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1 – 10 of 10Saira Saira, Sadia Mansoor, Sadia Ishaque, Sadia Ehtisham and Muhammad Ali
This study aims to investigate whether the impact of effectiveness of diversity training on affective commitment is different for men versus women and whether affective commitment…
Abstract
Purpose
This study aims to investigate whether the impact of effectiveness of diversity training on affective commitment is different for men versus women and whether affective commitment mediates the relationship between effectiveness of diversity training and employee outcomes of turnover intention and job satisfaction.
Design/methodology/approach
The data were collected from 134 employees working in an Australian manufacturing organization by using an employee survey. Structural equation modeling was used to analyze the data using AMOS.
Findings
The results of this study support the proposed hypotheses, demonstrating a significant, indirect effect of effective diversity training on job satisfaction and turnover intention via affective commitment. Moreover, gender moderates the relationship between effective diversity training and affective commitment.
Practical implications
The findings suggest that organizations can enhance affective commitment and job satisfaction and reduce turnover intention by providing effective diversity training to employees. Gender of employees should also be considered when evaluating the effectiveness of training.
Originality/value
This study provides pioneering evidence of the following relationships: diversity training effectiveness and turnover intention via affective commitment; diversity training effectiveness and job satisfaction via affective commitment; and diversity training effectiveness and affective commitment for men versus women.
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Sadia Mansoor, Phuong Anh Tran and Muhammad Ali
Diversity management is gaining attention in the organizations. This study aims to theorize and test a model linking efforts to support diversity and organizational value of…
Abstract
Purpose
Diversity management is gaining attention in the organizations. This study aims to theorize and test a model linking efforts to support diversity and organizational value of diversity with job satisfaction and organizational identification and to propose that these relationships are mediated by an organization’s diversity climate.
Design/methodology/approach
Employee survey was used to collect data from employees at an Australian manufacturing organization. Structural equation modelling in AMOS was performed for the proposed model, controlling for age and gender.
Findings
The mediating role of diversity climate in the relationship of organizational value of diversity and outcomes (job satisfaction and organizational identification) is significant. The authors discuss theoretical, research and practical contributions.
Originality/value
The present study extends the literature by testing a mediation model derived from the signalling and social exchange theories.
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Sadia Mansoor, Erica French and Muhammad Ali
A narrow focus of past diversity research and inconsistent findings have contributed to a lack of understanding of how to manage diversity for positive outcomes. Focusing on age…
Abstract
Purpose
A narrow focus of past diversity research and inconsistent findings have contributed to a lack of understanding of how to manage diversity for positive outcomes. Focusing on age, gender and ethnic diversity, this paper aims to review literature on group objective demographic diversity and individual perceived demographic diversity to present an integrated multilevel framework for our improved understanding and to present testable propositions.
Design/methodology/approach
The authors conducted a thorough review of 51 empirical studies of demographic diversity at individual and group levels to propose a multilevel framework.
Findings
Drawing on information elaboration theory, social categorization theory and social identity theory, an integrated multilevel framework is proposed at individual and group levels. The framework suggests that demographic diversity (age, gender and ethnicity) aids positive information elaboration processes, while also causing negative social categorization processes. These processes impact individual and group outcomes. The framework also identifies moderating factors not sufficiently addressed in the demographic diversity literature. Propositions and implications for future research in the field of demographic diversity are presented.
Originality/value
This review provides an integrated multilevel framework of objective and perceived demographic diversity and its positive and negative processes and effects at both individual and group levels, drawn from information elaboration, social categorization and social identity theories.
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Saira Saira, Sadia Mansoor and Muhammad Ali
The purpose of this study is to empirically test the mediating effect of psychological empowerment in the relationship between transformational leadership and two employee…
Abstract
Purpose
The purpose of this study is to empirically test the mediating effect of psychological empowerment in the relationship between transformational leadership and two employee outcomes: organizational citizenship behavior and turnover intention.
Design/methodology/approach
The data were collected from 316 employees working in the textile industry to empirically test the proposed model.
Findings
The findings of this study indicate that psychological empowerment mediates the relationship between transformational leadership and both employee outcomes of organizational citizenship behavior and turnover intention.
Research limitations/implications
This study suggests that organizations aiming to minimize turnover intention among employees should develop a transformational leadership style at the managerial level to enhance psychological empowerment among employees, which, in turn, will also improve organizational citizenship behavior.
Originality/value
This study proposes and tests the indirect effect of transformational leadership on organizational citizenship behavior and turnover intention via psychological empowerment.
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Phuong Anh Tran, Sadia Mansoor and Muhammad Ali
Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job satisfaction…
Abstract
Purpose
Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job satisfaction, and advocates that these relationships are mediated by work–family conflict.
Design/methodology/approach
The model was tested in an Australian manufacturing organisation using survey data from employees, using structural equation modelling in Analysis of Moment Structures (AMOS).
Findings
The findings suggest that enhanced work–family related managerial support will decrease work–family conflict, eventually enhancing employees' affective commitment and job satisfaction.
Originality/value
This study provides important insights into the impact of managerial support on improvements in employees' work–family conflict, and, in turn, its impact on affective commitment and job satisfaction, in the Australian context.
研究目的
源自領導者-成員交換理論,本研究就與工作、家庭有關的管理支援與情感承諾和工作滿足感之間的關係提出假設,並主張工作家庭衝突是引發這些關係的媒介。
研究設計/方法/理念
有關的模型使用來自員工的調查數據,並使用AMOS內的結構方程式模式,在澳洲一個製造業組織內被測試。
研究結果
研究結果暗示、若加強與工作家庭有關的管理支援,則工作家庭衝突便會減少,而這最後將會增加員工的情感承諾和工作滿足感。
研究的原創性/價值
本研究提出了重要的見解,使我們更了解在澳洲的背景下,管理支援對改善僱員工作家庭衝突之作用,進而更明白管理支援對情感承諾和工作滿足感的影響。
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. 10; 10; 10; 10;
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. 10; 10; 10; 10;
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Increased workplace diversity gives rise to both opportunities and threats for businesses. Effective training which considers gender differences can help exploit the positives of diversity and positively impact on job satisfaction and affective commitment of employees.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such…
Abstract
Purpose
Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Turnover intention remains an issue for many firms but can be effectively reduced if a transformational leadership style is adopted. Psychological empowerment of employees by such leaders helps increase both loyalty to the firm and willingness to engage in organizational citizenship behavior.
Originality/value
The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Sadia Aziz and Muhammad Abdullah Khan Niazi
Tourists’ irresponsible behaviours (e.g. damaging flowers, writing and painting on the walls and throwing waste material in the water and around the sea site) damage the coastal…
Abstract
Purpose
Tourists’ irresponsible behaviours (e.g. damaging flowers, writing and painting on the walls and throwing waste material in the water and around the sea site) damage the coastal environment. The irresponsible behaviour of tourists has raised concerns about the sustainability of the coastal tourism environment. The purpose of this study is to identify and explain the behavioural patterns of tourists that can influence the environmentally responsible behaviours (ERBs) of tourists, particularly in the context of coastal tourism. The study aims to provide a theoretical and practical explanation of destination image and perceived destination value (PDV) in shaping ERB with the mediating role of destination social responsibility (DSR) among tourists at the coastal touring destination.
Design/methodology/approach
The study used a quantitative research design and data were gathered from the five beaches in Karachi. Structured equation model was used to analyse the direct and mediating effect while stepwise regression was used to analyse the moderating effect of DSR. The results of the direct effect showed that cognitive image has a significant effect on the affective image, while the insignificant effect on conative image and ERB. While the affective image has a significant effect on conative and ERB, and finally, results showed a significant effect of conative image on ERB. Results of the study revealed that PDV significantly mediated the relationship between cognitive, affective and conative destination image and ERB. Finally, the study’s results revealed that DSR has significantly moderated the relationship between affective, conative destination image, PDV and ERB.
Findings
The results are divided into three categories, direct effect, mediating effect and moderating effect. The results of the direct effect showed that cognitive image has a significant effect on the affective image, while the insignificant effect on conative image and ERB. While affective image has a significant effect on conative and ERB, and finally, results showed a significant effect of conative image on ERB. It is found in the results that PDV significantly mediated the relationship between cognitive, affective and conative destination image and ERB. Finally, the study’s results revealed that DSR has significantly moderated the relationship between affective, conative destination image, PDV and ERB.
Research limitations/implications
First, data has been collected from a single geographic area of Pakistan. Therefore, cross-country data are required to compare the ERB of tourists. Second, only local respondents are considered in the study; future studies may include foreign tourists as well. Finally, data has been collected during one month in summer, which may have measured the experience of only summer. The respondent may have different perceived values and destination images during winter. The future study may split data collection into summer and winter to cover diverse perceptions of tourists.
Social implications
It is almost impossible for coastal destinations to achieve a competitive advantage without attaining sustainable coastal environments. Clean and green beaches and responsible behaviour towards marine mammals can only be achieved through tourists’ ERB. This study has major contributions towards society by reserving the natural environment of coastal areas.
Originality/value
This research will significantly contribute to the existing literature by extending the ERB knowledge through the theoretical lens of cognitive-affective-conative models and social expectancy theory. Moreover, PDV as a mediator and DSR as a moderator will enhance the understanding of ERB and extend the existing literature. Further research has provided a strong understanding of how cognitive, effective and conative image helps in influencing the ERB of tourists. Moreover, research will benefit destination managers and policymakers to enhance the image and perceived value of touring destinations. Finally, this study is a unique attempt to present a comprehensive model which could be applicable to diverse situations and areas.
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Muhammad Farrukh, Fanchen Meng, Ali Raza and Yihua Wu
This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research.
Abstract
Purpose
This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research.
Design/methodology/approach
A portfolio of 910 publications on IWB collected from the Scopus database was systematically analysed using different bibliometric techniques.
Findings
Based on the performance analysis and science mapping of innovative work behaviour research, the study identifies the most prolific sources of IWB publications and lists several future research directions.
Originality/value
This paper could serve as one-stop information that may facilitate transdisciplinary endeavours by assisting scholars and practitioners in identifying peer-recognised publications and scholarly communities.
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Faris Alshubiri and Syed Jamil
The present study aims to compare the effect of international paid remittances on financial development in three Gulf Cooperation Council (GCC) countries from 1985 to 2020.
Abstract
Purpose
The present study aims to compare the effect of international paid remittances on financial development in three Gulf Cooperation Council (GCC) countries from 1985 to 2020.
Design/methodology/approach
The study applied the bound cointegration technique and the autoregressive distributed lag (ARDL) method for long- and short-run estimations as well as diagnostic tests to increase robustness.
Findings
The ARDL long-run results showed that international paid remittances had a significant negative effect on financial development in Oman and Saudi Arabia but an insignificant negative effect in Bahrain. The error correction model for the short run of the ARDL slowdown model showed that international paid remittances had a significant positive effect on financial development in Oman, Bahrain, and Saudi Arabia.
Originality/value
Few studies have examined remittance outflows from GCC countries, which are enriched by oil wealth and located in one of the most stable geographical areas in the world. The findings from this study can help policymakers understand how to enable remittances and investments in order to establish regulations that will preserve remittance inflows and meet target services.
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