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Article
Publication date: 4 January 2024

Achakorn Wongpreedee and Tatchalerm Sudhipongpracha

Village health volunteers are community health volunteers in Thailand that have helped the government deliver public health services for many years, particularly during the…

Abstract

Purpose

Village health volunteers are community health volunteers in Thailand that have helped the government deliver public health services for many years, particularly during the coronavirus disease 2019 (COVID-19) pandemic. Though labeled as “volunteers,” the village health volunteers are recruited, trained and supervised in a manner similar to how a government agency recruits, trains and supervises its street-level bureaucrats (SLBs). This study examines the two factors that affect how these street-level quasi-bureaucrats use their professional discretion: transformational leadership and public service motivation (PSM). Transformational leadership means a leadership style that develops, shares and sustains a vision to elevate SLBs to higher levels of performance, while PSM is defined as an SLB’s predisposition to make a difference by working in the public sector with a sense of calling. This study attempts to analyze the mediating role of psychological empowerment in the relationship between transformational leadership, PSM and professional discretion.

Design/methodology/approach

The paper uses a three-wave survey-based quantitative method to avoid common method biases. This method provides evidence gathered from 105 subdistrict health promotion hospitals and 798 village health volunteers (VHVs) in five provinces in Thailand.

Findings

PSM and transformational leadership influence the village health volunteers' use of professional discretion indirectly through the psychological empowerment mechanisms that make them feel positive toward their village health volunteer role and responsibility. The authors' findings suggest that the hospital directors' transformational leadership induces the village health volunteers' use of professional discretion by making them feel competent to do their work and feel fulfilled and valuable about their work. Similarly, the village health volunteers' PSM leads them to use professional discretion by making them feel fulfilled and valuable and by convincing them of the social and community impact of their work.

Research limitations/implications

While existing research focuses on VHVs' role in alleviating capacity constraints on the health care system, this study revealed an equally important role played by hospital directors. These directors' transformational leadership was instrumental in enhancing VHVs' psychological empowerment – particularly their perceptions of the meaning of their work and their competence – that ultimately enabled them to use professional discretion in their work. This study also highlighted the importance of VHVs' PSM, which leads to their use of professional discretion via the meaning and impact dimensions of psychological empowerment. Based on this study, PSM should also be incorporated into the community health volunteers' recruitment criteria. Also, public health agencies should consider including transformational leadership in the hospital directors' training programs and their promotion criteria.

Practical implications

As VHVs' high-PSM level was found to enhance their professional discretion, the process of recruiting ordinary citizens to serve as community health volunteers should incorporate assessment of the candidates' PSM. Also, the Ministry of Public Health should design and assign tasks that citizen volunteers, particularly VHVs, consider meaningful and at which they feel competent.

Social implications

Aside from technical training, directors of the subdistrict health promotion hospitals should regularly receive soft skill training (i.e. leadership training) and transformational leadership characteristics should be included in the government criteria for promotion.

Originality/value

While past research has examined the impact of other leadership styles on psychological empowerment, this study took a further step by examining the mediating effects of psychological empowerment on the relationship between transformational leadership and professional discretion among VHVs. The authors analyzed the mechanism linking PSM to the VHVs' professional discretion. In addition, by examining the relative importance of different dimensions of psychological empowerment, this study offers a nuanced understanding of the psychological processes by which transformational leadership and PSM shape the SLBs' use of professional discretion in their work.

Details

International Journal of Sociology and Social Policy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 2 May 2023

Cen April Yue and Patrick Thelen

This study aimed to examine the impact of servant leadership on employees' perception of organizational reputation by investigating the sequential mediating effects of employee…

Abstract

Purpose

This study aimed to examine the impact of servant leadership on employees' perception of organizational reputation by investigating the sequential mediating effects of employee psychological empowerment and employee thriving at work.

Design/methodology/approach

A quantitative online survey with 357 employees from Chile was conducted in this study.

Findings

Findings of this study showed that servant leadership both directly and indirectly relates to perceived organizational reputation. Employees perceiving servant leadership behaviors from the employees' supervisors report higher levels of psychological empowerment and, in turn, feel a greater sense of vitality and learning at work that eventually leads to higher ratings of perceived organizational reputation.

Originality/value

This study's novelty lies in extending the internal drivers of organizational reputation by adding behavioral and psychological factors rarely explored in past research.

Details

Journal of Communication Management, vol. 27 no. 4
Type: Research Article
ISSN: 1363-254X

Keywords

Book part
Publication date: 4 December 2023

James Hunt, Lucy Turner, Scott N. Taylor and Danna Greenberg

Higher education has begun to attend to the importance of collaboration and self-awareness for educating sustainability leaders. However, there has been limited discussion on how…

Abstract

Higher education has begun to attend to the importance of collaboration and self-awareness for educating sustainability leaders. However, there has been limited discussion on how to design a pedagogy that supports the development of these competencies, particularly the development of self-awareness. In this chapter, we introduce an experiential pedagogy in which students and faculty work together to develop self-awareness as the basis for sustainability leadership. We present three pedagogical principles that support the emotional learning that is foundational for sustainability leadership: student self-discovery, faculty as co-learners, and a developmentally focused learning environment. We demonstrate how these three principles work together to enable students and faculty to grow their self-awareness, providing the foundation for sustainable leadership. We conclude with a discussion on how management educators can learn from this case to develop sustainability leaders who have the self-awareness and relational competency to lead positive, inclusive organizations that are committed to sustainable business practices.

Details

Higher Education for the Sustainable Development Goals: Bridging the Global North and South
Type: Book
ISBN: 978-1-80382-526-7

Keywords

Article
Publication date: 28 September 2021

Khalid Rasheed Memon and Bilqees Ghani

The purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of…

Abstract

Purpose

The purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.

Design/methodology/approach

Data has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.

Findings

Results show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.

Research limitations/implications

The study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.

Originality/value

The study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

Details

South Asian Journal of Business Studies, vol. 12 no. 2
Type: Research Article
ISSN: 2398-628X

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Article
Publication date: 7 July 2023

Xiaofan Tang and Shaobo Wei

This study aims to develop a cross-level research model to explore the relationship between team-level contextual ambidexterity and employees' enterprise system (ES) ambidextrous…

Abstract

Purpose

This study aims to develop a cross-level research model to explore the relationship between team-level contextual ambidexterity and employees' enterprise system (ES) ambidextrous use, and the mediating role of user empowerment in and moderating effect of leader–member exchange (LMX) on the relationship.

Design/methodology/approach

This study conducted a sequential mixed-methods approach, which included a quantitative survey and a qualitative case study. The survey, administered to 244 employees in 59 groups from a financial institution, analyzed the relationships between contextual ambidexterity and ES ambidextrous use. Furthermore, the cross-level mediation and moderation effects were explored. The case study, involving nine members in three groups from a manufacturing firm, served to reinforce the validity of the survey results.

Findings

Team-level contextual ambidexterity can affect ES ambidextrous use directly or through the partial mediator of user empowerment. Furthermore, this study highlights the moderating role of LMX in the relationship between contextual ambidexterity and user empowerment, thereby improving ES ambidextrous use.

Originality/value

This study contributes to the literature by uncovering the cross-level effect of contextual ambidexterity on ES ambidextrous use through user empowerment, thereby extending the ambidexterity perspective and self-determination theory to the ES context. Additionally, this study provides nuanced insights into how to enhance ES ambidextrous use by revealing the moderating role and moderated mediation effect of LMX anchoring on social exchange theory.

Details

Internet Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1066-2243

Keywords

Article
Publication date: 19 November 2021

Hoa Thi Nhu Nguyen, Huong Thi Thien Nguyen, Anh Thi Lan Truong, Thao Thi Phuong Nguyen and Anh Van Nguyen

This paper aims to explore how entrepreneurial culture (EC) and psychological empowerment (PE) support innovative work behaviour (IWB) of employees in organizations. First, it…

Abstract

Purpose

This paper aims to explore how entrepreneurial culture (EC) and psychological empowerment (PE) support innovative work behaviour (IWB) of employees in organizations. First, it examines the impact of EC on IWB. It also explores the mediating effect of PE to support the EC – IWB relationship. Accordingly, it suggests a mechanism model to explain the relationship between EC and IWB.

Design/methodology/approach

This is an empirical research using quantitative methods. Data were collected via both face-to-face and online surveys from 308 employees in Vietnamese enterprises. The partial least squares-based structural equation modelling (PLS-SEM) approach was applied to test hypotheses in the research model.

Findings

Significant R-square values were achieved for both EC – PE and PE – IWB relationships, according to the PLS-SEM. The most interesting finding is the full mediating role of PE in the relationship between EC and IWB. Despite the non-significance in the direct impact of EC on IWB, the role of EC in promoting IWB is important in an indirect way through PE. The significant role of PE in facilitating IWB has been proven.

Originality/value

This research is one of the initial attempts to empirically build the roadmap from EC, as a typical type of organizational culture, through the mediating effect of PE to improve IWB. This roadmap provides top managers with a hierarchical view that effectively cascading interventions from the organizational level, such as EC, through a significant mediator as PE at the group level, and then down to IWB as a result at the individual level.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 15 no. 2
Type: Research Article
ISSN: 2053-4604

Keywords

Article
Publication date: 11 May 2023

Alaka N. Rao and Meghna Virick

This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first…

Abstract

Purpose

This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development.

Design/methodology/approach

This study uses a survey design with data collected from the North American operations of a large global telecommunications company.

Findings

This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect.

Research limitations/implications

The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees.

Originality/value

Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 10 November 2022

Yi Wang, Yangyang Jiang, Baojiang Geng, Ziqi Yan and Xiaorong Wang

This study aims to explore the social networks and network interactions of bed-and-breakfast (B&B) entrepreneurs in rural China. In addition, it evaluates how such network…

Abstract

Purpose

This study aims to explore the social networks and network interactions of bed-and-breakfast (B&B) entrepreneurs in rural China. In addition, it evaluates how such network interactions relate to rural resilience.

Design/methodology/approach

In-depth interviews were performed in two locations: Ningbo and Dujiangyan, China. Purposive sampling was combined with snowball sampling to select interviewees. The 154 interviews involved 29 B&B owners and relevant social actors. All codes and data were analyzed using the discourse analysis framework.

Findings

The B&B owners’ social networks were identified based on strategic goals, revealing a business operation network, business development network and business citizenship network. Challenges in seeking financial support for rural B&Bs during the pandemic were specified along with network interactions. The institutional adaptation approach was used to evaluate network interaction in rural B&B business. It was argued that other networks would react based on primary network members’ goal compatibility and the effectiveness of the primary network in addressing obstacles.

Practical implications

This study indicates that the rural B&B entrepreneurs’ interactions with various networks could influence on business resilience, community resilience as well as rural resilience.

Originality/value

By combining the institutional adaptation typology with social network theory, this study generates a new typology of network interactions for rural B&Bs. The typology helps to explain how and why B&B entrepreneurs make decisions and provides a broader scope of social networks involved in these business operations.

Details

International Journal of Contemporary Hospitality Management, vol. 36 no. 2
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 28 March 2023

An H.K. Vo, Tuan-Duong Nguyen, Yen-Nhi Le, Huong Ngoc Quynh Cao, Van Ngoc Thanh Le and Khanh-Linh Huynh

Based on the model of Big-Five personality traits and theories of person–environment interaction, this study aims to investigate the moderating effects of personality traits on…

Abstract

Purpose

Based on the model of Big-Five personality traits and theories of person–environment interaction, this study aims to investigate the moderating effects of personality traits on innovativeness through knowledge sharing (KS).

Design/methodology/approach

A sample of 318 Vietnamese employees was collected. The hypothesized model was tested by using partial least squares structural equation modelling.

Findings

The results indicate that extraversion, agreeableness, conscientiousness and openness to experience have relationships with innovativeness through the mediating effect of KS. Furthermore, transformational leadership (TL) mitigates the positive relationship between agreeableness and openness to experience and innovativeness.

Practical implications

Based on the research results, the authors suggest several practical implications for enhancing employees' innovative organizational behaviours. Transformational leaders should be aware of and control the relationships with employees high in agreeableness and open to experience to ensure that employees' innovativeness can be freely developed.

Originality/value

This research systematically investigates the effect of each personality on employees' innovativeness. Furthermore, this study contributes to the leadership literature by suggesting the dark side of TL that can negatively influence the innovative ability of employees with certain personality traits.

Details

International Journal of Organizational Analysis, vol. 32 no. 1
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 12 May 2022

Mahlaximi Adhikari Parajuli, Mehul Chhatbar and Abeer Hassan

This study aims to measure the relationship between corporate governance and non-financial reporting (NFR) in higher education institutions (HEIs). Board effectiveness, student…

Abstract

Purpose

This study aims to measure the relationship between corporate governance and non-financial reporting (NFR) in higher education institutions (HEIs). Board effectiveness, student engagement, audit quality, Vice-Chancellor (VC) pay and VC gender are targeted for analysis.

Design/methodology/approach

This study is based on content analysis. The authors used the EU NFR Directive (2014/95/EU) to measure NFR. This includes environmental, corporate social responsibility, human rights, corporate board effectiveness and corruption and bribery. Cross-sectional data was collected from 89 HEIs worldwide across 15 different countries over three years. Content analysis, the weighted scoring method and panel data analysis are used to obtain the results.

Findings

Through a neo-institutional theoretical lens, this study provides a broader understanding of NFR content disclosure practices within HEIs. The findings reveal that the audit quality, VC pay and VC gender are significantly and positively associated with NFR content disclosure. However, board effectiveness has a significant negative impact on NFR content disclosure. More interestingly, the findings reveal that student engagement has an insignificant association with NFR content disclosure and there significant difference on the level of NFR content disclosure across universities situated in the different geographical region such as the USA, Australia, the UK and EU, Asia and Canada. The findings have important implications for regulators and policymakers. The evidence appears to be robust when controlling for possible endogeneities.

Originality/value

The study contributes to the literature on corporate non-financial disclosure as it provides new insights of corporate governance mechanisms and NFR disclosure within HEIs.

Details

Meditari Accountancy Research, vol. 31 no. 4
Type: Research Article
ISSN: 2049-372X

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