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":null,"pages":null},"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":null,"pages":null},"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.
{"title":"Polychronicity as Moderator in the Relationship between Skill Variety and Job Satisfaction","authors":"Aneel Kumar, Bushra Memon, Zahid Hussain Sohu, Muhammad Waqas Maharvi","doi":"10.33844/ijol.2023.60369","DOIUrl":"https://doi.org/10.33844/ijol.2023.60369","url":null,"abstract":"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.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135309610","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 : 2023-08-01DOI: 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":null,"pages":null},"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}
Pub Date : 2023-06-07DOI: 10.33844/ijol.2023.60355
Ruslan Kalenychenko, V. Mozalov, I. Petukhova, Iryna Yevchenko
Transformational leadership is seen as a mediator of employee voice behavior. This study attempts to investigate the influence of leadership style as an organizational variable that can motivate employee voice behavior and expand understanding of the relationship between personal characteristics and employee voice. The research was conducted among public sector employees online. A total of 410 questionnaires were collected. After the elimination of invalid questionnaires, 356 questionnaires were received. For data processing, we used the six-item Employee Voice Questionnaire, the 17-item Proactive Personality Scale (PPS), and the Multifactor Leadership Questionnaire (MLQ- 5S). The result shows that leadership style as an important organizational variable helps employees with a proactive personality to show more positive behavior. Transformational leadership style positively and significantly moderates the relationship between proactive personality and employee voice.
{"title":"The Role of Transformational Leadership in the Relationship between Proactive Personality and Employee Voice among Male and Female Nurses","authors":"Ruslan Kalenychenko, V. Mozalov, I. Petukhova, Iryna Yevchenko","doi":"10.33844/ijol.2023.60355","DOIUrl":"https://doi.org/10.33844/ijol.2023.60355","url":null,"abstract":"Transformational leadership is seen as a mediator of employee voice behavior. This study attempts to investigate the influence of leadership style as an organizational variable that can motivate employee voice behavior and expand understanding of the relationship between personal characteristics and employee voice. The research was conducted among public sector employees online. A total of 410 questionnaires were collected. After the elimination of invalid questionnaires, 356 questionnaires were received. For data processing, we used the six-item Employee Voice Questionnaire, the 17-item Proactive Personality Scale (PPS), and the Multifactor Leadership Questionnaire (MLQ- 5S). The result shows that leadership style as an important organizational variable helps employees with a proactive personality to show more positive behavior. Transformational leadership style positively and significantly moderates the relationship between proactive personality and employee voice.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85994709","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 : 2023-06-01DOI: 10.33844/ijol.2023.60354
Ayshe Hyusein, S. Eyupoglu
This study investigates the effect of ethical leadership on positive and negative discretionary behaviours, and management of perceived organisational politics levels. Specifically, the role of ethical leadership in organisational politics through the mediating role of social loafing was examined. Three hundred academics responded and completed the questionnaire. Ethical leadership theory was used alongside group engagement and collective effort models. Structural equation modelling, and regression analyses through bootstrapping techniques were directed to assess the model and the hypotheses. Statistical findings verified that ethical leadership stimulated employees to reduce their tendency to loaf and general social loafing levels, which subsequently enhanced employee ability to deal with perceived organisational politics in the workplace, be it positive or negative. Thus, by mitigating employee social loafing intentions, an ethical leader creates a transparent organisational environment and drastically improves employee efficiency by decreasing costs which would impact the company's bottom lines. Our findings expand the existing theory on ethical leadership, social loafing, and organisational politics by asserting the mediating effect of social loafing as a consequence of strategies constructed by an ethical leader reflected at the workplace organisational politics levels. Theoretical and practical implications for organisations and managers are discussed.
{"title":"Ethical Leadership and Perceived Organisational Politics: The Mediating Role of Social Loafing","authors":"Ayshe Hyusein, S. Eyupoglu","doi":"10.33844/ijol.2023.60354","DOIUrl":"https://doi.org/10.33844/ijol.2023.60354","url":null,"abstract":"This study investigates the effect of ethical leadership on positive and negative discretionary behaviours, and management of perceived organisational politics levels. Specifically, the role of ethical leadership in organisational politics through the mediating role of social loafing was examined. Three hundred academics responded and completed the questionnaire. Ethical leadership theory was used alongside group engagement and collective effort models. Structural equation modelling, and regression analyses through bootstrapping techniques were directed to assess the model and the hypotheses. Statistical findings verified that ethical leadership stimulated employees to reduce their tendency to loaf and general social loafing levels, which subsequently enhanced employee ability to deal with perceived organisational politics in the workplace, be it positive or negative. Thus, by mitigating employee social loafing intentions, an ethical leader creates a transparent organisational environment and drastically improves employee efficiency by decreasing costs which would impact the company's bottom lines. Our findings expand the existing theory on ethical leadership, social loafing, and organisational politics by asserting the mediating effect of social loafing as a consequence of strategies constructed by an ethical leader reflected at the workplace organisational politics levels. Theoretical and practical implications for organisations and managers are discussed.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85213953","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 : 2023-06-01DOI: 10.33844/ijol.2023.60359
Chau Van Thuong, Harwindar Singh
This empirical study introduces a combination of financial and nonfinancial performance measurements based on the Balanced Scorecard (BSC) concept for advanced decision science in firm performance management processes. A need exists to confirm the BSC’s true value in the management process for achieving firm performance. The suitable sample size for testing this study’s model was 265 Vietnamese enterprises, all applying the BSC in their business administration. The data were collected using a questionnaire survey administered to the Vietnamese enterprises in Ho Chi Minh City (HCMC). The information was gathered through a questionnaire survey distributed to Vietnamese businesses in HCMC using a convenience sampling technique. The data was input into SPSS to t est the study’s model and hypotheses. The study outcomes indicated a significant relationship between BSC usage and the enterprises’ performance. When enterprises changed key factors in the BSC, their overall performance level also changed. The study’s results also indicated that enterprises' overall performance can have financial and nonfinancial components. Based on the results, the researcher recommends that Vietnamese enterprises can reference and apply the valuable data and knowledge provided by this study to restructure their strategic management. Thus, they could attain higher overall performance in their business, management, operational, and manufacturing sectors.
{"title":"The Impact of a Balanced Scorecard on Enterprise Performance in Ho Chi Minh City, Vietnam","authors":"Chau Van Thuong, Harwindar Singh","doi":"10.33844/ijol.2023.60359","DOIUrl":"https://doi.org/10.33844/ijol.2023.60359","url":null,"abstract":"This empirical study introduces a combination of financial and nonfinancial performance measurements based on the Balanced Scorecard (BSC) concept for advanced decision science in firm performance management processes. A need exists to confirm the BSC’s true value in the management process for achieving firm performance. The suitable sample size for testing this study’s model was 265 Vietnamese enterprises, all applying the BSC in their business administration. The data were collected using a questionnaire survey administered to the Vietnamese enterprises in Ho Chi Minh City (HCMC). The information was gathered through a questionnaire survey distributed to Vietnamese businesses in HCMC using a convenience sampling technique. The data was input into SPSS to t est the study’s model and hypotheses. The study outcomes indicated a significant relationship between BSC usage and the enterprises’ performance. When enterprises changed key factors in the BSC, their overall performance level also changed. The study’s results also indicated that enterprises' overall performance can have financial and nonfinancial components. Based on the results, the researcher recommends that Vietnamese enterprises can reference and apply the valuable data and knowledge provided by this study to restructure their strategic management. Thus, they could attain higher overall performance in their business, management, operational, and manufacturing sectors.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83689747","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 : 2023-06-01DOI: 10.33844/ijol.2023.60360
Lipika Arif, S. Chaudhury, Lisa LaCross
The emphasis of the current study is to investigate the relationship between leader integrity, and employees perceived inclusion in the workplace where Leader-Member Exchange (LMX) plays a mediating role. This study proposes and tests a mediation model to explain how leader integrity impacts employees’ perceived inclusion from the employe es’ points of view. Drawing from the social exchange theory, this study argues that leader integrity affects LMX relationships, subsequently affecting employees' perceived inclusion at work. Time-lagged data were collected from a public-school system in the southeastern United States using a field survey research design. The hypothesized relationships were examined using data from 263 (n = 263) full-time teachers and staff from 79 elementary, middle, and high schools, with an approximate average of four participants for each school/principal. The results confirm that leader integrity is positively related to LMX, and LMX is positively associated with employees’ perceived inclusion. Furthermore, there is a significant mediating effect in the relationship. These results suggest that leader integrity and LMX are critical for establishing perceived inclusion. By being the first study to consider LMX as a mediator from leader integrity for predicting perceived inclusion, this study contented a theoretical gap in the literature, thus advancing our knowledge of integrity in leadership and its relationship with other organizational phenomena. Finally, the paper discusses theoretical and practical implications, limitations, and future research directions.
{"title":"Understanding Leader Integrity on Employees’ Perceived Inclusion through Mediating Role of Leader-Member Exchange","authors":"Lipika Arif, S. Chaudhury, Lisa LaCross","doi":"10.33844/ijol.2023.60360","DOIUrl":"https://doi.org/10.33844/ijol.2023.60360","url":null,"abstract":"The emphasis of the current study is to investigate the relationship between leader integrity, and employees perceived inclusion in the workplace where Leader-Member Exchange (LMX) plays a mediating role. This study proposes and tests a mediation model to explain how leader integrity impacts employees’ perceived inclusion from the employe es’ points of view. Drawing from the social exchange theory, this study argues that leader integrity affects LMX relationships, subsequently affecting employees' perceived inclusion at work. Time-lagged data were collected from a public-school system in the southeastern United States using a field survey research design. The hypothesized relationships were examined using data from 263 (n = 263) full-time teachers and staff from 79 elementary, middle, and high schools, with an approximate average of four participants for each school/principal. The results confirm that leader integrity is positively related to LMX, and LMX is positively associated with employees’ perceived inclusion. Furthermore, there is a significant mediating effect in the relationship. These results suggest that leader integrity and LMX are critical for establishing perceived inclusion. By being the first study to consider LMX as a mediator from leader integrity for predicting perceived inclusion, this study contented a theoretical gap in the literature, thus advancing our knowledge of integrity in leadership and its relationship with other organizational phenomena. Finally, the paper discusses theoretical and practical implications, limitations, and future research directions.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80028491","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 : 2023-06-01DOI: 10.33844/ijol.2023.60357
zainab Kodai, Alawia Saeed Osman Alzobeer
For over ten years, research on knowledge sharing has been a subject of focus, with the understanding that it can contribute to an organization's success. However, in Saudi Arabia, relatively little research has been conducted on this topic compared to other countries. The present study explores the impact of social trust, networks, and shared goals on the perception of academics in high-learning educational institutions toward knowledge sharing in Saudi Arabia. The study employs social trust, networks, and shared goals as independent variables. It examines their influence on attitudes toward knowledge sharing while considering control variables such as gender and experience. Data was assembled through a survey method using purposive sampling, and 88 usable responses from HEIs were analyzed. The study's findings proposed a positive relationship between social trust, social network, shared goals, and academic attitudes toward knowledge sharing. These results can benefit Saudi HEIs in developing policies to become knowledge-based institutions. The researcher recommends building a supportive and inspiring work environment for academics in order to exchange their knowledge with each other. The researcher addresses the limitations of the current study and provides a valuable suggestion for future research; conducting a comparative study that focuses on knowledge-sharing practices is recommended. This study does not explore mediating variables, so considering incentives as a mediating factor may result in valuable results for both public and private higher education institutions and business organizations within the context of Saudi.
{"title":"Investigation of the Influence of Social Trust, Network, and Shared Goals on Sharing Knowledge Attitudes among Saudi Academics in Higher Education Institutions","authors":"zainab Kodai, Alawia Saeed Osman Alzobeer","doi":"10.33844/ijol.2023.60357","DOIUrl":"https://doi.org/10.33844/ijol.2023.60357","url":null,"abstract":"For over ten years, research on knowledge sharing has been a subject of focus, with the understanding that it can contribute to an organization's success. However, in Saudi Arabia, relatively little research has been conducted on this topic compared to other countries. The present study explores the impact of social trust, networks, and shared goals on the perception of academics in high-learning educational institutions toward knowledge sharing in Saudi Arabia. The study employs social trust, networks, and shared goals as independent variables. It examines their influence on attitudes toward knowledge sharing while considering control variables such as gender and experience. Data was assembled through a survey method using purposive sampling, and 88 usable responses from HEIs were analyzed. The study's findings proposed a positive relationship between social trust, social network, shared goals, and academic attitudes toward knowledge sharing. These results can benefit Saudi HEIs in developing policies to become knowledge-based institutions. The researcher recommends building a supportive and inspiring work environment for academics in order to exchange their knowledge with each other. The researcher addresses the limitations of the current study and provides a valuable suggestion for future research; conducting a comparative study that focuses on knowledge-sharing practices is recommended. This study does not explore mediating variables, so considering incentives as a mediating factor may result in valuable results for both public and private higher education institutions and business organizations within the context of Saudi.","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89182689","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 : 2023-06-01DOI: 10.33844/ijol.2023.60358
K. Çek, Ozlem Ercantan
Academics and professionals frequently relate the success of environmental, social, and corporate governance (ESG) performance to a company's financial performance. Due to their potential to reduce a company's sustainability challenges, environmental innovation and ESG have attracted considerable attention in the business environment and academia. This study aims to investigate the relationship between environmental innovation, ESG, sustainable supply chain management
{"title":"The Relationship between Environmental Innovation, Sustainable Supply Chain Management, and Financial Performance: The Moderating Role of Environmental, Social and Corporate Governance","authors":"K. Çek, Ozlem Ercantan","doi":"10.33844/ijol.2023.60358","DOIUrl":"https://doi.org/10.33844/ijol.2023.60358","url":null,"abstract":"Academics and professionals frequently relate the success of environmental, social, and corporate governance (ESG) performance to a company's financial performance. Due to their potential to reduce a company's sustainability challenges, environmental innovation and ESG have attracted considerable attention in the business environment and academia. This study aims to investigate the relationship between environmental innovation, ESG, sustainable supply chain management","PeriodicalId":43385,"journal":{"name":"International Journal of Organizational Leadership","volume":null,"pages":null},"PeriodicalIF":1.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75024459","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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