The mediating role of transformational leadership in the relationship between cultural intelligence and employee voice behavior: A case of hotel employees

AbstractStudies have shown that voice could be utilized as an effective method to improve organizational effectiveness. This study explores the relationship between ethical leadership and employee voice behavior by focusing on the mediating role of the error management climate and the moderating role of the employee's organizational commitment. Analysis of data collected in three phases in China indicates that the error management climate partly mediates the relationship between ethical leadership and voice behavior. Also, organizational commitment is found to moderate the relationship between the error management climate and voice behavior. Theoretical and practical implications of these results are discussed.

Download Full-text

ENTREPRENEURIAL LEADERSHIP AND INNOVATION: THE MEDIATING ROLE OF EMPLOYEE VOICE BEHAVIOR

Journal on Innovation and Sustainability RISUS ISSN 2179-3565 ◽

10.23925/2179-3565.2019v10i2p123-129 ◽

2019 ◽

Vol 10 (2) ◽

pp. 123-129

Author(s):

Farhan Aslam ◽

Qamaruddin Maitlo

Keyword(s):

Quantitative Research ◽

Employee Voice ◽

Research Approach ◽

Entrepreneurial Leadership ◽

Research Needs ◽

Voice Behavior ◽

Significant Relation ◽

Mediating Role ◽

The Relationship

This study uses a systematic quantitative research approach to identify the relationship between entrepreneurial leadership (EL) and innovation through the moderating effect of employee voice behavior (EVB). This study focuses on employees of Pakistani medium and large enterprises and implies that there is a positive and significant relation between EL and innovation and similarly between EL and EVB. Current study concludes that EVB also partially mediate the relationship between EL and innovation, which means that there are other factors mediating their relationship about which further research needs to be done. It can be concluded from this paper that the firms having entrepreneurial leadership ability in their employees and having EVB in organizational culture are usually good at innovation.

Download Full-text

Employee Voice Behavior of Governmental Organization

Jurnal Ilmu Manajemen ◽

10.26740/jim.v9n4.p1383-1392 ◽

2021 ◽

Vol 9 (4) ◽

pp. 1383-1392

Author(s):

Godefridus Yulian Garung ◽

Tri Siwi Agustina ◽

Anis Eliyana ◽

Yeni Fajariyanti

Keyword(s):

Transformational Leadership ◽

Ethical Leadership ◽

Cultural Intelligence ◽

Research Data ◽

Employee Voice ◽

Voice Behavior ◽

Governmental Organization ◽

Multicultural Organizations ◽

The Relationship

Previous research has tested the effect of cultural intelligence on voice behavior by using transformational leadership as a mediating variable.. This study presents a different perspective by using the ethical leadership variable as a mediation. This study examined the effect of cultural intelligence on voice behavior with ethical leadership as a mediating variable. Research data were collected from 492 employees of the governmental organization in Indonesia. The results showed that cultural intelligence had a significant effect on employee voice behavior and ethical leadership which mediated the relationship between cultural intelligence and employee voice behavior. This research can be used as a reference for application in multicultural organizations, especially in the application of voice behavior.

Download Full-text

The mediating role of tolerance in the relationship between cultural intelligence and xenophobia

Asia Pacific Education Review ◽

10.1007/s12564-021-09675-z ◽

2021 ◽

Vol 22 (1) ◽

pp. 119-127

Author(s):

Kasim Karataş ◽

Ibrahim Arpaci

Keyword(s):

Cultural Intelligence ◽

Mediating Role ◽

The Relationship

Download Full-text

Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽

10.1177/21582440211006734 ◽

2021 ◽

Vol 11 (2) ◽

pp. 215824402110067

Author(s):

Sehrish Ilyas ◽

Ghulam Abid ◽

Fouzia Ashfaq ◽

Muhammad Ali ◽

Wasif Ali

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Social Exchange ◽

Social Exchange Theory ◽

Psychological Empowerment ◽

Employee Voice ◽

Voice Behavior ◽

Multiple Mediation ◽

Significant Difference ◽

The Relationship

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

Download Full-text

Making an Impact Through Information Technology

International Journal of Applied Management Theory and Research ◽

10.4018/ijamtr.2021070102 ◽

2021 ◽

Vol 3 (2) ◽

pp. 14-23

Author(s):

Mostafa Sayyadi Ghasabeh

Keyword(s):

Information Technology ◽

Transformational Leadership ◽

Knowledge Management ◽

Firm Performance ◽

Positive Relationship ◽

Review Of The Literature ◽

Mediating Role ◽

The Relationship ◽

Role Of Information

This research contributes to the fields of knowledge management, transformational leadership, as well as information technology. This article presents the theoretical underpinnings of the framework together with a thorough review of the literature. This research indicates that there is a positive relationship between transformational leadership, knowledge management, and firm performance. The synthesis of the literature also lends support for the mediating role of information technology in the relationship between transformational leadership and knowledge management.

Download Full-text

The role of supervisors on employees’ voice behavior

Leadership & Organization Development Journal ◽

10.1108/lodj-06-2018-0230 ◽

2019 ◽

Vol 40 (1) ◽

pp. 85-96 ◽

Cited By ~ 2

Author(s):

SuJin Son

Keyword(s):

Social Information Processing ◽

Employee Voice ◽

Hierarchical Regression ◽

Voice Behavior ◽

Content Type ◽

Social Information Processing Theory ◽

Processing Theory ◽

Moderating Factors ◽

The Relationship

PurposeDrawing on social learning theory and social information processing theory, the purpose of this study is to examine how perceived supervisor’s voice behavior relates to employees’ own voice behavior both directly and indirectly through trust in supervisor. In particular, this study also investigates the moderating role of gender in the relationship between trust in supervisor and employee voice behavior. Further, this study proposes that gender moderates the indirect effect of perceived supervisor’s voice behavior on employee voice behavior via trust in supervisor.Design/methodology/approachThe proposed hypothesis was tested by using hierarchical regression analyses and Hayes’ PROCESS macro.FindingsThe results show that perceived supervisor’s voice behavior is positively related to an employee’s own voice behavior and trust in supervisors. In particular, trust in supervisors mediates the relationship between perceived supervisor’s voice behavior and employee’s own voice behavior. Additionally, the relationship between trust in supervisor and employees’ voice behavior was stronger for female employees.Originality/valueThe current study investigates employees’ perception of immediate supervisor’s voice behavior that encourages employees to speak up, thereby providing a more nuanced understanding of the factors that facilitate employee voice behavior. In particular, this study advances the understanding of how and why employees’ perception of supervisors’ voice behavior relates to employees’ voice behavior by examining the mediating and moderating factors.

Download Full-text

The Mediating Role of Employee Voice Behaviour in the Relation between Despotic Leadership and Employee Outcomes

sjesr ◽

10.36902/sjesr-vol3-iss4-2020(362-373) ◽

2020 ◽

Vol 3 (4) ◽

pp. 362-373

Author(s):

Mir Aimal Kasi ◽

Prof. Dr Zainiab Bibi ◽

Prof. Dr Jahanvash Karim

Keyword(s):

Turnover Intention ◽

Positive Impact ◽

Mediation Effect ◽

Dark Side ◽

Employee Voice ◽

Voice Behavior ◽

Employee Outcomes ◽

Mediating Role ◽

The Impact

Leaders play an essential role in the success and failure of the organization. In the past, studies examined positive leadership characteristics and behavior and their impacts on employee outcomes. The purpose of this study was to investigate the impact of despotic leadership on employee creativity and turnover intention with the mediating role of employee voice behavior. The sample consisted of 344 faculty members of Teacher Training Institutions in Pakistan. SPSS-25 software was used to evaluate the collected data. The results demonstrated that despotic leadership hurts employee voice behavior and creativity and has a positive impact on turnover intention. Further, the results also revealed that the voice behavior of employees has no mediation effect in the relationship between despotic leadership and employee outcomes (creativity and turnover intention). The study highlighted the importance of the topic and explored the research gap by focusing on the dark side of leadership and examined how despotic leadership harms the creativity and turnover intention of employees.

Download Full-text

Employee Voice, Employee Involvement, and Organizational Change Readiness: Mediating Role of Commitment-to-Change and Moderating Role of Transformational Leadership

Business Perspectives and Research ◽

10.1177/22785337211043962 ◽

2021 ◽

pp. 227853372110439

Author(s):

Rama Krishna Gupta Potnuru ◽

Rohini Sharma ◽

Chandan Kumar Sahoo

Keyword(s):

Transformational Leadership ◽

Organizational Change ◽

Employee Involvement ◽

Change Readiness ◽

Employee Voice ◽

Equation Modeling ◽

Commitment To Change ◽

The Relationship ◽

Moderating Role

This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.

Download Full-text

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

Tourism and Hospitality Research ◽

10.1177/1467358420972156 ◽

2020 ◽

pp. 146735842097215

Author(s):

Abu Elnasr E Sobaih ◽

Ahmed M Hasanein ◽

Meqbel M Aliedan ◽

Hassan S Abdallah

Keyword(s):

Transformational Leadership ◽

Leadership Styles ◽

Affective Commitment ◽

Positive Impact ◽

Organisational Commitment ◽

Intention To Stay ◽

Mediating Role ◽

The Impact ◽

The Relationship

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.

Download Full-text