A revelation of employee feelings of alienation during post-mergers and acquisition

2017 ◽  
Vol 30 (3) ◽  
pp. 417-439 ◽  
Author(s):  
Anjali Bansal
Keyword(s):  
Regression Analysis ◽  
Organizational Justice ◽  
Multinational Corporations ◽  
Interactional Justice ◽  
Hierarchical Regression ◽  
Bivariate Analysis ◽  
Cross Sectional Survey ◽  
Equal Distribution ◽  
Hierarchical Regression Analysis ◽  
Content Type

Purpose In the literature of mergers and social justice, equality is regarded as a crucial phenomenon to achieve social integration. This paper is based on the philosophy that during mergers and acquisitions (M&As), the employees who experience the equal distribution of resources, equal respect to each other’s policies and procedures, and fair and respectful interactions, are more likely to have a sense of control and lower social isolation and hence tend to get influenced positively by the M&A process. Thus, the purpose of this paper is to study the relationship between perceived organizational justice and employee feelings of alienation during post-M&As. Design/methodology/approach A cross-sectional survey research design has been used. This study was undertaken on a sample of 315 employees from five organizations in India. The quantitative data were subjected to univariate and bivariate analysis, while qualitative data were subjected to relational content analysis. Different dimensions of justice were studied in relation to the feelings of alienation using multiple correlational analysis and hierarchical regression analysis. Findings Multiple correlational analyses revealed significant negative correlation of perceived organizational justice and of all of its dimensions with all the dimensions of alienation. However, the results of the hierarchical regression analysis found interactional justice and distributive justice to be the major predictors of alienation during M&As. Apart from the quantitative analysis, qualitative analysis also revealed interesting insights, unique to the individual organization. Originality/value The study has significant value for both MNCs and researchers. This study has strong implications for the multinational corporations that are making inroads into M&As but consistently failing due to employee issues. This study also presents future directions to the researchers to explore more in the area of soft issues of M&As.

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.

Entrepreneurship education and entrepreneurial intentions of university students in Vietnam: the mediating roles of self-efficacy and learning orientation

2020 ◽  
Vol 63 (1) ◽  
pp. 115-133
Author(s):  
Giang Hoang ◽  
Thuy Thu Thi Le ◽  
Anh Kim Thi Tran ◽  
Tuan Du
Keyword(s):  
Regression Analysis ◽  
University Students ◽  
Self Efficacy ◽  
Entrepreneurship Education ◽  
Entrepreneurial Intentions ◽  
Hierarchical Regression ◽  
Learning Orientation ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
Practical Implications

PurposeThis study aims to explore the mediating roles of self-efficacy and learning orientation in the relationship between entrepreneurship education and entrepreneurial intentions of university students in Vietnam.Design/methodology/approachThe data were collected from an online survey of 1,021 university students in Vietnam. The authors conducted a hierarchical regression analysis to test the hypotheses.FindingsThe results of hierarchical regression analysis reveal that entrepreneurship education positively affects entrepreneurial intentions, and this relationship is mediated by both learning orientation and self-efficacy.Research limitations/implicationsThis study confirms the importance of entrepreneurship education in encouraging university students' entrepreneurial intentions.Practical implicationsThis study offers practical implications for universities and policy makers.Social implicationsThis study is one of the first to empirically examine the concept of entrepreneurship education and entrepreneurial intentions in an Asia-Pacific context.Originality/valueThis study emphasises the significance of entrepreneurship education and its effects on university students' entrepreneurial intentions. Furthermore, the findings confirm that self-efficacy and learning orientation play an important part in explaining how entrepreneurship education relates to entrepreneurial intentions.

An empirical investigation of high-risk occupations

2014 ◽  
Vol 37 (4) ◽  
pp. 367-384 ◽  
Author(s):  
Lisa M. Russell
Keyword(s):  
Transformational Leadership ◽  
Regression Analysis ◽  
High Risk ◽  
Leadership Behavior ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
Bivariate Correlation ◽  
The Relationship

Purpose – The purpose of this study is to analyze the relationship between stress and burnout in high-risk occupations and how leadership moderates this relationship. Thus, the primary research question addressed within this study is: What is the relationship between stress and burnout in high-risk occupations as governed by transformational leadership behavior? Design/methodology/approach – An analysis of primary data obtained by survey from 379 police officers from nine southern and southwestern agencies was conducted. Hierarchical regression analysis, multiple moderated hierarchical regression analysis, bivariate correlation analyses and other statistical methods are used. Findings – Results indicate police stress exacerbates perceived burnout. Transformational leadership influences this relationship such that high levels of perceived transformational leadership attenuates the negative relationship between stress and burnout, but less so under highly stressful conditions. Findings have strong implications for leaders in high-risk occupations where bureaucracy, departmental policy, and life and death decision-making intersect. Research limitations/implications – This study can be used as a basis for further inquiry into the effects of transformational leadership on individuals' perceptions of performance, behavioral and psychological criterion variables in high-risk occupations. Practical implications – The assessment of relationships among stress and burnout in high-risk occupational settings potentially allows managers to better understand how to structure supervisor-subordinate relationships in order to minimize the effects of stress on perceived burnout and provides a more realistic view of how individuals in high-risk occupations are influenced by leader behaviors under stressful conditions. Originality/value – This study is thought to be the only one to evaluate the moderated relationships among stress, transformational leadership and burnout in high-risk occupations characterized by increasingly stressful circumstances. More specifically, the notion that individuals in high-risk occupations perceive burnout differently than those in less-risky occupations is not prevalent in the literature.

scholarly journals Benevolent leadership and psychological well-being

2016 ◽  
Vol 37 (3) ◽  
pp. 369-386 ◽  
Author(s):  
Hakan Erkutlu ◽  
Jamel Chafra
Keyword(s):  
Regression Analysis ◽  
Psychological Contract ◽  
Positive Relationship ◽  
Well Being ◽  
Hierarchical Regression ◽  
Contract Breach ◽  
Psychological Well Being ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
Benevolent Leadership

Purpose – The purpose of this paper is to examine the relationship between benevolent leadership (BL) and psychological well-being (PWB) as well as to test the moderating roles of psychological safety (PS) and psychological contract breach (PCB) on that relationship. Design/methodology/approach – Data encompasses 1,009 employees from 23 five-star hotels in Turkey. The moderating roles of PS and PCB on the BL and PWB relationship were tested using the moderated hierarchical regression analysis. Findings – The moderated hierarchical regression analysis results reveal that there was a significant positive relationship between BL and employee PWB. In addition, the positive relationship between BL and well-being was stronger when PS was higher than when it was lower. On the contrary, high-PCB weakened the positive relationship between BL and PWB. Practical implications – This study showed that both PS and BL enhance well-being. Managers could promote PS by breaking down the barriers preventing effective communication and discussion. Moreover, the results of this study indicated that the state of the psychological contract is a significant predictor of employees’ well-being. Organizational practices and policies, especially human resource practices, should be carefully designed and implemented as to prevent PCB, an important source of employee dissatisfaction and distrust. Originality/value – The study provides new insights into the influence that BL may have on PWB and the moderating roles of PS and contract breach in the link between BL and employee well-being. The paper also offers a practical assistance to employees in the hospitality industry and their leaders interested in building trust and enhancing well-being.

scholarly journals Leader narcissism and subordinate embeddedness

2017 ◽  
Vol 12 (2) ◽  
pp. 146-162 ◽  
Author(s):  
Hakan Vahit Erkutlu ◽  
Jamel Chafra
Keyword(s):  
Regression Analysis ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Line Managers ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
Moral Attentiveness ◽  
Ethical Context ◽  
Unethical Behaviors ◽  
Leader Selection

Purpose The purpose of this paper is to examine the relationship between leader narcissism (LN) and subordinate embeddedness as well as to test the moderating roles of moral attentiveness (MA) and behavioral integrity (BI) on that very relationship. Design/methodology/approach Data were collected from 19 five-star hotels in Turkey. The sample included 1,613 employees along with their first-line managers. The moderating roles of MA and BI on the LN and subordinate embeddedness relationship were tested using the moderated hierarchical regression analysis. Findings The moderated hierarchical regression analysis results revealed that there was a significant negative relationship between LN and subordinate embeddedness. In addition, this very relation was weaker when both MA and BI were higher than when they were lower. Practical implications This study showed that employee perception of LN decreased employee’s job embeddedness (JE). The study findings point out the importance of reinforcing an ethical context as well as the importance of leader selection. Specifically, in order to ensure that narcissistic leaders do not thrive in organizations, it is significant to maintain an ethical context. Whether the context is ethical, unethical, or interpersonally ineffective, behaviors will likely be more salient and evaluated more negatively by coworkers. On the other hand, when narcissistic leaders are inserted in organizations with unethical contexts, the result is a perfect storm that reinforces narcissists’ unethical behaviors and potentially promotes narcissistic leaders. Still, it is likely that narcissists exhibit unethical and ineffective behaviors regardless of the ethical context, meaning that an ethical context does not necessarily prevent narcissistic leaders from behaving ineffectively and unethically. Thus, the implementation of management selection geared toward targeting precursors of unethical behaviors is an equally vital strategy to prevent unethical behaviors on the part of organizational leaders. Originality/value The study provides new insights into the influence that LN may have on subordinate JE and the moderating roles of MA and BI in the link between LN and JE. The paper also offers a practical assistance to employees in the hospitality industry and their leaders interested in building trust and increasing leader-subordinate relationship and JE.

Impact of organizational justice on job performance in libraries

2015 ◽  
Vol 36 (1/2) ◽  
pp. 70-85 ◽  
Author(s):  
Sidra Shan ◽  
Hafiz Muhammad Ishaq ◽  
Maqsood Ahmad Shaheen
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Information Science ◽  
Interactional Justice ◽  
Hierarchical Regression ◽  
Leader Member Exchange ◽  
University Libraries ◽  
Cross Sectional ◽  
Content Type ◽  
Member Exchange

Purpose – The purpose of this paper is to examine the mediating role of leader-member exchange in the relationship between organizational justice and job performance. The study primarily focused on the perception of university libraries personnel regarding organizational justice practices and the quality of their relationship with their supervisors and how such perceptions predict their job performance. Design/methodology/approach – This study tested a sample of 15 university libraries of Islamabad, Pakistan. Data were accumulated through questionnaire and analyzed on SPSS. Descriptive and correlation analysis showed the positive and significant relationship between all variables. Series of separate hierarchical regression analysis were used to test the hypothesis. Findings – The result revealed that all three kinds of organizational justices (distributive justice, procedural justice and interactional justice) predict the job performance but interactional justice along with leader-member exchange impacts more strongly on job performance. Research limitations/implications – The result of this study will assist the library leadership to foster a greater sense of employee worth and teamwork among staff members by implementing organizational justice practices. The study would also enhance the interest of Pakistani Library Information Science professionals and researchers toward behavioral aspects of library administration. Limitation: The results of this study may not be generalized to all universities and other industries of Pakistan as data is collected only from 15 universities of Pakistan. Second, interpretations of results are limited by the cross-sectional design of study and does not allow casual conclusion. Originality/value – According to researcher knowledge very few studies have been conducted on the management side of libraries in Pakistan. This paper is the first study in Pakistan Librarianship that examines the linkage between organizational justice, leader-member exchange and job performance.

scholarly journals ALGILANAN ÖRGÜTSEL ADALETIN ÖRGÜTSEL SİNİZM ÜZERİNE ETKİSİ: ALGILANAN ÖRGÜTSEL DESTEĞIN ARACILIK ROLÜ

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Engin KANBUR ◽  
Mustafa CANBEK
Keyword(s):  
Regression Analysis ◽  
Organizational Justice ◽  
Organizational Support ◽  
Police Officers ◽  
Perceived Organizational Support ◽  
Linear Regression Analysis ◽  
Interactional Justice ◽  
Hierarchical Regression ◽  
Mediating Role ◽  
Organizational Cynicism

In this study, it is aimed to investigate the mediating role of perceived organizational support on the effect of organizational justice perceptions of employees on organizational cynism. Data of the research collected via online questionnaires from 518 police officers who are working in Turkish Police Organization. Participants of the sample group is adequate to represent the research population. In the study, questionnaire technique used for gathering the data. Construct validity of the scales was tested with exploratory factor analysis and their reliability was tested with Cronbach Alfa internal consistency coefficient. Statistical analyses utilized for testing the research hypotheses were simple linear regression analysis, multivariable regression analysis and hierarchical regression analysis. According to findings; it has been found that the effect of perceived organizational justice on organizational cynicism is partly mediated by perceived organizational support. When it is evaluated in terms of subdimensions of perceived organizational justice, it is determined that the effect of perceived distributive and interactional justice on organizational cynicism is partly mediated by perceived organizational support but there isn’t found any mediating role for perceived procedural justice.

Neighbourhood attachment and satisfaction: a Hong Kong’s case study

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrienne La Grange ◽  
Yung Yau
Keyword(s):  
Regression Analysis ◽  
Hong Kong ◽  
Physical Environment ◽  
Principal Component ◽  
High Density ◽  
Hierarchical Regression ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
High Density Housing

Purpose This paper aims to study neighbourhood attachment and satisfaction in a middle-class, high-density and semi-gated neighbourhood in Hong Kong. Design/methodology/approach Drawing on the findings of survey on 356 households, a principal component analysis and hierarchical regression analysis were conducted to assess how attachment and satisfaction were manifested and whether they were manifested as separate phenomena. Findings Attachment and satisfaction in neighbourhoods were manifested as separate phenomena. It was further found that residents were broadly attached to and satisfied with their neighbourhood. Of the neighbourhood characteristics identified as influencing satisfaction in previous research, the support was found only for the physical environment and safety but concluded that satisfaction was also influenced by status, neighbourhood youths’ ambition and schools. Contrary to the expectation, the authors did not find support for deeper social bonds as an element of satisfaction. The hierarchical regression analysis indicated that satisfaction may lead to increased attachment. Social implications This study offers policymakers and housing managers’ valuable insights into the management of increasingly large and complex residential neighbourhoods. It helps us understand which initiatives are likely to lead to greater attachment. Originality/value Previous studies have focused on neighbourhood attachment and satisfaction in typical low/medium-density settings. This study extends previous efforts to a high-density housing estate of Hong Kong.

scholarly journals Impact of behavioral integrity on workplace ostracism

2016 ◽  
Vol 8 (2) ◽  
pp. 222-237 ◽  
Author(s):  
Hakan Erkutlu ◽  
Jamel Chafra
Keyword(s):  
Regression Analysis ◽  
Negative Relationship ◽  
Psychological Distance ◽  
Hierarchical Regression ◽  
Behavioral Integrity ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
Narcissistic Personality ◽  
Workplace Ostracism ◽  
Significant Negative Relationship

Purpose – The purpose of this paper is to examine the relationship between leader’s behavioral integrity and his/her workplace ostracism as well as to test the moderating roles of narcissistic personality and psychological distance on that relationship. Design/methodology/approach – Data were collected from 13 state universities in Turkey. The sample included 1,003 randomly chosen faculty members and deans of their faculties. The moderating roles of narcissistic personality and psychological distance on the behavioral integrity and workplace ostracism relationship were tested using the moderated hierarchical regression analysis. Findings – The moderated hierarchical regression analysis results revealed that there was a significant negative relationship between leader’s behavioral integrity and his/her workplace ostracism. In addition, the negative relationship between behavioral integrity and workplace ostracism was weaker when both leader’s narcissistic personality and psychological distance were higher than when they were lower. Practical implications – This study showed that behavioral integrity lowered workplace ostracism. Workplace ostracism could be reduced by displaying the behavioral integrity (the alignment between words and deeds) and breaking down the barriers preventing effective communication and discussion in the organization. Moreover, the results of this study indicated that psychological distance was a significant predictor of workplace ostracism. Organizational practices and policies, especially human resource practices, should be carefully designed and implemented as to minimize psychological distance, an important source of employee dissatisfaction and distrust. Originality/value – The study provides new insights into the influence that behavioral integrity may have on workplace ostracism and the moderating roles of narcissistic personality and psychological distance in the link between behavioral integrity and workplace ostracism. The paper also offers a practical assistance to employees in the higher education and their leaders interested in building trust and lowering workplace ostracism.

Organizational justice and knowledge sharing behavior

2019 ◽  
Vol 48 (3) ◽  
pp. 748-773 ◽  
Author(s):  
Zahid Hameed ◽  
Ikram Ullah Khan ◽  
Zaryab Sheikh ◽  
Tahir Islam ◽  
Muhammad Imran Rasheed ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Organizational Justice ◽  
Developing Country ◽  
Multinational Corporations ◽  
Organizational Support ◽  
Interactional Justice ◽  
Psychological Ownership ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeKnowledge sharing (KS) has been consistently acknowledged as a critical factor in the organizational development and the betterment of employees. The purpose of this paper is to extend previous empirical research on KS by testing psychological ownership as an underlying mechanism between the relationship of organizational justice (OJ) and KS behavior in developing country context. The authors also examine the moderating role of perceived organizational support (POS) between psychological ownership and KS behavior.Design/methodology/approachUsing a survey questionnaire, data from 348 employees of multinational corporations in Pakistan were used to test the research hypotheses.FindingsThe results of this research reveal that dimensions of OJ (procedural, distributive and interactional justice) positively influence psychological ownership. In addition, psychological ownership is found as an underlying psychological mechanism between the relationship of OJ and KS behavior. The results also indicate that a higher level of POS strengthens the relationship between psychological ownership and KS behavior.Practical implicationsOrganizations can enhance employees’ sense of psychological ownership by providing them fairness in procedures and resources. Moreover, management can create a perception of equality among the employees which subsequently helps employees engage in sharing their valuable knowledge with their team members and other workers in the organization.Originality/valueThis research suggests that psychological ownership and POS are important factors which influence the relationship between OJ and KS behavior and it empirically tests this model in a developing country context.

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