The relationship of personality to cognitive characteristics and SME performance in Tanzania

2018 ◽  
Vol 25 (4) ◽  
pp. 667-686 ◽  
Author(s):  
Nsubili Isaga
Keyword(s):  
Personality Traits ◽  
Structural Equation ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
Cognitive Characteristics ◽  
Entrepreneurial Characteristics ◽  
Medium Enterprise ◽  
And Performance ◽  
The Relationship

PurposeFocussing on the relationship between personality traits and small and medium enterprise (SME) performance in Tanzania’s furniture sector, the purpose of this paper is to examine the effect of cognitive characteristics as a mediating variable.Design/methodology/approachA total of 300 SMEs in furniture sectors from four different regions in Tanzania were involved in this study. Structural equation modelling approach was used to test simultaneously the direct and the indirect effects of the characteristics of the entrepreneurs on the SMEs performance.FindingsThe findings show that personality traits have a significant influence on SMEs performance through cognitive characteristics.Research limitations/implicationsThe study’s data were collected from businesses in only one industry (furniture) in Tanzania. Future research may extend the approach to other business sectors.Practical implicationsSince entrepreneurial characteristics are considered an important driver of a country’s economic development and performance, it is hoped that governments and sector associations implement suitable policies and incentives to develop an entrepreneurial culture among citizens.Originality/valueCurrent knowledge about entrepreneurial characteristics and their relationship with SME performance in developing countries, especially Tanzania, is very limited. The present study suggests that cognitive characteristics are necessary mediators of the link between personality traits and SME performance.

scholarly journals Re-thinking SME disadvantage in public procurement

2017 ◽  
Vol 24 (4) ◽  
pp. 991-1008 ◽  
Author(s):  
Anthony Flynn
Keyword(s):  
Public Sector ◽  
Firm Size ◽  
Public Procurement ◽  
Future Research ◽  
Content Type ◽  
Black And White ◽  
Medium Enterprise ◽  
Resources And Capabilities ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between firm size, resources, capabilities and involvement in public procurement. While the liability of smallness has been a recurring theme in research into public sector suppliers, there remains a dearth of evidence and theorising on the effects of size. Design/methodology/approach A model linking firm size, resources, capabilities, tendering activity and performance is devised. Resource-based view theory informs the model. Survey data from over 3,000 firms active in the Irish public sector marketplace is used to test the model. Findings As hypothesised, firm size is positively associated with tendering resources and capabilities. Resources and capabilities, in turn, influence tendering activity and performance. Specifically, resources act as enablers for the number and value of contracts firms tender for while capabilities are important for winning contracts. The author also finds similarities between medium and large enterprises in their ability to tender. Research limitations/implications The treatment of tendering resources and capabilities is not exhaustive. Future research could include additional indicators of resources (e.g. external consultants, IT) and capabilities (e.g. production, process innovation). Practical implications Managers of micro and small suppliers should focus on augmenting their tendering capabilities as they lag bigger suppliers. Legislators need to re-assess current “one-size-fits-all” small and medium enterprise (SME) friendly policy as it is not sensitive to intra-SME differences. Originality/value This study introduces an important qualification into understanding of public sector suppliers by demonstrating that SME disadvantage is less black and white than shades of grey.

The HRM-performance relationship revisited

2017 ◽  
Vol 39 (5) ◽  
pp. 626-642 ◽  
Author(s):  
Andres Salas-Vallina ◽  
Rafael Fernandez
Keyword(s):  
Human Resource ◽  
Structural Equation ◽  
Public Hospitals ◽  
Future Research ◽  
Sampling Frame ◽  
Cross Sectional ◽  
Content Type ◽  
Medical Specialists ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between inspirational leadership, participative decision making (PDM) and happiness at work (HAW). Design/methodology/approach The sampling frame consists of medical specialists in allergy of Spanish public hospitals (n=167). The authors used structural equation modelling to verify if the relationship between inspirational leadership and HAW is mediated by PDM. Findings Results suggest that PDM fully mediates the relationship between inspirational leadership and HAW. Thus, PDM plays an essential role in explaining how inspirational leader behaviours. Research limitations/implications The authors put forward a cross-sectional research, which does not guarantee similar results in the future. Future longitudinal studies may reveal further effects of inspirational motivation and PDM beyond HAW. Also the authors focussed on a specific population of medical specialists working in public allergy units. Future research might consider longitudinal analysis and other populations. Practical implications This research provides evidence of the direct and positive effect of inspirational leadership on HAW. However, fostering inspirational leadership is not sufficient on its own to foment HAW, and should be complemented by applying other organisational factors such as PDM. Originality/value In recent years, some studies have put forward different conceptual models to explain the gap in the relationship between human resource management and performance, considering the effect of mediating variables. This study proposes a theoretical model that attempts to develop this human resource “black box” by empirically validating a conceptual proposal that links inspirational leadership, PDM and HAW.

Personality traits and conflict management styles in predicting job performance and conflict

2017 ◽  
Vol 28 (5) ◽  
pp. 671-694 ◽  
Author(s):  
Nailah Ayub ◽  
Suzan M. AlQurashi ◽  
Wafa A. Al-Yafi ◽  
Karen Jehn
Keyword(s):  
Conflict Management ◽  
Personality Traits ◽  
Future Research ◽  
Management Styles ◽  
Cross Sectional ◽  
Conflict Management Styles ◽  
Content Type ◽  
Personality Differences ◽  
And Performance ◽  
The Relationship

Purpose Personality differences may be a major reason of conflict, as well as the perception of conflict and preference for handling that conflict. This study aims to explore the role of personality traits in determining conflict and performance. The authors also studied the moderated mediated relationship between personality and performance through conflict and conflict management styles. Design/methodology/approach A field survey was conducted with a sample of 153 employees to test the hypotheses. Findings As hypothesized, agreeable persons perceive less conflict and extraverts are more likely to use integrating, obliging, compromising and avoiding styles. Emotionally stable people opt for integrating style whereas neurotics opt for dominating style. Conscientiousness, openness and emotional stability have a direct effect on performance, but the interactions between conflict and conflict management styles determine the relationship between personality traits and performance. Research limitations/implications The cross-sectional nature of data and somewhat reliable coefficients for personality measures reduce confidence in the results. Future research should use different or multiple measures of personality. Personality traits may be explored in view of the degree of each personality trait or interactions between personality traits. Practical implications People are sensitive about engaging in conflict and handling conflict differently because of their personality characteristics. The personality traits should, therefore, be understood and considered for conflict experience, conflict management and performance. Originality/value The paper adds to management research by investigating the relationship between personality traits, conflicts, conflict management styles and performance.

The impact of manager’s personality traits on project success through affective professional commitment: the moderating role of organizational project management maturity system

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aqsa Ameer ◽  
Farah Naz ◽  
Bushra Gul Taj ◽  
Iqra Ameer
Keyword(s):  
Project Management ◽  
Personality Traits ◽  
Structural Equation ◽  
Project Success ◽  
Professional Commitment ◽  
Experimental Proof ◽  
Content Type ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this study is to determine the effect of conscientiousness and extraversion personality traits on project success. The relationship is mediated by affective professional commitment, whilst the relationship between personality traits and project success is moderated by organizational project management maturity. Design/methodology/approach The deductive approach is used to achieve the objectives of this study. Data were collected through a purposive sampling technique from 250 respondents with the help of questionnaires from information technology sectors. The structural equation modelling (SEM) in partial least squares-SEM and SPSS is used to analyse the data and to examine the hypothesis. Findings The outcomes demonstrate the partial mediating impact of affective professional commitment between the relationship of conscientiousness and extraversion personalities with project success. Additionally, it proves the moderating effects of project management maturity between the relationship of conscientiousness and extraversion personalities with project success. Practical implications This study reflects that employee personality appears to be a reliable indicator of how an employee is faithful to his profession. This faithfulness or duty decides the employee’s execution in terms of offering a successful project. Thus, achieving employee commitment needs to be done by completing the project successfully by the organizations in the presence of project management maturity systems. Originality/value It is the first study of its kind to provide experimental proof of the impact of a manager’s personality traits on project success in the presence of affective professional commitment (mediator) and organizational project management maturity (moderator).

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

2014 ◽  
Vol 19 (5) ◽  
pp. 494-507 ◽  
Author(s):  
Martha C. Andrews ◽  
K. Michele Kacmar ◽  
Charles Kacmar
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Future Research ◽  
Snowball Sampling ◽  
Prevention Focus ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

Mediation effect of novelty ecosystems on intrapreneurial behaviour process within an organisational dynamic environment among Kenyan universities

2017 ◽  
Vol 30 (6) ◽  
pp. 957-977 ◽  
Author(s):  
Moses Mpiima Kibirango ◽  
John C. Munene ◽  
Waswa J. Balunywa ◽  
Jovent K. Obbo
Keyword(s):  
Structural Equation ◽  
Sampling Technique ◽  
Integrated Approach ◽  
Positive Deviance ◽  
Mediation Effect ◽  
Future Research ◽  
Full Time ◽  
Snowball Sampling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine, explain, predict and guide the processes, mechanisms and outcomes of intrapreneurial behaviour to provide evidence that novelty ecosystems mediate the relationships between generative influence, positive deviance and intrapreneurial behaviour. It also enlightens the capacity of replicating the intrapreneurial best practices. Design/methodology/approach The study uses an integrated approach of entrepreneurship and complexity theories. Its subjects were full-time designated university employees in the Republic of Kenya. A total number of 244 employees were selected using snowball sampling technique from ten public and private universities in the Kenya. A self-administered questionnaire was used to collect data. Findings The structural equation modelling path analysis and the bootstrapping results confirmed full mediation of novelty ecosystems in the relationship between generative influence and intrapreneurial behaviour. The findings, further, verified that novelty ecosystems partially mediate the relationship between positive deviance and intrapreneurial behaviour. Research limitations/implications Subjective appraisals were used, despite the fact that studied variables are ultimately based on what employees perceive. Future research should generate and include more objective measures. Practical implications Intrapreneurial behaviour can only be explained and predicted through novelty ecosystems. University leaders need to fully understand and facilitate novelty ecosystems. Social implications A deeper understanding of the power of generative influence, positive deviance and novelty ecosystems will not be fully realized until researchers devote as much energy and attention to facilitation as has been devoted to conflict. Originality/value This study extends existing intrapreneurial research into complexity approach.

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

Antecedent and employee well-being outcomes of perceived benefits schemes: a two-wave study

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Qijie Xiao ◽  
Fang Lee Cooke ◽  
Felix Mavondo ◽  
Greg J. Bamber
Keyword(s):  
Cultural Values ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Involvement ◽  
Well Being ◽  
Future Research ◽  
Perceived Benefits ◽  
Manufacturing Companies ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of the research is to examine the antecedent and employee well-being outcomes of employees' perceptions of benefits schemes.Design/methodology/approachData were collected using both paper-based and web-based questionnaires over two time points (one month apart). The sample included 281 participants in eight companies in China. Structural equation modelling was employed to investigate the relationship between Chinese traditionality, perceived benefits schemes, job involvement and emotional exhaustion.FindingsChinese traditionality is an antecedent of employees' perceptions of benefits schemes. Perceived benefits schemes are negatively associated with emotional exhaustion. Moreover, job involvement mediates the relationship between perceived benefits schemes and emotional exhaustion.Research limitations/implications The data were collected in eight manufacturing companies in China, which may raise concerns about the generalisability of findings across industries, nations and cultures. Larger, more representative and cross-contextual samples are needed for future research to test the results further.Practical implicationsManagers should anticipate that employees with different cultural values may develop dissimilar perceptions of the same benefits schemes. Hence, managers need to communicate the benefits schemes to distinct employee groups in different ways.Originality/valueBased on the conservation of resources model, this research offers theoretical insights into the mechanisms through which perceived benefits schemes influence employee health well-being. In addition, this research tests an antecedent of perceived benefits schemes.

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.

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