Shaping employee green behavior: a multilevel approach with Pygmalion effect

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ziying Mo ◽  
Matthew Tingchi Liu ◽  
Peiguan Wu
Keyword(s):  
Self Efficacy ◽  
Multilevel Model ◽  
Design Methodology ◽  
Study Data ◽  
Content Type ◽  
Individual Level ◽  
Multilevel Theory ◽  
Green Behavior ◽  
Time Lagged ◽  
The Relationship

PurposeThe purpose of this study was to theorize and examine a Pygmalion perspective in how leader and coworker expectations predict in-role and ex-role employee green behavior (EGB).Design/methodology/approachUsing a time-lagged field study, data were collected from a sample of 71 leaders and 340 members to examine the hypothesized relationships with a multilevel model (group level and individual level).FindingsThe results showed that leader green behavior and self-efficacy for EGB (i.e. the Pygmalion process) mediate the relationship between leader expectations and EGB, while self-efficacy mediates the relationship between coworker expectations and EGB. In addition, this study found that the effect of coworker expectations and EGB via self-efficacy is stronger when leaders themselves demonstrate a higher level of green behavior.Originality/valueThis study also aims to provide a multilevel theory and investigates the interplay between multilevel variables in encouraging EGB. It also extends previous EGB literature through investigating a different process (i.e. the Pygmalion process) relating leader expectations for EGB to EGB. Moreover, this study develops implications of Pygmalion process on EGB from theoretical and practical perspectives.

The value of human capital within Canadian business schools

2018 ◽  
Vol 19 (4) ◽  
pp. 836-855 ◽  
Author(s):  
Ajantha Velayutham ◽  
Asheq Razaur Rahman
Keyword(s):  
Human Capital ◽  
Design Methodology ◽  
Positive Association ◽  
Content Type ◽  
Individual Level ◽  
Structural Capital ◽  
The Individual ◽  
Academic Salaries ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to empirically investigate whether an individual’s knowledge, skills and capabilities (human capital) are reflected in their compensation. Design/methodology/approach Data are drawn from university academics in the Province of Ontario, Canada, earning more than CAD$100,000 per annum. Data on academics human capital are drawn from Research Gate. The authors construct a regression analysis to examine the relationship between human capital and salary. Findings The analyses performed indicates a positive association between academic human capital and academic salaries. Research limitations/implications This study is limited in that it measures an academic’s human capital solely through their research outputs as opposed to also considering their teaching outputs. Continuing research needs to be conducted in different country contexts and using negative proxies of human capital. Practical implications This study will create awareness about the value of human capital and its contribution towards improving organisational structural capital. Social implications The study contributes to the literature on human capital in accounting and business by focussing on the economic relevance of individual level human capital. Originality/value The study contributes to the literature on human capital in accounting and business by focussing on the economic relevance of individual level human capital. It will help create awareness of the importance of valuing human capital at the individual level.

Firm-level participative leadership and individual-level employee ambidexterity

2019 ◽  
Vol 40 (5) ◽  
pp. 561-582 ◽  
Author(s):  
Yi-Ying Chang ◽  
Che-Yuan Chang ◽  
Chung-Wen Chen ◽  
Y.C.K. Chen ◽  
Shu-Ying Chang
Keyword(s):  
Social Support ◽  
Design Methodology ◽  
Personal Identification ◽  
Participative Leadership ◽  
Firm Level ◽  
Content Type ◽  
Individual Level ◽  
Technology Firms ◽  
Top Manager ◽  
The Relationship

Purpose The purpose of this paper is to examine if personal identification could explicate the black box between participative leadership and employee ambidexterity. Also, the authors aim to explore how and why the top-down effects of higher-level leadership styles affect lower-level outcomes. Design/methodology/approach The authors collected multilevel and multisource data from top manager teams, and unit managers and employees of research and development, marketing and sales, and operations from Taiwanese technology firms. Findings The results revealed that individual-level personal identification partially mediated the relationship between firm-level participative leadership and individual-level employee ambidexterity, and individual-level coworker social support moderated the effect of firm-level participative leadership on individual-level employee ambidexterity through individual-level personal identification. Originality/value This paper demonstrated the importance of participative leadership and personal identification. It contributed to profound comprehension for potential mechanisms of individual-level personal identification and an enhancer of individual-level coworker social support why and how affects firm-level participative leadership on individual-level employee ambidexterity.

How and when servant leadership enhances life satisfaction

2018 ◽  
Vol 47 (5) ◽  
pp. 1077-1093 ◽  
Author(s):  
Yanping Li ◽  
Diwan Li ◽  
Yidong Tu ◽  
Jie Liu
Keyword(s):  
Life Satisfaction ◽  
Servant Leadership ◽  
Leadership Style ◽  
Self Efficacy ◽  
Hierarchical Regression ◽  
Content Type ◽  
Mediating Role ◽  
Time Lagged ◽  
The Relationship ◽  
General Self Efficacy

Purpose The purpose of this paper is to investigate the relationship between servant leadership and life satisfaction through the mediating role of workplace positive affect (WPA), and the moderating roles of collectivistic orientation and general self-efficacy. Design/methodology/approach Using a sample of 304 employees in a two-wave survey, the hypotheses were demonstrated with hierarchical regression analyses. Findings The results revealed that servant leadership was positively related to employee life satisfaction, and WPA served as a mediator between them. Moreover, collectivistic orientation and general self-efficacy moderated the relationship between servant leadership and WPA, and the indirect effect of servant leadership on life satisfaction via WPA. Research limitations/implications The time-lagged research design of this study may limit the ability to draw causal conclusions. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of our findings calls for more attention. Practical implications Leaders are encouraged to adopt the servant leadership style to facilitate employee life satisfaction and organizations should select and recruit managers with servant leadership qualities. Furthermore, because employees’ collectivistic orientation and general self-efficacy moderate the effects of servant leadership on followers’ outcomes, managers need to take individual differences into consideration when they implement managerial strategy. Originality/value This research contributed to a burgeoning stream of servant leadership literature by investigating the functions of servant leadership in promoting life satisfaction, and exploring the affective mechanism linking servant leadership and life satisfaction as well as the boundary conditions of collectivistic orientation and general self-efficacy.

A possible metric for assessing self-efficacy toward postulated futures

foresight ◽  
2018 ◽  
Vol 20 (1) ◽  
pp. 50-67 ◽  
Author(s):  
Seongwon Park
Keyword(s):  
Self Efficacy ◽  
Design Methodology ◽  
Status Quo ◽  
Social Changes ◽  
Content Type ◽  
Individual Level ◽  
Participatory Foresight ◽  
New Meanings ◽  
Before And After ◽  
The Status

Purpose This paper raises a question of how to assess the effectiveness of foresight activity. Among the various assessments of foresight activity, the author explores how to develop and assess an individual’s abilities in relation to foresight activity. More specifically, the author suggests a possible metric for assessing how foresight activity can help individuals cultivate self-efficacy toward postulated futures. This paper aims to propose that researchers and practitioners working in foresight can leverage the concept of self-efficacy toward futures to develop a method of evaluating foresight activities on an individual level. Design/methodology/approach To assess the concept of self-efficacy toward futures, this research identifies the factors that could create a possible metric of self-efficacy with respect to various futures on an individual level. For this study, citizens living in Korea participated in a futures studies program, where the author measured and analyzed to what extent participatory foresight activities could help these individuals perceive their own self-efficacy toward futures. The changes in the participants’ attitudes were measured by conducting the survey before and after the program. Findings Based on the literature review and a survey, the author crafted a potential self-efficacy in relation to a scale of futures, which consists of four subscales: an ability to shape new meanings, an ability to challenge the status quo, an ability to make a decision and put it into action and an ability to learn something new by cooperating with others. These abilities are believed to be relevant elements to prepare for, adapt to and evolve with social changes. This paper also uses the possible metric to assess the effectiveness of foresight activity in Korea and argues that foresight activity helps Korean individuals perceive self-efficacy toward postulated futures. Originality/value Researchers attempted to answer the question of what foresight activities are generally useful to laypersons. The author proposes that perceiving self-efficacy toward futures is one of the efficacies that foresight pursues. The author endeavors to create a metric to assess the effectiveness of foresight attempts to identify which capabilities can be developed through participation in foresight activities.

Transformational leadership, self-efficacy and performance of volunteers in non-formal voluntary service education

2020 ◽  
Vol 39 (7/8) ◽  
pp. 929-943
Author(s):  
Simon C.H. Chan
Keyword(s):  
Transformational Leadership ◽  
Self Efficacy ◽  
Design Methodology ◽  
Formal Education ◽  
Management Development ◽  
Service Organization ◽  
Voluntary Service ◽  
Content Type ◽  
And Performance ◽  
The Relationship

PurposeThe purpose of this study was to determine whether self-efficacy is a key mediator of the relationship between transformational leadership and volunteers' performance, based on intrinsic motivation theory. The study extended the literature on self-efficacy to transformational leadership in non-formal voluntary service education.Design/methodology/approachOne hundred and seventy-eight scouts and scout leaders were sampled from a Hong Kong voluntary service organization that involved volunteers in the process of non-formal education.FindingsTransformational leadership was positively associated with the volunteers' performance. In addition, self-efficacy mediated the relationship between transformational leadership and volunteers' performance.Originality/valueThe study thus yielded novel insights for management development into the relationship between transformational leadership and volunteers' performance, suggesting that self-efficacy mediates this relationship for volunteers in non-formal voluntary service education.

How and when LMX quality relates to counterproductive performance

2018 ◽  
Vol 23 (6/7) ◽  
pp. 557-575 ◽  
Author(s):  
I.M. Jawahar ◽  
Bert Schreurs ◽  
Shawn J. Mohammed
Keyword(s):  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Meta Analysis ◽  
Work Behavior ◽  
High Tech ◽  
Conservation Of Resources ◽  
Content Type ◽  
Time Lagged ◽  
The Relationship

Purpose In spite of the recent meta-analysis by Martin et al. (2016), we have very little insight about the theoretical mechanism explaining the leader–member exchange–counterproductive work behavior (LMX–CWB) relationship. Drawing on social cognitive theory, the purpose of this paper is to test if occupational self-efficacy functions as a mediating mechanism to explain the relationship between LMX quality and counterproductive performance directed toward the supervisor. In addition, based on the conservation of resources theory, the paper investigates if supervisor–subordinate relationship tenure acted as a second-stage moderator of this mediated relationship. Design/methodology/approach The authors used two-wave time-lagged data from a sample of 189 high-tech professionals to test the hypotheses, controlling for age, sex, and trust. Findings The results of this paper showed that occupational self-efficacy carried the effect of LMX quality on counterproductive performance, but only for workers who have longer supervisor–subordinate relationship tenure. Originality/value This paper is unique in proposing and testing a social cognitive mechanism to explain the relationship between LMX quality and counterproductive performance. As Johns (2017) advocated, the authors incorporated length of time, a contextual variable into this study by investigating supervisor–subordinate relationship tenure as moderating the proposed mediated relationship.

The effect of self-efficacy on job performance through creativity: the moderating roles of customer incivility and service scripts

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Won-Moo Hur ◽  
Tae-Won Moon ◽  
Jun-Ho Lee
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Design Methodology ◽  
Mediating Effect ◽  
Content Type ◽  
Internal Resources ◽  
Beneficial Effects ◽  
Positive Effects ◽  
Sales Organizations ◽  
The Relationship

PurposeThis study aimed to examine the effect of self-efficacy on job performance through creativity. We predicted that exposure to customer incivility and rigid service scripts will moderate the mediating effect of creativity on the relationship between self-efficacy and job performance.Design/methodology/approachSurvey data were collected from 397 salespersons who were working in a department store in South Korea. The PROCESS macro was used to test the study hypotheses.FindingsThe results revealed that the positive relationship between self-efficacy and job performance was partially mediated by creativity. Furthermore, exposure to customer incivility and rigid service scripts weakened the positive effects of self-efficacy on creativity. Finally, customer incivility and rigid service scripts also dampened the positive effects of self-efficacy on job performance through creativity.Research limitations/implicationsSales organizations should understand that the extent to which self-efficacy improves job performance by enhancing creativity is contingent on the extent to which salespersons are exposed to customer incivility and are required to adhere to rigid service scripts in the workplace.Originality/valueOur findings paint a more complete portrait of the beneficial effects of self-efficacy. Specifically, they suggest that the development of creativity is an important mechanism that underlies the process by which internal resources enhance job performance and that customer incivility and service scripts weaken this relationship.

Growth expectations through innovative entrepreneurship

2018 ◽  
Vol 24 (1) ◽  
pp. 191-213 ◽  
Author(s):  
Carlos Poblete
Keyword(s):  
Design Methodology ◽  
Firm Growth ◽  
Strategic Orientation ◽  
Organizational Level ◽  
Content Type ◽  
Individual Level ◽  
Entrepreneurial Experience ◽  
Complex Processes ◽  
Novice Entrepreneurs ◽  
The Relationship

Purpose The purpose of this paper is to propose a model suggesting that innovation may act as a motivating force that increases entrepreneurs’ growth expectations, in which entrepreneurs’ growth expectations are shaped by their subjective values and entrepreneurial experience moderates this relationship. Design/methodology/approach This paper conducts statistical analysis on a sample of 11,579 entrepreneurs from 24 countries who participated in the IIIP survey of innovation in 2011 under the Global Entrepreneurship Monitor project. Findings The results suggest that entrepreneurs involved in innovative entrepreneurship are more likely to have higher growth expectations, with subjective values playing a direct and indirect role in entrepreneurs’ expectations of firm growth. Additionally, the results indicate that the duration of entrepreneurial experience moderates the relationship between strategic orientation and confidence in innovation. This finding suggests there is feedback between having beliefs about the benefits of innovation and being an innovative entrepreneur, resulting in an over-estimation – at least in comparative terms – regarding firm growth rates. This relationship is stronger for novice entrepreneurs since experienced entrepreneurs tend to be more cautious about their expectations of growing. Originality/value This study deepens our understanding of the complex processes through which organizational-level decisions ultimately influence individual-level factors. The present findings contribute to progress in this task by suggesting that strategies aimed at cultivating innovation feed entrepreneurs’ subjective values of innovation as well as expectations of growth. Although the duration of entrepreneurial experience moderates the relationship between acting as an innovative entrepreneur and subjective values of innovation, the results suggest that entrepreneurs’ expectations are primarily driven by their internal perceptions of reality.

When workplace bullying spreads workplace deviance through anger and neuroticism

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Jahanzeb ◽  
Tasneem Fatima ◽  
Dirk De Clercq
Keyword(s):  
Emotional Distress ◽  
Design Methodology ◽  
Workplace Bullying ◽  
Workplace Deviance ◽  
Content Type ◽  
Mediating Role ◽  
Time Lagged ◽  
Counterproductive Work Behaviours ◽  
The Relationship

Purpose With a basis in affective events theory, this study aims to investigate the mediating role of anger in the relationship between employees’ exposure to workplace bullying and their engagement in deviant behaviours, as well as the invigorating role of their neuroticism in this process. Design/methodology/approach Three-wave, time-lagged data were collected from employees and their peers in a sample of Pakistani organizations. Findings Workplace bullying spurs interpersonal and organizational deviance because it prompts feelings of anger in employees. This mechanism is more prominent among employees with high levels of neuroticism. Originality/value This study reveals that the experience of anger is a key feature by which bullying behaviours steer employees towards counterproductive work behaviours, and this harmful process is more likely to escalate when employees’ personality makes them more vulnerable to emotional distress.

National systems of entrepreneurship: goals of sustainability

2020 ◽  
Vol 9 (4) ◽  
pp. 345-364
Author(s):  
Mario Raposo ◽  
Cristina I. Fernandes ◽  
Pedro M. Veiga
Keyword(s):  
Design Methodology ◽  
Institutional Characteristics ◽  
Content Type ◽  
Individual Level ◽  
The Core ◽  
Systemic Factor ◽  
The Individual ◽  
The Impact ◽  
The Relationship ◽  
National Systems

PurposeNational systems of entrepreneurship (NSE) broadly act as a means of allocating resources driven by the constant search for opportunities at the individual level through the launching of new businesses and firms with such activities, and their results are governed by the specific institutional characteristics of each country. In contrast to the institutional emphasis on innovation systems, in which such institutions establish and regulate actions, institutions are only able to regulate those who act with the results stemming from such individual actions, the core driver of national entrepreneurship systems.Design/methodology/approachGiven the challenges faced by companies and societies in general over mitigating climate change, support for sustainable entrepreneurship is fundamental. However, there has to be any study of the impact of national entrepreneurship systems on sustainability. This research therefore analyses the impact of national entrepreneurship systems on the sustainability of countries.FindingsThe authors conclude that those countries deploying higher level national entrepreneurship systems return better results in terms of their sustainability.Originality/valueThe authors, thus, seek to contribute towards the academic throughout deepening the knowledge prevailing on the relationship between entrepreneurship and sustainability. The authors also seek to enable managers, entrepreneurs and politicians to grasp how entrepreneurship is a systemic factor, and it is at this level that it may make its greatest contribution to bringing about sustainability.

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