Impacts of leadership style, organizational design and HRM practices on knowledge hiding: The indirect roles of organizational justice and competitive work environment

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

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Managing the Era of Multi-Cultural Leadership

Purushartha - A Journal of Management Ethics and Spirituality ◽

10.21844/pajmes.v11i1.14610 ◽

2018 ◽

Vol 11 (1) ◽

Author(s):

M. Rahul ◽

R. Ganesan

Keyword(s):

Work Environment ◽

Leadership Style ◽

Work Experience ◽

Cross Culture ◽

Cultural Leadership ◽

Team Members ◽

Diverse Workforce ◽

The Difference ◽

The One ◽

Global Arena

Leaders in the global arena are the one who face the challenges never seen before, while coordinating work and managing relationship between team members coming from varied ethnic groups. Globalization has undoubtedly opened up endless growth opportunities for both, businesses and individuals, by collaborating with each other, but with certain inherent challenges. These challenges are the difference in the cultural background of the team members, which gets predominantly reflected in their behavior at workplace too. The cultural differences exist primarily due to differences in shared values, which form the basis for difference in perception and practices of decision making by an individual (Hofstede, 1980). Juana Bordas has rightly described that any business that fails to adapt their leadership style aligning with multi-cultural approach will find it difficult to thrive in a more colorful world. Leadership style has witnessed various facets of changing work environment that has demanded from leaders to modify their approach to adapt along and be effective and survive in the ever-changing environment of business (Bordas,2007).A cross-culture leader plays a significant role in knitting the diverse workforce into an efficient team; which requires a leader to very well understand the various dimensions of culture. This understanding of the leader enables him to learn about blending of leadership styles to address the challenges of such work environment. This paper is an extended work on 'Leadership in Cross-Cultural Environment – A Comparison of Asian and Non-Asian Managers' (Rahul and Ganesan, 2015). The extended research study has identified that enhanced work experience of cross-culture leaders enables them in effective team management, than the rise in designation, as it results in creation of hierarchical distance between the leaders and subordinates.

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Analisis Budaya Organisasi dan Gaya Kepemimpinan dalam Komunitas Wadah Pemimpin

Koneksi ◽

10.24912/kn.v5i1.10187 ◽

2021 ◽

Vol 5 (1) ◽

pp. 106

Author(s):

Phoebe Kristianti ◽

Riris Loisa

Keyword(s):

Organizational Culture ◽

Work Environment ◽

Leadership Styles ◽

Leadership Style ◽

Communication Theory ◽

Visionary Leadership ◽

Family Impact ◽

Ethnographic Approach ◽

Community Forum ◽

A Company

In the continuity of a company, there is a pattern of behavior that is carried out continuously by its members. Then formed a culture that is characteristic of the company. Each leader also has his own leadership style in operating the company. With a good organizational culture and leadership style, it can form a comfortable work environment and can support the success of the company. The formulation of the problem that will be examined is how is the organizational culture and leadership style in the Leader Forum Community? The method used in this research is a qualitative ethnographic approach, studied with organizational communication theory, organizational culture, and leadership style. The purpose of this research is to describe and find out the organizational culture and leadership style in the Community of Leaders Forum. The object to be studied is the organizational culture and leadership styles used in the Leader Community Forum. Based on the results of research related to organizational culture and leadership styles in the Community of Wadah Leaders, it can be concluded that the value of Family Impact Teamwork continues to be emphasized to members as a reference for acting in the community. And leaders apply a combination of charismatic, transactional, transformational, and visionary leadership styles in Komunitas Wadah Pemimpin.Dalam keberlangsungan suatu perusahaan terdapat pola perilaku yang dilakukan secara terus menerus oleh anggotanya. Kemudian terbentuk sebuah budaya yang menjadi ciri khas dalam perusahaan tersebut. Setiap pemimpin juga memiliki gaya kepemimpinan tersendiri dalam mengoperasikan perusahaan. Dengan adanya budaya organisasi dan gaya kepemimpinan yang baik dapat membentuk lingkungan kerja yang nyaman serta dapat medukung keberhasilan perusahaan. Rumusan masalah yang ditelaah dalam penelitian ini adalah bagaimana budaya organisasi dan gaya kepemimpinan dalam Komunitas Wadah Pemimpin? Metode yang digunakan dalam penelitian ini adalah metode etnografi dengan pendekatan kualitatif. Penelitian ini dikaji dengan teori komunikasi organisasi, budaya organisasi, serta gaya kepemimpinan. Tujuan dari penelitian ini yaitu untuk menggambarkan dan mengetahui budaya organisasi dan gaya kepemimpinan dalam Komunitas Wadah Pemimpin. Objek yang diteliti adalah budaya organisasi serta gaya kepemimpinan yang digunakan dalam Komunitas Wadah Pemimpin. Penelitian ini menyimpulkan bahwa nilai Family Impact Teamwork terus ditekankan kepada anggota sebagai acuan untuk bertindak dalam komunitas. Pemimpin menerapkan kombinasi dari gaya kepemimpinan kharismatik, transaksional, transformasional, dan visioner dalam Komunitas Wadah Pemimpin.

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Effect Of Compensation, Environment and Leadership Style On Employee Spirit and Performance Through Motivation

JBMP (Jurnal Bisnis Manajemen dan Perbankan) ◽

10.21070/jbmp.v7i1.1337 ◽

2021 ◽

Vol 7 (1) ◽

pp. 1-20

Author(s):

Muhammad Yani

Keyword(s):

Work Environment ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Employee Morale ◽

And Performance ◽

The Relationship

This study aims to examine the effect of compensation, environment and leadership style on employee morale and performance through study motivation at PT. EX. This study used a sample of 95 respondents, namely employees of the production section of PT. EX. which is taken using non-probability sampling techniques from the population or production employees. The data analysis technique used the Structural Equation Modeling (SEM) Partial Least Square (PLS) approach using the Smart PLS version 3.0 software. The results showed that: Compensation and work environment have a positive and significant effect on work motivation, compensation and work environment have a positive and significant effect on morale, work motivation has a positive and significant effect on employee performance and employee morale. Leadership style has no effect on work motivation, employee performance and morale. Compensation and work environment have no effect on employee performance. Compensation has a positive and significant effect on employee performance through work motivation, work environment has a positive and significant effect on employee performance through work motivation, compensation has a positive and significant effect on work motivation through work motivation, the environment has a positive and significant effect on morale through work motivation. In addition, motivation cannot mediate the relationship between leadership style and employee performance, and motivation cannot mediate the relationship between leadership style and morale.

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Analisis Gaya Kepemimpinan dan Lingkungan Kerja Non Fisik terhadap Kinerja Pegawai Melalui Kepuasan Kerja

Al-Kharaj : Jurnal Ekonomi, Keuangan & Bisnis Syariah ◽

10.47467/alkharaj.v4i3.705 ◽

2021 ◽

Vol 4 (3) ◽

pp. 597-611

Author(s):

Titi Astutiningtyas ◽

Kusuma Chandra ◽

Gendro Wiyono

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Employee Performance ◽

Primary Data ◽

Physical Work ◽

Z Score ◽

Significance Level ◽

Physical Work Environment ◽

Quantitative Descriptive

This study aims to analyze the relationship between leadership style and non-physical work environment on employee performance through job satisfaction as an intervening variable for employees of BBTKLPP Yogyakarta. This research method uses quantitative descriptive using primary data obtained from distributing questionnaires. In this study using the sesnus technique, where all populations are taken, each population has the same opportunity to be sampled. The number of samples taken in this study were 110 questionnaires. Data were analyzed using SPSS and Smart PLS. The results showed that leadership style had a positive and significant effect on job satisfaction with a significance level of 0.042 <0.05, so hypothesis I was accepted. The non-physical work environment has a positive and significant effect on job satisfaction with a significance level of 0.000 <0.05, so hypothesis II is accepted. Leadership style has no positive and significant effect on employee performance with a significance level of 0.455 > 0.05, so hypothesis III is rejected. Non-fictional work environment has no positive and significant effect on employee performance with a significance level of 0.256 > 0.05, so hypothesis IV is rejected. Job satisfaction has a positive and significant effect on employee performance with a significance level of 0.006 < 0.05 (p <0.05), so hypothesis V is accepted. Leadership style on employee performance with job satisfaction as an intervening variable with a significance level of Z score 1.57 < 1.96 then hypothesis VI is rejected. Non-physical work environment on employee performance with job satisfaction as an intervening variable with a significance level of Z score 2.51> 1.96 then hypothesis VII is accepted. Keywords: Leadership style, non-physical work environment, job satisfaction, employee performance.

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Efektivitas SIPKD, Gaya Kepemimpinan, dan Lingkungan Kerja Pada Kinerja Karyawan Dinas Pariwisata Provinsi Bali

E-Jurnal Akuntansi ◽

10.24843/eja.2020.v30.i02.p18 ◽

2020 ◽

Vol 30 (2) ◽

pp. 517

Author(s):

I Gusti Agung Brawijaya ◽

Made Yenni Latrini

Keyword(s):

Work Environment ◽

Leadership Style ◽

Significant Influence ◽

Employee Performance ◽

Sample Selection ◽

Selection Method ◽

Form Of Government ◽

Saturated Sample

Employee Performance plays an important role in the success of an organization. An organization expects employees to complete tasks in a timely, accurate, and reliable manner. One form of government in improving the performance of its employees is the application of SIPKD. This research was conducted at the Bali Provincial Tourism Office. The purpose of this research is to find out how much effectiveness SIPKD, leadership style, and work environment have on employee performance. The sample selection method in this study uses the saturated sample (census) technique. The number of samples in this study were 40 people. The results of this study indicate that the effectiveness of SIPKD has no significant effect on employee performance. While the leadership style and work environment have a positive and significant influence on the performance of the employees of the Bali Provincial Tourism Office. Keywords: Effectiveness of SIPKD; Leadership Style; Work Environment.

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Contextual ambidexterity and innovation in healthcare in India: the role of HRM

Personnel Review ◽

10.1108/pr-06-2017-0194 ◽

2017 ◽

Vol 46 (7) ◽

pp. 1358-1380 ◽

Cited By ~ 17

Author(s):

Ashish Malik ◽

Brendan Boyle ◽

Rebecca Mitchell

Keyword(s):

Leadership Style ◽

Healthcare Providers ◽

Healthcare Management ◽

Multiple Informants ◽

Healthcare Sector ◽

Managerial Leadership ◽

Content Type ◽

Hrm Practices ◽

Hr Practices

Purpose The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role. Design/methodology/approach A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the “case” of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity. Findings The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers. Originality/value This study represents an exploration of innovation in the context of India’s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.

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Employee well-being in a stressful work environment

Development in Learning Organizations An International Journal ◽

10.1108/dlo-04-2020-0081 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Keyword(s):

Work Environment ◽

Organizational Justice ◽

Work Engagement ◽

Design Methodology ◽

Psychological Capital ◽

Well Being ◽

Employee Health ◽

Content Type ◽

Pertinent Information ◽

Work Contexts

Purpose Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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Performance and Qwl in a Data Entry Task

Proceedings of the Human Factors Society Annual Meeting ◽

10.1177/154193128703101211 ◽

1987 ◽

Vol 31 (12) ◽

pp. 1350-1354

Author(s):

Paul Cornell

Keyword(s):

Work Environment ◽

Physical Environment ◽

Canonical Correlation ◽

Organizational Design ◽

Stepwise Regression ◽

Data Entry ◽

Job Design ◽

Large Set ◽

Multidimensional Approach ◽

Multidimensional Model

The effects of the work environment on performance and QWL was examined in bank proof encoding departments. A multidimensional model was proposed and included environmental factors, people factors, and organizational effectiveness. A large set of variables, measuring all aspects of the model, was reduced via stepwise regression and subjected to a canonical correlation, which yielded two variates. Job design and context were strongly linked to QWL, while job and organizational design, and the physical environment were linked to performance. The necessity of a multidimensional approach was supported by the findings. The model proved useful, but only in a limited sense.

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Impact of Green Human Resource Management on Service Recovery: Mediating Role of Environmental Commitment and Moderation of Transformational Leadership

Frontiers in Psychology ◽

10.3389/fpsyg.2021.710050 ◽

2021 ◽

Vol 12 ◽

Author(s):

Umer Iftikhar ◽

Khansa Zaman ◽

Mahmood Rehmani ◽

Wajeeha Ghias ◽

Tahir Islam

Keyword(s):

Transformational Leadership ◽

Human Resource ◽

Leadership Style ◽

Service Recovery ◽

Hotel Industry ◽

Environmental Commitment ◽

Hrm Practices ◽

Transformational Leadership Style ◽

Green Human Resource Management ◽

The Relationship

Greening of the hotel industry can be achieved through employees' green service recovery performance (GSRP) of employees to determine environment-friendly or unfriendly issues driven by environmental commitment and green human resource management (HRM) practices. This article attempts to resolve the research problem by analyzing the moderating effect of transformational leadership style on green HRM practices with employee environmental commitment (EEC) and GSRP in the hotel industry. The present study recruited 489 front-line employees (FLE) and their 24 direct managers. The research results reveal that environmental commitment of employee mediates the relationship between green HRM practices and GSRP. Moreover, the transformational leadership style moderates the relationship between green HRM practices and employee environmental commitment in the hotel industry. The study has critical insights and implications for hotel managers and theory.

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