on job satisfaction, the turnover intention questionnaire consisting of three items and a five-point Likert scale used to determine cognitive style index (CSI); the CSI was used. The fourth section included an open-ended questionnaire and the fifth section included demographic variables. Hierarchical multiple regressions were used to check how much variance promotion occurs upon turnover intention and it also determined how much variance analysis cognitive style occurs upon promotion and turnover intention of advance learning institutions of the KPK province of Pakistan. The correlation results from a bivariate Pearson correlation showed significant results, which were later strengthened by the regression results.

The findings suggested that a negative relationship was found between promotion and turnover intention, whereas a weak correlation was found between promotion and analytical. Moderating results show that analytical cognitive style does act as a moderator between the promotion and turnover intention.

This research was only carried out on advance learning institutions; thus, the findings can only be generalized to higher education institutions in the Khyber Pakhtoon Khwa state.

This extended model of job satisfaction will be useful to lead to changes in job satisfaction and turnover intention of academicians of the Khyber Pakhtoon Khwa province of Pakistan. The findings of this study could be used to guide the management of advance learning institutions and professional academicians to build targeted learning activities around key components of the academician’s promotion, determine where individuals are in their journey, set personalized goals and provide feedback to the management in the process of the development of policies for academicians of advance learning institutions.

The findings of this study will help the higher education commission of Pakistan to make policies that will enable higher education institutions to formulate flexible promotion policies for teachers in order to retain them.

The findings of this study are a valuable extension of the relevant research as this is the first empirical study to examine the effects of cognitive style on promotion policies and turnover intention in advance learning institutions of Pakistan. In the context of an efficient and effective educational policy, a greater understanding of an academician’s promotion could facilitate the development of a more effective policy practice that would increase not only the job satisfaction of the academicians but decrease the turnover intention of the academicians.

Beer style consumers identify themselves more with a beer style, craft or national, rather than with brands. Tribal brand researchers have suggested that beer style consumers feel an intense sense of belonging to a beer style tribe, which may not lead to loyalty to their beer style. The purpose of this paper is to test whether public commitment to defend or spread positive word-of-mouth (WoM) about their beer style influences the development of loyalty among beer style consumers toward their beer style.

The authors surveyed 400 beer style consumers and used the structural equation modeling approach to examine the loyalty relationships between beer style consumers and their beer style. The authors followed Oliver’s cognitive-affective-conative loyalty framework to test these relationships. Then, the authors tested whether a verbal commitment to defend or spread positive WoM about their beer style strengthens loyalty between beer style consumers and their beer style.

Satisfaction of beer style consumers toward their beer style does not lead them to be willing to pay a premium price for their beer style. However, by including a public commitment to defend or spread positive WoM about their beer style, beer style consumers are more willing to pay a premium price for their beer style even in the presence of an intense sense of belonging to a beer style tribe.

Soliciting public commitment influences the development of loyalty among tribal consumers, which may also influence nontribal consumers. In addition, the inclusion of public commitment to Oliver’s loyalty framework, i.e., cognitive-affective-public commitment-conative, extends the use of Oliver’s model to consumer tribes. Finally, this study also suggests that the relationship between having a sense of belonging to a consumer tribe and willingness to pay a premium price can be influenced by a public commitment without first establishing brand satisfaction by consumers.

Extant research evidence demonstrates that customer satisfaction in a service encounter is influenced by other customer perception (OCP). However, scholarly research on the impact of OCP on brand love and the moderating influence of customers’ attachment styles in the context of hospitality industry is scarce. The purpose of this paper is to fill this gap in the literature.

The data were collected from customers of five and three-star hotels in India. Regression-based process analysis (Hayes, 2013) was used to test the proposed set of hypotheses.

The data analysis shows that OCP predicts brand love through the mediation of satisfaction. Individual’s anxious attachment style positively moderates “other customer perception-satisfaction” relationship, and avoidant attachment style negatively moderates the same relationship. Thus the effect of OCP is positively moderated by anxious attachment style, and negatively moderated by avoidant attachment style.

The value of this study lies in quantitatively investigating the roles played by OCP and individual attachment styles in shaping brand love in hospitality industry. In contrast to findings from previous research, the findings from this study suggest that anxious attachment style positively influences brand satisfaction and formation of brand love.

The purpose of this paper is to explore leadership style, organizational culture and job commitment in university libraries of Pakistan and the relationships among them.

A structured questionnaire was developed and self administered to 115 professional librarians. Hypotheses were tested through t‐test, Pearson chi‐square and ANOVA.

The results show that the library professionals were not very sensitive about any relationship among these three variables at their workplace. A majority of the professionals perceived that their chief librarians had an autocratic style of leadership and libraries tend to adopt an achievement and bureaucratic culture. Most of the library professionals seemed to be highly committed with their organizations. It means that they favored result‐oriented culture.

The research was limited to university libraries in Pakistan's province of Punjab and federal capital Islamabad.

The study is useful to understand leadership style, organizational culture and job commitment in university libraries.