scholarly journals Undermining alienative commitment through spiritual leadership: a moderated mediation model of social capital and political skill

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Moazzam Ali ◽  
Muhammad Usman ◽  
Shahzad Aziz ◽  
Yasin Rofcanin
Keyword(s):  
Social Capital ◽  
Spiritual Leadership ◽  
Political Skill ◽  
Content Type ◽  
Political Skills ◽  
Moderated Mediation Model ◽  
Time Lagged ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

PurposeThe purpose of the present study is to examine the relationship between spiritual leadership and employees' alienative commitment to the organization, both directly and indirectly, via employee social capital. We also test the role of employee political skill as a boundary condition of the indirect spiritual leadership–alienative commitment link.Design/methodology/approachTime-lagged data were collected from 491 employees in various manufacturing and service organizations. Data were analyzed using structural modeling equation in Mplus (8.6).FindingsSpiritual leadership was negatively associated with alienative commitment, both directly and indirectly, via social capital. Employee political skill moderated the indirect relationship between spiritual leadership and alienative commitment, such that the relationship was stronger when employee political skill was high (vs low).Practical implicationsThe demonstration of spiritual leadership's behaviors by both managers and employees can develop employees' social capital at work, which in turn can reduce employees' negative commitment to the organization. Likewise, improving employees' political skills can help leadership diminish alienative commitment.Originality/valueThe present work contributes to the literature on spiritual leadership by foregrounding how and why spiritual leadership undermines employee alienative commitment to the organization. By doing so, the study also enhances the nomological networks of the antecedents and outcomes of social capital and contributes to the scant literature on negative alienative commitment. Given the prevalence and negative repercussions of alienative commitment for employees' and organizations' productivity and performance, our findings are timely and relevant.

Sense of calling, job crafting, spiritual leadership and work meaningfulness: a moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Po-Chien Chang ◽  
Gao Xiaoxiao ◽  
Ting Wu
Keyword(s):  
Spiritual Leadership ◽  
Self Determination Theory ◽  
Job Crafting ◽  
Mediation Model ◽  
Content Type ◽  
Work Meaningfulness ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between sense of calling and work meaningfulness with job crafting as a mediator and spiritual leadership as a moderator.Design/methodology/approachAdopting a three-wave procedure, data were collected from 333 participants across industries from Guangdong province, China.FindingsResults indicate that job crafting partially mediates the relationship between employee sense of calling and work meaningfulness. Moreover, the positive relationship between job crafting and work meaningfulness is more significant when spiritual leadership is high than when it is low. Additionally, spiritual leadership moderates the indirect relationship of sense of calling and work meaningfulness through job crafting such that the indirect effect of sense of calling is stronger when spiritual leadership is high than when it is low.Originality/valueBased on self-determination theory, this study adds to current literatures examining the importance of sense of calling on a person's career and explores the boundary conditions, which bring desirable outcomes.

Social capital, relational learning, and performance of suppliers

2018 ◽  
Vol 30 (2) ◽  
pp. 417-437 ◽  
Author(s):  
Badri Munir Sukoco ◽  
Hardi Hardi ◽  
Alfiyatul Qomariyah
Keyword(s):  
Social Capital ◽  
Supply Chain ◽  
Information Sharing ◽  
Knowledge Integration ◽  
Relational Learning ◽  
Social Practices ◽  
Sense Making ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The relationship between buyers and suppliers over the years – social practices – facilitate the development of social capital (SC), and it contributes to the relationship performance (RP) for both parties. The purpose of this paper is to examine the mechanisms that transform SC into RP. By exercising the relationship learning (joint sense-making, information sharing, and knowledge integration), this paper proposes that SC will transform into RP. Design/methodology/approach Quantitative study was employed in this study. Questionnaires were distributed to first-tier supplier of Astra Group (Astra International) in Indonesia. In total, 211 questionnaires were used for data analysis in this study. Findings The results exhibit that cognitive and structural SC contribute to the development of relational SC. Further, relational SC was positively associated with joint sense-making, which then goes through information sharing, knowledge integration, and finally RP. Research limitations/implications The cross-sectional data in a specific context (a firm) in Indonesia serve as a major limitation of this study. The development of SC and learning as a social process might not be captured well by using the current method – surveys. Furthermore, a major problem is caused by a one-sided survey that depends on the suppliers’ perceptions and judgments of relationship learning and performance. Practical implications The results suggest that managers and other relationship actors would benefit from the competency to develop practices and activities with suppliers regarding developing trust. The trust development is facilitated by having common understanding and interactions regularly, either by participating in formal and/or informal activities with suppliers. Building consensus – joint sense-making, between buyers and suppliers are crucial practices in relationship learning before knowledge sharing and knowledge integration practices are in place. And finally, managers should actively integrate this knowledge in order to increase their RP. Originality/value This study empirically tests the supply chain practice view as a new theoretical perspective in the supply chain management literature. It also extends the utilization of social practices – SC – since it is crucial in a buyer-supplier relationship. It also presents that relationship learning is a mechanism that could transform SC into RP, and thus bridge the SC and collaborative learning theory. Finally, this study indicates that inside relational learning, there are sequences of joint sense-making-information sharing-knowledge integration, before it moves on to RP.

Job insecurity and performance in public and private sectors: a moderated mediation model

2020 ◽  
Vol 7 (2) ◽  
pp. 237-253
Author(s):  
Antonio Chirumbolo ◽  
Antonino Callea ◽  
Flavio Urbini
Keyword(s):  
Job Insecurity ◽  
Moderated Mediation ◽  
Performance Outcomes ◽  
Economic Sector ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
And Performance ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study was to extend our knowledge of the relationship between quantitative and qualitative job insecurity and performance. On the basis of stress theories, we hypothesised that qualitative job insecurity (QLJI) would mediate the negative effect of quantitative job insecurity (QTJI) on two different indicators of performance: task performance (TP) and counterproductive work behaviours (CPWBs). In addition, the authors hypothesised that the effect of QTJI on QLJI would be moderated by the economic sector (public vs private) in which employees worked. Therefore, the authors empirically tested a moderated mediation model via PROCESS.Design/methodology/approachParticipants were 431 employees from various Italian organisations. Data were collected using a self-report questionnaire measuring QTJI, QLJI, TP and CPWBs.FindingsThe results indicated that economic sector moderated the relationship between quantitative and QLJI. Both quantitative and QLJI were related to performance outcomes. Furthermore, QLJI mediated the effect of QTJI on TP and CPWB. However, this mediation was particularly apparent among employees in the private sector, supporting our hypothesised moderated mediation model.Practical implicationsThe results suggest that managers of private and public organisations need to apply different policies to reduce the impact of job insecurity on CPWBs and increase the TP of their employees.Originality/valueThis study attempted to examine the job insecurity–performance relationship in more depth. For the first time, the effects of both job insecurity dimensions on performance were simultaneously investigated, with economic sector as a moderator and QLJI as a mediator.

Employee strengths use and innovative behavior: a moderated mediation model

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
He Ding ◽  
Xinqi Lin ◽  
Weilin Su
Keyword(s):  
Positive Affect ◽  
Innovative Behavior ◽  
Convenience Sample ◽  
Content Type ◽  
Strengths Use ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Purpose This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior. Design/methodology/approach This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect. Originality/value The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

How does humble leadership promote follower creativity? The roles of psychological capital and growth need strength

2018 ◽  
Vol 39 (4) ◽  
pp. 507-521 ◽  
Author(s):  
Yanfei Wang ◽  
Jieqiong Liu ◽  
Yu Zhu
Keyword(s):  
Cultural Context ◽  
Psychological Capital ◽  
Potential Effect ◽  
Survey Study ◽  
Leader Behaviors ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
The Relationship

Purpose The purpose of this paper is to develop a moderated mediation model to examine the roles that psychological capital (PsyCap) and growth need strength may play in the relationship between humble leader behaviors and follower creativity. Design/methodology/approach Data were collected from a three-wave survey study with a sample of 165 matched leader-follower questionnaires in China. Multiple regression analyses, moderated regression analysis and bootstrapping analysis were used to test the hypotheses. Findings The results show that humble leader behaviors positively influence follower creativity, PsyCap mediates this influence and growth need strength not only moderates the relationship between humble leader behaviors and PsyCap, but also amplifies the indirect relationship between humble leader behaviors and follower creativity via PsyCap. Research limitations/implications Common method bias may still exit, although the measures of research variables were gathered from different sources and with time separation. Additionally, this study is conducted in a single cultural context, which may raise the question about the generalizability of our findings to other cultural contexts. Originality/value The primary contribution is building and examining a conceptual model that focuses on the potential effect of humble leader behaviors on follower creativity. Additionally, by confirming the mediating role of PsyCap, the research further uncovers why followers under humble leader behaviors are more likely to engage in creativity, and the moderating role of growth need strength found in this study also offers additional insight into that followers may differ in the degree to which they are receptive to leader effect.

Work relationships: counteracting the negative effects of conflict

2016 ◽  
Vol 27 (2) ◽  
pp. 225-248 ◽  
Author(s):  
Martijn Jungst ◽  
Boris Blumberg
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Job Engagement ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Social ◽  
Network Quality ◽  
And Performance ◽  
The Relationship

Purpose Guided by social resource theory, this study aims to examine the influence of conflict (i.e. task and relationship) on performance. The authors investigated whether job engagement mediates this relationship and whether social network quality moderates the relationship between conflict, job engagement and performance. Design/methodology/approach The authors built and tested a moderated mediation model, using data from 217 graduate students. Findings Results showed that job engagement operates as a mediating mechanism between task conflict and performance. The authors also found that the indirect effect of job engagement depended upon the quality of the social networks. When the quality of the social network was high, both the task and relationship conflict did not negatively influence the association between job engagement and performance. Research limitations/implications These findings provide new insights into how social embeddedness in the form of social network quality can create a social context in which conflict works out less detrimental. Practical implications Given that employees are interdependent and coworkers are likely to differ in their personal values and opinions, the authors conclude that managers should facilitate the development of meaningful relationships at work. Originality/value Whereas prior research has found conflict (i.e. task and relationship) to negatively associate with performance, the authors show that social networks do affect the strength of the relationship between conflict (i.e. task and relationship) and performance.

The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rana Muhammad Naeem ◽  
Khalil Ahmed Channa ◽  
Zahid Hameed ◽  
Ghulam Ali Arain ◽  
Zia Ul Islam
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Crafting ◽  
Psychological Ownership ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Time Lagged ◽  
High Level ◽  
The Relationship

PurposeIn this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership (job-based PO) mediates the relationship between transformational leadership and job crafting. Furthermore, job-based PO is more effective when employees have a high level of affective organizational commitment.Design/methodology/approachThe authors collected time-lagged data through a paper–pencil survey from the sales department of large pharmaceutical companies in Pakistan.FindingsThe findings of this study suggest that job-based PO mediates the positive relationship between transformational leadership and job crafting. Moreover, the relationship of job-based PO with job crafting is moderated by affective organizational commitment such that the relationship was stronger at the high levels of affective organizational commitment than that of the low levels of affective organizational commitment.Practical implicationsOn practical grounds, job crafting can be useful for individuals and organizations. On individuals’ side, it helps them to balance their job demands and resource; on organizations’ side, it provides a solution to the ongoing problem of disengaged employees and suggests managers identify new ways to support employees with their job redesign.Originality/valueThis study suggests that job-based PO and affective organizational commitment are important factors that influence the relationship between transformational leadership and job crafting.

Bridging the gap

2016 ◽  
Vol 37 (5) ◽  
pp. 900-916 ◽  
Author(s):  
Seungjin Choi
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Social Relationships ◽  
Content Type ◽  
Reciprocal Relationships ◽  
The Social ◽  
Group Members ◽  
And Performance ◽  
The Relationship ◽  
Practical Implications

Purpose – The purpose of this paper is to theoretically clarify the relationship between public service motivation and performance by suggesting a framework in which social networks among members provide an explicit mechanism linking employees’ PSM with their performance and by proposing several empirically testable propositions. Design/methodology/approach – The author suggests a theoretical framework based on a literature review and combining insights from several major strands of theory including social capital and social network theories. Findings – Conceptually, the paper shows that, first, the extent of the social relationships among group members and their positions within a network vary depending on the level of PSM; second, individuals with high PSM are more likely to complete their tasks when they are in central positions in a network of advice relations and less likely to complete their tasks when they are in peripheral positions in central positions and a network of advice relations in a network of adversarial relations; third, group members with high PSM are more likely to complete group tasks when the group has higher density in a network of advice relations and less likely to complete tasks in a dense network of adversarial relations. Practical implications – The author demonstrates the possibility of reciprocal relationships between PSM and social networks, in which PSM builds social capital that reinforces each member’s PSM by enhancing relationship quality, which will positively affect performance. Originality/value – This paper provides opportunities for future empirical research by developing the discussion about a new conceptual mechanism in the relationship between PSM and performance, proposing an initial conceptual framework that clarifies the PSM and performance linkage, and suggesting several testable propositions.

A moderated mediation model of the association between coworker social undermining and knowledge hiding

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bashir Ahmad ◽  
Imran Shafique ◽  
Masood Nawaz Kalyar
Keyword(s):  
Social Support ◽  
Social Undermining ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Family Social Support ◽  
Time Lagged ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Relationship

Purpose This study aims to test the relationship between perceived coworker social undermining and knowledge hiding behavior among Pakistani doctors working in hospitals. This study further investigates the mediating role of employee cynicism (EC) and the moderating role of family social support between the association of family social support and knowledge hiding. Design/methodology/approach Time lagged approach was used to collect the data from 391 trainee doctors working in large hospitals in Pakistan. Findings The findings suggest that coworker social undermining is significantly related to EC and knowledge hiding behaviors. EC mediates the relationship between EC and knowledge hiding. Furthermore, family social support was found to play a buffer role such that the indirect effect of social undermining on knowledge hiding through cynicism was weak for those who received high family social support and vice versa. Originality/value Knowledge hiding is deleterious to effective organizational functioning. This study adds to knowledge about the relationship between coworker social undermining and knowledge hiding behavior. This research extends the existing research streams of social undermining and knowledge hiding research to one of the underrepresented South Asian context, Pakistan.

How does disruptive innovation influence firm performance? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chenxiao Wang ◽  
Feng Guo ◽  
Qingpu Zhang
Keyword(s):  
Firm Performance ◽  
Disruptive Innovation ◽  
High Tech ◽  
Senior Managers ◽  
Content Type ◽  
Explanatory Variables ◽  
Moderated Mediation Model ◽  
Innovation Quality ◽  
And Performance ◽  
The Relationship

PurposeBased on the literature on disruptive innovation, this research explores how disruptive innovation directly and indirectly (via innovation speed and innovation quality) influences firm performance in relation to the contingency of market-supporting institutions.Design/methodology/approachA sample of 207 firms was gathered through questionnaires targeting senior managers and R&D managers from high-tech firms in China with two waves including explanatory variables and outcome variables.FindingsThis empirical results indicate that disruptive innovation positively affects firm performance, and that innovation speed and innovation quality mediate the relationship between disruptive innovation and firm performance. Meanwhile, market-supporting institutions positively moderate the relationship between innovation speed and firm performance, but negatively moderate the relationship between innovation quality and firm performance.Research limitations/implicationsThis study suggests that disruptive innovation is important to firm performance, innovation speed and innovation quality play mediating roles, and market-supporting institutions acts as moderating effects. A research limitation is that the data were collected mainly through a questionnaire.Practical implicationsFirms should incorporate disruptive innovation as an important strategy and improve innovation speed and innovation quality to promote firm performance, and policymakers should improve the levels of market-supporting institutions to facilitate innovation and performance.Originality/valueThis study contributes the literature of disruptive innovation by uncovering the positive effect of disruptive innovation and firm performance and the mediating effects of innovation speed and innovation quality on the abovementioned relationship, and revealing their contingency effects of market-supporting institutions.

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