Search results

1 – 10 of over 1000
Article
Publication date: 4 January 2024

Naseer Abbas Khan, Waseem Bahadur, Muhammad Ramzan and Natalya Pravdina

The aim of this study is to look into the associations, both direct and indirect, between a leader empowering behavior and employee turnover intention. Additionally, this study…

Abstract

Purpose

The aim of this study is to look into the associations, both direct and indirect, between a leader empowering behavior and employee turnover intention. Additionally, this study examines the mediating effects of work–family conflict (WFC) and work–family spillover (WFS) in the association between a leader empowering behavior and employee turnover intention. This study also explored how perceived peer support (PPS) may have a moderating effect on these associations.

Design/methodology/approach

A time-lag approach was used in this study to collect data from the 228 participants that made up the sample. Both front-desk employees and their immediate supervisors were included in this sample, which came from diverse tourism enterprises in central China. The research design included two independent time waves that were separated by two months, making it easier to examine the way the variables of interest changed throughout that time.

Findings

The results showed that there is a significant impact of leadership behaviors on WFS, WFC and employee turnover intention. This study showed a significant mediating effect of WFS, however, the influence of WFC as a mediator was not statistically significant. Furthermore, the results suggested that PPS significantly moderated the association between leader empowering behavior and WFS. The findings revealed that the mediating effect of WFS in the association between leader empowering behavior and employee turnover intention.

Originality/value

This study advances knowledge of the impacts of leadership empowering behavior on employee turnover intention through the use of a moderated mediation analysis. Based on the leader member exchange, it offers a distinctive perspective on leadership empowering behaviors to maintain a work–family balance in tourism.

Details

Leadership & Organization Development Journal, vol. 45 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 11 April 2023

Meba Tadesse Delle and Ethiopia Legesse Segaro

This study aims to understand the mechanisms through which workplace spirituality affects employees’ entrepreneurial behavior. It proposes and tests a mediation model in which…

Abstract

Purpose

This study aims to understand the mechanisms through which workplace spirituality affects employees’ entrepreneurial behavior. It proposes and tests a mediation model in which psychological ownership (PO), a feeling of ownership regardless of legal ownership, mediates the relationship between workplace spirituality and employees’ entrepreneurial behavior.

Design/methodology/approach

An empirical analysis was conducted with survey data collected from 351 postgraduate students who were also currently working. Structural equation modeling was applied to test the study hypotheses using Mplus software.

Findings

Workplace spirituality is associated with employees’ entrepreneurial behavior, and PO fully mediates this relationship. The findings highlight that PO is the missing link that connects workplace spirituality and employees’ entrepreneurial behavior.

Practical implications

This study offers organizations a new insight by showing that PO plays a key role in contributing to the entrepreneurial behavior of employees who consider themselves spiritual.

Originality/value

The mechanism for the relationship between workplace spirituality and employees’ entrepreneurial behavior is explained.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 18 no. 2
Type: Research Article
ISSN: 1750-6204

Keywords

Article
Publication date: 25 March 2024

Michael Kyei-Frimpong, Obi Berko Obeng Damoah and Majoreen Osafroadu Amankwah

This study aims to examine authentic leadership behavior (ALB) and empowering leadership behavior (ELB) as predictors of innovative work behavior (IWB) while assessing the…

Abstract

Purpose

This study aims to examine authentic leadership behavior (ALB) and empowering leadership behavior (ELB) as predictors of innovative work behavior (IWB) while assessing the mediating role of work-family enrichment (WFE).

Design/methodology/approach

Through the explanatory research design, data was retrieved from 303 respondents from 16 small-sized hotels in Ghana and analyzed quantitatively using descriptive and inferential statistics (hierarchical component analysis within PLS-SEM).

Findings

The study’s findings revealed that both ALB and ELB positively and significantly relate to IWB. Additionally, our study found that WFE partially mediated the nexus between ALB and IWB as well as ELB and IWB.

Practical implications

The findings of our study imply that in the pursuit of excellence, ALB and ELB in the hospitality industry are crucial, as they not only nurture employee potential but also help employees to thrive both at home and at the workplace.

Originality/value

The hospitality literature lacks a comprehensive understanding of the underlying mechanism by which ALB and ELB influence IWB. To the best of the authors' knowledge, our study is the first empirical study conducted on ALB, ELB, WFE, and IWB in the hospitality industry.

Details

Journal of Hospitality and Tourism Insights, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 28 April 2023

Manju Mahipalan and Naval Garg

This paper aims to examine the relationship between workplace toxicity and psychological capital (PsyCap). It also investigates the moderating role of gratitude in the…

Abstract

Purpose

This paper aims to examine the relationship between workplace toxicity and psychological capital (PsyCap). It also investigates the moderating role of gratitude in the toxicity–PsyCap link.

Design/methodology/approach

The study is based on explorative-cum-descriptive research design. The sample comprises 411 employees engaged in banking, insurance, IT, automobile and oil and gas companies. The collected data is explored for reliability, validity, multicollinearity and common method variance estimates. Also, the relationship between workplace toxicity and PsyCap and the moderating effect of gratitude are examined using structural equation modelling.

Findings

The findings report a negative association between toxicity and PsyCap. Also, the study concludes a significant moderating effect of gratitude. The study recommends the institutionalisation of a gratitude-based organisation to reduce the impact of workplace bullying and uncivil behaviour.

Originality/value

The study is based on primary data and one of the few studies that explore psychological capital as a dependent variable, which is influenced by toxic behaviours at work.

Details

International Journal of Organizational Analysis, vol. 32 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Open Access
Article
Publication date: 3 March 2023

Amy B.C. Tan, Desirée H. van Dun and Celeste P.M. Wilderom

With the growing need for employees to be innovative, public-sector organizations are investing in employee training. This study aims to examine the effects of a combined Lean Six…

3966

Abstract

Purpose

With the growing need for employees to be innovative, public-sector organizations are investing in employee training. This study aims to examine the effects of a combined Lean Six Sigma and innovation training, using action learning, on public-sector employees’ creative role identity and innovative work behavior.

Design/methodology/approach

The authors studied a public service agency in Singapore in which a five-day Lean Innovation Training was implemented, using a combination of Lean Six Sigma and Creative Problem-Solving tools, with a simulation on day one and subsequent team-based project coaching, spread over six months. The authors administered pre- and postintervention surveys among all the employees, and initiated group interviews and observations before, during and after the intervention.

Findings

Creative role identity and innovative work behavior had significantly improved six months after the intervention, enabled through senior management’s transformational leadership. The training induced managers to role-model innovative work behaviors while cocreating, with their employees, a renewal of their agency’s core processes. The three completed improvement projects contributed to an innovative work culture and reduced service turnaround time.

Originality/value

Starting with a role-playing simulation on the first day, during which leaders and followers swapped roles, the action-learning type training taught all the organizational members to use various Lean Six Sigma and Creative Problem-Solving tools. This nimble Lean Innovation Training, and subsequent team-based project coaching, exemplifies how advancing the staff’s creative role identity can have a positive impact.

Details

International Journal of Lean Six Sigma, vol. 15 no. 8
Type: Research Article
ISSN: 2040-4166

Keywords

Article
Publication date: 22 March 2024

Jingbo Xia, Hongxiang Xu and Luling Xie

This study examined how inclusive leadership in the workplace promotes proactive behavior in employees based on self-determination theories and a model of motivation for proactive…

Abstract

Purpose

This study examined how inclusive leadership in the workplace promotes proactive behavior in employees based on self-determination theories and a model of motivation for proactive behavior.

Design/methodology/approach

Using a sample of 270 employees from various provinces in China, we investigated the relationship between inclusive leadership (measured at Time 1), workplace gratitude (measured at Time 1) and proactive behaviors (measured at Time 2). To test our hypotheses, SEM analysis was conducted to measure the path coefficients, followed by bootstrapping analysis to assess the indirect impacts of gratitude at work.

Findings

The results suggest that inclusive leadership could enhance subordinates’ propensity to be grateful, which in turn will increase the frequency of their proactive behaviors.

Originality/value

First, the evidence presented further validates the proposed association between inclusive leadership and proactive behavior, and it also enriches related theories. Second, our study introduced workplace gratitude as a mediator, deepening the understanding of the mechanisms linking inclusive leadership and proactive behavior.

Details

Baltic Journal of Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 10 August 2023

Timea David and Hsi-An Shih

Knowledge transfer is a crucial ingredient of employee innovation, yet affective work events may disrupt knowledge flow among employees. This study aims to investigate a…

Abstract

Purpose

Knowledge transfer is a crucial ingredient of employee innovation, yet affective work events may disrupt knowledge flow among employees. This study aims to investigate a previously overlooked, yet frequently occurring affective work experience, namely, that of being envied, and examine how perceptions of being envied may drive contrastive knowledge behaviors of sharing and hiding, which subsequently impact employee innovation. The study further examines how the zero-sum game beliefs of the envied individual may moderate these mechanisms.

Design/methodology/approach

This study builds on territorial and belongingness theories to delineate the contrastive motivations for knowledge hiding and knowledge sharing. This study tests a moderated mediation model through a multisource survey design involving 225 employees.

Findings

The results support the notion that perceptions of being envied are linked to both knowledge hiding and knowledge sharing; however, the indirect effect of being envied on innovation is observed only through knowledge sharing. The indirect positive link between perceptions of being envied and innovation via knowledge sharing is weakened when the envied employee holds high zero-sum game beliefs.

Originality/value

This study advances knowledge scholarship by identifying and testing the organizationally relevant but largely overlooked antecedent of being envied at work. The results provide useful insights to practitioners on how sharing or hiding knowledge serves as a strategic asset in response to being envied at work and how this may in turn impact employee innovation.

Details

Journal of Knowledge Management, vol. 28 no. 3
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 8 January 2024

Mansik Yun, Nga Do and Terry Beehr

The purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn…

Abstract

Purpose

The purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn, results in employees enacting incivility toward their coworkers and employees' emotional exhaustion.

Design/methodology/approach

In Study 1, an experience sampling method (a daily-diary approach) in which 143 male participants from several construction sites completed a total of 1,144 questionnaires was used . In Study 2, cross-sectional data from 156 male employees working in a manufacturing organization was collected. In Study 3, a quasi-experiment was conducted in which 33 and 36 employees were assigned to the intervention and control groups, respectively.

Findings

In Studies 1 and 2, it was revealed that employees are likely to experience their supervisor’s incivility behaviors when perceiving such incivility behaviors are more acceptable within the organization (incivility norm). Further, once employees experience incivility from their supervisor, they are more likely to enact incivility toward their coworkers and experience emotional exhaustion. In Study 3, changing organizational policies via implementing grievance procedures was effective in improving the study’s outcome variables.

Originality/value

Incivility norms predict some negative work outcomes such as incivility behaviors as both a victim and instigator, and emotional exhaustion. Further, reducing an adverse organizational norm (i.e. incivility norm) via instituting grievance procedures was effective in reducing incivility behaviors and emotional exhaustion.

Details

Leadership & Organization Development Journal, vol. 45 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 10 November 2023

Abbas Ali Mohammed and Hadi Al-Abrrow

The purpose of this study was to test a four-variable research model using organizational behavior, social and technical systems, and leadership theories. This study set out to…

Abstract

Purpose

The purpose of this study was to test a four-variable research model using organizational behavior, social and technical systems, and leadership theories. This study set out to determine how different leadership philosophies, such as transformational leadership and empowering leadership, affected innovation. In addition, the model’s mediating role for psychological empowerment was quantified.

Design/methodology/approach

This study used a quantitative approach, which is primarily a questionnaire, to gather information from 320 health-care sector workers at four public hospitals in the Basrah Governorate.

Findings

The majority of the relationships in the research model were shown to be positive by data analysis outcomes. The findings also showed how crucial the mediating variable was in preserving the link between the independent and dependent variables. Discussions were made on the theoretical and practical ramifications and suggestions for additional research.

Originality/value

This study concentrated on the application of contemporary leadership styles, gathered information on them and combined them into a single model to boost innovation. This study, which was conducted in the setting of the Iraqi health-care industry, stands out from previous studies because it used a large sample to provide conclusive and significant results, making it a valuable resource for academicians who seek to cultivate innovation.

Details

Leadership in Health Services, vol. 37 no. 2
Type: Research Article
ISSN: 1751-1879

Keywords

Article
Publication date: 13 February 2023

Siqin Yao, Jintao Lu, Hanying Wang, Joel John Wark Montgomery, Tomasz Gorny and Chidiebere Ogbonnaya

Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination…

Abstract

Purpose

Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination at work (PAW). The study also investigates the importance of role stress and remote work self-efficacy (RWSE) as mediating and moderating factors, respectively.

Design/methodology/approach

The study examines the direct and indirect relationships between WCB and PAW using hierarchical regression and data from 415 Chinese teleworkers. RWSE is also estimated as a second-stage moderator.

Findings

The findings indicate that WCB has a direct and indirect (via role stress) positive influence on PAW; however, these effects are weaker among employees with higher (vs lower) RWSE.

Practical implications

This study assists managers and organizations in developing more efficient ways of maximizing employee and organizational performance while minimizing the counterproductive behaviors associated with excessive technology use.

Originality/value

By investigating the links between WCB and PAW in the post-pandemic context, this study adds a new perspective on how excessive technology use for work and non-work purposes can be counterproductive.

Details

Information Technology & People, vol. 37 no. 2
Type: Research Article
ISSN: 0959-3845

Keywords

1 – 10 of over 1000