Pub Date : 2023-11-16DOI: 10.1108/jmd-04-2021-0117
Mariem Balti, Samia Karoui Zouaoui
Purpose
The present research attempts to show the contribution of emotional intelligence and servant leadership climate to individual adaptive performance. The authors intend to explain the relations between the emotional intelligence of employees as well as of manager and the employee's adaptive performance. Moreover, this research assesses the significance of the mediating role of “servant leadership” climate in the relationship between the emotional intelligence of the manager and the employee's adaptive performance.
Design/methodology/approach
This research uses the quantitative research method and is included in explanatory research. Data collection used several informants for each organization. Data were collected using a sample of 57 managers and 204 team members spread over 24 companies belonging to different sectors of activity.
Findings
Employees' emotional intelligence directly influences individual adaptive performance. There is a direct influence of manager's emotional intelligence on individual adaptive performance. Then, there is an indirect influence of emotional intelligence on individual adaptive performance through the mediation of servant leadership climate.
Originality/value
The novelty of this research is in its effort to observe the multilevel mediation of servant leadership climate with other variables developed in the research model. No previous studies have found a relationship between employee and manager's emotional intelligence and individual adaptive performance.
{"title":"Employee and manager's emotional intelligence and individual adaptive performance: the role of servant leadership climate","authors":"Mariem Balti, Samia Karoui Zouaoui","doi":"10.1108/jmd-04-2021-0117","DOIUrl":"https://doi.org/10.1108/jmd-04-2021-0117","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The present research attempts to show the contribution of emotional intelligence and servant leadership climate to individual adaptive performance. The authors intend to explain the relations between the emotional intelligence of employees as well as of manager and the employee's adaptive performance. Moreover, this research assesses the significance of the mediating role of “servant leadership” climate in the relationship between the emotional intelligence of the manager and the employee's adaptive performance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>This research uses the quantitative research method and is included in explanatory research. Data collection used several informants for each organization. Data were collected using a sample of 57 managers and 204 team members spread over 24 companies belonging to different sectors of activity.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Employees' emotional intelligence directly influences individual adaptive performance. There is a direct influence of manager's emotional intelligence on individual adaptive performance. Then, there is an indirect influence of emotional intelligence on individual adaptive performance through the mediation of servant leadership climate.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The novelty of this research is in its effort to observe the multilevel mediation of servant leadership climate with other variables developed in the research model. No previous studies have found a relationship between employee and manager's emotional intelligence and individual adaptive performance.</p><!--/ Abstract__block -->","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"153 ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2023-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138519502","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 : 2023-11-10DOI: 10.1108/jmd-07-2023-0206
Cheryl K. Stenmark
Purpose Sensory processing sensitivity (SPS) is a trait that affects people's thinking and behavior. People who are higher in SPS are more sensitive to internal and environmental stimuli. The present study examined the effects of transformational and transactional leadership behaviors on follower ethical cognition and perception and the role that follower SPS plays in that process. Design/methodology/approach Participants read vignettes in which their leader was described as transformational or transactional. Participants then qualitatively answered a series of four emails asking questions about an ethical problem. Then they completed measures of ethical perceptions and SPS. Qualitative data were content coded to evaluate ethical cognition. Findings Results indicated that people higher in SPS had lower ethical perceptions than people lower in SPS when their leader was transactional. However, when their leader was transformational, people higher in SPS had higher ethical perceptions than people lower in SPS. Results suggest that a match between a follower's SPS and a leader's behaviors can influence followers' ethical perceptions. Findings suggest that organizational leader and management development interventions should encourage leaders to use transformational behaviors to improve followers' ethical perceptions. Originality/value Previous research has examined the effects of transformational and transactional leadership on many outcomes for followers, including ethical attitudes and behaviors. The present study contributes to this literature by examining the effects of transformational and transactional leadership behaviors on ethical cognition and perceptions.
{"title":"Transformational and transactional leadership behaviors and ethical perceptions: the effects of sensory processing sensitivity","authors":"Cheryl K. Stenmark","doi":"10.1108/jmd-07-2023-0206","DOIUrl":"https://doi.org/10.1108/jmd-07-2023-0206","url":null,"abstract":"Purpose Sensory processing sensitivity (SPS) is a trait that affects people's thinking and behavior. People who are higher in SPS are more sensitive to internal and environmental stimuli. The present study examined the effects of transformational and transactional leadership behaviors on follower ethical cognition and perception and the role that follower SPS plays in that process. Design/methodology/approach Participants read vignettes in which their leader was described as transformational or transactional. Participants then qualitatively answered a series of four emails asking questions about an ethical problem. Then they completed measures of ethical perceptions and SPS. Qualitative data were content coded to evaluate ethical cognition. Findings Results indicated that people higher in SPS had lower ethical perceptions than people lower in SPS when their leader was transactional. However, when their leader was transformational, people higher in SPS had higher ethical perceptions than people lower in SPS. Results suggest that a match between a follower's SPS and a leader's behaviors can influence followers' ethical perceptions. Findings suggest that organizational leader and management development interventions should encourage leaders to use transformational behaviors to improve followers' ethical perceptions. Originality/value Previous research has examined the effects of transformational and transactional leadership on many outcomes for followers, including ethical attitudes and behaviors. The present study contributes to this literature by examining the effects of transformational and transactional leadership behaviors on ethical cognition and perceptions.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"12 5","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135139457","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 : 2023-11-07DOI: 10.1108/jmd-03-2022-0064
Shanna R. Daniels, Aneika L. Simmons
Purpose The purpose of this study was to test a mediated-moderated model with revenge cognitions as a coping mechanism through which experienced incivility leads to perpetrated incivility. The authors further explore the role of organizational climate for incivility. Design/methodology/approach Two studies were tested utilizing ordinary least squares (OLS) regression and Hayes (2017) process for mediation and moderation. Study 1 was completed by 321 employees, and study 2 was completed by 197 employees each from across many occupations. Findings Study 1 results indicate support for a positive relationship between experienced incivility and perpetrated incivility. Study 2 results indicate support for a mediated-moderated relationship where experienced incivility was indirectly associated with incivility perpetration through revenge, and the perception of an incivility climate moderated this relationship. Originality/value This is the first study to examine revenge as an explanatory mechanism for responding to incivility. It addresses concerns about revenge cognitions to experiencing incivility and the role climate perceptions play in shaping whether an individual will reciprocate with an uncivil act. The authors’ results accentuate the need for organizations to decrease or eradicate incivility so that their employees can evade the associated adverse outcomes.
{"title":"Responding to incivility: exploring revenge and incivility climate","authors":"Shanna R. Daniels, Aneika L. Simmons","doi":"10.1108/jmd-03-2022-0064","DOIUrl":"https://doi.org/10.1108/jmd-03-2022-0064","url":null,"abstract":"Purpose The purpose of this study was to test a mediated-moderated model with revenge cognitions as a coping mechanism through which experienced incivility leads to perpetrated incivility. The authors further explore the role of organizational climate for incivility. Design/methodology/approach Two studies were tested utilizing ordinary least squares (OLS) regression and Hayes (2017) process for mediation and moderation. Study 1 was completed by 321 employees, and study 2 was completed by 197 employees each from across many occupations. Findings Study 1 results indicate support for a positive relationship between experienced incivility and perpetrated incivility. Study 2 results indicate support for a mediated-moderated relationship where experienced incivility was indirectly associated with incivility perpetration through revenge, and the perception of an incivility climate moderated this relationship. Originality/value This is the first study to examine revenge as an explanatory mechanism for responding to incivility. It addresses concerns about revenge cognitions to experiencing incivility and the role climate perceptions play in shaping whether an individual will reciprocate with an uncivil act. The authors’ results accentuate the need for organizations to decrease or eradicate incivility so that their employees can evade the associated adverse outcomes.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"5 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135431908","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 : 2023-10-09DOI: 10.1108/jmd-01-2023-0028
Nuri Wulandari, Audyan Tri Gantara, Retno Wahyuni Wijayanti
Purpose This study aims to investigate the role of corporate social responsibility (CSR) to increase the happiness of employees and in the same time contributing to the goals of organization. It is argued that a type of CSR, namely cause-related marketing (CrM) can drive employee happiness at work (HaW) through employee's cause involvement (CI). CrM is activity form of collaboration between companies and nonprofit organizations to sell products or services and donate some portion of the sales to support a cause. The study is needed to understand this CSR action and its effects, in particular on employees as company stakeholders. Design/methodology/approach The study was conducted by survey questionnaire with sample of 216 respondents employed by a state-owned bank in Indonesia which active in CSR actions. Analysis conducted using PLS SEM method and SMART PLS software. Findings The finding confirms that CrM does indeed have an effect on employee happiness, especially if employee's cause involvement in the CrM is evident. The result suggested that CrM initiatives should be promoted together with employee's cause involvement with the program because this will increase the general level of HaW in the organization. Originality/value The study is unique because of its effort in aligning three aspects; employee happiness, social responsibility while still takes account for company's business goals. It also addresses a rarely explored yet crucial area in a highly stressed environment: the financial industry in a pandemic situation.
{"title":"Aligning company's business goals, social responsibility and employee happiness in the banking industry","authors":"Nuri Wulandari, Audyan Tri Gantara, Retno Wahyuni Wijayanti","doi":"10.1108/jmd-01-2023-0028","DOIUrl":"https://doi.org/10.1108/jmd-01-2023-0028","url":null,"abstract":"Purpose This study aims to investigate the role of corporate social responsibility (CSR) to increase the happiness of employees and in the same time contributing to the goals of organization. It is argued that a type of CSR, namely cause-related marketing (CrM) can drive employee happiness at work (HaW) through employee's cause involvement (CI). CrM is activity form of collaboration between companies and nonprofit organizations to sell products or services and donate some portion of the sales to support a cause. The study is needed to understand this CSR action and its effects, in particular on employees as company stakeholders. Design/methodology/approach The study was conducted by survey questionnaire with sample of 216 respondents employed by a state-owned bank in Indonesia which active in CSR actions. Analysis conducted using PLS SEM method and SMART PLS software. Findings The finding confirms that CrM does indeed have an effect on employee happiness, especially if employee's cause involvement in the CrM is evident. The result suggested that CrM initiatives should be promoted together with employee's cause involvement with the program because this will increase the general level of HaW in the organization. Originality/value The study is unique because of its effort in aligning three aspects; employee happiness, social responsibility while still takes account for company's business goals. It also addresses a rarely explored yet crucial area in a highly stressed environment: the financial industry in a pandemic situation.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135044205","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 : 2023-10-06DOI: 10.1108/jmd-03-2023-0084
Shumaila Hafeez, Mumtaz Ali Memon, Muhammad Zeeshan Mirza, Muhammad Mustafa Raziq, Naukhez Sarwar, Hiram Ting
Purpose The objectives of this study are twofold: firstly, to examine the effect of job variety on employee engagement and job burnout, and the effect of employee engagement and job burnout on employee happiness and job stress, respectively. Secondly, it examines the mediating role of employee engagement between job variety and employee happiness, as well as the mediating role of job burnout between job variety and job stress. Design/methodology/approach Data were collected from front-line nurses working in the health sector in Pakistan's major cities. A total of 169 samples were collected using online and face-to-face data collection approaches. The theoretical model was tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0. Findings The findings of this study highlight that job variety has a positive impact on employee engagement, which in turn leads to employee happiness among professional frontline nurses. Additionally, job variety as a demand increases employee burnout, which subsequently increases frontline nurses' job stress. The results also indicate that employee engagement mediates the relationship between job variety and employee happiness, while burnout mediates the relationship between job variety and job stress. Originality/value To date, there has been little research investigating the dual impact of job variety, leaving a significant gap in the existing literature. This study aims to address this gap and provide implications for both academics and HR managers by challenging the misconception that job variety is always a positive job resource.
{"title":"The dual impact of job variety on employee happiness and stress: the mediating role of employee engagement and burnout","authors":"Shumaila Hafeez, Mumtaz Ali Memon, Muhammad Zeeshan Mirza, Muhammad Mustafa Raziq, Naukhez Sarwar, Hiram Ting","doi":"10.1108/jmd-03-2023-0084","DOIUrl":"https://doi.org/10.1108/jmd-03-2023-0084","url":null,"abstract":"Purpose The objectives of this study are twofold: firstly, to examine the effect of job variety on employee engagement and job burnout, and the effect of employee engagement and job burnout on employee happiness and job stress, respectively. Secondly, it examines the mediating role of employee engagement between job variety and employee happiness, as well as the mediating role of job burnout between job variety and job stress. Design/methodology/approach Data were collected from front-line nurses working in the health sector in Pakistan's major cities. A total of 169 samples were collected using online and face-to-face data collection approaches. The theoretical model was tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS 4.0. Findings The findings of this study highlight that job variety has a positive impact on employee engagement, which in turn leads to employee happiness among professional frontline nurses. Additionally, job variety as a demand increases employee burnout, which subsequently increases frontline nurses' job stress. The results also indicate that employee engagement mediates the relationship between job variety and employee happiness, while burnout mediates the relationship between job variety and job stress. Originality/value To date, there has been little research investigating the dual impact of job variety, leaving a significant gap in the existing literature. This study aims to address this gap and provide implications for both academics and HR managers by challenging the misconception that job variety is always a positive job resource.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"57 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135304045","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 : 2023-10-03DOI: 10.1108/jmd-10-2022-0257
Emmanuel Abord de Chatillon, Fabienne Bornard, Jean-Yves Ottmann, Cindy Felio
Purpose It seems that some aspects of employees' experience can lead to their “losing faith in the system of paid employment”. This disillusion can be studied and measured through the theoretical construct of a psychological contract breach experienced by the employee. This exploratory article thus examines whether the conditions of paid employment could lead to a new dimension of psychological contract breaches: a breach with paid employment itself that could drive to self-employment. Design/methodology/approach The authors use a structural equation modeling on a sample of 403 people who have declared their intention to leave paid employment for self-employment. Findings The study's results show that working conditions affect psychological contract breaches in various dimensions. The authors propose a dimension of psychological contract breaches linked to paid employment, which can lead to the choice to leave paid employment and become self-employed. The authors also confirm the importance of working conditions as antecedents of psychological contract breaches. Research limitations/implications The main limitations of this exploratory research are the use of unvalidated scales and a small sample size, with a population that could be better defined. As Murgia et al. (2020) point out, it is not yet clear at the moment whether this category is a special group, equivalent to traditionally distinguished groups of working people. The study's assumptions and these limitations lead us to propose the following avenues for future research. Practical implications For managers and the development of management, the possible relationship between working conditions and psychological contract breaches seems to be very important. In fact, a whole range of best management practices could be developed if this relationship is confirmed. Improving working conditions could thus be a way to repair psychological contracts. Social implications This research field is still quite underdeveloped in comparison to its importance to organizations because the increase in self-employment challenges traditional models and assumptions in human resources management. Originality/value This study aims to expand the theoretical frameworks of psychological contracts and breaches. It thus responds to recent calls for research on psychological contracts (Bankins et al. , 2020); Moreover, this research suggests, in line with the work of Aubert and de Gaulejac (2018), that there are relationships between poor working conditions and psychological contract breaches. To the authors' knowledge, this approach is missing from international research into psychological contracts, which focuses only on job characteristics and individual determinants (personality traits, etc.).
似乎员工经历的某些方面会导致他们“对带薪雇佣制度失去信心”。这种幻灭可以通过对员工所经历的心理契约违约的理论建构来研究和测量。因此，这篇探索性文章考察了有偿就业的条件是否会导致心理契约违约的一个新维度:与有偿就业本身的违约可能会导致个体经营。设计/方法/方法作者使用结构方程模型对403人的样本进行了建模，这些人已经宣布他们打算离开有薪工作而自主创业。研究结果表明，工作条件在多个维度上影响心理契约违约。作者提出了一个与带薪就业有关的心理契约违约维度，这可能导致人们选择离开带薪就业，成为自雇人士。作者还确认了工作条件作为心理契约违约的先决条件的重要性。这项探索性研究的主要限制是使用未经验证的量表和小样本量，人口可以更好地定义。正如Murgia et al.(2020)所指出的，目前尚不清楚这一类别是否是一个特殊群体，相当于传统上区分的劳动人民群体。该研究的假设和这些局限性使我们提出以下途径为未来的研究。对于管理者和管理的发展，工作条件和心理契约违约之间的可能关系似乎是非常重要的。事实上，如果这种关系得到确认，就可以开发出一系列最佳管理实践。因此，改善工作条件可能是修复心理契约的一种方式。这一研究领域与其对组织的重要性相比仍然相当不发达，因为自雇的增加挑战了人力资源管理的传统模式和假设。本研究旨在拓展心理契约与违约的理论框架。因此，它回应了最近对心理契约研究的呼吁(Bankins et al.， 2020);此外，这项研究表明，与Aubert和de gaullejac(2018)的工作一致，恶劣的工作条件与心理契约违约之间存在关系。据作者所知，国际上对心理契约的研究缺少这种方法，这些研究只关注工作特征和个人决定因素(人格特征等)。
{"title":"Losing faith in paid employment: an extension of the psychological contract breach model as a predictor of self-employment","authors":"Emmanuel Abord de Chatillon, Fabienne Bornard, Jean-Yves Ottmann, Cindy Felio","doi":"10.1108/jmd-10-2022-0257","DOIUrl":"https://doi.org/10.1108/jmd-10-2022-0257","url":null,"abstract":"Purpose It seems that some aspects of employees' experience can lead to their “losing faith in the system of paid employment”. This disillusion can be studied and measured through the theoretical construct of a psychological contract breach experienced by the employee. This exploratory article thus examines whether the conditions of paid employment could lead to a new dimension of psychological contract breaches: a breach with paid employment itself that could drive to self-employment. Design/methodology/approach The authors use a structural equation modeling on a sample of 403 people who have declared their intention to leave paid employment for self-employment. Findings The study's results show that working conditions affect psychological contract breaches in various dimensions. The authors propose a dimension of psychological contract breaches linked to paid employment, which can lead to the choice to leave paid employment and become self-employed. The authors also confirm the importance of working conditions as antecedents of psychological contract breaches. Research limitations/implications The main limitations of this exploratory research are the use of unvalidated scales and a small sample size, with a population that could be better defined. As Murgia et al. (2020) point out, it is not yet clear at the moment whether this category is a special group, equivalent to traditionally distinguished groups of working people. The study's assumptions and these limitations lead us to propose the following avenues for future research. Practical implications For managers and the development of management, the possible relationship between working conditions and psychological contract breaches seems to be very important. In fact, a whole range of best management practices could be developed if this relationship is confirmed. Improving working conditions could thus be a way to repair psychological contracts. Social implications This research field is still quite underdeveloped in comparison to its importance to organizations because the increase in self-employment challenges traditional models and assumptions in human resources management. Originality/value This study aims to expand the theoretical frameworks of psychological contracts and breaches. It thus responds to recent calls for research on psychological contracts (Bankins et al. , 2020); Moreover, this research suggests, in line with the work of Aubert and de Gaulejac (2018), that there are relationships between poor working conditions and psychological contract breaches. To the authors' knowledge, this approach is missing from international research into psychological contracts, which focuses only on job characteristics and individual determinants (personality traits, etc.).","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135688942","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 : 2023-09-29DOI: 10.1108/jmd-01-2023-0021
Shalini Srivastava, Lata Bajpai Singh
Purpose The success of an organisation is very much determined by the organisational citizenship behaviour of its employees, and the leader plays a substantial role in strengthening this positive behaviour as it helps in disseminating the best practises amongst its stakeholders. The aim of this study is to examine if psychological ownership mediates the association between inclusive leadership and organisational citizenship behaviour. Additionally, it is examined whether leader–follower value congruence has a moderating role in the influence of inclusive leadership on the psychological ownership of the employees. Design/methodology/approach Data from 292 employees working in Indian hotels were collected utilising supervisor–supervisee dyadic design. The study utilised partial least squares (PLS-SEM) to test the hypothesised associations. Findings The outcomes of the study found that psychological ownership acts as a complementary mediator between inclusive leadership and organisational citizenship behaviour and the moderating impact of leader–follower value congruence strengthens the association concerning inclusive leadership and psychological ownership. The study’s findings indicate that leader–follower value congruence is of utmost importance in strengthening follower's constructive behaviour. Practical implications The study offers relevant inputs and measures for HR professionals in the Indian hospitality industry to acknowledge, strengthen and reward inclusive leadership, along with ways of promoting leader–follower value congruence that have significant positive outcomes in terms of the improvement in the sense of ownership and citizenship behaviour amongst the employees. Originality/value In the post-pandemic scenario, the hospitality industry has picked up the pace of growth, leading to an increased requirement for talented resources in the industry. Keeping this background in mind, the top management must keep an eye on their inclusive leaders, as they are the pillars in creating a culture of ownership and positive behaviours in the organisation.
{"title":"Role of inclusive leadership in employees' OCB in hospitality industry: a social cognitive perspective","authors":"Shalini Srivastava, Lata Bajpai Singh","doi":"10.1108/jmd-01-2023-0021","DOIUrl":"https://doi.org/10.1108/jmd-01-2023-0021","url":null,"abstract":"Purpose The success of an organisation is very much determined by the organisational citizenship behaviour of its employees, and the leader plays a substantial role in strengthening this positive behaviour as it helps in disseminating the best practises amongst its stakeholders. The aim of this study is to examine if psychological ownership mediates the association between inclusive leadership and organisational citizenship behaviour. Additionally, it is examined whether leader–follower value congruence has a moderating role in the influence of inclusive leadership on the psychological ownership of the employees. Design/methodology/approach Data from 292 employees working in Indian hotels were collected utilising supervisor–supervisee dyadic design. The study utilised partial least squares (PLS-SEM) to test the hypothesised associations. Findings The outcomes of the study found that psychological ownership acts as a complementary mediator between inclusive leadership and organisational citizenship behaviour and the moderating impact of leader–follower value congruence strengthens the association concerning inclusive leadership and psychological ownership. The study’s findings indicate that leader–follower value congruence is of utmost importance in strengthening follower's constructive behaviour. Practical implications The study offers relevant inputs and measures for HR professionals in the Indian hospitality industry to acknowledge, strengthen and reward inclusive leadership, along with ways of promoting leader–follower value congruence that have significant positive outcomes in terms of the improvement in the sense of ownership and citizenship behaviour amongst the employees. Originality/value In the post-pandemic scenario, the hospitality industry has picked up the pace of growth, leading to an increased requirement for talented resources in the industry. Keeping this background in mind, the top management must keep an eye on their inclusive leaders, as they are the pillars in creating a culture of ownership and positive behaviours in the organisation.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135132827","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: 10.1108/jmd-04-2023-0127
Carlos de las Heras-Pedrosa, Carmen Jambrino-Maldonado, Dolores Rando-Cueto, Patricia P. Iglesias-Sánchez
PurposeThe management of employee happiness and well-being has been gaining interest in academic research in recent years; however, few studies have focussed on the entrepreneur's perspective. The aim of this paper is to analyse the state of research on women-led businesses, well-being and happiness management.Design/methodology/approachA bibliometric study has been carried out since 1996, the first year in which publications in this field were detected. In total, 128 papers are identified in the most reliable database, Web of Science Core Collection. A network mapping of authorship, citation and co-occurrence of keywords in scientific publications is shown.FindingsThe results of this study confirm that societal changes resulting from crises increase research interest in improving organisational environments and happiness. After the economic crises of 2013, there was a boost, and after the pandemic, there is again a boost in research. More than half of the publications and citations on female entrepreneurship and happiness management are post-pandemic. The study offers some research directions and emphasises the role of gender.Originality/valueThis article brings a new approach to the study of well-being in organisations, highlighting the relevance of the role female leadership plays in promoting happiness at work.
目的:员工幸福感管理是近年来学术界研究的热点;然而，很少有研究关注企业家的视角。本文的目的是分析女性领导的企业，幸福和幸福管理的研究现状。设计/方法/方法自1996年以来进行了一项文献计量学研究，1996年是发现这一领域出版物的第一年。总共有128篇论文在最可靠的数据库Web of Science Core Collection中被确定。显示了科学出版物中作者身份、引文和关键词共现的网络映射。这项研究的结果证实，危机导致的社会变化增加了对改善组织环境和幸福感的研究兴趣。在2013年的经济危机之后，研究得到了提振，在大流行之后，研究又得到了提振。关于女性创业和幸福管理的出版物和引用中，有一半以上是在大流行后发表的。本研究提出了一些研究方向，并强调了性别的作用。原创性/价值这篇文章为研究组织中的幸福感带来了一种新的方法，强调了女性领导在促进工作幸福感方面所扮演的角色的相关性。
{"title":"Trends of research on women's entrepreneurship on the management of happiness and well-being in organisations","authors":"Carlos de las Heras-Pedrosa, Carmen Jambrino-Maldonado, Dolores Rando-Cueto, Patricia P. Iglesias-Sánchez","doi":"10.1108/jmd-04-2023-0127","DOIUrl":"https://doi.org/10.1108/jmd-04-2023-0127","url":null,"abstract":"PurposeThe management of employee happiness and well-being has been gaining interest in academic research in recent years; however, few studies have focussed on the entrepreneur's perspective. The aim of this paper is to analyse the state of research on women-led businesses, well-being and happiness management.Design/methodology/approachA bibliometric study has been carried out since 1996, the first year in which publications in this field were detected. In total, 128 papers are identified in the most reliable database, Web of Science Core Collection. A network mapping of authorship, citation and co-occurrence of keywords in scientific publications is shown.FindingsThe results of this study confirm that societal changes resulting from crises increase research interest in improving organisational environments and happiness. After the economic crises of 2013, there was a boost, and after the pandemic, there is again a boost in research. More than half of the publications and citations on female entrepreneurship and happiness management are post-pandemic. The study offers some research directions and emphasises the role of gender.Originality/valueThis article brings a new approach to the study of well-being in organisations, highlighting the relevance of the role female leadership plays in promoting happiness at work.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41594984","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 : 2023-08-03DOI: 10.1108/jmd-04-2023-0107
Pablo Contreras-Contreras, Pedro Cuesta-Valiño, Pablo Gutiérrez-Rodríguez
PurposeThis study aims to analyze the relationship between expectations of change after a crisis, such as that generated by COVID-19, people's levels of happiness and the propensity for pro-sustainable behavior.Design/methodology/approachSurveys were conducted using 1,130 observations. The aim was to measure expectations of change during the pandemic. Furthermore, the relationship between these expectations, happiness levels, and attitudes towards sustainability was analyzed for various elements of daily life. Statistical techniques such as principal component analysis (PCA), cluster analysis, variance analysis and correlation analysis were utilized to explore the underlying patterns and relationships.FindingsOptimistic expectations for post-pandemic change are associated with a greater likelihood of engaging in environmentally beneficial behaviors, leading to higher levels of life satisfaction. This correlation is particularly significant when individuals envision broader transformations in the collective behavior of humanity. These findings suggest a strong link between beliefs in positive societal transformations and both pro-environmental actions and personal well-being.Research limitations/implicationsThe unique circumstances of the pandemic, characterized by heightened media consumption, likely influenced the expectations of individuals, particularly fostering pessimistic outlooks in critical situations. Clear and solid variables were utilized despite not employing validated scales to measure expectations. However, it has been proven that there is a clear link between change expectations, happiness, and the propensity for a more sustainable daily life.Practical implicationsThis study identifies guidelines that strengthen brands' communication strategies based on individuals' sustainability profiles and visions of the future.Social implicationsThere is a need to target skeptical, change-resistant segments of the population with a more convincing and solid discourse to promote sustainable consumption and behavior.Originality/valueThis is the first study to simultaneously address the relationship between individuals' expectations of change following traumatic events such as the pandemic, their engagement in sustainable behavior, and their increased levels of happiness.
{"title":"Happiness and its relationship to expectations of change and sustainable behavior in a post-COVID-19 world","authors":"Pablo Contreras-Contreras, Pedro Cuesta-Valiño, Pablo Gutiérrez-Rodríguez","doi":"10.1108/jmd-04-2023-0107","DOIUrl":"https://doi.org/10.1108/jmd-04-2023-0107","url":null,"abstract":"PurposeThis study aims to analyze the relationship between expectations of change after a crisis, such as that generated by COVID-19, people's levels of happiness and the propensity for pro-sustainable behavior.Design/methodology/approachSurveys were conducted using 1,130 observations. The aim was to measure expectations of change during the pandemic. Furthermore, the relationship between these expectations, happiness levels, and attitudes towards sustainability was analyzed for various elements of daily life. Statistical techniques such as principal component analysis (PCA), cluster analysis, variance analysis and correlation analysis were utilized to explore the underlying patterns and relationships.FindingsOptimistic expectations for post-pandemic change are associated with a greater likelihood of engaging in environmentally beneficial behaviors, leading to higher levels of life satisfaction. This correlation is particularly significant when individuals envision broader transformations in the collective behavior of humanity. These findings suggest a strong link between beliefs in positive societal transformations and both pro-environmental actions and personal well-being.Research limitations/implicationsThe unique circumstances of the pandemic, characterized by heightened media consumption, likely influenced the expectations of individuals, particularly fostering pessimistic outlooks in critical situations. Clear and solid variables were utilized despite not employing validated scales to measure expectations. However, it has been proven that there is a clear link between change expectations, happiness, and the propensity for a more sustainable daily life.Practical implicationsThis study identifies guidelines that strengthen brands' communication strategies based on individuals' sustainability profiles and visions of the future.Social implicationsThere is a need to target skeptical, change-resistant segments of the population with a more convincing and solid discourse to promote sustainable consumption and behavior.Originality/valueThis is the first study to simultaneously address the relationship between individuals' expectations of change following traumatic events such as the pandemic, their engagement in sustainable behavior, and their increased levels of happiness.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45835743","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 : 2023-08-03DOI: 10.1108/jmd-04-2023-0136
Indu Nath Jha, Durba Pal, Subhadip Sarkar
PurposeThe purpose of this study is to investigate the impact of Inclusive Leadership (IL) and Organizational Justice (OJ) on employees’ Happiness at Work (HAW). Utilizing a mediation mechanism, the study additionally uncovers the mediating impact of Workplace Inclusion (WI).Design/methodology/approachThe research involved a cross-sectional study with a quantitative methodology, collecting data from 311 employees working in IT sector firms in India by administering standardized questionnaires. Statistical analyses, including Partial Least Square Structural Equation Modelling using SmartPLS4.0, were conducted to examine the relationship between constructs.FindingsThe hypothesized mediation model was supported. WI mediated the relationship partially between OJ and HAW, whereas there is a full mediating effect of WI on the IL–HAW relationship. Overall, the study shows that by providing fair treatment, inclusive leaders promote inclusivity among employees, further enhancing HAW.Research limitations/implicationsThe study’s implications suggest that leaders, with their inclusive behaviour and fair practices, can have a significant positive impact on employees’ workplace happiness when accompanied by a sense of inclusivity among employees.Practical implicationsOrganizations and leaders can utilize this study’s findings to promote inclusiveness and HAW, which can be a key to organizational growth and development in a post-pandemic era.Originality/valueThis study contributes to the research literature by addressing the unexplored relationship between IL, OJ and HAW. The exclusive as well as inclusive focus on the mediating role of WI adds new insights and enriches the understanding of the intricate conceptualization of the variables under study.
{"title":"Unlocking the secret to happiness at work: the power of inclusive leadership, organizational justice and workplace inclusion","authors":"Indu Nath Jha, Durba Pal, Subhadip Sarkar","doi":"10.1108/jmd-04-2023-0136","DOIUrl":"https://doi.org/10.1108/jmd-04-2023-0136","url":null,"abstract":"PurposeThe purpose of this study is to investigate the impact of Inclusive Leadership (IL) and Organizational Justice (OJ) on employees’ Happiness at Work (HAW). Utilizing a mediation mechanism, the study additionally uncovers the mediating impact of Workplace Inclusion (WI).Design/methodology/approachThe research involved a cross-sectional study with a quantitative methodology, collecting data from 311 employees working in IT sector firms in India by administering standardized questionnaires. Statistical analyses, including Partial Least Square Structural Equation Modelling using SmartPLS4.0, were conducted to examine the relationship between constructs.FindingsThe hypothesized mediation model was supported. WI mediated the relationship partially between OJ and HAW, whereas there is a full mediating effect of WI on the IL–HAW relationship. Overall, the study shows that by providing fair treatment, inclusive leaders promote inclusivity among employees, further enhancing HAW.Research limitations/implicationsThe study’s implications suggest that leaders, with their inclusive behaviour and fair practices, can have a significant positive impact on employees’ workplace happiness when accompanied by a sense of inclusivity among employees.Practical implicationsOrganizations and leaders can utilize this study’s findings to promote inclusiveness and HAW, which can be a key to organizational growth and development in a post-pandemic era.Originality/valueThis study contributes to the research literature by addressing the unexplored relationship between IL, OJ and HAW. The exclusive as well as inclusive focus on the mediating role of WI adds new insights and enriches the understanding of the intricate conceptualization of the variables under study.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46583846","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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