Does employee-perceived reputation contribute to citizenship behavior?

2014 ◽  
Vol 26 (4) ◽  
pp. 593-609 ◽  
Author(s):  
Hui Fu ◽  
Yaoqi Li ◽  
Yanhong Duan
Keyword(s):  
Organizational Commitment ◽  
Corporate Reputation ◽  
Structural Equation ◽  
Current Knowledge ◽  
Reputation Management ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Employee Perception ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this study is to propose and verify a research model that investigates the mediating role of organizational commitment on the relationship between hotel employee-perceived reputation and organizational citizenship behaviors (OCBs). Design/methodology/approach – Based on the data obtained from a sample of 323 hotel employees in China, the reliability, validity and hypothesized relationships in the model were tested through structural equation modeling using LISREL 8.70. Findings – Empirical results show that different dimensions of corporate reputation affect OCBs differently. Social responsibility reputation has both direct and indirect effects on OCBs, while there is no direct link between employee-treatment reputation and OCBs. The relationship between corporate reputation and OCBs is mediated by organizational commitment. Practical implications – Hotel managers should pay more attention to employee perception of the hotel’s reputation. Reputation management is as important as reputation building. Favorable perception of hotel’s reputation contributes to positive behavioral intentions. Originality/value – Most recent research has explored the relationship between corporate reputation and customer behaviors. However, few studies take employee perception of reputation into consideration. This study tried to fill this void. Also, this study contributes to the current knowledge of both the reputation literature and citizenship literature by exploring the mediation of organizational commitment on the relationship between employee-perceived reputation and citizenship behaviors through data obtained from Chinese hotels.

Transformational leadership and trust in leadership impacts on employee commitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yue Yuan ◽  
Haiyan Kong ◽  
Tom Baum ◽  
Yining Liu ◽  
Chao Liu ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Positive Contribution ◽  
Content Type ◽  
Trust In Leadership ◽  
The Relationship

Purpose This paper aims to explore the effects of leadership style and trust in leadership on employees’ affective commitment under the epidemic situation. Design/methodology/approach A total of 580 valid questionnaires were collected online targeting the hospitality and tourism employees working from home during the particular period of the COVID-19 Coronavirus crisis. Structural equation modeling was used to analyze the data with AMOS software. Findings The findings indicated that perceived transformational leadership was a positive predictor of trust in leadership and affective commitment. In addition to the positive contribution to commitment, trust in leadership also mediated the relationship between transformational leadership and organizational commitment. Originality/value The current study contributes to the literature on leadership and organizational commitment. The results of this study may provide a valuable guide to organizations, leaders and young employees.

The impact of marginalization on entrepreneurs’ online presence and firm performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nicole R. Fuller ◽  
Porter McDowell ◽  
Elyria A. Kemp
Keyword(s):  
Firm Performance ◽  
Risk Perceptions ◽  
Structural Equation ◽  
Reputation Management ◽  
Equation Modeling ◽  
Content Type ◽  
Web Presence ◽  
Online Presence ◽  
The Impact ◽  
The Relationship

Purpose This study aims to examine the relationship between marginalization, Web presence and firm performance for small- and medium-sized enterprises (SMEs). Design/methodology/approach This study relies upon interviews and surveys of managers and/or owners of SMEs. Using confirmatory factor analysis and structural equation modeling, the authors tested an integrated model of the relationship between marginalization, Web presence and firm performance. Findings Findings indicate that marginalization enhances the risk perceptions entrepreneurs assign to internet use. This enhanced risk perception then limits the extent to which an entrepreneur responds to online customer feedback, which has implications for the SME’s relationship and reputation management efforts with buyers, ultimately impacting the enterprise’s performance. Originality/value This study sheds light on the overlooked phenomena of marginalization and internet avoidance among entrepreneurs. The findings provide insight for entrepreneurs on the deleterious consequences associated with lacking an online presence.

Authentic leadership and employee performance: mediating role of organizational commitment

2019 ◽  
Vol 40 (5) ◽  
pp. 548-560 ◽  
Author(s):  
Ali Hadian Nasab ◽  
Leila Afshari
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Theoretical Foundations

Purpose The purpose of this paper is to investigate the effect of authentic leadership (AL) on employee performance (EP) and to examine the mediating role of organizational commitment (OC). Design/methodology/approach Data were obtained from all employees (216) of tourism agencies in Guilan province (Iran) using a 19-item survey. In total, 173 questionnaires were returned, yielding a response rate of 80 percent. A mediation model was outlined and tested using structural equation modeling. Findings The results showed that AL had a significant effect on EP and OC. The findings further demonstrated the significance of the relationship between OC and EP confirming the mediating role of OC. Practical implications This study suggests that managers can promote OC and consequently EP by adopting an AL style. In addition, the managerial and theoretical foundations generated by this study can be considered a solution for improving EP. Originality/value This study contributes to the EP literature by providing a plausible explanation of the mediating role of OC in connecting AL to EP.

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).

Responsible leadership and triple-bottom-line performance—do corporate reputation and innovation mediate this relationship?

2020 ◽  
Vol 41 (4) ◽  
pp. 501-517
Author(s):  
Muzhar Javed ◽  
Hafiz Yasir Ali ◽  
Muhammad Asrar-ul-Haq ◽  
Moazzam Ali ◽  
Syed Ali Ashiq Kirmani
Keyword(s):  
Corporate Reputation ◽  
Structural Equation ◽  
Contingency Theory ◽  
Triple Bottom Line ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Responsible Leadership ◽  
Bottom Line ◽  
Content Type ◽  
The Relationship

PurposeDrawing on stakeholder theory and contingency theory, this study empirically investigates the relationship between responsible leadership (RL) and each dimension of triple-bottom-line (TBL) performance. Moreover, we tested the mediating effect of corporate reputation (CR) and innovation between RL and TBL performance.Design/methodology/approachPerceptual data were collected from 227 senior-level Pakistani managers using a questionnaire survey. Structural equation modeling (SEM) was used to test the direct and mediating effect hypotheses.FindingsThe results revealed that RL significantly and positively affects each dimension of TBL performance. Further, innovation mediated the relationship between RL and each dimension of TBL performance. However, CR did not mediate the relationship between RL and environmental performance.Originality/valueThis is maiden study to empirically investigate the effect of RL on meso-level outcome. Further, this study would be among the few ones to use TBL as a measure of corporate performance. Moreover, it will be the first study to test the mediating role of CR and innovation in the above-mentioned relationship and will also validate contingency theory.

Hotel servicescape and customer citizenship behaviors: mediating role of customer engagement and moderating role of gender

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuhao Li ◽  
Min Wei
Keyword(s):  
Structural Equation ◽  
Current Knowledge ◽  
Customer Engagement ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Mediating Role ◽  
And Gender ◽  
Moderating Role

Purpose This study aims to investigate the effect of hotel servicescape on customer citizenship behaviors “CCBs” by addressing customer engagement as a mediator and gender as a moderator. Design/methodology/approach A total of 619 questionnaires were collected from hotel customers. Structural equation modeling was applied for data analysis. Findings Customer engagement mediates the effects of physical and social servicescapes on CCBs of providing feedback to an organization, making recommendations and helping other customers. Moreover, the indirect effects of physical servicescape on the three types of CCBs through customer engagement are stronger for male than for female customers, whereas no significant gender difference is observed in those effects of social servicescape on these types of CCBs through customer engagement. Research limitations/implications This study can help hotels promote the three types of CCBs and customer engagement by creating wonderful physical and social servicescape elements. The major limitation is that this study collected survey data outside the hotel environment. Originality/value This study enriches current knowledge on the servicescape-driven responses by exploring how hotel servicescape elements affect the three types of CCBs through customer engagement. Additionally, the different moderating roles of gender in the indirect influences of servicescape elements on these types of CCBs are presented.

Narcissistic supervision and employees' change-oriented OCB

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wenting Wang ◽  
Lirong Jian ◽  
Qiuyun Guo ◽  
Haitao Zhang ◽  
Wenxing Liu
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Safety ◽  
Underlying Mechanism ◽  
Dark Side ◽  
Equation Modeling ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Negative Effect ◽  
The Relationship

PurposeThe purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of the social dynamics of state paranoia theory, the study examines the relationship between narcissistic supervision and employees' change-oriented OCBs, and explores how this relationship is mediated by psychological safety and affective organizational commitment.Design/methodology/approachUsing data collected from a sample of 183 employee–leader dyads from a technology company in China, the study examines the mediating effects of psychological safety and affective organizational commitment on the relationship between narcissistic supervision and employees' change-oriented OCBs. Structural equation modeling is used to analyze the data.FindingsThe results indicate that narcissistic supervision has a negative effect on psychological safety and affective organizational commitment; psychological safety mediates the relationship between narcissistic supervision and affective organizational commitment; and affective organizational commitment mediates the relationship between psychological safety and employees' change-oriented OCBs. The results also show that the negative effect of narcissistic supervision on employees' change-oriented OCBs is mediated by psychological safety and subsequently affective organizational commitment.Originality/valueThis study contributes to the literature by linking narcissistic supervision and employees' change-oriented OCBs and suggesting that psychological safety and affective organizational commitment are two critical mediators of this relationship. This study not only advances research on the “dark side” of narcissistic supervision, but also sheds light on the underlying mechanism of narcissistic supervision and employees' change-oriented OCBs from the psychological and emotional perspectives.

Psychological capital

2014 ◽  
Vol 44 (8/9) ◽  
pp. 621-634 ◽  
Author(s):  
Steven A. Schulz ◽  
Kyle W. Luthans ◽  
Jake G. Messersmith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Retention Rates ◽  
Equation Modeling ◽  
Content Type ◽  
Intentions To Quit ◽  
The Relationship

Purpose – A number of studies have identified a relationship between the positive psychological capital (PsyCap) of employees and desirable outcomes. Given current and projected shortages of truck drivers that could become the “Achilles heel” of the global supply chain, the purpose of this paper is to test whether and how drivers’ attitudes and PsyCap relates to their intentions to quit. Design/methodology/approach – Using survey data from truckload drivers (n=251) from two major transportation firms, correlation, regression, and path analysis were conducted to assess the relationship between job satisfaction, organizational commitment, PsyCap, and intentions to quit. Findings – Results of this study indicate strong positive relationships between PsyCap and job satisfaction and organizational commitment and a strong negative correlation with intentions to quit. Structural equation modeling suggests that job satisfaction and organizational commitment mediate the relationship between PsyCap and turnover intentions. Practical implications – Managerial implications for recognizing, understanding, and developing PsyCap in the transportation industry are derived from this study. Specific training guidelines are provided. Originality/value – The major contribution of this paper is that it provides, for the first time, empirical evidence that PsyCap can be utilized to improve retention rates for truckload drivers.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

User experience sharing

2018 ◽  
Vol 52 (5/6) ◽  
pp. 1154-1184 ◽  
Author(s):  
Tom Chen ◽  
Judy Drennan ◽  
Lynda Andrews ◽  
Linda D. Hollebeek
Keyword(s):  
User Experience ◽  
Online Communities ◽  
Structural Equation ◽  
Online Survey ◽  
Mobile App ◽  
Equation Modeling ◽  
Content Type ◽  
Key Driver ◽  
The Relationship ◽  
Level Of Effort

PurposeThis paper aims to propose user experience sharing (UES) as a customer-based initiation of value co-creation pertaining to service provision, which represents customers’ level of effort made for the direct benefit of others in their service network. The authors propose and empirically examine a user experience sharing model (UESM) that explicates customer-to-customer (C2C) UES and its impacts on firm-desired customer-based outcomes in online communities.Design/methodology/ApproachBased on an extensive review, the authors conceptualize UES and UESM. By using online survey data collected from mobile app users in organic online communities, the authors performed structural equation modeling analyses by using AMOS 24.FindingsThe results support the proposed UESM, showing that C2C UES acts as a key driver of both firm-desired customer efforts and customer insights. The results also confirmed that service-dominant (S-D) logic-informed motivational drivers exert a significant impact on C2C UES. Importantly, C2C UES mediates the relationship between S-D logic-informed motivational drivers and firm-desired customer-based outcomes.Originality/valueThis study offers a pioneering attempt to develop an overarching concept, UES, which reflects customers’ initiation of value co-creation, and to empirically examine C2C UES. The empirical evidence supports the key contention that firms should proactively facilitate C2C UES.

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