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Industry dynamism, SC risk management strategies and manufacturing plant performance 行业动态、SC 风险管理战略和制造厂绩效
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-07-05 DOI: 10.1108/ijppm-12-2023-0692
Sujeet Deshpande, Manoj Hudnurkar

Purpose

According to extant Supply Chain Risk Management (SCRM) literature, manufacturing firms must align their choice of SC bridging or buffering strategies with their operating environment to achieve high plant performance and minimize SC disruption impacts. However, very few empirical studies have examined the relative performance of these strategies in dynamic industry environments. This study aims to address this research gap. This study also seeks to supplement the limited empirical research that has examined the empirical relationships between a firm’s Supply Base Complexity (SBC), the likelihood of SC disruptions, and plant performance.

Design/methodology/approach

This study uses data from a cross-sectional survey of 202 manufacturing firms in India. The data is analyzed, and the study hypotheses are tested using PLS path modeling and SPSS PROCESS Macro.

Findings

The study shows that increased SBC leads to an increased frequency of SC disruptions with a negative impact on plant performance. The study also finds that the firm’s implementation of SC bridging or buffering strategies effectively moderates this performance impact. However, the study results do not support the hypothesis that industry dynamism moderates the relative effectiveness of SC bridging or buffering strategies in mitigating the negative impact of SC disruptions.

Originality/value

The study adds to the limited empirical research examining the SC disruption risk associated with SBC and the resulting performance impact. It addresses a gap in extant research by evaluating the efficacy of SC bridging and buffering strategies in mitigating this performance impact in dynamic industry environments.

目的根据现有的供应链风险管理(SCRM)文献,制造企业必须根据其运营环境选择供应链桥接或缓冲策略,以实现较高的工厂绩效并将供应链中断的影响降至最低。然而,很少有实证研究考察这些战略在动态行业环境中的相对表现。本研究旨在填补这一研究空白。本研究还试图对有限的实证研究进行补充,这些研究考察了企业的供应基地复杂性(SBC)、SC 中断的可能性和工厂绩效之间的实证关系。研究结果表明,SBC 的增加会导致 SC 中断频率的增加,从而对工厂绩效产生负面影响。研究还发现,企业实施 SC 桥接或缓冲战略可有效调节这种绩效影响。然而,研究结果并不支持以下假设,即行业动态会调节 SC 桥接或缓冲策略在减轻 SC 干扰负面影响方面的相对有效性。它通过评估 SC 桥接和缓冲策略在动态行业环境中减轻这种性能影响的功效,填补了现有研究的空白。
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引用次数: 0
Hybrid working – Benefits and challenges for productivity and performance 混合式工作--提高生产率和绩效的优势与挑战
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-07-04 DOI: 10.1108/ijppm-05-2023-0230
Simon Williams, Nicky Shaw

Purpose

We explore the benefits and challenges for organisations using hybrid working practices post-pandemic. We focus upon the non-profit English social housing sector; however, this research is relevant to any organisation adopting hybrid working practices. The implications for productivity and performance management of hybrid practices are currently not well understood.

Design/methodology/approach

Within this Reflective Practice work, we apply a dual-theoretic lens to a new Ways of Working tool and adopt a mixed methods approach. First scoping interviews were conducted with senior managers possessing strategic knowledge of their organisations’ approaches to hybrid working. Secondly, a large-scale survey was administered to evaluate employees’ perceptions of hybrid working, including their concerns for future impacts.

Findings

Our data identify several benefits and challenges associated with hybrid working. Reclaimed commuting time was deemed a positive benefit, alongside greater personal time, work-life balance and (for the majority) less-interrupted workspace. Challenges were identified regarding the transparency of staff reward and recognition, the potential for masked burnout and purposeful team communication.

Research limitations/implications

Due to the unique context of the pandemic and widespread, but sudden adoption of home- and hybrid working, this study can be taken as a snapshot in time as organisations recalibrate the consequences of new ways of working.

Originality/value

Despite hybrid working having been possible for decades, many articles describe typical benefits (e.g. less commuting time) and challenges (e.g. organisational culture) without fully understanding productivity and performance implications. To explore this, we extend Palvalin et al.’s (2015) Tool by establishing a theoretical foundation through the conservation of resources theory and practice theory.

目的我们探讨了大流行后采用混合工作方法的组织所面临的益处和挑战。我们将重点放在非营利性的英国社会住房领域,但这项研究也适用于任何采用混合工作方法的组织。在这项反思性实践工作中,我们将双重理论视角应用于新的工作方式工具,并采用了混合方法。首先,我们对拥有本组织混合工作方式战略知识的高级管理人员进行了范围界定访谈。其次,进行了一项大规模调查,以评估员工对混合工作方式的看法,包括他们对未来影响的担忧。除了更多的个人时间、工作与生活的平衡以及(对大多数人而言)更少干扰的工作空间之外,节省通勤时间也被认为是一个积极的好处。研究的局限性/影响由于大流行病的特殊背景以及在家工作和混合工作方式的广泛而突然的采用,这项研究可以被看作是组织重新调整新工作方式后果时的一个时间快照。原创性/价值尽管混合工作方式已经存在了几十年,但许多文章在描述其典型优势(如减少通勤时间)和挑战(如组织文化)时,并没有充分理解其对生产率和绩效的影响。为了探讨这个问题,我们扩展了 Palvalin 等人(2015 年)的工具,通过资源保护理论和实践理论建立了一个理论基础。
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引用次数: 0
Responsible leadership and organizational sustainability performance: investigating the mediating role of sustainable HRM 负责任的领导与组织可持续性绩效:研究可持续人力资源管理的中介作用
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-07-04 DOI: 10.1108/ijppm-03-2023-0115
Neelam Nakra, Vaneet Kashyap

Purpose

The purpose of the present study is to investigate the role of responsible leadership in impacting organizational sustainability performance grounded in the stakeholder theory. Further, it delves into the underlying mechanism that accentuates the link between responsible leadership and organizational sustainability performance via mediating role of sustainable HRM practices within the organization.

Design/methodology/approach

The study follows a cross-sectional research design using data collected via questionnaire-based survey from employees working in top 100 NSE listed organizations in India. The proposed hypotheses of the research were tested using SPSS Process Macro.

Findings

Results depicted that there is a direct relationship between responsible leadership and organizational sustainability performance. However, the relationship is better explained with a mediating role of sustainable HRM practices within the organization.

Practical implications

The study is helpful for the practitioners to understand the instrumentality of responsible leadership and sustainable HRM practices within Indian organizations. Moreover, the study promotes the relevance of achieving sustainability-oriented goals of the organizations.

Originality/value

The study fosters the limited research on the integration of leadership style and HRM function. The results further add to literature on sustainable HRM by studying its antecedents and consequences.

本研究的目的是以利益相关者理论为基础,调查责任型领导在影响组织可持续性绩效方面的作用。此外,本研究还通过组织内可持续人力资源管理实践的中介作用,深入探讨了责任型领导与组织可持续发展绩效之间的内在联系机制。本研究采用横截面研究设计,通过问卷调查的方式收集印度前 100 家 NSE 上市企业员工的数据。研究结果表明,责任型领导与组织可持续性绩效之间存在直接关系。实践意义该研究有助于从业人员了解印度组织中责任型领导力和可持续人力资源管理实践的工具性。此外,该研究还促进了组织实现以可持续发展为导向的目标的相关性。原创性/价值该研究促进了有关领导风格与人力资源管理职能整合的有限研究。通过研究可持续人力资源管理的前因后果,研究结果进一步丰富了有关可持续人力资源管理的文献。
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引用次数: 0
An integrated multi-criteria decision-making approach for sustainable supply chain performance evaluation from a manufacturing perspective 从制造业角度评估可持续供应链绩效的多标准综合决策方法
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-06-28 DOI: 10.1108/ijppm-09-2023-0464
Imadeddine Oubrahim, Naoufal Sefiani
<h3>Purpose</h3><p>Over the last 2 decades, supply chain sustainability research has become a highly dynamic and fruitful study area. This field has garnered significant attention due to its potential to reshape decision-making processes within supply chains. At the same time, the practical side of supply chain operations remains intensely competitive in today’s business landscape. Furthermore, the current academic research aims to outline effective strategies for achieving sustainability across supply chains, particularly in the manufacturing sector. In response to these challenges, this research has conducted an integrated multi-criteria decision-making approach to evaluate sustainable supply chain performance from the triple bottom line perspective, including financial, environmental, and social performance.</p><!--/ Abstract__block --><h3>Design/methodology/approach</h3><p>The initial stage involves selecting the crucial criteria (short-term and long-term) and alternatives for sustainable supply chain performance (SSCP) from experts and conducting an in-depth literature review. Initially, there were 17 criteria, but after a pilot test with co-authors and online discussions with experts, the number of criteria was subsequently reduced to 9. In the second phase, the Best-Worst Method (BWM) was applied to rank and prioritize the criteria. The third and final stage examined the causal relationship between the identified criteria, utilizing the Decision-Making Trial and Evaluation Laboratory (DEMATEL) technique.</p><!--/ Abstract__block --><h3>Findings</h3><p>Based on BWM analysis results, the top three criteria in terms of prominence are: (1) return on investment (ROI), (2) product quality, and (3) manufacturing lead time. Out of the three alternatives, financial performance (FP) is the most crucial dimension for SSCP, followed by environmental performance (ENP) and social performance (SP). On the other hand, the DEMATEL approach showed that work health and safety (short-term criterion), asset utilization (long-term criterion), energy consumption (long-term criterion), waste disposal (long-term criterion), manufacturing lead time (short-term criterion), and on-time delivery (short-term criterion) are categorized within the cause group, while criteria such as return on investment (ROI) (long-term criterion), customer-service level (short-term criterion), and product quality (long-term criterion) fall into the effect group.</p><!--/ Abstract__block --><h3>Research limitations/implications</h3><p>The proposed study has certain drawbacks that pave the way for future research directions. First, it is worth noting the need for a larger sample size to ensure the reliability of results, the potential inclusion of additional criteria to enhance the assessment of sustainability performance, and the consideration of a qualitative approach to gain deeper insights into the outcomes. In addition, fuzziness in qualitative subjective perception could be i
目的在过去的二十年里,供应链可持续性研究已成为一个极富活力、成果丰硕的研究领域。这一领域因其重塑供应链决策过程的潜力而备受关注。与此同时,在当今的商业环境中,供应链运营的实际操作方面仍然竞争激烈。此外,当前的学术研究旨在概述实现供应链可持续发展的有效战略,尤其是在制造业。为应对这些挑战,本研究采用综合多标准决策方法,从财务、环境和社会绩效等三重底线角度评估可持续供应链绩效。最初有 17 项标准,但经过与共同作者的试点测试以及与专家的在线讨论,标准数量随后减少到 9 项。在第二阶段,采用了最佳-最差法(BWM)对标准进行排序和优先排序。第三阶段,也是最后一个阶段,利用决策制定试验和评估实验室(DEMATEL)技术,研究了已确定标准之间的因果关系:(1) 投资回报率 (ROI),(2) 产品质量,(3) 生产周期。在这三个备选标准中,财务绩效(FP)是 SSCP 最关键的维度,其次是环境绩效(ENP)和社会绩效(SP)。另一方面,DEMATEL 方法显示,工作健康与安全(短期标准)、资产利用率(长期标准)、能源消耗(长期标准)、废物处理(长期标准)、制造周期(短期标准)和准时交货(短期标准)属于原因组,而投资回报率(长期标准)、客户服务水平(短期标准)和产品质量(长期标准)等标准属于影响组。首先,值得注意的是,需要更大的样本量以确保结果的可靠性,可能需要纳入更多标准以加强对可持续发展绩效的评估,以及考虑采用定性方法来深入了解结果。此外,在收集数据以确保其可靠性时,定性主观感知的模糊性可能是必要的,因为将专家的感知转化为精确的数值可能具有挑战性,因为人类的感知往往带有不确定性或模糊性因素。因此,未来的研究更适合采用模糊集成式 MCDM 框架来处理人类感知中的不确定性,使其成为一种更适合在传统 MCDM 方法可能被证明不足的情况下进行决策的方法。实践意义所提出的框架将使决策者能够更深入地了解各种决策标准是如何影响供应链可持续发展的,从而对供应链可持续发展进行全面评估,考虑到制造业中的财务、环境和社会绩效等多个维度。
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引用次数: 0
Performance management systems in startups: an analysis of stages of development and catalyst factors 初创企业的绩效管理系统:对发展阶段和催化因素的分析
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-06-27 DOI: 10.1108/ijppm-10-2023-0573
Victor Orona Claussen Mancebo, Daniel Magalhaes Mucci, Vanderlei dos Santos, Matheus dos Santos, Giovanna Yuli Kiyan

Purpose

This study aims to understand the manifestation and adherence of performance management system (PMS) components in Brazilian startups, concurrently considering the different stages of development and catalyzing factors.

Design/methodology/approach

We gathered data through semi-structured interviews with founders and C-level executives from 19 startups. We used an inductive and exploratory method to spot patterns and differences through content analysis, aiming for a contextual understanding of startup PMS manifestation.

Findings

We analyzed the PMS of each startup, highlighting the consistency and differences among PMS components in each stage, considering the value proposition, goals, performance perspectives, monitoring indicators, action plans and performance evaluation processes. We also observe various catalyst factors that played an important role in accelerating the early development of the PMS in each stage.

Practical implications

This study provides a practical understanding of the meaning of each PMS component maturity that could be applied to startups in different stages and the catalyzing factors that played an important role in accelerating the initial development of PMS, providing practitioners with a holistic and situated context approach.

Originality/value

This is one of the first studies to provide empirical evidence on the manifestation and adherence of different components of the PMS in Brazilian startups, considering concurrently the organizational life cycle and existing catalyzing factors to the reality of these organizations.

目的本研究旨在了解巴西初创企业绩效管理系统(PMS)各组成部分的表现和遵守情况,同时考虑不同的发展阶段和催化因素。我们采用归纳和探索性方法,通过内容分析发现模式和差异,旨在从背景上理解初创企业 PMS 的表现形式。研究结果我们分析了每家初创企业的 PMS,从价值主张、目标、绩效视角、监控指标、行动计划和绩效评估流程等方面,强调了每个阶段 PMS 各组成部分之间的一致性和差异。本研究提供了对 PMS 各组成部分成熟度含义的实际理解,可应用于处于不同阶段的初创企业,以及在加速 PMS 初期发展中发挥重要作用的催化因素,为从业人员提供了一种整体的情景式方法。独创性/价值:这是首批提供实证证据,说明巴西初创企业对项目管理系统不同组成部分的表现和遵守情况的研究之一,同时考虑到了组织生命周期和这些组织现实中的现有催化因素。
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引用次数: 0
Remote employee work performance in the meta COVID-19 era: evidence from Greece 元 COVID-19 时代的远程员工工作绩效:来自希腊的证据
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-06-25 DOI: 10.1108/ijppm-09-2023-0492
Kleanthis Konstantinos Katsaros

Purpose

By drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job, group and organizational levels) on remote employee work performance (i.e. task, adaptive and proactive) and to examine the potential role of work engagement.

Design/methodology/approach

Data were collected through a phased investigation in a branch of a multinational telecommunication company located in Greece. The research was carried out from September 2022 to December 2022. Firstly, 364 exclusively remote employees completed questionnaires examining work-related characteristics (i.e. change self-efficacy, work autonomy and perceived organizational support (POS)) as well as their work engagement. Consequently, their supervisors evaluated their work performance. The research model was tested with the use of structural equation modeling (SEM).

Findings

The research findings suggest that change self-efficacy, work autonomy, support from supervisors and organizational support positively influence employee work engagement as well as that work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Theoretical and practical implications of these findings are discussed.

Practical implications

The results indicate that if organizations manage to influence positively their employees’ work engagement by providing them with the necessary conditions and support (i.e. individual, group and organizational levels), they may increase their work performance in changing and complex times.

Originality/value

The research findings provide new insights into how workplace characteristics and work engagement may influence employee performance during turbulent times. The originality of this study lies in the finding that employees’ work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Further, the study refers to exclusively remote employees, and it was conducted in the meta coronavirus 2019 (COVID-19) era.

目的 通过借鉴互惠规范和员工敬业度理论,本研究旨在探讨工作场所特征(如个人、工作、群体和组织层面)对远程员工工作绩效(即任务、适应性和主动性)的影响,并研究工作敬业度的潜在作用。研究于 2022 年 9 月至 2022 年 12 月进行。首先,364 名专门从事远程工作的员工填写了调查问卷,调查与工作相关的特征(即变革自我效能感、工作自主性和感知组织支持(POS))以及他们的工作参与度。因此,他们的主管对他们的工作表现进行了评估。研究结果表明,变革自我效能感、工作自主性、上司支持和组织支持对员工的工作投入度有积极影响,工作投入度在变革自我效能感、上司支持、组织支持和员工工作绩效(即任务绩效和适应绩效)之间起中介作用。实践意义研究结果表明,如果组织能够通过为员工提供必要的条件和支持(即个人、团体和组织层面)来积极影响员工的工作投入度,那么他们就有可能在变化和复杂的时代提高工作绩效。原创性/价值研究结果为我们提供了关于工作场所特征和工作投入度如何在动荡时期影响员工绩效的新见解。本研究的独创性在于,研究发现员工的工作投入在变革自我效能感、上级支持、组织支持和员工工作绩效(即任务绩效和适应绩效)之间起到了中介作用。此外,本研究专门针对远程员工,并且是在元冠状病毒 2019(COVID-19)时代进行的。
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引用次数: 0
Evaluation of competency dimensions for employee performance assessment: evidence from micro, small, and medium enterprises 评估员工绩效的能力维度:来自微型、小型和中型企业的证据
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-06-18 DOI: 10.1108/ijppm-07-2023-0379
Manjeet Kharub, Sourav Mondal, Saumya Singh, Himanshu Gupta

Purpose

In recent years, there has been a growing emphasis on competency-based systems as a means of assessing employee performance. These systems assess the degree to which the competencies of employees align with the requirements of their employment positions. This study aims to identify, prioritize, and make contextual interrelationships of the competency dimensions that are relevant for evaluating employees in the context of Indian manufacturing MSMEs.

Design/methodology/approach

These dimensions were identified through an extensive literature review and interviews with industry experts. Further, a mixed-methods approach, including the “Bayesian Best-Worst Method” (BBWM), is applied for prioritizing important dimensions, whereas for making mutual relationships, the “Interpretive Structural Modeling” (ISM) method is utilized. “Matrice d'impacts croisés multiplication appliquée á un classment” (MICMAC) is also known as “cross-impact matrix multiplication applied to classification” is used for clustering competency dimensions based on their “driving power” and “dependence power”.

Findings

The findings reveal that among the primary dimensions, “creative performance,” and among the sub-dimensions, “innovative behaviors,” are the most critical competency dimensions for an employee assessment. The study also found that “smart working”, “factual and theoretical knowledge”, “empathy at work”, “understanding of specific knowledge”, and “engagement ideas and activities” are the main dimensions driving employees' competency.

Originality/value

This paper provides contribution to the competence literature by identifying and evaluating competency dimensions for assessing employees' performance within manufacturing MSMEs in an emerging economy such as India. The study also assesses the rank and contextual relationship between the identified dimensions as no past research focused on the same by using BBWM and ISM in the Indian manufacturing MSMEs context.

目的 近年来,人们越来越重视以能力为基础的系统,将其作为评估员工绩效的一种手段。这些系统评估的是员工的能力与其工作岗位要求的吻合程度。本研究旨在确定印度制造业中小微企业中与评估员工相关的胜任能力维度,并对其进行优先排序和建立上下文相互关系。此外,还采用了包括 "贝叶斯最佳-最差法"(BBWM)在内的混合方法来确定重要维度的优先次序,并利用 "解释性结构建模"(ISM)方法来建立相互关系。"研究结果研究结果表明,在主要维度中,"创造性表现 "和子维度中的 "创新行为 "是员工评估中最关键的能力维度。研究还发现,"聪明的工作"、"事实和理论知识"、"工作中的同理心"、"对特定知识的理解 "以及 "参与想法和活动 "是驱动员工胜任力的主要维度。 原创性/价值本文通过识别和评估印度等新兴经济体制造业中小微企业中员工绩效评估的胜任力维度,为胜任力文献做出了贡献。本研究还评估了所确定的维度之间的等级和背景关系,因为过去的研究从未在印度制造业中小微企业的背景下使用 BBWM 和 ISM 进行过同样的研究。
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引用次数: 0
An integrated framework for prioritizing risk mitigation approaches – the case of dairy supply chain 确定风险缓解方法优先次序的综合框架--以乳制品供应链为例
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-06-03 DOI: 10.1108/ijppm-06-2023-0304
Fatemeh Shaker, Arash Shahin

Purpose

This paper proposes an approach for prioritizing Risk Mitigation (RMTG) approaches in perishable food Supply Chains (SCs).

Design/methodology/approach

An integrative approach has been proposed, based on the risk typology and Supply Chain RMTG (SCRMTG) approaches literature review, integrating trending Failure Modes and Effects Analysis (FMEA), Quality Function Deployment (QFD) and Quadrant Analysis (QA). Risks are prioritized using Trending FMEA. SCRMTG approaches are prioritized by considering the prioritized risks using QFD and also based on their strategic importance and ease of Benchmarking via QA. The proposed approach has been examined in a dairy-manufacturing company.

Findings

Findings indicated supplying the imported machine parts, old machines and delayed new product introduction, respectively, as the most prominent supply, process and demand risks and multiple sourcing, upgraded machinery, hiring skilled staff and training, collaboration with downstream partners as the highly prioritized SCRMTG approaches based on the strategic importance and ease of benchmarking.

Research limitations/implications

The results of this study increase the awareness of SC managers and provide the company with a framework of risk management and the insights to manage SCRs in the dairy industry more effectively and efficiently.

Originality/value

While the literature review indicates that only a few studies have been focused on prioritizing SCRMTG approaches concerning each type of SCRs, SCRMTG approaches are prioritized based on the SCRs type. Other innovations include QFD development based on the FMEA and SCRMTG approaches, considering the probability of risk occurrence, severity-impact cost and risk recovery duration in trending FMEA instead of the three risk factors in traditional FMEA.

设计/方法/途径根据风险类型学和供应链 RMTG(SCRMTG)方法文献综述,提出了一种综合方法,将趋势故障模式和影响分析(FMEA)、质量功能展开(QFD)和象限分析(QA)整合在一起。使用趋势 FMEA 对风险进行优先排序。通过使用 QFD 对优先级风险进行考虑,并根据其战略重要性和通过 QA 确定基准的难易程度,确定 SCRMTG 方法的优先级。研究结果研究结果表明,供应进口机器零件、旧机器和新产品引进延迟分别是最突出的供应、流程和需求风险,而多重采购、机器升级、雇用熟练员工和培训、与下游合作伙伴合作则是基于战略重要性和基准易用性的高度优先化 SCRMTG 方法。研究局限性/意义本研究的结果提高了可持续生产管理者的意识,为公司提供了风险管理框架和更有效、高效地管理乳制品行业可持续生产的见解。其他创新还包括基于 FMEA 和 SCRMTG 方法的 QFD 开发,在趋势 FMEA 中考虑风险发生概率、严重影响成本和风险恢复持续时间,而不是传统 FMEA 中的三个风险因素。
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引用次数: 0
Empowering leadership, employee organizational commitment and organizational citizenship behavior: the roles of leader authenticity and trust 授权型领导、员工组织承诺和组织公民行为:领导者的真实性和信任的作用
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-05-29 DOI: 10.1108/ijppm-09-2023-0489
Muhammad Mustafa Raziq, Riyan Wazir, Mumtaz Ali Memon, John Lewis Rice, Muhammad Moazzam

Purpose

Drawing on the leader–member exchange (LMX) theory, we examine the role of empowering leadership in employee organizational commitment and the organizational citizenship behavior. Furthermore, we examine if these relationships are explained by factors such as follower trust in the leader and leader authenticity.

Design/methodology/approach

We draw on survey data from 153 individuals serving the hospitality industry sector. The data are analyzed using structural equation modeling.

Findings

Results show that trust in a leader positively mediates the relationship between empowering leadership and organizational citizenship behavior as well as organizational commitment. We also find a direct association between empowering leadership and the two organizational outcomes. However, we do not find evidence of the moderating role of leader authenticity in empowering leadership and trust in leader–leader relationship.

Originality/value

This paper brings to light the significance of empowering leadership, especially for hospitality workers who often operate in stressful and deeply hierarchical organizational environments. Our study findings provide a pathway for how supervisors should follow an empowering form of leadership annculcate trust in employees for better organizational outcomes. The findings indicate significant theoretical and practical implications and offer recommendations for future research.

目的根据领导者-成员交换(LMX)理论,我们研究了授权型领导在员工组织承诺和组织公民行为中的作用。此外,我们还研究了这些关系是否可以用追随者对领导者的信任和领导者的真实性等因素来解释。结果结果表明,对领导者的信任对授权型领导与组织公民行为和组织承诺之间的关系起着积极的中介作用。我们还发现,授权型领导与这两种组织结果之间存在直接关联。原创性/价值 本文揭示了授权型领导的重要意义,尤其是对于经常在压力大、等级制度森严的组织环境中工作的酒店业员工而言。我们的研究结果提供了一条途径,即主管应如何遵循授权式领导,并在员工中建立信任,以取得更好的组织成果。研究结果具有重要的理论和实践意义,并为今后的研究提出了建议。
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引用次数: 0
Leader spirituality and organizational innovativeness as determinants of transformational leadership and project success: behavioral and social learning perspectives 作为变革型领导力和项目成功决定因素的领导者精神和组织创新力:行为和社会学习视角
IF 3.1 Q2 MANAGEMENT Pub Date : 2024-05-29 DOI: 10.1108/ijppm-05-2023-0211
Muhammad Mustafa Raziq, Sharjeel Saleem, Felipe Mendes Borini, Farah Naz

Purpose

We examine the relationships among leader spirituality, organizational innovativeness, transformational leadership style and project success. Integrating principles of behavioral learning and social learning theories, we argue that spiritual leadership style is positively linked to project success, and this relationship is mediated by transformational leadership. Furthermore, the relationship between leader spirituality and transformational leadership is moderated by organizational innovativeness.

Design/methodology/approach

Data are collected from 180 individuals working in seven large project-based organizations from the telecom sector in Pakistan. The individuals comprise engineers, functional managers, dedicated project managers and individuals who have led and/or worked in project teams. Data are analyzed using variance-based structural equation modeling.

Findings

Results suggest that the relationship between spiritual leadership style and project success is positive and is partially mediated by transformational leadership. Furthermore, organizational innovativeness positively moderates the spiritual leadership and transformational leadership relationship.

Originality/value

Research calls for examining the relationship between leadership styles and project success. We address this call through examining the role of spiritual leadership style (which is rather ignored in project management literature) for project success. Furthermore, we take a novel evolutionary approach of integrating different leadership styles and indicating determinants as well as contingencies to leadership development.

目的我们研究了领导者灵性、组织创新性、变革型领导风格和项目成功之间的关系。结合行为学习理论和社会学习理论的原理,我们认为精神领导风格与项目成功呈正相关,而这种关系受到变革型领导的调节。此外,领导者的灵性与变革型领导之间的关系还受到组织创新性的调节。这些人员包括工程师、职能经理、专职项目经理以及曾经领导和/或在项目团队中工作过的人员。研究结果表明,精神型领导风格与项目成功之间的关系是正相关的,并且部分受到变革型领导风格的影响。此外,组织创新性对精神领导和变革型领导之间的关系起到了积极的调节作用。研究呼吁研究领导风格和项目成功之间的关系。我们通过研究精神领导风格(在项目管理文献中被忽视)对项目成功的作用来回应这一呼吁。此外,我们还采用了一种新颖的进化方法,将不同的领导风格融为一体,并指出了领导力发展的决定因素和偶然因素。
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引用次数: 0
期刊
International Journal of Productivity and Performance Management
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