Power distance culture and whistleblowing intentions: the moderating effect of gender

2020 ◽  
Vol 36 (2) ◽  
pp. 217-234
Author(s):  
Albert Puni ◽  
Sam Kris Hilton
Keyword(s):  
Survey Design ◽  
Power Distance ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Regression Techniques ◽  
Corporate Wrongdoing

Purpose The purpose of this paper is to investigate the effect of power distance culture (PDC) on whistleblowing intentions (WI) by examining the moderating effect of gender on the causal relationships. Design/methodology/approach The study used descriptive and cross-sectional survey design. Data were obtained from 300 employees of the selected organizations in Ghana and analyzed by using descriptive statistics, correlational and hierarchical regression techniques. Findings The results indicate that there is a significant relationship between PDC and WI, and such relationship is moderated by gender. The study also revealed that high PDC is the prevailing culture in the organizations surveyed, indicating low tendency of reporting corporate wrongdoing. However, the result of the moderation analysis indicates being a female worker in a PDC has a stronger influence on WI than being a male. Additionally, whistleblowers are likely to report their coworkers than leaders in high PDC organizations, but they are rather likely to report their leaders than coworkers in low PDC organizations. Originality/value This paper makes a significant contribution to the existing whistleblowing literature by establishing how gender moderates the influence of organizational culture on whistleblowing and recommends how to improve organizational ethos to facilitate whistleblowing in high-power distance societies.

Can forensic accounting impact sustainable corporate governance?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ali Rehman ◽  
Fathyah Hashim
Keyword(s):  
Corporate Governance ◽  
Structural Equation ◽  
Survey Design ◽  
Equation Modeling ◽  
Governance System ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Policies

Purpose The purpose of this paper is the measurement of forensic accounting’s (FA) impact on sustainable corporate governance (SCG) within Omani public listed companies. Beyond merely cataloging the latest criminal innovations and SCG problems, this paper offers a path forward to overcome the myriad threats that can harm the organization and society. FA and SCG can achieve, anticipate and prevent tomorrow’s fraud today before organizations reach the point of no return. Design/methodology/approach For this study, FA is an independent variable and SCG is the dependent variable. This study used a descriptive cross-sectional survey design. Data are collected by internet-based tool and analyzed via partial least squares structural equation modeling and Statistical Package for Social Sciences. Findings Result suggests that FA has a significant direct impact over SCG; moreover, FA can become the part of governance management toward the elimination of fraud and achievement of SCG. Practical implications This study can assist regulators, professional bodies and organizations in amending their codes of corporate governance and organizational policies by introducing the SCG clauses and making FA as a compulsory part of governance system. Originality/value Up to the best of the knowledge of researchers, there is no study conducted before which verifies the FA impact on SCG; moreover, previous relevant studies verify only one constituent for SCG, whereas this study is identifying three constituents necessary for SCG.

Multi-sector framework for benchmarking in facilities management

2017 ◽  
Vol 24 (4) ◽  
pp. 826-856 ◽  
Author(s):  
Yewande Adetoro Adewunmi ◽  
Reuben Iyagba ◽  
Modupe Omirin
Keyword(s):  
Best Practice ◽  
Survey Design ◽  
Group Discussion ◽  
Facilities Management ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Port Harcourt ◽  
The Relationship

Purpose Benchmarking in FM practice although understood and applied globally, little is known about the practice in Nigeria. The purpose of this paper is to develop a framework to guide the use of benchmarking. Design/methodology/approach The research adopts a cross-sectional survey design. Data were collected using self-administered questionnaires on FM organizations in Lagos metropolis, Abuja and Port Harcourt. The results of the survey were supplemented with interviews with FM unit heads in the study areas. The framework was validated using a focus group discussion with ten FM industry experts. Findings A framework which serves as a guide for the use of best practice benchmarking was developed. It showed that there is a relationship between best practice benchmarking and location. Research limitations/implications The evaluation of the framework was limited by the number of participants involved and being that it has not been put to use. Originality/value This study develops a multi-sector framework to guide the use of best practice benchmarking in facilities management (FM). The framework explains the relationship between organizational characteristics and best practice benchmarking. In addition, there are limited empirical benchmarking frameworks in FM literature.

How Rude! Linking supervisor incivility to subordinates’ discretionary work effort

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Adeel Anjum ◽  
Ammarah Ahmed ◽  
Lin Zhang ◽  
Dilawar Khan Durrani
Keyword(s):  
Financial Services ◽  
Survey Design ◽  
Management Practice ◽  
Past Research ◽  
Work Effort ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Services Sector

Purpose Although past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense of vitality and their discretionary work effort (DWE). Moreover, the mechanisms that drive the harmful effects of SI remain largely unknown. The current study seeks to address these gaps in the literature. In particular, this study aims to examine how SI culminates in decreased DWE. Design/methodology/approach Adopting a cross-sectional survey design, data for this study were gathered from 151 employees of two large companies in the financial services sector of Pakistan. A number of analysis techniques (e.g. confirmatory factor analysis and bootstrapping) were used to analyze the data. Findings As predicted, SI was found to be negatively associated both with subordinates’ sense of vitality and DWE while vitality was found to be positively associated with DWE. Findings also indicated that one way in which SI negatively affects subordinates’ DWE is by decreasing their sense of vitality. Practical implications This study offers several useful implications for management practice in relation to preventing SI and mitigating its effects and bolstering employees’ sense of vitality. Originality/value To the best of the knowledge, this study is the first to unpack the relationship dynamics of SI, vitality and DWE, and to introduce a mechanism by which SI translates into reduced DWE.

Transformational leadership and job satisfaction: the moderating effect of contingent reward

2018 ◽  
Vol 39 (4) ◽  
pp. 522-537 ◽  
Author(s):  
Albert Puni ◽  
Ibrahim Mohammed ◽  
Emmanuel Asamoah
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Banking Sector ◽  
Moderating Effect ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Contingent Reward ◽  
Employee Job Satisfaction

Purpose The purpose of this paper is to investigate the mechanisms that link transformational leadership to employee job satisfaction by examining the moderating effect of contingent reward on the relationships. Design/methodology/approach The study employed explanatory and cross-sectional survey design. Data were obtained from 315 bank employees and analyzed using correlational and multiple regression techniques. Findings The results revealed that there are positive relationships between the dimensions of transformational leadership and job satisfaction which are augmented by contingent reward. However, the relationships of idealized influence and intellectual simulation to job satisfaction are moderated by contingent reward, implying that, in the banking sector, the positive influence of these transformational leadership traits on employee job satisfaction can be enhanced by contingent reward. Originality/value The paper makes an important contribution to the existing organizational literature by establishing the utility of contingent reward as a moderator on the relationship between transformational leadership and employee job satisfaction in a banking sector.

Is corporate governance maturity measurable?

2020 ◽  
Vol 20 (4) ◽  
pp. 601-619
Author(s):  
Ali Rehman ◽  
Fathyah Hashim
Keyword(s):  
Corporate Governance ◽  
Empirical Research ◽  
Design Methodology ◽  
Survey Design ◽  
The Internet ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Practical Implications

Purpose This study aims to intend toward the measurement of corporate governance to identify its maturity levels within Omani public listed companies and also propose to identify whether corporate governance maturity (CGM) levels vary significantly between sectors or not. CGM is an innovation in the field of corporate governance, which assists organizations in achieving their objectives and satisfying shareholders. Design/methodology/approach This study used descriptive cross-sectional survey design. Data are collected by the internet-based tool and analyzed via SPSS. Findings This study found that corporate governance is measurable and can be measured to the levels of maturity. Moreover, this study identified that CGM does not differ among different sectors. From a total of 107 organizations, none of the organizations falls under the forming level and mature level. However, majority of organizations falls under normalized level followed by developing and established levels of maturity. Practical implications This study integrates significant empirical research and literature to broaden the potentials of CGM. This study provides a framework along with a calculation tool, which can be used by organizations, regulators and policymakers. Originality/value To the best of the authors’ knowledge, the maturity levels of Omani organizations are never being measured before. Moreover, past studies demonstrate single constituent relationship with CGM and not all four. Therefore, this study is distinctive from others by testing all four major components or constituents toward CGM.

The battle over employers’ demand for “more flexibility”

2016 ◽  
Vol 38 (6) ◽  
pp. 886-906 ◽  
Author(s):  
Erling Rasmussen ◽  
Barry Foster ◽  
Deirdre Farr
Keyword(s):  
New Zealand ◽  
Survey Design ◽  
Postal Questionnaire ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Policy Makers ◽  
Content Type ◽  
Employer Attitudes ◽  
Legislative Changes ◽  
Employment Legislation

Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility. Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey. Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees. Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries.

Organizational barriers to employee training and learning: evidence from the automotive sector

2018 ◽  
Vol 32 (3) ◽  
pp. 8-10 ◽  
Author(s):  
Alex Anlesinya
Keyword(s):  
Quantitative Research ◽  
Survey Design ◽  
Employee Training ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Barriers ◽  
Cultural Systems ◽  
Management Commitment ◽  
Common Barriers

Purpose This study examines the factors that hinder employee training and learning in the automotive industry in Ghana, Africa. Design/methodology/approach The study adopts quantitative research methodology and cross-sectional survey design. Eighty-nine usable questionnaires from employees of an automotive organization in Ghana are used. Descriptive statistics and one-sample t-test are used for the analyses. Findings The results indicate that organizational culture, poor management commitment to training, inadequate promotion prospects, and lack of transparency and fairness in trainees’ selection are the most common barriers to employee training and learning. Practical implications Top management should provide opportunities to employees to apply new skills and knowledge they acquired. Fair and transparent procedures should be used to select training beneficiaries. Finally, organizations should develop cultural systems that encourage continuous learning motivation among their employees. Originality/value In this era of knowledge-driven economy, this research highlights factors that inhibit employees’ motivation to learn.

Records management and performance of procurement management units in Tanzania: a case study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mordecai Chrysostom Matto
Keyword(s):  
Structural Equation ◽  
Survey Design ◽  
Public Procurement ◽  
Records Management ◽  
Related Factor ◽  
Cross Sectional Survey ◽  
Procurement Management ◽  
Cross Sectional ◽  
Management Units ◽  
Content Type

Purpose This paper aims to examine the influence of records management on the performance of procurement management units (PMUs) in Tanzania. Design/methodology/approach To meet the objective of the study, cross-sectional survey design and quantitative approaches were used for data collection and analysis. Preliminary analysis of the data was carried out using descriptive statistics and structural equation modelling was then used to analyse the influence of records management standards on procurement performance. The data were collected from 164 government PMUs in Tanzania. Findings The findings revealed that records management attributes significantly affect procurement performance in Tanzania. Furthermore, government policy and integrity factors confound the association between records management and procurement performance. Practical implications The policymakers and practitioners of public procurement are required to be aware of records management principles and how each related factor influences the performance of PMUs. They should emphasise proper storage and housing, equipment, arrangement and access and implement electronic records management. Originality/value This study shows how the ISO 15489 model can be applied to public procurement processes. This study also provides the lesson that procurement records need to be protected to ensure their authenticity, reliability, integrity and useability.

scholarly journals STRATEGIC RESPONSE CAPABILITY AND FIRM COMPETITIVENESS: HOW OMOLUABI LEADERSHIP MAKES A DIFFERENCE

2020 ◽  
Vol 10 (4) ◽  
pp. 23-37
Author(s):  
Abiodun Babatunde Onamusi ◽  
Keyword(s):  
Regression Analysis ◽  
Survey Design ◽  
Hierarchical Regression ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Hierarchical Regression Analysis ◽  
Strategic Response ◽  
Lagos State ◽  
Interaction Term ◽  
Response Capability

This study assessed the effect of strategic response capability on firm competitiveness of selected paint manufacturers in Lagos State, Nigeria, more so, it ascertained the moderating effect of Omoluabi leadership on the interaction between strategic response capability and firm competitiveness. The study adopted a cross-sectional survey design and a sample of 343 employees of eighteen selected paint manufacturers in Lagos State, Nigeria. A hierarchical regression analysis to test three-way interaction hypotheses was conducted. The results showed that strategic response capability had a positive and significant effect on firm competitiveness (R2 = 0.46.3, F (1,341) 294.165, p= .000). Further analysis showed that the interaction term of strategic response capability and Omoluabi leadership explained the increase in firms’ competitiveness (ΔR2 =0.039, p=0.000) with the introduction of Omoluabi leadership as a moderator. The study through its findings established that strategic response capability enhances firm competitiveness through the deployment of Omoluabi leadership. Hence, this study recommends that firms should strengthen their strategic response capability and encourages leadership to imbibe the philosophy of Omoluabi leadership this is because such a leadership attribute potentially improves firm competitiveness.

Remediation of the challenges of reporting corporate scandals in governance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sam Kris Hilton ◽  
Helen Arkorful
Keyword(s):  
High Power ◽  
Power Distance ◽  
Code Of Conduct ◽  
Primary Data ◽  
Governance System ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Corporate Scandals ◽  
High Power Distance

Purpose The barrage of corporate scandals has become pervasive such that it collapsed high-profile organizations worldwide. Prior studies show that reporters of corporate scandals encounter a number of challenges which discourages them from disclosing wrongful acts to appropriate authorities to effect action. Thus, this study aims to examine the remediation of the challenges of reporting corporate scandals in governance. Design/methodology/approach The study used cross-sectional survey design. Primary data was obtained from 400 employees of selected organizations and analyzed using descriptive statistics, correlation and regression techniques in Statistical Package of Social Science. Findings The results confirm that reporters of corporate scandals are confronted with challenges such as victimization, fear, suspension/dismissal, sideline and high power distance. However, these challenges can be remediated through award, code of conduct, free expression, participation/consultation and safeguard regulations to encourage and protect reporters of corporate scandals. Practical implications The findings imply that there should be an award scheme for reporters, and this must be made known to all employees. Furthermore, code of conduct for employees should include reporting of scandals together with its associated benefits and sanctions. Also, organizations would have to practice consultative/participatory governance system to minimize the effect of high power distance. Finally, regulations should be enacted and enforced to safeguard reporters of corporate scandals. Originality/value This research consolidated the challenges associated with reporting corporate scandals and provides remedies to curtail such challenges so as to encourage employees to report corporate scandals.

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