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1 – 10 of over 13000Gemechu Hotessa Warie, Elfneh Udessa Bariso and Admassu Tesso Huluka
This study aimed to analyze top management commitment to business performance in the context of coffee processing firms in Guji Zone, Ethiopia.
Abstract
Purpose
This study aimed to analyze top management commitment to business performance in the context of coffee processing firms in Guji Zone, Ethiopia.
Design/methodology/approach
The study was conducted on coffee processing firms in Guji Zone, Ethiopia, using a mixed approach with a descriptive and explanatory design. A systematic, simple random sampling technique was used to draw a sample. A total of 345 respondents were actively involved in the survey. Descriptive and inferential statistics were applied to analyze the data through SPSS-20.
Findings
The results indicate that members of top management in the sector were committed to promoting their business performance. The findings of the study also reveal that top management commitment has significant and positive effects on the overall business performance of coffee processing firms.
Research limitations/implications
The study was limited to the coffee processing industry and generalization of the results to other sectors may be questionable. Similarly, the study was presented using primary data only. Thus, future researchers will be advised to strengthen their findings using the secondary data.
Practical implications
The study’s implications have contributed to theoretical, practical and managerial perspectives. The findings validate and refine existing theories, provide practical insights for coffee processing firms and offer guidance for managerial decision-making and leadership development.
Originality/value
Up to the time of the authors' literature review, no study with a similar topic on coffee processing firms in the Guji Zone was found and it is believed to be the first literature evidence for future researchers.
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Dayana Amala Jothi Antony, Savarimuthu Arulandu and Satyanarayana Parayitam
This study aims to investigate the relationship between talent management, organizational commitment and turnover intention. The moderating role of gender and experience in…
Abstract
Purpose
This study aims to investigate the relationship between talent management, organizational commitment and turnover intention. The moderating role of gender and experience in relationships was explored.
Design/methodology/approach
A conceptual model was developed, and relationships were studied by collecting data from 392 faculty members working in higher educational institutions (HEIs) in southern India. After checking the instrument’s psychometric properties using the LISREL package of structural equation modeling, data were analyzed using Hayes’s PROCESS macros.
Findings
The results revealed that talent recruitment strategies positively predict organizational commitment and negatively predict turnover intention; organizational commitment mediates the relationship between talent management and turnover intention. Further, the results documented that experience (first moderator) and gender of faculty members (second moderator) influenced the relationship between talent management and organizational commitment and organizational commitment and turnover intention.
Practical implications
The outcomes of this research are helpful for the administrators of HEIs to strategize to attract and retain talented faculty to maintain sustained competitive advantage. This research also helps to understand gender differences that exist in talent management and retention and organizational commitment in HEIs.
Originality/value
The three-way interactions between talent management, gender and experience in influencing organizational commitment and turnover intentions is a novel idea that contributes to the talent management literature – the relationship between talent recruitment strategies and talent engagement. The implications for talent management theory and practice are discussed.
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Juhari Noor Faezah, M.Y. Yusliza, T. Ramayah, Adriano Alves Teixeira and Abdur Rachman Alkaf
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green…
Abstract
Purpose
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed.
Design/methodology/approach
The paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions.
Findings
Corporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB.
Research limitations/implications
The academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions.
Originality/value
As far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.
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Qazi Muhammad Ali and Qasim Ali Nisar
This study examined the role of green human resource management (GHRM) in the environmental performance of higher education institutes (HEIs). The study also examined the…
Abstract
Purpose
This study examined the role of green human resource management (GHRM) in the environmental performance of higher education institutes (HEIs). The study also examined the mediating effect of green commitment and green behaviour. Furthermore, the study explored if green self-efficacy (GSE) moderated the relationship between green commitment and green behaviour. The ability, motivation, and opportunity (AMO) theory were employed to explain the relationship between the study's variables.
Design/methodology/approach
The study opted for a descriptive study using the convenience sampling technique by collecting data through a survey questionnaire administered to 208 individuals currently employed in Pakistani HEIs. Data collection was undertaken among senior, middle, and top management of the HEIs. The statistical software, partial least square structural equation modelling (PLS-SEM), was used for data analysis.
Findings
The results provide empirical insights indicating the positive relation of GHRM practices with environmental performance in HEIs. Changes in employees' behaviour through human resource management practices can ultimately affect the organisations' environmental performance. Besides, the results also demonstrated that GSE moderates the relationship between green commitment and green behaviour. The findings highlight the role of commitment level and GSE in enhancing the environmental performance of HEIs.
Practical implications
The study proposes that HEIs' management take adequate initiatives to implement GHRM practices.
Originality/value
The current study contributes to the literature by empirically examining the indirect double mediation effect of green commitment and green behaviour on GHRM and environmental performance. Furthermore, the moderating effect of GSE, which is an under-explored area, was also studied.
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Amro Aljbour, Muhammad Ali and Erica French
Talent management can provide an organization with a competitive advantage. However, little is known about how human resource practices pertaining to talent management drive…
Abstract
Purpose
Talent management can provide an organization with a competitive advantage. However, little is known about how human resource practices pertaining to talent management drive positive outcomes. Drawing on social exchange theory, this study investigates the effect of talent management practices usage on employee commitment and intention to leave. Integrating social exchange theory and the theory of met expectations facilitated predicting the mediating role of perceived career growth in the talent management practices usage-employee outcomes relationship.
Design/methodology/approach
Data were collected using a survey from 268 employees from eight organizations from the financial and services industries in Jordan.
Findings
Talent management practices usage has a significant direct positive effect on employee commitment but no direct effect on employees’ intention to leave. Further, there is pioneering evidence that perceived career growth mediates the following relationships: talent management practices usage and commitment and talent management practices usage and intention to leave.
Originality/value
The study provides unprecedented evidence of the effect of TM practices usage on employee outcomes and the role of perceived career growth in the TM practices usage-employee outcomes relationship from an underexplored context of Jordon. Our research results contribute to theory development in TM by supporting, extending and integrating social exchange theory and the theory of met expectations.
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Enoch Adusei, Emmanuel Demah and Richard K. Boso
The novel COVID-19 supply chain disruption has globally altered the environmental needs of society. Against this backdrop, this paper aims to examine how top managers are…
Abstract
Purpose
The novel COVID-19 supply chain disruption has globally altered the environmental needs of society. Against this backdrop, this paper aims to examine how top managers are environmentally committed to integrating green supply chain management (GSCM) practices in the operational performance of small- and medium-scale enterprises (SMEs) in Ghana, within the post-pandemic economy.
Design/methodology/approach
The study used a cross-sectional survey to obtain data from 270 SMEs in Ghana, using partial least squares (PLS) structural equation modelling to test seven hypothesized relationships.
Findings
The outcome of the analysis revealed that top management environmental commitment has a significantly positive effect on supply chain operational performance. The structural model also revealed that top management environmental commitment has a positive and significant effect on both internal and external GSCM practices. The results further revealed that both internal and external GSCM practices have positive and significant effects on supply chain operational performance. Finally, both internal and external GSCM practices mediate the path between top management environmental commitment and supply chain operational performance.
Research limitations/implications
The study provides a novel framework which contributes to both theoretical studies and managerial decisions on COVID-19 related supply chain management issues. However, the study was limited to the Ghanaian context, thus, further related studies are required in other contexts.
Originality/value
This study provides a novel framework by elucidating the intervening role of GSCM practices in the path between top management environmental commitment and supply chain operations in an emerging post-pandemic world context.
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Wenwei Huang, Deyu Zhong and Yanlin Chen
Construction enterprises are achieving the goal of production safety by increasingly focusing on the critical factor of “human” and the impact of individual characteristics on…
Abstract
Purpose
Construction enterprises are achieving the goal of production safety by increasingly focusing on the critical factor of “human” and the impact of individual characteristics on safety performance. Emotional intelligence is categorized into three models: skill-based, trait-based and emotional learning systems. However, the mechanism of action and the internal relationship between emotional intelligence and safety performance must be further studied. This study intends to examine the internal mechanism of emotional intelligence on safety performance in construction projects, which would contribute to the safety management of construction enterprises.
Design/methodology/approach
A structural equation model exploring the relationship between emotional intelligence and safety performance is developed, with political skill introduced as an independent dimension, situational awareness presented as a mediator, and management safety commitment introduced as a moderator. Data were collected by a random questionnaire and analyzed by SPSS 24.0 and AMOS 26.0. The structural equation model tested the mediation hypothesis, and the PROCESS macro program tested the moderated mediation hypothesis.
Findings
The results showed that construction workers' emotional intelligence directly correlates with safety performance, and situational awareness plays a mediating role in the relationship between emotional intelligence and the safety performance of construction workers. Management safety commitment weakens the positive predictive relationships between emotional intelligence and situational awareness and between emotional intelligence and safety performance.
Originality/value
This research reveals a possible impact of emotional intelligence on safety performance. Adding political skills to the skill-based model of emotional intelligence received a test pass. Political skill measures the sincere and cooperative skills of construction workers. Using people as a critical element plays a role in the benign mechanism of “Emotional Intelligence – Situational Awareness – Safety Performance.” Improving emotional intelligence skills through training, enhancing situational awareness, understanding, anticipation and coordination and activating management environment factors can improve safety performance. Construction enterprises should evaluate and train workers' emotional intelligence to improve workers' situational awareness and safety performance.
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Muhammad Umar, Maqbool Hussain Sial, Syed Ahmad Ali, Muhammad Waseem Bari and Muhammad Ahmad
This paper aims to investigate the tacit knowledge-sharing framework among Pakistani academicians. The objective is to study trust and social networks as antecedents to foster…
Abstract
Purpose
This paper aims to investigate the tacit knowledge-sharing framework among Pakistani academicians. The objective is to study trust and social networks as antecedents to foster tacit knowledge sharing with the mediating role of commitment. Furthermore, the moderating role of organizational knowledge-sharing culture is also examined.
Design/methodology/approach
The study applied a survey-based quantitative research design to test the proposed model. The nature of data are cross-sectional and collected with stratified random sampling among public sector higher education professionals of Pakistan. The total sample size for the present research is 247 respondents. The variance-based structural equation modeling technique by using Smart_PLS software is used for analysis.
Findings
Data analysis and results reveal that trust and social networks are significant predictors of tacit knowledge sharing among Pakistani academicians while commitment positively mediated the relationships. While the moderating role of organizational knowledge-sharing culture is also established.
Research limitations/implications
The current research explains tacit knowledge sharing among academics with fewer antecedents i.e. social network and trust with limited sample size and specific population. There is still a great deal of work to be done in this area. Hence, the study provides direction for including knowledge-oriented leadership and knowledge governance in the current framework. Moreover, the framework can be tested in different work settings for better generalization.
Practical implications
The study gives an important lead to practitioners for enhancing tacit knowledge sharing at the workplace through a robust social network of employees, building trust and boosting employees’ commitment, as well as through supportive organizational knowledge sharing culture.
Originality/value
The research comprehends the tacit knowledge sharing framework with theoretical arrangements of trust, social networks, commitment and culture in higher education workplace settings under the umbrella of social capital theory.
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Magda Siahaan, Harry Suharman, Tettet Fitrijanti and Haryono Umar
The phenomenon of corruption requires extra handling to achieve zero corruption. The purpose of this paper is to examine the integrated governance, risk management and compliance…
Abstract
Purpose
The phenomenon of corruption requires extra handling to achieve zero corruption. The purpose of this paper is to examine the integrated governance, risk management and compliance (GRC) implementation, the quality of internal audits and management's commitment to improving the ability to detect corruption and its impact on the company's financial performance.
Design/methodology/approach
This paper used primary and secondary data. Financial statement data and survey results from participants in 69 state-owned companies were analyzed using the Partial Least Square method.
Findings
There was a positive and significant effect of the integrated GRC implementation, quality of internal audit and management's commitment to increasing the organization's internal capability in detecting corruption. However, the failure to detect corruption mediates the effect of management commitment on financial performance. Besides, the organization's three internal factors could be better because their functions could be more optimal and require further improvement.
Research limitations/implications
State-owned companies are continuing to be restructured, so these results can be helpful for now. However, they must update continuously with developments related to the composition and classification of state-owned companies.
Practical implications
Organizations can improve their ability to detect corruption in the workplace by using an early warning system such as the integrated GRC, internal audit quality and a high commitment from management.
Originality/value
To the author's limited knowledge, empirical research on integrated GRC implementation, internal audit quality and management commitment are still rare if they improve the detection of corruption ability. It uses the factors that cause corruption in the fraud hexagon to analyze the financial performance.
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Alice Arinaitwe, Vincent Bagire, Benjamin Tukamuhabwa and Tumwine Sulait
The purpose of this paper is to examine the relationship between top management commitment and energy management in small and medium manufacturing firms in a developing country…
Abstract
Purpose
The purpose of this paper is to examine the relationship between top management commitment and energy management in small and medium manufacturing firms in a developing country context.
Design/methodology/approach
This study was executed through a survey of 66 manufacturing firms in Kampala, Uganda. The data collected were analysed using SPSS v.26.
Findings
The results show that top management commitment influences energy management. A further probe of its three dimensions of top management participation, top management support and top management beliefs reveals that all of them positively and significantly predict energy management in manufacturing firms.
Research limitations/implications
The current study results were obtained from manufacturing small and medium firms in Kampala, Uganda. Therefore, caution should be taken prior to generalization. Furthermore, this study only focuses on top management participation, top management support and top management beliefs as the dimensions of top management commitment. This study thus provides the foundation for future studies to test other dimensions of top management commitment, particularly in other sectors.
Originality/value
To the best of the authors’ knowledge, this is the first study to examine the contribution of top management commitment dimensions top management participation, top management support and top management beliefs to energy management in a developing country context. Although all dimensions are significant, top management beliefs contribute more to energy management.
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