Pub Date : 2023-10-27DOI: 10.33844/ijol.2023.60384
Sadaf Rubab, Shah Murtaza, Muhammad Hussain, Edina Molnár, Main Al-Dalahmeh
Considering the importance of whistleblowing in the public sector, this study aims to investigate the impact of ethical leadership on whistleblowing intentions by using organizational identification as a mediator and individual locus of control as a moderator. The data has been collected from mid-level managers working at the primary and secondary health care departments in Pakistan using survey questionnaires. Convenience sampling has been used to collect data. The data was analyzed through Smart PLS using the structural equation modeling technique. The study adds value to the literature by analyzing the impact of ethical leadership on whistleblowing intentions. Organizational identification has been analyzed to check its mediating impact, and LOC has been discussed as a moderator to see its influence on the relationship between ethical leadership and whistleblowing intentions. This study is helpful for public-sector healthcare organizations to boost whistleblowing. The Prime Minister Portal is also an effort to boost whistleblowing, and a large number of whistles have been observed during the past few months.
{"title":"Does Ethical Leadership Impact Whistleblowing Intentions? Moderation of Locus of Control and Mediation of Organizational Identification","authors":"Sadaf Rubab, Shah Murtaza, Muhammad Hussain, Edina Molnár, Main Al-Dalahmeh","doi":"10.33844/ijol.2023.60384","DOIUrl":"https://doi.org/10.33844/ijol.2023.60384","url":null,"abstract":"Considering the importance of whistleblowing in the public sector, this study aims to investigate the impact of ethical leadership on whistleblowing intentions by using organizational identification as a mediator and individual locus of control as a moderator. The data has been collected from mid-level managers working at the primary and secondary health care departments in Pakistan using survey questionnaires. Convenience sampling has been used to collect data. The data was analyzed through Smart PLS using the structural equation modeling technique. The study adds value to the literature by analyzing the impact of ethical leadership on whistleblowing intentions. Organizational identification has been analyzed to check its mediating impact, and LOC has been discussed as a moderator to see its influence on the relationship between ethical leadership and whistleblowing intentions. This study is helpful for public-sector healthcare organizations to boost whistleblowing. The Prime Minister Portal is also an effort to boost whistleblowing, and a large number of whistles have been observed during the past few months.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"49 7","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136234108","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 : 2023-10-15DOI: 10.33844/ijol.2023.60380
Muhammad Asif Zaheer, Rabail Ejaz, Shuja Ilyas Chaudhary
Psychological empowerment (PE) and monetary compensation are necessary rudiments of stimulation for individuals to utilize their potential and exert full efforts. This particular research aims to assess the influence of PE and monetary compensation on work performance and the mediation effect of intrinsic motivation between PE and work performance among employees of commercial banks. Data was collected from employees of different commercial banks located in the federal capital territory (FCT) Islamabad and Rawalpindi city of Punjab, Pakistan, through a questionnaire, and structural equational modeling (SEM) was executed on a sample of 388 employees to test the hypotheses. We used AMOS for data analysis and the results exposed that PE and monetary compensation positively significantly affect the work performance of individuals, but monetary compensation is a stronger predictor than PE. Similarly, intrinsic motivation exhibited partial mediation between the association of PE and monetary compensation with work performance among commercial bank employees. Current research provided the theoretical and practical implications for organizations, particularly in the banking sector. This research extends the PE and expectancy theory and the combination of both theories is recommended in the context of psychological autonomy and financial remuneration. Moreover, organizations should provide performance-based rewards and enhance individual empowerment to make decision-making for better work performance.
{"title":"Psychological Empowerment and Monetary Compensation: The Mediating Role of Intrinsic Motivation in the Banking Industry of Developing Country","authors":"Muhammad Asif Zaheer, Rabail Ejaz, Shuja Ilyas Chaudhary","doi":"10.33844/ijol.2023.60380","DOIUrl":"https://doi.org/10.33844/ijol.2023.60380","url":null,"abstract":"Psychological empowerment (PE) and monetary compensation are necessary rudiments of stimulation for individuals to utilize their potential and exert full efforts. This particular research aims to assess the influence of PE and monetary compensation on work performance and the mediation effect of intrinsic motivation between PE and work performance among employees of commercial banks. Data was collected from employees of different commercial banks located in the federal capital territory (FCT) Islamabad and Rawalpindi city of Punjab, Pakistan, through a questionnaire, and structural equational modeling (SEM) was executed on a sample of 388 employees to test the hypotheses. We used AMOS for data analysis and the results exposed that PE and monetary compensation positively significantly affect the work performance of individuals, but monetary compensation is a stronger predictor than PE. Similarly, intrinsic motivation exhibited partial mediation between the association of PE and monetary compensation with work performance among commercial bank employees. Current research provided the theoretical and practical implications for organizations, particularly in the banking sector. This research extends the PE and expectancy theory and the combination of both theories is recommended in the context of psychological autonomy and financial remuneration. Moreover, organizations should provide performance-based rewards and enhance individual empowerment to make decision-making for better work performance.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136185404","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 : 2023-10-10DOI: 10.33844/ijol.2023.60379
Aqeel Siddiqui, Muhammad Shaukat, Waleed Fancy, Khawaja Latif
By applying the concept from the Resource Based View (RBV) and Social Identity Theory (SIT), this endeavor aims to determine the influence of Knowledge-Oriented Leadership (KOL) on Project Success (PS). This study further ascertains the mediating role of team empowerment in the relationship between KOL and PS. The data were gathered from 207 project team professionals working in the Information Technology (IT) sector of Pakistan. This endeavor utilized Partial Least Squares - Structural Equation Modeling to substantiate the direct and mediating effects. The result indicated that KOL significantly influences project success. Moreover, the result further validated that team empowerment mediates the relationship between KOL and PS. There is a deficiency of an empirical investigation on the relationship between KOL and PS in the context of the evolving republic. This study makes a substantial contribution to the field of IT project management by demonstrating that KOL impacts PS while team empowerment mediates this relation. This is one of the primitive endeavors that explores the inter-relationship amongst KOL, PS, and team outcome.
本文运用资源基础理论(Resource Based View, RBV)和社会认同理论(Social Identity Theory, SIT)的概念，旨在确定知识型领导(Knowledge-Oriented Leadership, KOL)对项目成功的影响。本研究进一步确定了团队授权在KOL与PS之间的中介作用。数据收集自巴基斯坦信息技术(IT)部门的207名项目团队专业人员。本研究利用偏最小二乘-结构方程模型来证实直接和中介效应。结果表明，KOL对项目成功有显著影响。此外，研究结果进一步验证了团队授权在KOL和PS之间的关系中起中介作用。在共和国发展的背景下，对KOL和PS之间关系的实证研究尚显不足。本研究通过证明KOL影响PS，而团队授权在此关系中起中介作用，为IT项目管理领域做出了重大贡献。这是探索KOL、PS和团队结果之间相互关系的原始尝试之一。
{"title":"From Knowledge-Oriented Leadership to Information Technology Project Success: Modelling the Mediating Role of Team Empowerment","authors":"Aqeel Siddiqui, Muhammad Shaukat, Waleed Fancy, Khawaja Latif","doi":"10.33844/ijol.2023.60379","DOIUrl":"https://doi.org/10.33844/ijol.2023.60379","url":null,"abstract":"By applying the concept from the Resource Based View (RBV) and Social Identity Theory (SIT), this endeavor aims to determine the influence of Knowledge-Oriented Leadership (KOL) on Project Success (PS). This study further ascertains the mediating role of team empowerment in the relationship between KOL and PS. The data were gathered from 207 project team professionals working in the Information Technology (IT) sector of Pakistan. This endeavor utilized Partial Least Squares - Structural Equation Modeling to substantiate the direct and mediating effects. The result indicated that KOL significantly influences project success. Moreover, the result further validated that team empowerment mediates the relationship between KOL and PS. There is a deficiency of an empirical investigation on the relationship between KOL and PS in the context of the evolving republic. This study makes a substantial contribution to the field of IT project management by demonstrating that KOL impacts PS while team empowerment mediates this relation. This is one of the primitive endeavors that explores the inter-relationship amongst KOL, PS, and team outcome.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"82 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136295878","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 : 2023-09-24DOI: 10.33844/ijol.2023.60375
Brandy Doan-Goss, Lindsey Jaber, Jesse Scott, Josipa Petrunić
Gender leadership and pay differentials continue to plague women employed in the male-dominated Canadian transit industry despite focusing on equal pay and gender equity strategies. We conducted a sequential mixed-method study of Canadian women within the transit industry to help elucidate the hidden contextual, social, and organizational factors contributing to persistent gender disparities. For the qualitative phase of the research, women in senior leadership positions (n = 9) participated in semi-structured interviews guided by and analyzed using grounded theory (Charmaz, 2014). The interview results informed the quantitative phase where women in various roles within the transit industry (n = 50) completed online surveys measuring experiences at work, performance evaluations, and opportunities for professional growth. Our results support the exacerbating role of meritocracy that helps explain continued constraints and barriers for women from attraction and retention to promotion and leadership. Women are pressured to conform and perform, often at the cost of authenticity, opportunities for advancement, and well-being to survive within meritocratic establishments in order to ascend into C-Suite jobs. The results of this study have practical implications for transit service organizations that are enacting Equity, Diversity, and Inclusion strategic plans.
{"title":"The Malevolent Mask of Meritocracy in Perpetuating Gender Disparities within the Canadian Transit Industry","authors":"Brandy Doan-Goss, Lindsey Jaber, Jesse Scott, Josipa Petrunić","doi":"10.33844/ijol.2023.60375","DOIUrl":"https://doi.org/10.33844/ijol.2023.60375","url":null,"abstract":"Gender leadership and pay differentials continue to plague women employed in the male-dominated Canadian transit industry despite focusing on equal pay and gender equity strategies. We conducted a sequential mixed-method study of Canadian women within the transit industry to help elucidate the hidden contextual, social, and organizational factors contributing to persistent gender disparities. For the qualitative phase of the research, women in senior leadership positions (n = 9) participated in semi-structured interviews guided by and analyzed using grounded theory (Charmaz, 2014). The interview results informed the quantitative phase where women in various roles within the transit industry (n = 50) completed online surveys measuring experiences at work, performance evaluations, and opportunities for professional growth. Our results support the exacerbating role of meritocracy that helps explain continued constraints and barriers for women from attraction and retention to promotion and leadership. Women are pressured to conform and perform, often at the cost of authenticity, opportunities for advancement, and well-being to survive within meritocratic establishments in order to ascend into C-Suite jobs. The results of this study have practical implications for transit service organizations that are enacting Equity, Diversity, and Inclusion strategic plans.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135925508","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 : 2023-09-21DOI: 10.33844/ijol.2023.60376
Cynthia Kanyanja, Stephen Muathe, Hawrra H.Abbas Al-Rubiae
Many public sector agencies fail to attain their performance targets because of flaws in their strategy implementation processes. There is no guarantee that the formulation and implementation of strategies automatically translate to organizational success owing to the complex yet delicate nature of strategic management. Thus, the present study examined the effect of strategy implementation on the performance of Kenya National Highways Authority (KeNHA), focusing on strategic leadership adoption, resource allocation, communication system, organizational culture, and organizational structure as the independent variables. The study was anchored on the resource-based view theory, Edgar Schein Theory, systems theory, and the upper echelons theory. A descriptive design was used, and the target population included 187 top managers working indifferent departments at KeNHA. The study used stratified and random sampling techniques to select94 participants to the study. Closed-ended questionnaires were used to collect primary data from the participants. A Likert scale of 1 to 5 was used to evaluate the participants' responses. The means, standard deviations, and aggregate means of the participants’ responses were calculated and presented in tables. The results indicated that strategic leadership adoption, resource allocation, communication system, organizational culture, and organizational structure influenced KeNHA’s performance but to varying extents. Strategic leadership adoption had the biggest effect on performance. The research concluded that strategic leadership significantly and positively impacted KeNHA’s performance. The management of KeNHA and other road management agencies ought to prioritize strategic leadership practices in their strategy design and execution to achieve better performance outcomes. The findings exhort further research on strategic management aspects in KeNHA’s external environment and their effect on organizational performance.
{"title":"Strategic Approaches in Strategy Implementation and Performance of Kenya National Highways Authority","authors":"Cynthia Kanyanja, Stephen Muathe, Hawrra H.Abbas Al-Rubiae","doi":"10.33844/ijol.2023.60376","DOIUrl":"https://doi.org/10.33844/ijol.2023.60376","url":null,"abstract":"Many public sector agencies fail to attain their performance targets because of flaws in their strategy implementation processes. There is no guarantee that the formulation and implementation of strategies automatically translate to organizational success owing to the complex yet delicate nature of strategic management. Thus, the present study examined the effect of strategy implementation on the performance of Kenya National Highways Authority (KeNHA), focusing on strategic leadership adoption, resource allocation, communication system, organizational culture, and organizational structure as the independent variables. The study was anchored on the resource-based view theory, Edgar Schein Theory, systems theory, and the upper echelons theory. A descriptive design was used, and the target population included 187 top managers working indifferent departments at KeNHA. The study used stratified and random sampling techniques to select94 participants to the study. Closed-ended questionnaires were used to collect primary data from the participants. A Likert scale of 1 to 5 was used to evaluate the participants' responses. The means, standard deviations, and aggregate means of the participants’ responses were calculated and presented in tables. The results indicated that strategic leadership adoption, resource allocation, communication system, organizational culture, and organizational structure influenced KeNHA’s performance but to varying extents. Strategic leadership adoption had the biggest effect on performance. The research concluded that strategic leadership significantly and positively impacted KeNHA’s performance. The management of KeNHA and other road management agencies ought to prioritize strategic leadership practices in their strategy design and execution to achieve better performance outcomes. The findings exhort further research on strategic management aspects in KeNHA’s external environment and their effect on organizational performance.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136154159","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 : 2023-09-17DOI: 10.33844/ijol.2023.60374
Sandeep Roy, Prakash Bahuguna, Neeraj Rawat, Frial Gemeel Abd
The field of performance management in public sectors has witnessed substantial growth in its literature, indicating the need for a systematic literature review. Over time, scholars have employed diverse approaches to reviewing this body of work. Previous systematic reviews conducted in 2004 and 2014 have shed light on the changes in research and practice that have occurred since then. In order to explore the most recent advancements in performance management in the public sector, bibliometric analysis of the research papers indexed in the Scopus database are reviewed and presented in this paper. This study aims to identify emerging research directions in this field by performing content analysis on relevant articles. In recent years, bibliometrics has gained significant traction as a prominent area of research. Scholars have increasingly turned to literature reviews and keyword analysis to synthesize and integrate the vast body of work accumulated over the past three decades in this field. By employing bibliometrics techniques, the aim is to explore the trends and patterns prevalent in literature. Following the study's objectives, the authors conducted a comprehensive literature review using relevant keywords to capture the breadth and depth of research in the field. Using Scopus, a well-established academic database, 868 documents were initially identified. However, after applying strict exclusion criteria, the list was refined to 209 documents, ensuring the selection of the most relevant studies. To further refine the selection and focus on articles with a strong academic standing, the research papers of journals having Australian Business Deans Council (ABDC) ranking of B and above were considered. Consequently, a subset of 88 articles emerged as the final sample for detailed analysis using VOS Viewer, a powerful tool for conducting thorough bibliometric investigations. The findings of this study present a comprehensive bibliometric analysis of the available literature on performance management in public sectors. While conducting a systematic examination of the available research, this study presents the major thematic clusters within the performance management domain in public sectors. Additionally, the analysis sheds light on the research fronts, providing valuable insight into the current research areas in performance management in public sectors and a roadmap for future research.
{"title":"Performance Management in Public Sector Organizations: A Bibliometric Analysis","authors":"Sandeep Roy, Prakash Bahuguna, Neeraj Rawat, Frial Gemeel Abd","doi":"10.33844/ijol.2023.60374","DOIUrl":"https://doi.org/10.33844/ijol.2023.60374","url":null,"abstract":"The field of performance management in public sectors has witnessed substantial growth in its literature, indicating the need for a systematic literature review. Over time, scholars have employed diverse approaches to reviewing this body of work. Previous systematic reviews conducted in 2004 and 2014 have shed light on the changes in research and practice that have occurred since then. In order to explore the most recent advancements in performance management in the public sector, bibliometric analysis of the research papers indexed in the Scopus database are reviewed and presented in this paper. This study aims to identify emerging research directions in this field by performing content analysis on relevant articles. In recent years, bibliometrics has gained significant traction as a prominent area of research. Scholars have increasingly turned to literature reviews and keyword analysis to synthesize and integrate the vast body of work accumulated over the past three decades in this field. By employing bibliometrics techniques, the aim is to explore the trends and patterns prevalent in literature. Following the study's objectives, the authors conducted a comprehensive literature review using relevant keywords to capture the breadth and depth of research in the field. Using Scopus, a well-established academic database, 868 documents were initially identified. However, after applying strict exclusion criteria, the list was refined to 209 documents, ensuring the selection of the most relevant studies. To further refine the selection and focus on articles with a strong academic standing, the research papers of journals having Australian Business Deans Council (ABDC) ranking of B and above were considered. Consequently, a subset of 88 articles emerged as the final sample for detailed analysis using VOS Viewer, a powerful tool for conducting thorough bibliometric investigations. The findings of this study present a comprehensive bibliometric analysis of the available literature on performance management in public sectors. While conducting a systematic examination of the available research, this study presents the major thematic clusters within the performance management domain in public sectors. Additionally, the analysis sheds light on the research fronts, providing valuable insight into the current research areas in performance management in public sectors and a roadmap for future research.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"81 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135259526","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 : 2023-09-11DOI: 10.33844/ijol.2023.60373
Azman Ismail, Nursaadatun Ahmad, Soliha Sanusi, Nur Ibrahim, Mustafa Tunca
This study assesses a direct effect of coaching style leadership on work-related attitudes and an indirect effect of employees’ belief in their abilities to handle jobs in the relationship between coaching style leadership and job satisfaction. The cross-sectional research design was employed to collect 579 survey questionnaires from employees in the Malaysian public sector. The SmartPLS was utilized to evaluate the measurement model and structural model. The adequacy of the study sample met that rule of thumb criterion, and the response bias was not present in the study sample. This study only used survey questionnaires that had no missing values, straight-lining answers, outliers, and non-normal data distribution. The indicators that represent each study construct in the model measurement satisfied the validity and reliability standards. The structural equation modeling test displayed that employees’ belief in their abilities to handle the job and job satisfaction was directly affected by leaders’ guidance and facilitation. Further, the effect of leaders’ guidance and facilitation on job satisfaction was indirectly affected by employees’ belief in their abilities to handle the job. This finding is useful to guide practitioners in understanding diverse viewpoints of employees’ belief in their abilities to handle job and plan an effective developmental relationship framework to maintain and upgrade organizational sustainability in times of global economy and turbulent environment.
{"title":"Keeping Up Job Satisfaction: Relationship between Coaching Style Leadership and Employees’ Belief in Their Abilities to Handle Job","authors":"Azman Ismail, Nursaadatun Ahmad, Soliha Sanusi, Nur Ibrahim, Mustafa Tunca","doi":"10.33844/ijol.2023.60373","DOIUrl":"https://doi.org/10.33844/ijol.2023.60373","url":null,"abstract":"This study assesses a direct effect of coaching style leadership on work-related attitudes and an indirect effect of employees’ belief in their abilities to handle jobs in the relationship between coaching style leadership and job satisfaction. The cross-sectional research design was employed to collect 579 survey questionnaires from employees in the Malaysian public sector. The SmartPLS was utilized to evaluate the measurement model and structural model. The adequacy of the study sample met that rule of thumb criterion, and the response bias was not present in the study sample. This study only used survey questionnaires that had no missing values, straight-lining answers, outliers, and non-normal data distribution. The indicators that represent each study construct in the model measurement satisfied the validity and reliability standards. The structural equation modeling test displayed that employees’ belief in their abilities to handle the job and job satisfaction was directly affected by leaders’ guidance and facilitation. Further, the effect of leaders’ guidance and facilitation on job satisfaction was indirectly affected by employees’ belief in their abilities to handle the job. This finding is useful to guide practitioners in understanding diverse viewpoints of employees’ belief in their abilities to handle job and plan an effective developmental relationship framework to maintain and upgrade organizational sustainability in times of global economy and turbulent environment.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"61 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136025911","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 : 2023-09-04DOI: 10.33844/ijol.2023.60372
Michelle Vita, Stephen Muathe
Organizational performance is vital for conceptual and empirical research in strategic management. Strategic choice serves as the link between the organization and the operational environment. In the unpredictable and competitive business environment, it is paramount for organizations to enforce strategic decisions that will direct them to cope with changes in the background and attain a competitive advantage. Kenya Revenue Authority (KRA), a government-owned organization mandated to collect, assess, and account for all revenues, has faced sincere challenges in its operations and management. This study aimed to investigate the influence of technology adoption, tax base expansion, taxpayers' education, customer service, and strategy communication on the performance of Kenya Revenue Authority. The guiding theories were the resource-based view theory, the balanced scorecard, and the dynamic capabilities theory. A descriptive survey research design was adopted, targeting 90 top and middle-level departmental employees as the unit of analysis. Proportionate stratified and random sampling was used as the sampling technique. The data collection instrument was a pilot-tested questionnaire for accurate measurement examination. The study findings revealed that the five independent variables explain 60.8% of Kenya Revenue Authority's performance, as shown by R squared. The study revealed that adopting technology and customer service had the most impact on KRA’s performance. Tax base expansion, taxpayers’ education, and strategy communication also had a significant impact on the organization’s performance. The study recommends that for the organization to have continued improved performance, it should focus on enhancing its technological systems, expanding its tax base, providing efficient customer support, offering continued taxpayers’ education, and ensuring proper and effective communication of its strategies to staff. The study also recommends that other government-owned companies, corporations or agencies that seek to improve performance should incorporate strategic choice in their operations.
{"title":"The Role of Technology Adoption, Tax Base Expansion, Taxpayers' Education, Customer Service, and Strategy Communication on the Organizational Performance of Kenya Revenue Authority","authors":"Michelle Vita, Stephen Muathe","doi":"10.33844/ijol.2023.60372","DOIUrl":"https://doi.org/10.33844/ijol.2023.60372","url":null,"abstract":"Organizational performance is vital for conceptual and empirical research in strategic management. Strategic choice serves as the link between the organization and the operational environment. In the unpredictable and competitive business environment, it is paramount for organizations to enforce strategic decisions that will direct them to cope with changes in the background and attain a competitive advantage. Kenya Revenue Authority (KRA), a government-owned organization mandated to collect, assess, and account for all revenues, has faced sincere challenges in its operations and management. This study aimed to investigate the influence of technology adoption, tax base expansion, taxpayers' education, customer service, and strategy communication on the performance of Kenya Revenue Authority. The guiding theories were the resource-based view theory, the balanced scorecard, and the dynamic capabilities theory. A descriptive survey research design was adopted, targeting 90 top and middle-level departmental employees as the unit of analysis. Proportionate stratified and random sampling was used as the sampling technique. The data collection instrument was a pilot-tested questionnaire for accurate measurement examination. The study findings revealed that the five independent variables explain 60.8% of Kenya Revenue Authority's performance, as shown by R squared. The study revealed that adopting technology and customer service had the most impact on KRA’s performance. Tax base expansion, taxpayers’ education, and strategy communication also had a significant impact on the organization’s performance. The study recommends that for the organization to have continued improved performance, it should focus on enhancing its technological systems, expanding its tax base, providing efficient customer support, offering continued taxpayers’ education, and ensuring proper and effective communication of its strategies to staff. The study also recommends that other government-owned companies, corporations or agencies that seek to improve performance should incorporate strategic choice in their operations.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135453598","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 : 2023-08-13DOI: 10.33844/ijol.2023.60369
Aneel Kumar, Bushra Memon, Zahid Hussain Sohu, Muhammad Waqas Maharvi
Building on the premises of person-job fit theory (Edwards, 1991), taking skill variety as the job characteristic (Hackman & Oldham, 1975, 1976) and polychronicity as an individual’s value, we seek to determine the interactive effect of skill variety and polychronicity on the job satisfaction level of garments’ franchise employees. Primary data were collected from the 175 employees of 24 franchise outlets of various well known garments’ companies located in Sukkur district of the Sindh province of Pakistan by applying random sampling. The results showed a positive and significant effect of skill variety on job satisfaction, as hypothesized. Further, moderation analysis showed the significant interactive effect of skill variety and polychronicity on job satisfaction, as hypothesized. The interaction graph showed that the relationship between the independent variable (i.e., skill variety) and dependent variable (i.e., job satisfaction) was stronger when the level of moderating variable (i.e., polychronicity) was high as compared to when it was low. Focusing on the behavioural aspects of the jobs, HRM managers designing the jobs of employees should consider both the job and individual characteristics. A fit between the job such as jobs offering skill variety, and the employees’ values such as polychronicity can yield the best possible outcome i.e., job satisfaction.
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Pub Date : 2023-08-01DOI: 10.33844/ijol.2023.60367
Fikret Sözbilir
In this study, the interaction between emotional intelligence, organizational identification, and creativity performance was examined. In addition, it was aimed to make recommendations depending on the results regarding the impact of emotional intelligence and organizational identification on creativity performance. It was designed as an empirical study, and the data on emotional intelligence, organizational identification, and creativity performance perceptions were gathered from 1136 employees working at 37 tea factories in Türkiye by questionnaire. The data were analyzed by performing reliability, validity, correlation, and regression tests with SPSS 25, and the results are given in tables. The results showed that emotional intelligence-overall, emotional recognition, and emotional facilitation significantly impact organizational identification and creativity performance. It was also revealed that emotional intelligence overall, emotional recognition, emotional facilitation, and emotional regulation significantly impact creativity performance. This study hopes to provide practical management knowledge to organizations to improve their creativity performance by enhancing their employees' emotional intelligence and organizational identification. This study explored the factors that affect creativity performance in terms of both emotional intelligence and organizational identification. It fills an important gap by providing greater clarity with regard to creativity performance. In addition, the study has value from the perspective of results from a big public enterprise.
{"title":"The Impact of Emotional Intelligence and Organizational Identification on Creativity Performance","authors":"Fikret Sözbilir","doi":"10.33844/ijol.2023.60367","DOIUrl":"https://doi.org/10.33844/ijol.2023.60367","url":null,"abstract":"In this study, the interaction between emotional intelligence, organizational identification, and creativity performance was examined. In addition, it was aimed to make recommendations depending on the results regarding the impact of emotional intelligence and organizational identification on creativity performance. It was designed as an empirical study, and the data on emotional intelligence, organizational identification, and creativity performance perceptions were gathered from 1136 employees working at 37 tea factories in Türkiye by questionnaire. The data were analyzed by performing reliability, validity, correlation, and regression tests with SPSS 25, and the results are given in tables. The results showed that emotional intelligence-overall, emotional recognition, and emotional facilitation significantly impact organizational identification and creativity performance. It was also revealed that emotional intelligence overall, emotional recognition, emotional facilitation, and emotional regulation significantly impact creativity performance. This study hopes to provide practical management knowledge to organizations to improve their creativity performance by enhancing their employees' emotional intelligence and organizational identification. This study explored the factors that affect creativity performance in terms of both emotional intelligence and organizational identification. It fills an important gap by providing greater clarity with regard to creativity performance. In addition, the study has value from the perspective of results from a big public enterprise.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":"36 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135003745","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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