How does leader conscientiousness influence frontline staff under conditions of serious anxiety? An empirical study from integrated resorts (IRs)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jin Xue ◽  
Ziying Mo ◽  
Matthew Tingchi Liu ◽  
Ming Gao
Keyword(s):  
Two Dimensions ◽  
Mediating Effect ◽  
Subjective Happiness ◽  
Team Leaders ◽  
Frontline Staff ◽  
Content Type ◽  
Individual Level ◽  
The Cross ◽  
Service Departments ◽  
Practical Implications

PurposeThe objective of this study was to improve understanding of frontline staff's subjective happiness and anxiety during the COVID-19 pandemic by investigating the roles of employees' busy mindset and leader conscientiousness.Design/methodology/approachThe link between employee anxiety and subjective happiness was also explored, and the cross-level mediating effect of employee anxiety was tested using a multilevel design. A survey of 373 frontline staffers and 74 team leaders in the integrated resorts (IRs) was conducted in three waves: April (Time 1), May (Time 2) and June (Time 3) in 2020. The data were analysed with SPSS and Mplus using a hierarchical linear modelling (HLM) method.FindingsThe results indicated that during the COVID-19 pandemic, a busy mindset increased frontline staff's anxiety and thus decreased their subjective happiness, and leader conscientiousness remedied the effect of anxiety on subjective happiness.Practical implicationsThe findings are relevant to frontline staffers, team leaders in the hospitality industry and corporate service departments. Against the background of COVID-19, conscientious leaders can significantly help employees to overcome their anxiety and insecurity and improve their subjective happiness, answering the urgent call to deal with the challenges of the new work–life environment.Originality/valueThe study differs from previous other studies in two dimensions: First, the authors explored the interactions of the affective events from the cross-level perspectives, i.e. both team level and individual level. Second, the authors conducted this research on the mental issues of the hospitality frontline staffers in the context of the COVID-19 pandemic, which remains a black box to be explored.

scholarly journals Organizational helping behavior and its relationship with employee workplace well-being

2019 ◽  
Vol 24 (1) ◽  
pp. 18-36 ◽  
Author(s):  
Jinyun Duan ◽  
Macy Wong ◽  
Yumeng Yue
Keyword(s):  
Management Practice ◽  
Well Being ◽  
Helping Behavior ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Content Type ◽  
Behavior Scale ◽  
Helping Behaviors ◽  
Practical Implications ◽  
Main Relationship

PurposeResearch examining the effect of helping on outcomes related to helpers has gained some mixed results. The purpose of this paper is to reconcile such inconsistency by understanding the multi-dimensional nature of helping behavior.Design/methodology/approachThe authors first develop a helping behavior scale that differentiates between the proactive and reactive form of helping. Furthermore, the authors also examined whether these two forms of helping are differently related to employees’ well-being. Data were collected from 448 employees and their immediate supervisors working in different organizations in the South Jiangsu province, in which the authors examined the main relationship and also explored the mediating effect of meaningfulness.FindingsResults provided corroborating evidence that helping behavior was a multi-dimensional construct, consisting of proactive and reactive dimensions. Furthermore, the authors are also able to support discriminatory validity between these two dimensions by showing that they are differently related to employees’ well-being.Practical implicationsThis paper contributes to management practice by specifying the benefits and detriments of different kinds of helping behaviors.Originality/valueThe findings of this study do not only provide ideas to explain contradictions in the effect of helping behaviors on helpers themselves, but also deepens scholars’ knowledge and understanding toward helping behavior.

Organizational justice, life satisfaction, and happiness: the mediating role of workplace social courage

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
İbrahim Sani Mert ◽  
Cem Sen ◽  
Amro Alzghoul
Keyword(s):  
Quality Of Life ◽  
Life Satisfaction ◽  
Organizational Justice ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Subjective Happiness ◽  
Content Type ◽  
Voice And Silence

PurposeWorkplace social courage is a courageous behavior that can damage the actor's social relationships, social image and accrue face-loss costs. Sometimes, it is difficult to differentiate courageous behavior from incivility that predicts higher levels of psychological distress. While workplace social courage is widely discussed in the management literature, less is known about the conditions under which individuals are more or less likely to exhibit courageous behaviors. Given the theoretical considerations, in the present study, the authors consider two indicators of quality of life, which are life satisfaction and happiness, and set the aim of the study as to investigate the relationships between organizational justice and two dimensions of quality of life – life satisfaction and happiness – with particular attention to the mediation function performed by courage.Design/methodology/approachCross-sectional survey data (n = 408) were obtained from employees working in Turkey Fortune companies and analyzed with variance-based structural equation modeling (VB-SEM) technique.FindingsThe results showed that perceived organizational justice is a strong antecedent for workplace social courage. Workplace social courage emerges as a facilitator for subjective happiness and life satisfaction. Workplace social courage mediated the association between perceived organizational justice and subjective happiness, and between perceived organizational justice and life satisfaction. Prescriptions for theory development and practitioners are highlighted, research limitations and future directions are acknowledged.Originality/valueSo far, most of the work done in this subject is mainly in western countries, and it is considered as a virtue, feature, emotion and behavior in the studies of social scientists, and mainly focused on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively such as organizational citizenship behavior, job performance, job satisfaction, life satisfaction, psychological well-being. Also, the authors studied how social courage positively relates to beneficial voice and silence, as well as negatively relates to detrimental voice and silence, how courage is correlated with psychological empowerment, coaching and how courage mediates on quality of life. As can be seen, there is little empirical work when it comes to the antecedents of courage in business life. Therefore, this study, which has been done with different variables in a different culture and country, aims to support and bring a new breath to the subject. Besides, the mediating effect of courage on the organizational variables is also among the trendiest subjects.

Ethical consumers' brand avoidance

2014 ◽  
Vol 23 (2) ◽  
pp. 114-120 ◽  
Author(s):  
Anne Rindell ◽  
Tore Strandvik ◽  
Kristoffer Wilén
Keyword(s):  
Design Methodology ◽  
Well Being ◽  
Two Dimensions ◽  
Qualitative Approach ◽  
Specific Group ◽  
Content Type ◽  
Ethical Concerns ◽  
Ethical Consumers ◽  
Consumer Values ◽  
Practical Implications

Purpose – The purpose of this paper is to explore ethical consumers' brand avoidance. The study contributes to brand-avoidance research by exploring what role consumers' ethical concerns play in their brand avoidance. Design/methodology/approach – A qualitative approach is adopted by interviewing 15 active members of organizations that represent ethical concerns for the well-being of animals, the environment and humans. Findings – The study indicates that consumers with a strong value-based perspective on consumption (such as ethical consumers) may reject brands in two different but interrelated ways. In essence, the study reveals characteristics of brand avoidance that have not been discussed in earlier research, in terms of two dimensions: persistency (persistent vs temporary) and explicitness (explicit vs latent). Practical implications – The study shows the importance of considering the phenomenon of brand avoidance, as it may reveal fundamental challenges in the market. These challenges may relate to consumer values that have not been regarded as important or that have been thought of as relating only to a specific group of consumers. Originality/value – The ethical consumers' views represent new insights into understanding brand avoidance.

More effective business strategies for financial firms

2019 ◽  
Vol 35 (2) ◽  
pp. 22-24
Keyword(s):  
Service Sector ◽  
Mediating Effect ◽  
Business Strategies ◽  
Performance Measurement System ◽  
Content Type ◽  
Strategic Performance ◽  
Competitive Edge ◽  
Financial Firms ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Service sector companies can secure a competitive edge by using a strategic performance measurement system (SPMS) to better realize business objectives. An emphasis on strategic alignment and organizational learning generates a significant mediating effect on the SPMS–performance relationship and helps such firms better differentiate their service provision. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals A meaning-based framework for customer loyalty

2020 ◽  
Vol 48 (8) ◽  
pp. 825-843 ◽  
Author(s):  
Elina Närvänen ◽  
Hannu Kuusela ◽  
Heli Paavola ◽  
Noora Sirola
Keyword(s):  
Customer Loyalty ◽  
Meaning Making ◽  
Two Dimensions ◽  
Alternative View ◽  
Content Type ◽  
Group Data ◽  
Focus Group Data ◽  
Retail Setting ◽  
Depth Interviews ◽  
Practical Implications

PurposeThis paper's purpose is to develop a meaning-based framework for customer loyalty by examining how consumers make sense of customer loyalty through meanings and metaphors.Design/methodology/approachA qualitative study based on in-depth interviews and focus group data in the retail context was conducted with Finnish customers. The data were analysed with qualitative data analysis techniques such as the constant comparative technique.FindingsThe empirical findings comprise eight loyalty meanings characterised by two dimensions. The first dimension is reflexive vs. routinised, and the second dimension is private vs. social. The loyalty types are dimensionalised through four metaphors: loyalty as freedom of choice; as being conventional and binding; and as belongingness.Practical implicationsThe findings improve the way customer loyalty currently is understood in the retail setting. The paper proposes that customer insight that utilises thick data can be used to grasp loyalty meanings. These data are rich in context and detail, and they take into account customers' everyday lives. Utilising thick data in the form of storytelling fuels customers' meaning-making related to customer loyalty, potentially enriching their relationship with the retailer.Originality/valueCustomer loyalty has been driven largely by a transactional and company-centric perspective. This article presents an alternative view of customer loyalty that accounts for the variety of meanings that customers may assign to their loyalty-related thoughts and behaviours.

The impact of culture on millennials' attitudes towards luxury brands: evidence from Tokyo and Shanghai

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Cheng Lu ◽  
Zhencong Sang ◽  
Kun Song ◽  
Kazuo Kikuchi ◽  
Ippei Machida
Keyword(s):  
Social Identity ◽  
Peer Influence ◽  
Positive Impact ◽  
Cross Cultural ◽  
Mediating Effect ◽  
Luxury Brands ◽  
Content Type ◽  
The Social ◽  
The Cross ◽  
The Impact

PurposeBased on the theory of social identity mechanism, this study aimed to investigate the associations with millennial consumers' need for uniqueness (NFU), susceptibility to peer influence (SPI) and attitudes towards luxury brands (ALB) under the cross-cultural context. The mediating effect of fashion innovativeness (FI) and the moderating effect of culture were examined.Design/methodology/approachThe data for this study were collected through a survey from 217 millennials in Shanghai and 268 millennials in Tokyo. Moderation analysis and mediation analysis using Hayes PROCESS macro were applied to test proposed hypotheses.FindingsResults show that NFU and SPI have a significantly positive effect on millennials' ALB, and fashion innovativeness plays a mediating role in this process. Furthermore, the positive impact of NFU on millennials' ALB for relatively individualistic cities (Shanghai) is stronger than for relatively collectivist cities (Tokyo). The positive impact of susceptibility to informative influence (SII) on millennials' ALB for Tokyo is stronger than for Shanghai.Practical implicationsThe research results suggest how different cultures can support marketers in effectively carrying out their business strategy.Originality/valueUnder the cross-cultural background, the social identity mechanism behind the attitudes of millennials towards luxury brands has been widely recognised. However, little is known about how culture could moderate the social identity mechanism behind millennials' ALB. By analysing these mechanisms, this study compares the cultures of Shanghai and Tokyo and expands the previous research achievements.

The effects of shared leadership on team performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiyeong Han ◽  
Jeewhan Yoon ◽  
Woojae Choi ◽  
Gyehoon Hong
Keyword(s):  
Team Performance ◽  
Shared Leadership ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Team Leaders ◽  
Negative Effects ◽  
Content Type ◽  
Positive Effects ◽  
High Level ◽  
Task Oriented

PurposeThis study aims to investigate the relationship between shared leadership and team performance at the team level. Drawing on conservation of resources (COR) theory, the authors examine whether shared leadership is associated with team performance through team positive psychological capital (PsyCap). This study further examines whether task-oriented and relationship-oriented shared leadership affect team performance differently.Design/methodology/approachMulti-source survey data were obtained from 92 team leaders and 319 employees. An aggregation approach was used to analyze the data at the team level.FindingsA high level of shared leadership positively influences team performance through the mediation of team PsyCap. Moreover, relationship-oriented shared leadership is positively associated with team performance through team PsyCap, while task-oriented shared leadership is negatively associated with team performance without the mediating effect of team PsyCap.Practical implicationsBy focusing on the negative effects of task-oriented shared leadership and the positive effects of relationship-oriented shared leadership and team PsyCap on team performance, this study suggests new ways to manage team performance effectively and extends shared leadership literature.Originality/valueThis study applied COR theory to analyze the effect of shared leadership mediated by team PsyCap on team performance. It contributes to shared leadership literature by shedding light on the negative effects of task-oriented shared leadership and on the positive aspects of relationship-oriented shared leadership.

The effect of talent management and human capital on sustainable business performance: an empirical investigation in Malaysian hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nagwan Abdulwahab AlQershi ◽  
Ramayah Thurasamy ◽  
Gamal Abdualmajed Ali ◽  
Hussein Abu Al-Rejal ◽  
Amr Al-Ganad ◽  
...  
Keyword(s):  
Human Capital ◽  
Structural Equation ◽  
Business Performance ◽  
Talent Management ◽  
Mediating Effect ◽  
Future Research ◽  
Sustainable Business ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to examine the mediating role of human capital on the talent management in hospitals’ sustainable business performance in the health-care sector of Malaysia. Design/methodology/approach The study used a quantitative approach, with an initial sample of 174 Malaysian hospitals. The theoretical framework was based on previous studies of talent management (TM), human capital (HC) and sustainable business performance (SBP). Partial least squares-structural equation modelling (PLS-SEM) was used to test the study’s hypotheses. Findings Talent management mindset (TMM), but not talent management strategy (TMS), has a significant relationship with HC and SBP. HC has a significant direct relationship with SBP, and also mediates the relationship between TMM and SBP but not between TMS and SBP. Research limitations/implications This work is one of a limited number of studies to empirically address TM, HC and SBP in this context. The study is limited to Malaysian hospitals. It provides theoretical contributions by broadening the knowledge of HC, TM and the multifocal perspective of hospitals’ SBP, a relevant but underexplored issue, offering several avenues for future research. Practical implications The findings have beneficial practical implications for both policy makers and managers. First, focusing on talented people will directly improve sustainable performance in the Malaysian health sector. The findings also have important theoretical implications both for Malaysia and countries in similar situations. The study will serve as a reference point for such countries in trying to understand factors influencing SBP. Originality/value This is the first study to examine the mediating effect of HC on the relationship between talent management and hospitals’ sustainable business performance in Malaysia, or worldwide.

How despotic leadership jeopardizes employees' performance: the roles of quality of work life and work withdrawal

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shazia Nauman ◽  
Connice Zheng ◽  
Ameer A. Basit
Keyword(s):  
Job Performance ◽  
Work Life ◽  
Mediating Effect ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Study Results ◽  
Harmful Effects ◽  
Practical Implications

PurposeThis study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal.Design/methodology/approachWe used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors.FindingsThe results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL.Practical implicationsFor individuals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace; for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision.Originality/valueThis study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.

Perceived organizational support: the interactive role of coworkers’ perceptions and employees’ voice

2020 ◽  
Vol 42 (1) ◽  
pp. 107-124 ◽  
Author(s):  
Florence Stinglhamber ◽  
Marc Ohana ◽  
Gaëtane Caesens ◽  
Maryline Meyer
Keyword(s):  
Social Context ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Perceived Support ◽  
Content Type ◽  
Individual Level ◽  
Socially Constructed ◽  
The Social ◽  
Practical Implications

Purpose The purpose of this paper is to investigate whether a focal employee’s perception of organizational support (POS) is shaped by the social context or, more specifically, by his/her coworkers’ POS. The authors further aim to identify the conditions under which coworkers’ POS may have more influence or, on the contrary, less or even no influence. Design/methodology/approach Data were obtained from questionnaires distributed among a sample of 195 employees and among their supervisors. Findings Coworkers’ levels of POS are positively related to the focal employee’s POS with positive consequences in terms of job satisfaction and, finally, organizational citizenship behaviors. This influence of coworkers’ POS is strengthened when the focal employee experiences low voice in the workplace. Research limitations/implications Overall, this research contributes to organizational support theory by showing that POS may also develop based on a socially constructed process and not only on an individual-level psychological process. Practical implications Our findings have practical implications for HR policies employed by practitioners to socialize newcomers and to manage perceived support in a context of organizational change. Originality/value Building on a few recent studies suggesting that the social context may influence employees’ perceptions of organizational support, the present study is the first to show that the influence of the social context is more likely to occur under specific conditions, i.e. when employees experience low voice.

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