Interpersonal work context as a possible buffer against age-related stereotyping

2016 ◽  
Vol 38 (1) ◽  
pp. 129-165 ◽  
Author(s):  
BEATRICE I. J. M. VAN DER HEIJDEN
Keyword(s):  
Leadership Style ◽  
Age Difference ◽  
Moderating Effects ◽  
Work Context ◽  
Supervisor Ratings ◽  
Age Related ◽  
Negative Effect ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

ABSTRACTThis study deals with the impact of relational demography upon occupational expertise ratings, and possible moderating effects of interpersonal work context factors. The results revealed support for a decrease in supervisor ratings of occupational expertise of their subordinates as an effect of directional age difference (status-incongruence: a situation wherein a supervisor is younger than his or her subordinate). Moreover, it appeared that transformational leadership style could not moderate this effect. Dyadic tenure appeared to strengthen the negative effect of status-incongruence, yet, only in the case of a longer duration of the relationship between employee and supervisor. Both theoretical and practical implications of these outcomes are discussed.

The neighborhood effect of online reviews

2019 ◽  
Vol 2 (3) ◽  
pp. 262-283
Author(s):  
Dong Liang ◽  
Xia Wang
Keyword(s):  
Design Methodology ◽  
Negative Impact ◽  
Online Reviews ◽  
Neighborhood Effect ◽  
Moderating Effects ◽  
Content Type ◽  
Negative Effect ◽  
Using Data ◽  
The Impact ◽  
The Relationship

Purpose Online reviews have been indicated to play an important role in consumers’ decision-making process, as supported by numerous studies. However, none of them has considered the neighborhood effect of online reviews. The purpose of this paper is to analyze the impact of neighbor store’s reviews on central store’s, along with the moderating effects of store density and product similarity. Design/methodology/approach Using data from dianping.com, this study conducts economic analysis accounting for endogeneity. Findings The results show that the neighbor store’s reviews exert a negative impact on that of central stores. Nevertheless, the relationship is moderated by store density and product similarity, such that the negative effect is stronger if there are a lot of stores around the central store, or if the neighbor store and central store provide similar products. Originality/value This study is the first to investigate the neighborhood effect of online reviews.

Moderating effects of networks on the relationship between acculturation and entrepreneurial skills development: Evidence from Africans trained in China

2020 ◽  
Vol 20 (3) ◽  
pp. 301-328
Author(s):  
Alexis Abodohoui ◽  
Charles Fahinde ◽  
Radjabu Mayuto ◽  
Zhan Su
Keyword(s):  
Cultural Values ◽  
Chinese Culture ◽  
Psychological Adaptation ◽  
Skills Development ◽  
Business Networks ◽  
Moderating Effects ◽  
Entrepreneurial Skills ◽  
Negative Effect ◽  
The Impact ◽  
The Relationship

With the growing number of Africans living in China for education and business engagements, it is timely and relevant to study how they are influenced by Chinese cultural values. Applying the theory of acculturation, this article analyses the influence of Chinese culture on the entrepreneurial skills of Africans trained in China. Several reports in the existing literature suggest that adaptation can lead to improved performance and creativity. We extend this to include both social and business networks as moderating factors. Using a survey of 378 African returnees from China, we found out that sociocultural and academic adaptations influence entrepreneurial skills development positively, whereas psychological adaptation has a negative effect. In terms of moderating effects, networking seems to have a negative effect on the relationship between academic adaptation and entrepreneurial skills development. However, it does not significantly moderate the impact of psychological and sociocultural adaptations on entrepreneurial skills development.

The resilient effects of transformational leadership on well-being: examining the moderating effects of anxiety during the COVID-19 crisis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kate McCombs ◽  
Ethlyn Williams
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Leadership Style ◽  
Well Being ◽  
Intellectual Stimulation ◽  
Moderating Effects ◽  
Content Type ◽  
Positive Effects ◽  
Transformational Leadership Style ◽  
The Relationship

PurposeAlthough important for organizational performance, much is still unknown about the relationship between employee well-being and transformational leadership. The authors answer calls to consider the relationship (1) in an extreme context (i.e. coronavirus pandemic), (2) at the dimension level and (3) differences that exist depending on the employee's gender.Design/methodology/approachThe authors employed a two-wave study with data collected from 212 working individuals. Respondents reported their level of COVID-19 anxiety and leadership experiences at time 1 starting at the height of the pandemic and three weeks later reported well-being.FindingsThe authors found COVID-19 anxiety weakened the influence of transformational leadership style on well-being, and this was only the case for females. Further, the authors found that while the moderator of COVID-19 anxiety weakened the influence of core transformational leadership behaviors and intellectual stimulation on well-being, the more individualized and short-term focused transformational behaviors of individualized consideration and performance expectations proved to have resilient effects on well-being with no moderating effects. Looking at gender differences, the authors found that this was only the case for females.Originality/valueThe findings extend research by capturing an external shock concerning the coronavirus pandemic to better understand how transformational leadership style, its dimensions and employee gender, influence well-being. While the authors expected COVID-19 anxiety to weaken the positive effects of transformational leadership style on well-being, paradoxically the authors also expected differential effects when examining individual dimensions.

Empowering employees: job standardization and innovative behavior

2014 ◽  
Vol 26 (7) ◽  
pp. 1100-1117 ◽  
Author(s):  
Hsiang-Fei Luoh ◽  
Sheng-Hshiung Tsaur ◽  
Ya-Yun Tang
Keyword(s):  
Psychological Empowerment ◽  
Hierarchical Regression ◽  
Hotel Management ◽  
Innovative Behavior ◽  
Moderating Effects ◽  
Content Type ◽  
Negative Effect ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose – This study aims to explore the relationship between job standardization and employee innovative behavior, as well as the mediating and moderating effects of employee psychological empowerment. Little research has been focused on the conflicting concepts of job standardization and employee innovative behavior. Design/methodology/approach – Respondents chosen from frontline services in tourist hotels in Taiwan were used to examine the mediating and moderating roles of psychological empowerment on the established relationships between job standardization and employee innovative behavior. The results were analyzed using hierarchical regression models. Findings – The results show that job standardization had a negative effect on employee innovative behavior. In addition, employee psychological empowerment mediated the effect of job standardization on innovative behavior. Subsequently, employee psychological empowerment played a buffering role and moderated the job standardization–innovative behavior relationship. Practical implications – Hotel management needs to use both training and work process review to help employees innovate while still understanding the meaning of their work, enhancing self-efficacy, self-determination and the impact of decision-making. Originality/value – This study gives both theoretical and empirical evidence to clarify the effect of psychological empowerment on the importance of job standardization and innovative behavior in organizations. This is the only study that has investigated this topic in the hospitality field and therefore makes significant strides in understanding the impact of psychological empowerment on hotel employees’ innovative behavior.

scholarly journals The relationship between leadership styles, innovation and organisational performance: A systematic review

2015 ◽  
Vol 18 (3) ◽  
pp. 325-337 ◽  
Author(s):  
Tebogo Gilbert Sethibe ◽  
Renier Steyn
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Leadership Style ◽  
Scientific Knowledge ◽  
The Body ◽  
Mediating Effect ◽  
Organisational Performance ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

This paper is an attempt to consolidate the published scientific knowledge about the impact of leadership styles on the relationship between innovation and organisational performance. Concepts, statements and conceptual frameworks were used as structure to analyse the body of scientific knowledge. After consulting 31 major research databases using the systematic literature review methodology, only seven journals articles that examined the link between leadership, innovation and organisational performance were identified. The synthesis of the journal articles revealed (a) that consensus exists among researchers as far as the relevant concepts are concerned; (b) that most agree on the definition of leadership and innovation but that a uniform understanding of what constitutes organisational performance is lacking; and (c) that conceptual models are too simplistic and do not consider mediator variables or multiple financial criteria measures. The findings further reveal that innovation is significantly and positively related to superior organisational performance, and that, although transformational leadership style is significantly and positively related to innovation, transactional leadership style is more appropriate when the aim is to instil a culture of innovation. Transformational leadership style, by contrast, is mostly associated with organisational performance. In addition, the findings further reveal that none of the studies investigate the mediating effect of the nature of innovation (incremental and radical) on the relationship between leadership and organisational performance, and that none of the studies use the objective measures of financial performance such as ROA, ROE, price/earnings (P/E) and Tobin’s Q calculated from annual financial reports. 

scholarly journals PERAN MEDIA PEMBELAJARAN TERHADAP KINERJA DOSEN DENGAN GAYA KEPEMIMPINAN TRANSFORMASIONAL SEBAGAI VARIABEL MODERATING (Studi Kasus pada Dosen Universitas Muhammadiyah Ponorogo)

2017 ◽  
Vol 12 (2) ◽  
pp. 153
Author(s):  
Eka D. Pristi Ayuningtyas ◽  
Wahna Widhianingrum
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Quantitative Research ◽  
Partial Least Square ◽  
Least Square ◽  
Instructional Media ◽  
Negative Effect ◽  
And Performance ◽  
Transformational Leadership Style ◽  
The Relationship

This study focuses on transformational leadership style variables that moderate the relationship between learning media and performance. This study aims to examine the role of learning media on lecturer performance with transformational leadership style as a moderating variable. This type of research is a quantitative research. The method used is to use survey with purposive sampling sampling with respondent Lecturer Muhammadiyah University of Ponorogo. Data analysis technique used in this research is Structural Equational Modeling Partial Least Square (SEM-PLS) analysis with SmartPLS 3.0 software. The result of research shows that H1, the perception of the usefulness of instructional media has a negative effect on overwork. While H2, the transformational leadership style variables moderate the relationship between perceptions of the usefulness of instructional media and overloaded work

scholarly journals The Mediating Effect of Organizational Commitment in the Impact of Transformational Leadership Style on Employee Performance: A Study of Divisional Secretariats in the Jaffna District

2019 ◽  
Vol 9 (2) ◽  
pp. 116 ◽  
Author(s):  
Thaneswary Raveendran ◽  
Aruna Shantha Gamage
Keyword(s):  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Employee Performance ◽  
Mediating Effect ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees’ job performance in the Divisional Secretariats in Jaffna District. 287 employees were selected for this study. Leadership styles were measured using MLQ Rater Form 5-x, employee performance was measured using job performance Scale and organizational commitment was measured using Organizational Commitment Questionnaire. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis performed to confirm the validly and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on organizational commitment. It was also found that organizational commitment doesn’t have a mediating effect in the impact of transformational leadership on employee performance. The findings also revealed that organizational commitment doesn’t have impact on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover larger samples and the other public sector organizations to better understand the relationship between the variables. 

scholarly journals Transformational Leadership Style on Nursing Job Satisfaction Amongst Nurses in Hospital Settings: Findings From Systematic Review

2019 ◽  
Vol 11 (6) ◽  
pp. 25 ◽  
Author(s):  
Saleh Alzahrani ◽  
Abd Alhadi Hasan
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Transformational Leadership ◽  
Saudi Arabia ◽  
Leadership Styles ◽  
Leadership Style ◽  
Negative Relationship ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

BACKGROUND: The nursing shortage is a common problem in Saudi Arabia with multi-factorial causes. In addition to the low supply of Saudi graduate nurses from training facilities, job satisfaction remains a significant determinant of nurse turnover and intention to leave that contribute to the shortage of nursing workforce. The higher number of expatriate nurses who have a short stay compared to Saudi nurses compounds this problem. Therefore, effective strategies for making the nursing profession attractive and increasing nurse retention in Saudi Arabia are required. OBJECTIVE: The general objective was to examine the impact of transformational leadership style on job satisfaction amongst nurses in hospital settings. Specifically, the appraisal examined how transformational leadership style improves nursing job satisfaction in hospital settings, determined the mediating factors of the relationship between transformational leadership style and nurses’ job satisfaction, and investigated nurses’ perceptions of transformational leadership style compared with other leadership styles. METHODOLOGY: This study was used systematic review design with eight selected quantitative nursing research published between 2012 and 2017. A systematic search of the recent literature was conducted on PubMed, Scopus, Wiley Online, and Web of Science databases using search terms developed a priori to identify the articles that met the inclusion criteria. The quality of the included studies was evaluated by McMaster Critical Review Form for Quantitative Studies. Extracted data were summarised, explored and correlated using narrative synthesis. FINDINGS: Eight studies of cross-sectional design were appraised. Transformational leadership style was positively related to nurses’ job satisfaction. Transactional leadership also had a positive correlation while passive-avoidant or laissez-faire style had a negative relationship. Transformational leadership improved nursing job satisfaction through its dimensions (idealised influence, inspirational motivation, intellectual stimulation and individualised consideration). Nurse empowerment and workplace support mediated the relationship between transformational leadership and nurse job satisfaction. Nurses had a higher perception of transformational style compared to other leadership styles, and job satisfaction was found to improve nurse and patient outcomes. CONCLUSION: Transformational leadership appears to improve job satisfaction of nurses working in a hospital setting that leads to higher nursing retention. Hospital administrators and managers should practice transformational leadership to improve job satisfaction of staff nurses for better nursing outcomes, and leadership skills should be incorporated in the nursing education curriculum. However, further evaluation of transformational leadership in relation to its influencing factors is required.

New employee intention to leave and consequent work performance: Does leadership style matter?

2017 ◽  
Vol 45 (10) ◽  
pp. 1707-1721 ◽  
Author(s):  
Jun Tao ◽  
Wanxing Jiang ◽  
Chang Liu ◽  
Xin Yang ◽  
Weiguo Zhang ◽  
...  
Keyword(s):  
Leadership Styles ◽  
Survey Data ◽  
Leadership Style ◽  
Ethical Leadership ◽  
Work Performance ◽  
Intention To Leave ◽  
Moderating Effects ◽  
New Employee ◽  
Negative Effect ◽  
The Relationship

We examined how leadership style affects the relationship between new employee intention to leave (NEIL) and the consequent work performance of that employee. We focused on NEIL with employees who had begun work at a large hospitality firm in China, and tested the consequences of leadership style on their work performance. We compared the moderating effects of abusive and ethical leadership styles on the relationship between NEIL and the employees' consequent work performance. We collected survey data from responses from a sample of 355 leader–employee dyads, with 61 leaders supervising the groups of employees. Results showed that NEIL had a negative effect on the employees' consequent work performance. In addition, an abusive leadership style increased this negative effect, whereas an ethical leadership style helped to neutralize the effect.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Organisational Commitment Among Hospital Staff: A Systematic Review

2021 ◽  
pp. 097206342110504
Author(s):  
Mohammad Kamal Hussain ◽  
Rayan Abdullah M. Khayat
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Hospital Staff ◽  
Healthcare Services ◽  
Organisational Commitment ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

Background: Improving quality of relationship among hospital staff and leaders is a necessity to increase levels of job satisfaction and organisational commitment. Transformational leadership style has become an ideal practical solution that can resolve these dilemmas and enhance the quality of healthcare services and patients’ safety. This study aims to examine the impact of transformational leadership on job satisfaction and organisational commitment among hospital staff. Methods: The research strategy for this systematic review involves four electronic databases. Empirical peer-reviewed studies that uses quantitative design and that examines the relationship among transformational leadership, job satisfaction and organisational commitment among hospital staff, are included. Studies are evaluated by using a quality assessment tool, and the data extraction table and analysis are completed on the entire included studies. Results: A total of 367 titles and abstracts are screened, yielding 26 studies that are included in this review. The collected variables are analysed to determine the effect of transformational leadership style on job satisfaction and organisational commitment. A total of 19 studies examining the relationship between transformational leadership and job satisfaction ( n = 15) are found to have a positive relationship, while 13 studies examining the relationship between transformational leadership and organisational commitment ( n = 11) are found to have a positive relationship. Conclusion: The results of the review provide evidence that transformational leadership has a great effect on hospital staff and the hospital environment. The transformational leadership style should be universally used in hospitals to increase medical staff job satisfaction and organisational commitment, which may lead to increased productivity, quality of healthcare services and patients’ safety.

Sign in / Sign up

Export Citation Format

Share Document