How do ambidextrous leadership and self-efficacy influence employees' enterprise system use: an empirical study of customer relationship management system context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaofan Tang ◽  
Shaobo Wei
Keyword(s):  
Self Efficacy ◽  
Financial Institution ◽  
Customer Relationship ◽  
Enterprise System ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Creative Self ◽  
The Relationship ◽  
Ambidextrous Leadership

PurposeBased on leadership and self-efficacy theories, this study investigates how team-level ambidextrous leadership influences employees' enterprise system (ES) use via their self-efficacy.Design/methodology/approachThis study collected data from a cross-sectional survey including 218 employees working in 56 workgroups in a Chinese financial institution. The authors used a cross-level mediation analysis to test the research model.FindingsThe authors find that ambidextrous leadership influences employees' creative self-efficacy and performance self-efficacy and further improves employees' ES use. Moreover, creative self-efficacy mediates the relationship between ambidextrous leadership and explorative use, whereas performance self-efficacy mediates the relationship between ambidextrous leadership and both explorative and exploitative use.Originality/valueThis study first examines the relationships among ambidextrous leadership, self-efficacy and employees' ES use by developing a cross-level model. Furthermore, by considering ambidextrous leadership as an important team-level factor, this study extends a deeper understanding of ambidexterity theory of leadership in the ES context. In addition, our study extends self-efficacy theory by examining the mediating roles of the two types of self-efficacy (i.e. performance self-efficacy and creative self-efficacy) on ambidextrous leadership–ES use relationship.

Experience and the perceived efficacy of cyclone preparedness behaviour

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mitchell Scovell ◽  
Connar McShane ◽  
Anne Swinbourne
Keyword(s):  
Self Efficacy ◽  
Survey Design ◽  
Empirical Support ◽  
Psychological Theory ◽  
Motivation Theory ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Perceived Efficacy ◽  
Content Type ◽  
The Relationship

Purpose Cyclone preparedness activities can significantly reduce household-related property damage and the negative knock-on effects. Research has found, however, that many people do not perform these behaviours. It is, therefore, important to understand why some people do, and others do not, perform such behaviours. This paper aims to investigate whether a commonly applied psychological theory of behaviour change can explain cyclone-specific preparedness behaviour. Design/methodology/approach This study used a cross-sectional survey design to examine the relationship between demographic factors, cyclone experience, psychological factors and preparedness behaviour. Informed by the protection motivation theory (PMT), it was hypothesised that perceived efficacy, perceived cost and self-efficacy would be the strongest predictors of preparedness behaviour. Data from 356 respondents living in a cyclone-prone region were analysed using multiple regression and mediation analysis with the PROCESS macro in SPSS. Findings In support of the hypothesis, it was found that perceived efficacy and perceived cost were the strongest psychological predictors of preparedness behaviour. Contradicting the hypothesis, however, self-efficacy was not a significant predictor of preparedness behaviour. Subsequent analysis indicated that people who have experienced cyclone damage perceive that preparedness measures are more effective for reducing damage, which, in turn, increases preparedness behaviour. Originality/value This paper provides empirical support for the application of the protective motivation theory for explaining cyclone-specific preparedness behaviour. More specifically, the results indicate that people are more likely prepare for cyclones if they perceive that preparedness activities are effective for reducing damage and are relatively inexpensive and easy to perform. The findings suggest that to promote cyclone preparedness, risk communicators need to emphasise the efficacy of preparedness and downplay the costs.

scholarly journals Mentors of preservice teachers

2018 ◽  
Vol 7 (3) ◽  
pp. 261-279 ◽  
Author(s):  
Eli Lejonberg ◽  
Eyvind Elstad ◽  
Lise Vikan Sandvik ◽  
Trond Solhaug ◽  
Knut-Andreas Christophersen
Keyword(s):  
Preservice Teachers ◽  
Self Efficacy ◽  
Structural Equation ◽  
Experimental Studies ◽  
Mentor Training ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Quasi Experimental ◽  
The Relationship

Purpose The purpose of this paper is to discuss how different styles of mentoring in teacher education relate to mentor characteristics. Pre-service teachers often want practical advice. However, in Norway, school mentors have traditionally been encouraged to promote reflection rather than offering advice. This study seeks to explore the relationship between mentors’ support for reflection based and clear mentoring (a relatively direct approach to mentoring) and mentors’ self-efficacy and effort. Design/methodology/approach Using structural equation modelling of cross-sectional survey data (from 272 school mentors), the researchers in this study tested empirical interrelations between reflection-based mentoring, clear mentoring, mentor efficacy and effort. Clear mentoring was a reasonably consistent construct, while refection-based mentoring was a more elusive concept. Findings Effort was associated with support for reflection, while self-efficacy was moderately related to clear mentoring and reflection-based mentoring. The results illustrate that reflection-based methods are demanding for mentors. If direct approaches are more effective, additional evidence would be required to support mentor training that heavily emphasises reflection. Research limitations/implications Longitudinal and quasi-experimental studies are needed to support inferences about causality. Variable omission may have influenced the models. More research is needed to better understand the concept of reflection-based mentoring. Originality/value This paper contributes to the mentoring field by examining mentors’ preference for reflection based and clear mentoring and how such preferences are related to self-efficacy and effort. It also contributes to general and theoretical discussions about the relationships between beliefs about mentoring and mentor characteristics.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

Unravelling the nexus between creative self-efficacy, humble leadership, innovative work behaviour and job performance amongst physicians in public hospitals

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joather Al Wali ◽  
Rajendran Muthuveloo ◽  
Ai Ping Teoh
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Public Hospitals ◽  
Content Type ◽  
Mediating Role ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
Creative Self ◽  
The Relationship ◽  
Humble Leadership

PurposeThe study aims to examine the relationship between innovative work behaviour (IWB) and JP amongst physicians in Iraq public hospitals. The study also determines the effects of creative self-efficacy (CSE) and humble leadership (HL) on IWB. Besides, the study investigates the mediating role of IWB on the relationship between CSE and JP as well as between HL and JP.Design/methodology/approachA total of 332 respondents participated in the survey, although 173 responses were utilised after data screening. The study employs the structural equation modelling via partial least squares (PLS-SEM) to ascertain the relationship between the variables.FindingsEvidence from the study indicates that IWB has a positive relationship with JP, whilst CSE and HL are significant determinants of IWB amongst physicians in Iraq public hospitals. The study provides evidence that IWB plays a positive mediating role in the relationship between CSE and JP as well as between HL and JP amongst physicians in Iraq public hospitals.Originality/valueThe study implies that the JP of physicians in Iraq public hospitals can be enhanced by IWB, whilst the latter can be improved by CSE and HL. The influences of CSE and HL on JP can be boosted by IWB. Hence, efforts to promote IWB should be vigorously pursued by Iraq public hospitals to foster the physicians' JP.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

Managerial support for development and turnover intention

2018 ◽  
Vol 31 (1) ◽  
pp. 135-153 ◽  
Author(s):  
Manish Kumar ◽  
Hemang Jauhari ◽  
Ashish Rastogi ◽  
Sandeep Sivakumar
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Organizational Support ◽  
Turnover Intention ◽  
Social Exchange Theory ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Managerial Support ◽  
The Relationship

Purpose The purpose of this paper is to integrate learnings from social exchange theory, organizational support theory and JD-R model to explore the relationship among support for development, work engagement (WE), job satisfaction (JS) and turnover intention (TI). It was hypothesized that the relationship between managerial support for development (MSD) and TI would be explained through organizational support for development (OSD), WE and overall job satisfaction (OJS). Design/methodology/approach A cross-sectional survey on a sample of 5,088 service industry employees undergoing organizational change and working in the business-to-business context was employed. Reponses were analyzed using IBM® SPSS® AMOSTM 20. Findings The findings were along the hypothesized lines. The study found support for mediation by OSD, WE and OJS, respectively of MSD and TI relationship. Similarly, the mediation of MSD-OJS relationship by OSD and WE, respectively were also supported. Furthermore, OSD mediated the relationship between MSD and WE; while the relationship between OSD and TI was mediated by WE and OJS, respectively and additionally, the OSD-OJS relationship was mediated by WE. Lastly, the mediation of WE-TI relationship by OJS was also supported. Therefore, the sequence of MSD-OSD-WE-OJS-TI partial mediation model was supported. Research limitations/implications While the sample size (n=5,088) is large, the respondents belong to one business unit of an organization, constraining generalizability. Additionally, the study is limited by cross-sectional design. Finally, the study was restricted by the choices of perceptual measures of study variables and non-quantitative evaluation of discretion/job demand. Originality/value Using learnings from multiple theories, the present study examined the roles of two sources of support for development (organizational and managerial) and two job-related states (WE and JS) in relating with TI. Interestingly, all the expected relationships were true in a context signifying the discretionary nature of organization. Further, testing of alternate models gives additional credence to the findings.

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.

Nurses’ leadership self-efficacy, motivation, and career aspirations

2018 ◽  
Vol 31 (1) ◽  
pp. 47-61 ◽  
Author(s):  
Karen Cziraki ◽  
Emily Read ◽  
Heather K. Spence Laschinger ◽  
Carol Wong
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Important Determinant ◽  
Career Aspirations ◽  
Cross Sectional Survey ◽  
Motivation To Lead ◽  
Cross Sectional ◽  
Content Type ◽  
Informal Mentoring ◽  
Nurse Leader

Purpose This paper aims to test a model examining precursors and outcomes of nurses’ leadership self-efficacy, and their aspirations to management positions. Design/methodology/approach A cross-sectional survey of 727 registered nurses across Canada was conducted. Structural equation modelling using Mplus was used to analyse the data. Findings Results supported the hypothesized model: χ2(312) = 949.393; CFI = 0.927; TLI = 0.919; RMSEA = 0.053 (0.049-0.057); SRMR 0.044. Skill development opportunities (ß = 0.20), temporary management roles (ß = 0.12) and informal mentoring (ß = 0.11) were significantly related to nurses’ leadership self-efficacy, which significantly influenced motivation to lead (ß = 0.77) and leadership career aspirations (ß = 0.23). Motivation to lead was significantly related to leadership career aspirations (ß = 0.50). Practical implications Nurses’ leadership self-efficacy is an important determinant of their motivation and intention to pursue a leadership career. Results suggest that nurses’ leadership self-efficacy can be influenced by providing opportunities for leadership mastery experiences and mentorship support. Leadership succession planning should include strategies to enhance nurses’ leadership self-efficacy and increase front-line nurses’ interest in leadership roles. Originality value With an aging nurse leader workforce, it is important to understand factors influencing nurses’ leadership aspirations to develop and sustain nursing leadership capacity. This research study makes an important contribution to the nursing literature by showing that nurses’ leadership self-efficacy appears to be an important determinant of their motivation to lead and desire to pursue a career as a nurse leader.

scholarly journals The relationship between e-CRM and customer loyalty: a Kenyan Commercial Bank case study

2017 ◽  
Vol 12 (2) ◽  
pp. 106-115 ◽  
Author(s):  
Eric E. Mang’unyi ◽  
Oumar T. Khabala ◽  
Krishna K. Govender
Keyword(s):  
Customer Loyalty ◽  
Survey Design ◽  
Commercial Banking ◽  
Customer Relationship ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Convenience Sample ◽  
The Relationship

Since customer loyalty is key, especially in the highly competitive commercial banking environment, this article evaluated the effects of features of electronic customer relationship management (e-CRM) on customer loyalty. Using a cross-sectional survey design, data were collected from a convenience sample of customers of a major international Kenyan bank using self-administered questionnaires. The findings based on correlation and multiple regression analyses, revealed that pre-service, during (the) service and post transactional e-CRM features have a positive and significant relationship with loyalty, and that the pre-service and during service features significantly predict loyalty. Thus, enhancing e-CRM practices could be a strategic competitive tool to impact the banks’ relationship with their customers.

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