Pub Date : 2023-11-07DOI: 10.1080/00208825.2023.2277973
Hoang Thi Kim Quy, Mai Dong Tran, Tien Minh Dinh
AbstractThe main aim of this study is to examine the role of servant leadership (SL) in mitigating employees’ negative emotions (NE) while enhancing their creative adaptability (CA) during a crisis. A proactive personality model for employees was used as a mediator in these relationships. Additionally, the moderating effect of leader gender was explored in the link between the SL and NE of employees. Data were collected from 315 aviation employees during the pandemic crisis, with empirical findings revealing that SL had a negative impact on NE and a positive impact on CA among employees. The findings also confirmed the mediating role of proactive personality in these associations. Leader gender moderated the impact of SL on NE. The implications of these findings are discussed.Keywords: Servant leadershipcreative adaptabilitynegative emotionsproactive personalityleader gendercrisisVietnam Additional informationFundingThis research is funded by the University of Economics Ho Chi Minh City, Vietnam.Notes on contributorsHoang Thi Kim QuyHoang Thi Kim Quy (MA, University of Economics Ho Chi Minh City, Vietnam; Vietnam Aviation Academy, Vietnam) is a PhD student of Business Administration at University of Economics Ho Chi Minh City, Vietnam. She has been working as a lectuter of Faculty of Business Administration at Vietnam Aviation Academy. Her areas of interest are Leadership, HRM, Organizational behaviors.Mai Dong TranMai Dong Tran is a lecturer at the School of International Business and Marketing, University of Economics HCM City, Vietnam. His current research interests include marketing, higher education, Internationalization and leadership. He is also peer reviewer for Asia Pacific Journal of Marketing and Logistics, Journal of Asian Business and Economic Studies. He has been assigned as a principal Investigator for the National research project - NAFOSTED.Tien Minh DinhTien Minh Dinh (PhD) is a lecturer at the School of International Business and Marketing, University of Economics HCM City, Vietnam. His current research interests include marketing, digital transformation, consumer behavior. He is also peer reviewer for Journal of Asian Business and Economic Studies.
摘要本研究的主要目的是探讨服务型领导(SL)在危机情境下缓解员工负性情绪(NE)和提高员工创造性适应能力(CA)的作用。在这些关系中，采用员工主动人格模型作为中介。此外，我们还探讨了领导者性别在员工外语和新知识之间的调节作用。在大流行危机期间收集了315名航空员工的数据，实证结果显示，SL对员工的NE有负面影响，对CA有积极影响。研究结果还证实了主动性人格在这些关联中的中介作用。领导性别调节了外语对外语的影响。讨论了这些发现的意义。关键词:服务型领导创造性适应能力消极情绪主动人格领导者性别危机越南附加信息本研究由越南胡志明市经济大学资助。作者简介:shoang Thi Kim QuyHoang Thi Kim Quy(硕士，越南胡志明市经济大学;越南航空学院，越南)，越南胡志明市经济大学工商管理专业博士研究生。曾任越南航空学院工商管理学院讲师。她感兴趣的领域是领导力，人力资源管理，组织行为学。Mai Dong Tran，越南胡志明市经济大学国际商务与市场营销学院讲师。他目前的研究兴趣包括市场营销、高等教育、国际化和领导力。他也是《亚太市场与物流杂志》、《亚洲商业与经济研究杂志》的同行评审。他被指定为国家研究项目- NAFOSTED的首席研究员。Tien Minh Dinh(博士)，越南胡志明市经济大学国际商务与市场营销学院讲师。他目前的研究兴趣包括市场营销、数字化转型、消费者行为。他也是《亚洲商业与经济研究杂志》的同行评议人。
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Pub Date : 2023-11-06DOI: 10.1080/00208825.2023.2277968
Dirk De Clercq, Renato Pereira
AbstractDrawing from conservation of resources theory and the work–home resources model, this research examines the hitherto overlooked but highly relevant link between employees’ experience of resource-draining family ostracism and change-oriented organizational citizenship behavior, with a specific focus on the mediating role of their work engagement and moderating role of their resilience. Tests of the research hypotheses, using survey data collected among employees who work in the construction retail industry, reveal that a core channel through which social exclusion by family members translates into diminished voluntary change efforts is that employees become less engaged with work. This intermediate role of lower work engagement is less prominent, however, among employees who have a greater ability to bounce back from challenging situations. For human resource (HR) management scholars, this study accordingly helps explain why a sense of being ignored at home may lead employees to become complacent in their change efforts: Employees exhibit less enthusiasm about work. But HR management practitioners can subdue this process to the extent that they enhance and leverage employees’ resilience levels.Keywords: Family ostracismchange-oriented OCBwork engagementresilienceconservation of resources theorywork–home resources model Notes1 With the “randbetween” function in the Excel software package, we generated random numbers for each employee in the provided list; the 250 employees with the lowest numbers were selected for the study.Additional informationNotes on contributorsDirk De ClercqDirk De Clercq is Professor of Management in the Goodman School of Business at Brock University, Canada. His research interests include entrepreneurship, organizational behavior, and cross-country studies.Renato PereiraRenato Pereira is Professor of General Management in ISCTE Business School at Instituto Universitário de Lisboa, Portugal. He is also a Researcher in the Emerging Markets Research Center at ISCIM, Mozambique. His research interests include entrepreneurship, innovation, and international business, with a particular focus on Africa.
{"title":"How resilient employees can prevent family ostracism from escalating into diminished work engagement and change-oriented organizational citizenship behavior","authors":"Dirk De Clercq, Renato Pereira","doi":"10.1080/00208825.2023.2277968","DOIUrl":"https://doi.org/10.1080/00208825.2023.2277968","url":null,"abstract":"AbstractDrawing from conservation of resources theory and the work–home resources model, this research examines the hitherto overlooked but highly relevant link between employees’ experience of resource-draining family ostracism and change-oriented organizational citizenship behavior, with a specific focus on the mediating role of their work engagement and moderating role of their resilience. Tests of the research hypotheses, using survey data collected among employees who work in the construction retail industry, reveal that a core channel through which social exclusion by family members translates into diminished voluntary change efforts is that employees become less engaged with work. This intermediate role of lower work engagement is less prominent, however, among employees who have a greater ability to bounce back from challenging situations. For human resource (HR) management scholars, this study accordingly helps explain why a sense of being ignored at home may lead employees to become complacent in their change efforts: Employees exhibit less enthusiasm about work. But HR management practitioners can subdue this process to the extent that they enhance and leverage employees’ resilience levels.Keywords: Family ostracismchange-oriented OCBwork engagementresilienceconservation of resources theorywork–home resources model Notes1 With the “randbetween” function in the Excel software package, we generated random numbers for each employee in the provided list; the 250 employees with the lowest numbers were selected for the study.Additional informationNotes on contributorsDirk De ClercqDirk De Clercq is Professor of Management in the Goodman School of Business at Brock University, Canada. His research interests include entrepreneurship, organizational behavior, and cross-country studies.Renato PereiraRenato Pereira is Professor of General Management in ISCTE Business School at Instituto Universitário de Lisboa, Portugal. He is also a Researcher in the Emerging Markets Research Center at ISCIM, Mozambique. His research interests include entrepreneurship, innovation, and international business, with a particular focus on Africa.","PeriodicalId":178401,"journal":{"name":"International Studies of Management and Organization","volume":"2009 36","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135636515","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
AbstractHiding knowledge from colleagues prevents resource loss and gives a competitive edge. However, knowledge-hiding habits and subjective professional success have received minimal research. According to studies, government (non-competitive) and private (competitive) entities must be examined independently. In this study, the theory of conservation of resources (COR) is used to examine the moderating effect of career barriers on the relationship between three dimensions of knowledge hiding behavior (evasiveness, rationalization, and playing dumb) and subjective career success (organised and non-organised). In order to accomplish this objective, data collected from 280 knowledge employees from various industries was analyzed using the Warp partial least squares (Warp PLS) method. The results validated most predictions and contributed to the COR theory by pinpointing when employees’ resource conservation might change their career success judgements. The findings of this study can help organizations decide when to implement a human resource development intervention to reduce the impact of knowledge concealing on knowledge workers’ subjective career success.Keywords: Conservation of resourcesknowledge hiding behaviorsubjective career successbarriers to careerwarp partial least squares Disclosure statementNo potential conflict of interest was reported by the author(s).
{"title":"What is the impact of knowledge hiding behavior on subjective career success? The role of career barriers for finance professionals in modifying their career prospects","authors":"Kavita Chavali, Sudha Mavuri, Nirma Jayawardena, Manish Gupta","doi":"10.1080/00208825.2023.2268482","DOIUrl":"https://doi.org/10.1080/00208825.2023.2268482","url":null,"abstract":"AbstractHiding knowledge from colleagues prevents resource loss and gives a competitive edge. However, knowledge-hiding habits and subjective professional success have received minimal research. According to studies, government (non-competitive) and private (competitive) entities must be examined independently. In this study, the theory of conservation of resources (COR) is used to examine the moderating effect of career barriers on the relationship between three dimensions of knowledge hiding behavior (evasiveness, rationalization, and playing dumb) and subjective career success (organised and non-organised). In order to accomplish this objective, data collected from 280 knowledge employees from various industries was analyzed using the Warp partial least squares (Warp PLS) method. The results validated most predictions and contributed to the COR theory by pinpointing when employees’ resource conservation might change their career success judgements. The findings of this study can help organizations decide when to implement a human resource development intervention to reduce the impact of knowledge concealing on knowledge workers’ subjective career success.Keywords: Conservation of resourcesknowledge hiding behaviorsubjective career successbarriers to careerwarp partial least squares Disclosure statementNo potential conflict of interest was reported by the author(s).","PeriodicalId":178401,"journal":{"name":"International Studies of Management and Organization","volume":"69 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135885060","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-19DOI: 10.1080/00208825.2023.2257537
Majdi Quttainah, Shubham Singhania, Sudhir Rana
AbstractThe board of directors of a firm are the principal decision-makers of all activities conducted by the firm, and hence, their composition demands attention. Diversity on boards can bring about varied sets of knowledge, perspectives, and abilities and can help the firm in solving a multitude of problems. By employing Bibliometric Analysis, this study aims to critically examine the intellectual development and geographical evolution in the domain of gender diversity and financial performance. A total of 463 research articles, extracted from the Scopus Database, are analyzed through various techniques such as citation analysis, co-citation analysis, content analysis and keyword co-occurrence analysis through the software VOSviewer. The study led to the identification of growth trends, prominent countries, authors, seminal articles, journals, major themes of study as well as emerging themes for future research. The study shall help the scholars working in this domain to have a comprehensive understanding of the topic and explore the relevant research gaps in the future.Keywords: Bibliometric analysiscluster analysisfinancial performancegender diversity Additional informationNotes on contributorsMajdi QuttainahDr. Majdi Quttainah is an associate professor at Kuwait University College of Business Administration. His research interests are corporate governance and strategies. He is an active scholar, presently working as senior editor of FIIB Business Review (Scopus, WoS, Published by the Sage Publishing). His research won several recognition and awards globally.Shubham SinghaniaDr. Shubham Singhania has recently completed his PhD from University School of Management Entrepreneurship, Delhi Technological University, Delhi in the Area of Corporate Governance. His research interests are in the area of Sustainability, Gender Diversity and Corporate Governance and has published more than 10 research articles in Scopus and ABDC Listed Journals of repute.Sudhir RanaDr. Sudhir Rana is an Associate Professor and Program Director at the College of Healthcare Management and Economics, Gulf Medical University. He is an expert of Literature Review methodologies and the founding editor of series Review of Management Literature. He is Editor-in-chief of FIIB Business Review and South Asian Journal of Marketing.
{"title":"Gender diversity and financial performance: a quantified review based on bibliometric and cluster analysis","authors":"Majdi Quttainah, Shubham Singhania, Sudhir Rana","doi":"10.1080/00208825.2023.2257537","DOIUrl":"https://doi.org/10.1080/00208825.2023.2257537","url":null,"abstract":"AbstractThe board of directors of a firm are the principal decision-makers of all activities conducted by the firm, and hence, their composition demands attention. Diversity on boards can bring about varied sets of knowledge, perspectives, and abilities and can help the firm in solving a multitude of problems. By employing Bibliometric Analysis, this study aims to critically examine the intellectual development and geographical evolution in the domain of gender diversity and financial performance. A total of 463 research articles, extracted from the Scopus Database, are analyzed through various techniques such as citation analysis, co-citation analysis, content analysis and keyword co-occurrence analysis through the software VOSviewer. The study led to the identification of growth trends, prominent countries, authors, seminal articles, journals, major themes of study as well as emerging themes for future research. The study shall help the scholars working in this domain to have a comprehensive understanding of the topic and explore the relevant research gaps in the future.Keywords: Bibliometric analysiscluster analysisfinancial performancegender diversity Additional informationNotes on contributorsMajdi QuttainahDr. Majdi Quttainah is an associate professor at Kuwait University College of Business Administration. His research interests are corporate governance and strategies. He is an active scholar, presently working as senior editor of FIIB Business Review (Scopus, WoS, Published by the Sage Publishing). His research won several recognition and awards globally.Shubham SinghaniaDr. Shubham Singhania has recently completed his PhD from University School of Management Entrepreneurship, Delhi Technological University, Delhi in the Area of Corporate Governance. His research interests are in the area of Sustainability, Gender Diversity and Corporate Governance and has published more than 10 research articles in Scopus and ABDC Listed Journals of repute.Sudhir RanaDr. Sudhir Rana is an Associate Professor and Program Director at the College of Healthcare Management and Economics, Gulf Medical University. He is an expert of Literature Review methodologies and the founding editor of series Review of Management Literature. He is Editor-in-chief of FIIB Business Review and South Asian Journal of Marketing.","PeriodicalId":178401,"journal":{"name":"International Studies of Management and Organization","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135060483","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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