scholarly journals The Impact of Paternalistic Leadership on Organization Identification: A Moderated Mediation Model

2021 ◽  
Vol 235 ◽  
pp. 02077
Author(s):  
Lin Qiu
Keyword(s):  
Organizational Identification ◽  
Positive Relationship ◽  
Full Time ◽  
Mediation Model ◽  
Paternalistic Leadership ◽  
Authoritarian Leadership ◽  
Moderated Mediation Model ◽  
Benevolent Leadership ◽  
Organization Identification ◽  
The Impact

The purpose of this study is to investigate how the two components of paternalistic leadership, namely authoritarianism and benevolence, jointly influence employee organization identification. Using a sample of 182 full-time employees China, this study found that benevolent climate mediated the positive relationship between benevolent leadership and employee organizational identification, and authoritarian leadership moderated the direct effect of benevolent leadership on benevolent climate and the indirect effect of benevolent leadership on organizational identification via benevolent climate. That is, when benevolent leaders simultaneously exhibit authoritarianism, they are more likely to promote perception of benevolent climate among employees who are then more likely to identify with the organization.

scholarly journals Hotel Employees’ Voice Behavior: The Role of Paternalistic Leadership and Organizational Identification

2021 ◽  
Vol 14 (1) ◽  
pp. 256
Author(s):  
Wen-Long Zhuang ◽  
Chun-Han Lee ◽  
Chung-Liang Ma
Keyword(s):  
Organizational Identification ◽  
Moral Leadership ◽  
Voice Behavior ◽  
Paternalistic Leadership ◽  
Authoritarian Leadership ◽  
Hotel Employees ◽  
Benevolent Leadership ◽  
Southern Taiwan ◽  
The Relationship

This study explores the effect of paternalistic leadership (moral leadership, benevolent leadership, and authoritarian leadership) on hotel employees’ voice behavior and the moderating role of organizational identification. This study samples employees of five-star hotels in northern, central, and southern Taiwan. Purposive sampling is used to distribute 450 questionnaires: 150 in northern Taiwan, 150 in central Taiwan, and 150 in southern Taiwan. The number of valid questionnaires was 359, and the effective questionnaire recovery rate was 79.78%. The analysis results indicate that (1) supervisors’ moral leadership negatively affects hotel employees’ voice behavior, (2) supervisors’ benevolent leadership positively affects hotel employees’ voice behavior, (3) supervisors’ authoritarian leadership negatively affects hotel employees’ voice behavior, (4) organizational identification moderates the relationship between moral leadership and voice behavior, (5) organizational identification moderates the relationship between benevolent leadership and voice behavior, and (6) organizational identification moderates the relationship between authoritarian leadership and voice behavior. This study also proposes managerial implications based on the analysis results. This research attempts to make contributions to the literatures of hospitality and tourism.

Testing a Moderated Mediation Model of Turnover Intentions With Chinese Employees

2020 ◽  
pp. 089484531990093
Author(s):  
Linna Zhu ◽  
Lisa Y. Flores ◽  
Qingxiong Weng ◽  
Junyi Li
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Future Research ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Perceived External Prestige ◽  
Job Opportunities ◽  
Career Growth ◽  
The Impact

This study explores the role of organizational career growth on employees’ organizational identification and turnover intentions in the contemporary career era. We compare the impact of organizational career growth and perceived external prestige of organization on employees’ organizational identification and turnover intentions and probe whether perceived alternative job opportunities moderate the relations between perceived external prestige–organizational identification and organizational career growth–organizational identification. Using a sample of 644 Chinese employees, findings indicated perceived external prestige and organizational career growth negatively influenced turnover intentions via organizational identification. Perceived alternative job opportunities buffered the relation between perceived external prestige and organizational identification but not the relation between organizational career growth and organizational identification. Finally, organizational career growth contributed more to organizational identification and turnover intentions than perceived external prestige. Our results suggest future research should consider the role of individual career states in improving employees’ organizational identification and retaining them within an organization.

scholarly journals Paternalistic Leadership and Innovative Behavior: Psychological Empowerment as a Mediator

2019 ◽  
Vol 11 (6) ◽  
pp. 1770 ◽  
Author(s):  
Alisher Dedahanov ◽  
Faridun Bozorov ◽  
Sanghyun Sung
Keyword(s):  
Leadership Styles ◽  
Structural Equation ◽  
Equation Modeling ◽  
Manufacturing Companies ◽  
Innovative Behavior ◽  
Paternalistic Leadership ◽  
Authoritarian Leadership ◽  
Mediating Role ◽  
Benevolent Leadership

Purpose: The aim of this study is to examine the mediating role of empowerment on the relationship between paternalistic leadership styles such as benevolent, moral, and authoritarian and employee innovative behavior. Design/methodology/approach: The data were collected from 390 employees of manufacturing companies in the Republic of Korea. To assess the validity of hypotheses we used a structural equation modeling procedure. Findings: The findings suggest that empowerment mediates the relationships among moral and authoritarian leadership styles and employee innovative behavior. However, results indicate that employee innovative behavior does not mediate the associations between benevolent leadership style and employee innovative behavior. Originality/value: Our work is the first to investigate the mediating role of empowerment on the link between paternalistic leadership styles such as benevolent, moral, and authoritarian and employee innovative behavior.

Emotional Mechanisms Linking Incivility at Work to Aggression and Withdrawal at Home: An Experience-Sampling Study

2016 ◽  
Vol 44 (7) ◽  
pp. 2888-2908 ◽  
Author(s):  
Sandy Lim ◽  
Remus Ilies ◽  
Joel Koopman ◽  
Paraskevi Christoforou ◽  
Richard D. Arvey
Keyword(s):  
Experience Sampling ◽  
Workplace Incivility ◽  
Full Time ◽  
Emotional States ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
High Trait ◽  
The Relationship ◽  
At Home ◽  
Trait Hostility

We report an experience-sampling study examining the spillover of workplace incivility on employees’ home lives. Specifically, we test a moderated mediation model whereby discrete emotions transmit the effects of workplace incivility to specific family behaviors at home. Fifty full-time employees from southeast Asia provided 363 observations over a 10-day period on workplace incivility and various emotional states. Daily reports of employees’ marital behaviors were provided by the spouses each evening. Results showed that state hostility mediated the link from workplace incivility to increased angry and withdrawn marital behaviors at home. Also, trait hostility served as a moderator such that the relationship between workplace incivility and hostile emotions was stronger for employees with high trait hostility.

scholarly journals Chinese Paternalistic Leadership and Leadership Effectiveness in Textile Industry

2013 ◽  
Vol 13 (3) ◽  
pp. 82-88 ◽  
Author(s):  
Hsien-Tang Tsai ◽  
Tung-Ju Wu ◽  
Shang-Pao Yeh
Keyword(s):  
Textile Industry ◽  
Leadership Effectiveness ◽  
Hierarchical Regression ◽  
Paternalistic Leadership ◽  
Authoritarian Leadership ◽  
Benevolent Leadership ◽  
The Family ◽  
Questionnaire Surveys ◽  
And Performance ◽  
Key Industries

Abstract The textile industry at one time, used to be one of the key industries in the economic development of Taiwan. Nevertheless, this labour- and time-intensive activity resulted in those employed in the industry not being able to devote adequate attention to both the family and business, that resulted in the enterprises being shipped out to other parts of labour-intensive Southeast Asia. This study aims to discuss the correlations between Chinese paternalistic leadership and organisational commitment, leadership effectiveness in the textile industry, and understanding the effects of supervisor–subordinate guanxi . Using quantitative questionnaire surveys, the supervisors and employees in 398 textile-related businesses in Taiwan, including 137 textile factories, 98 dyeing and finishing factories and 153 clothing factories, are studied. After applying hierarchical regression analysis to analysing the data, it is found that moral and benevolent leadership do not enforce as much obedience and performance as authoritarian leadership does. Instead, their loyalties are based on the “heart” of the employees to enhance their commitment to the organisation, by which the supervisor–subordinate guanxi could effectively adjust strong-arm leadership and the attitude of the employees. Therefore, it is suggested that Chinese supervisors should adopt benevolent leadership, maintain favourable guanxi with the employees, and improve the work atmosphere.

CEO Self-Monitoring and Corporate Entrepreneurship: A Moderated Mediation Model of the CEO-TMT Interface

2021 ◽  
pp. 014920632110484
Author(s):  
Jianhong Chen ◽  
Zeki Simsek ◽  
Yi Liao ◽  
Ho Kwong Kwan
Keyword(s):  
Organizational Context ◽  
Moderated Mediation ◽  
Corporate Entrepreneurship ◽  
Top Management Teams ◽  
Mediation Model ◽  
Self Monitoring ◽  
Behavioral Integration ◽  
Moderated Mediation Model ◽  
The Impact

Focusing on the interface between CEOs and top management teams (TMTs), we argue that CEO self-monitoring positively impacts a firm's pursuit of corporate entrepreneurship through the intervening role of TMT behavioral integration. We additionally argue that the impact becomes stronger as the firm's discretionary slack decreases because decreased slack creates an organizational context more favorable to the influences of both CEO self-monitoring and TMT behavioral integration. Results based on multisource (CEOs and TMTs) and multiwave data from 110 firms support the model and associated hypotheses.

Paternalistic leadership style, employee voice and creativity among entrepreneurs

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Maqsood Memon ◽  
Naimatullah Shah
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Employee Voice ◽  
Equation Modeling ◽  
Paternalistic Leadership ◽  
Content Type ◽  
Organizational Issues ◽  
Benevolent Leadership ◽  
Relationship Of ◽  
The Impact

PurposeIn today's world, employee voice has become an important factor in resolving organizational issues and making innovativeness. Therefore, this study proposes to investigate the paternalistic leadership style, employee voice and creativity among entrepreneurs of Pakistan.Design/methodology/approachThis study employs a cross-sectional study design in which a survey questionnaire is employed to collect the data from the respondents. After data cleaning and screening, in total 416 suitable samples are proceeded for data analysis.FindingsStructural equation modeling findings underlined as a positive and significant relationship of moral leadership with employee voice. Hence, this study found an insignificant relationship of authoritarian, benevolent leadership with employee voice. Further, the study also finds a positive and significant association between employee voice and creativity.Practical implicationsThis study may offer a thoughtful and systematic approach to employee voice and creativity for resolving organizational issues through recommendations/opinions of employees. This study may be helpful for addressing issues by bringing out creativity and innovation to achieve organizational goals and objectives.Originality/valueThe study is the first to investigate the impact of paternalistic leadership style on employee voice. Besides, it examines the influence of employee voice on creativity among entrepreneurs of Pakistan.

THE IMPACT OF MARKETING’S INNOVATION-RELATED CAPABILITIES ON A FIRM’S INNOVATION PERFORMANCE

2019 ◽  
Vol 24 (06) ◽  
pp. 2050054
Author(s):  
OSMAN GÖK ◽  
SINEM PEKER
Keyword(s):  
Innovation Process ◽  
Innovation Performance ◽  
Marketing Capabilities ◽  
Mediation Model ◽  
Firm Level ◽  
Innovation Development ◽  
Marketing Department ◽  
Moderated Mediation Model ◽  
Proposed Model ◽  
The Impact

Innovation performance is a potential source of competitive advantage for any firm. A capable marketing department (MD) can contribute significantly to the market success of the new products and services offered. Therefore, understanding the impact of marketing’s innovation-related capabilities in the innovation process is an important area of inquiry to achieve a more innovative and competitive company. This study examines the relations among relevant MD capabilities, marketing’s decision influence on innovation development and a firm’s innovation performance. The results indicate that the capabilities of the MD are strongly associated with the firm’s innovation performance. Our findings also demonstrate that marketing capabilities have a positive relationship with the department’s influence on innovation development. However, the department’s influence on innovation decisions has no effect on the firm’s innovation performance. We proposed a moderated mediation model considering a set of firm-level and environmental contingency variables. Results reveal that the proposed model relationships are indifferent for all the sub-groups of moderators.

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