Can paternalistic leaders enhance knowledge sharing? The roles of organizational commitment and Islamic work ethics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arooba Chaudhary ◽  
Talat Islam ◽  
Hafiz Fawad Ali ◽  
Saqib Jamil
Keyword(s):  
Health Care ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Equation Modeling ◽  
Normative Commitment ◽  
Paternalistic Leadership ◽  
Continuance Commitment ◽  
Content Type ◽  
Work Ethics

Purpose This paper aims to investigate the effect of paternalistic leadership (benevolent, moral and authoritarian) on knowledge sharing of nurses through the mediation of organizational commitment (affective, continuance and normative). Further, the study examines the moderating role of Islamic work ethics on the association between organizational commitment and knowledge sharing. Design/methodology/approach In this quantitative study, data was collected from 312 nurses working in the health-care sector of Pakistan through “Google Forms” in two waves. Moreover, structural equation modeling was used to test the proposed hypotheses. Findings The study noted affective and normative commitment as mediators between the associations of benevolent, moral and authoritarian leadership with knowledge sharing, whereas continuance commitment was not found as an explaining variable. In addition, Islamic work ethics was found to strengthen the association of affective and normative commitment with knowledge sharing. However, Islamic work ethics was found to weaken the association between continuance commitment and knowledge sharing. Practical implications This study offers practical insights for health-care executives to act as fatherly figures to enhance the knowledge sharing of their nurses. The study recommends that managers in the health-care system build such an environment that helps nurses follow Islamic work ethics. It may enhance their level of organizational commitment and encourage them to engage in knowledge sharing behaviors to have a successful work environment. Originality/value To the best of the authors’ knowledge, this research is the first to extend the literature on paternalistic leadership. More specifically, this study investigated how various dimensions of paternalistic leadership (benevolent, moral and authoritarian) effects three-dimensional commitment (affective, continuance and normative) to enhance knowledge sharing behavior among nurses.

Linking resilience and organizational commitment: does happiness matter?

2019 ◽  
Vol 7 (1) ◽  
pp. 21-37 ◽  
Author(s):  
Happy Paul ◽  
Pawan Budhwar ◽  
Umesh Bamel
Keyword(s):  
Life Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Well Being ◽  
Equation Modeling ◽  
Appraisal Theory ◽  
Continuance Commitment ◽  
Content Type ◽  
Affect Balance ◽  
The Relationship

Purpose The purpose of this paper is to propose and empirically test a model that examines subjective well-being (SWB) components (affect balance and life satisfaction, colloquially referred to as “happiness”), as the intervening variables between resilience and organizational commitment (OC), drawing on appraisal theory and job demands‒resources model. Design/methodology/approach Based on an employee sample (n=345) from Indian organizations, this study uses structural equation modeling to confirm the differential mediating mechanism for OC dimensions. Findings The results suggest that resilience can create a pathway for positive emotions and increase life satisfaction, which, in turn, can help an employee to stick to the organization. Notably, findings indicate that affect balance fully mediates the linkages between resilience and affective commitment, whereas life satisfaction fully mediates the relationship between resilience and continuance commitment. Practical implications Besides making useful contributions to the concerned literature, the findings also have useful messages for managers and organizations trying to develop a committed workforce by building employee resilience. Originality/value Although previous studies have supported the relationship between resilience and OC, to date, no study has analyzed the motivational and cognitive process through which resilience relates to each dimension of OC (i.e. affective, normative and continuance).

Trust, knowledge sharing and organizational commitment in SMEs

2019 ◽  
Vol 48 (6) ◽  
pp. 1449-1468 ◽  
Author(s):  
Carla Curado ◽  
Sílvia Vieira
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Content Type

Purpose The purpose of this paper is to extend the knowledge on the underlying relation between trust, knowledge sharing (KS) and organizational commitment (OC) in small- and medium-sized enterprises (SMEs), by testing the mediator role of KS between trust and OC dimensions. Design/methodology/approach The paper addresses a sample of 582 top exporting Portuguese SMEs and it tests an original model using structural equation modeling following a partial least square approach. Findings Results show that trust positively and significantly influences KS and affective and normative OCs. KS partially mediates the relation between trust and affective OC. Research limitations/implications This study contributes to both the knowledge management and human resource development literatures, showing the relationship between variables from both bodies of literature. Some limitations apply, the study uses cross-sectional data that limit the conclusions about causality and some restrictions on the generalization of the results also apply due to the used sample. Practical implications Results show the importance of encouraging a trustful environment in SMEs on behalf of KS and OC dimensions. Human resource managers could profit from stimulating KS among employees that results in affective OC. Originality/value Findings show the relevancy of trust in SMEs and the role of KS that contributes to OC.

Effects of rectors’ narcissism on academics’ silence and commitment in the context of public universities

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohamed Mousa ◽  
Walid Chaouali ◽  
Mohammed Aboramadan ◽  
Rami Ayoubi ◽  
Hala Abdelgaffar
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Public Universities ◽  
Empirical Studies ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Normative Commitment ◽  
Moral Obligations ◽  
Continuance Commitment ◽  
Content Type

Purpose This paper aims to focus on academics’ in four public universities located in Egypt to explore the effect of narcissistic leadership on affective, continuance and normative commitment approaches with and without the mediating effect of academics’ silence. Design/methodology/approach The authors used a convenience sampling in which academics were handed a questionnaire form to fill. In total, the authors distributed 280 forms and collected 214 completed questionnaire forms. A structural equation was used to determine the effect of narcissistic leadership on the organizational commitment (affective, continuance and normative) of academics. The same measure was later used to assess the mediating role of the academics’ silence on the aforementioned relationship. Findings The authors of this paper found that narcissistic leadership positively associates with academics’ silence. Moreover, their perceptions of the narcissism of their leaders alleviate academics’ emotional attachments (affective commitment) and moral obligations (normative commitment) toward their universities, whereas the same perceptions of the narcissism of their leaders have no effect on their continuance commitment. Finally, the authors discovered a significant role for academics’ silence in mediating the negative relationship between narcissistic leadership and their affective and normative commitments. Originality/value This paper contributes by filling a gap in leadership, HR management and organization literature in the higher education sector, in which empirical studies on the relationship between narcissistic leadership, academics’ silence and organizational commitment have been limited until now.

To share or not to share: modeling knowledge sharing using exchange ideology as a moderator

2007 ◽  
Vol 36 (3) ◽  
pp. 457-475 ◽  
Author(s):  
Chieh‐Peng Lin
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Task Interdependence ◽  
Equation Modeling ◽  
Moderating Effects ◽  
Content Type ◽  
Exchange Ideology ◽  
Using Data

PurposeThe purpose of this paper is to propose important determinants of knowledge sharing, including co‐worker congruence, received task interdependence, organizational commitment and participative decision‐making. Exchange ideology is considered a moderator in this study.Design/methodology/approachA two‐step procedure of structural equation modeling is applied for data analysis. The moderating effects are simultaneously examined using data from employees across different industries.FindingsThis study suggests the influence of co‐worker congruence on knowledge sharing is stronger for individuals with low exchange ideology than for those with high exchange ideology, while the influence of received task interdependence on knowledge sharing is stronger for individuals with high exchange ideology than for those with low exchange ideology. The influence of participative decision‐making on knowledge sharing is stronger for individuals with high exchange ideology than for those with low exchange ideology.Research limitations/implicationsThe limitations may relate to the possibility of a common method bias and causal ordering between knowledge and its determinants.Practical implicationsManagement who wish to increase the incentive to share knowledge should first establish a harmonious atmosphere that fosters interpersonal congruence among employees and encourages employees to work closely together. A culture that arouses employees' organizational commitment and encourages employees to participate in decision‐making is most likely to increase willingness to share knowledge. Finally, the implications for moderating effects of exchange ideology are also provided.Originality/valueThis paper clarifies the moderating impacts of exchange ideology and guide management to design a variety of strategies for different staffs and thus obtain successful knowledge sharing in an organization.

Transformational leadership and knowledge sharing

2016 ◽  
Vol 28 (3) ◽  
pp. 130-149 ◽  
Author(s):  
Seung Hyun Han ◽  
Gaeun Seo ◽  
Seung Won Yoon ◽  
Dong-Yeol Yoon
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Structural Determinants ◽  
Content Type

Purpose The purpose of this paper is to empirically examine the fundamental process through which transformational leaders play a significant role in employees’ knowledge sharing by investigating mediating roles of individual affects, particularly psychological empowerment, organizational commitment and organizational citizenship behavior (OCB). Design/methodology/approach Structural equation modeling, including confirmatory factor and path analysis, is conducted to test proposed hypothesis. Findings The results of this study indicate significant direct effects of transformational leadership on psychological empowerment, organizational commitment and OCB. Moreover, transformational leadership also shows an indirect effect on employees’ OCB, which, in turn, is identified as the primary factor that influences knowledge sharing. However, organizational commitment does not provide a significant influence on knowledge sharing. These findings highlight the importance of mediating roles, particularly OCB, to predict employees’ knowledge-sharing intention. Originality/value Identifying structural determinants of knowledge sharing is an important scholarly agenda. In particular, the mechanisms and processes by which leadership exerts influence to motivate employees to share knowledge deserve scholarly inquiry, and there, is a need for more research to understand the mechanisms and processes through which leadership influences individual motivation and attitudes toward pro-social behaviors, such as knowledge sharing.

scholarly journals Organizational commitment: an empirical analysis of personality traits

2017 ◽  
Vol 9 (1) ◽  
pp. 18-34 ◽  
Author(s):  
Muhammad Farrukh ◽  
Chong Wei Ying ◽  
Shaheen Mansori
Keyword(s):  
Organizational Commitment ◽  
Personality Traits ◽  
Big Five ◽  
Structural Equation ◽  
Five Factor Model ◽  
Equation Modeling ◽  
Continuance Commitment ◽  
Content Type ◽  
Big Five Traits ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan. Design/methodology/approach Quantitative methodology was adopted to measure the impact of personality on organizational commitment. A structured questionnaire was e-mailed to the faculty members of the social science department of higher education institutes. SmartPLS software was used to run the structural equation modeling technique. Findings The findings showed that extroversion, agreeableness, and conscientiousness are positively linked to affective commitment (AC), and neuroticism and openness has negative association with AC. Furthermore, extroversion and agreeableness were found to be negatively linked to continuance commitment. A negative link between neuroticism and continuance commitment while no relationship between conscientiousness, openness, and continuance commitment was found. Research limitations/implications Results have several implications for the personality and commitment literature. First, study provided comprehensive empirical evidence regarding the dispositional basis of organizational commitment notably; the authors found that the Big Five personality traits as a whole are significantly associated with organizational commitment. Second, the current findings underscore the role of agreeableness in shaping organizational commitment. Agreeableness was the strongest predictor of both AC and continuance commitment. Agreeableness may be especially relevant for predicting employee outcomes that are reliant on strong interpersonal or social exchange relationships. As such outcomes are becoming more and more critical in employee, group, and organizational effectiveness. Originality/value In general, findings show that Big Five traits play an important role in understanding employee commitment to the organization. Consistent with previous studies on personality traits in the workplace, practitioners will benefit from considering all of the Big Five traits in their selection systems.

Psychological contract breach and teachers' organizational commitment: mediating roles of job embeddedness and leader-member exchange

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Veronica Serwaa Amoah ◽  
Francis Annor ◽  
Maxwell Asumeng
Keyword(s):  
Organizational Commitment ◽  
Psychological Contract ◽  
Job Embeddedness ◽  
Psychological Contract Breach ◽  
Leader Member Exchange ◽  
Normative Commitment ◽  
Contract Breach ◽  
Continuance Commitment ◽  
Content Type ◽  
Member Exchange

PurposeThe study examined the relationship between psychological contract breach and organizational commitment and whether leader-member exchange and job embeddedness mediate this relationship.Design/methodology/approachThe study adopted a quantitative approach and is based on a sample of 298 teachers in basic schools in Accra, Ghana. Participants completed surveys with standardized measures on psychological contract breach, job embeddedness, leader-member exchange and organizational commitment. Hypothesized relationships were tested using structural equation modeling in AMOS 21.0.FindingsPsychological contract breach had a direct negative relationship with affective and normative commitment but had no significant direct relationship with continuance commitment. Psychological contract breach was indirectly related to affective and normative commitment through both job embeddedness and leader-member exchange, and indirectly related to continuance commitment through only job embeddedness.Practical implicationsFindings from the study suggest that employers' failure to fulfill their obligations to employees has significant potential cost to the organization, and underscore the need for managers, particularly in educational institutions, to institute measures to eliminate or minimize the occurrence of psychological contract breach.Originality/valueThe study contributes to research examining antecedents of organizational commitment as well as the mechanisms linking psychological contract breach to organizational commitment in the educational context.

Leadership credibility and change success: mediating role of commitment to change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Noufou Ouedraogo ◽  
Michel Zaitouni ◽  
Mohammed Laid Ouakouak
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Organisational Change ◽  
Normative Commitment ◽  
Commitment To Change ◽  
Continuance Commitment ◽  
Content Type ◽  
Negative Effect

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

Data-based ethical decision making, lateral relations, and organizational commitment

2018 ◽  
Vol 40 (6) ◽  
pp. 946-963 ◽  
Author(s):  
Sean Robert Valentine ◽  
David Hollingworth ◽  
Patrick Schultz
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Information Flow ◽  
Structural Equation ◽  
Ethical Decision ◽  
Ethical Decision Making ◽  
Ethical Issues ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type

Purpose Focusing on ethical issues when making organizational decisions should encourage a variety of positive outcomes for companies and their employees. The purpose of this paper is to determine the degree to which data-based ethical decision making, lateral relations and organizational commitment are interrelated in organizations. Design/methodology/approach Data were collected from business professionals employed at multiple locations of a financial services firm operating in the USA. Mediation analysis (based on structural equation modeling) was used to test the proposed relationships. Findings Results indicated that employees’ perceptions of data-based ethical decision making were positively related to perceived lateral relations, and that perceived lateral relations were positively related to organizational commitment. Research limitations/implications Given that information was collected using only a self-report questionnaire, common method bias could be an issue. In addition, the study’s cross-sectional design limits conclusions about causality. Another limitation involves the study’s homogenous sample, which decreases the generalizability of the findings. Finally, variable responses could have been impacted by individual frames of reference and other perceptual differences. Practical implications Results suggest that information flow enhancements should support or be consistent with horizontal information flow enhancements, and that together these factors should increase employee commitment. Originality/value Given the dearth of existing research, this interdisciplinary investigation is important because it fills gaps in the management literature. This study is also important because the results could inform decisions regarding the use of data analysis in ethical decisions and lateral forms of organizational structuring to improve work attitudes.

scholarly journals A public goods model of outcomes from online knowledge sharing mediated by mental model processing

2019 ◽  
Vol 23 (1) ◽  
pp. 1-22 ◽  
Author(s):  
Ronald E. Rice ◽  
Marni Heinz ◽  
Ward van Zoonen
Keyword(s):  
Public Goods ◽  
Knowledge Sharing ◽  
Public Good ◽  
Mental Model ◽  
Structural Equation ◽  
Equation Modeling ◽  
Costs And Benefits ◽  
Learning Potential ◽  
Content Type ◽  
The Individual

Purpose This study aims to take a public goods approach to understand relationships between collecting and contributing knowledge to an online knowledge sharing portal (KSP), mental model processing and outcomes at the individual and collective levels. Design/methodology/approach This study reports on a survey (N = 602) among tax professionals, examining the perceived individual and collective benefits and costs associated with collecting and contributing knowledge. Hypotheses were tested using structural equation modeling. Findings Collecting and contributing knowledge led to considerable mental model processing of the knowledge. That in turn significantly influenced (primarily) individual and (some) collective costs and benefits. Results varied by the kinds of knowledge sharing. Whether directly from knowledge sharing, or mediated through mental modeling, the perceived costs and benefits may be internalized as an individual good rather than being interpreted at the collective level as a public good. Research limitations/implications The study is situated in the early stages of a wiki-type online KSP. A focus on the learning potential of the system could serve to draw in new users and contributors, heightening perceptions of the public goods dimension of a KSP. Practical implications A focus on the learning potential of the system could serve to draw in new users, and thus the number of subsequent contributors, heightening perceptions of the collective, public goods dimension of a KSP. Originality/value This study explores how knowledge sharing and mental model processing are directly and indirectly associated with individual and collective costs and benefits. As online knowledge sharing is both an individual and public good, costs and benefits must be considered from both perspectives.

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