Transformational leadership, pride in being a follower of the leader and organizational commitment

2014 ◽  
Vol 35 (8) ◽  
pp. 674-690 ◽  
Author(s):  
Simon C.H. Chan ◽  
W.M. Mak
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Survey Design ◽  
Mainland China ◽  
Normative Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Two Samples ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relationship among transformational leadership, pride in being a follower of the leader, and organizational commitment, as represented by affective and normative commitment. Design/methodology/approach – Data were collected from two samples in Mainland China (Study 1 of 145 executive MBA students in one of the local universities located in Xian; Study 2 of 210 employees in a service-based private-owned company located in Shenzhen). Descriptive statistics and regression analyses, Sobel tests, and bootstrapping tests were used to analyze the data. Findings – Both studies found that transformational leadership is positively related to pride in being a follower of the leader, and affective and normative commitment. Results indicated that pride in being a follower of the leader fully mediated the relationship between transformational leadership, affective and normative commitment. Research limitations/implications – The main limitation of this study is to collect data from a self-reported single source in a cross-sectional survey design. The findings are susceptible to problems of common method variance of the independent variable, mediator and dependent variables. Practical implications – The findings assist managers to better understand the importance of getting the support of their followers. If the followers are pride in being a follower of their leader, they are more likely to be committed toward an organization. Originality/value – This paper contributes to the existing literature by which pride in being a follower of the leader as a mediator between transformational leadership and organizational commitment in the Chinese context.

Multi-sector framework for benchmarking in facilities management

2017 ◽  
Vol 24 (4) ◽  
pp. 826-856 ◽  
Author(s):  
Yewande Adetoro Adewunmi ◽  
Reuben Iyagba ◽  
Modupe Omirin
Keyword(s):  
Best Practice ◽  
Survey Design ◽  
Group Discussion ◽  
Facilities Management ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Port Harcourt ◽  
The Relationship

Purpose Benchmarking in FM practice although understood and applied globally, little is known about the practice in Nigeria. The purpose of this paper is to develop a framework to guide the use of benchmarking. Design/methodology/approach The research adopts a cross-sectional survey design. Data were collected using self-administered questionnaires on FM organizations in Lagos metropolis, Abuja and Port Harcourt. The results of the survey were supplemented with interviews with FM unit heads in the study areas. The framework was validated using a focus group discussion with ten FM industry experts. Findings A framework which serves as a guide for the use of best practice benchmarking was developed. It showed that there is a relationship between best practice benchmarking and location. Research limitations/implications The evaluation of the framework was limited by the number of participants involved and being that it has not been put to use. Originality/value This study develops a multi-sector framework to guide the use of best practice benchmarking in facilities management (FM). The framework explains the relationship between organizational characteristics and best practice benchmarking. In addition, there are limited empirical benchmarking frameworks in FM literature.

Experience and the perceived efficacy of cyclone preparedness behaviour

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

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

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

2019 ◽  
Vol 13 (4) ◽  
pp. 719-742 ◽  
Author(s):  
Vinh The Nguyen ◽  
Sununta Siengthai ◽  
Fredric Swierczek ◽  
Umesh Kumar Bamel
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Corporate Culture ◽  
Quantitative Research ◽  
Well Being ◽  
Cross Sectional Survey ◽  
It Industry ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to analyze the relationship between organizational culture (measured by mission, involvement, consistency, adaptability and well-being), employee organizational commitment and employee innovation in the Vietnamese IT industry. Design/methodology/approach This is a quantitative research using perceptual scale questionnaire survey developed based on the literature review and in-depth expert interviews. A total of 319 IT professionals working in Vietnam participated in the survey. The data were analyzed using multiple regression analysis. Findings The results suggest that overall organizational culture and organizational commitment are positively and significantly related to employee innovation. A closer look reveals that out of the organizational culture’s five dimensions, mission, adaptability and well-being are found specifically and significantly related to employee innovation. Research limitations/implications The study used a cross-sectional survey where case studies of longitudinal study may add more insight. Further, the Denison organizational culture survey instrument might be subjective. Finally, there may be also some moderating or mediating effects that are not taken into account in this study. Practical implications The enhancement of adaptability, well-being, mission and commitment can increase employee innovation in the IT industry. Originality/value This paper contributes to the literature and practice by demonstrating the relationship between corporate culture and organizational commitment on employee innovation in a developing country (i.e. Vietnam).

Relating patient satisfaction to nurses' job satisfaction, job security, and obedience OCBs

2014 ◽  
Vol 8 (1) ◽  
pp. 47-61 ◽  
Author(s):  
Ali Bassam Mahmoud ◽  
William D. Reisel
Keyword(s):  
Job Satisfaction ◽  
Patient Satisfaction ◽  
Job Security ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Private Hospitals ◽  
Content Type ◽  
Two Samples ◽  
Nurses Perceptions ◽  
The Relationship

Purpose – This paper aims at investigating the relationships among patient satisfaction, and nurses' job security, job satisfaction, and obedience OCBs within the setting of private hospitals in Damascus and Rural Damascus Governorates. Design/methodology/approach – A cross-sectional survey conducted within private hospitals in Damascus and Rural Damascus Governorates had resulted in (325) subjects of nurses, and (393) subjects of patients. Double-translation, face validation, exploratory factor analysis, and Cronbach's alpha were used to validate measures used in this study with respect to the Syrian context. Afterwards, the two samples were aggregated on the basis of hospital-department. That is, 217 cases had resulted, and were used to test the proposed model, and revise it if required. Findings – The results indicate that job security positively influences both job satisfaction and obedience OCBs. Both job satisfaction and obedience OCBs fully mediate the relationship between job security and patient satisfaction. Obedience OCBs partially mediate the relationship between job satisfaction and patient satisfaction. Research limitations/implications – Further investigations in other service-providing settings (e.g. telecommunications) are needed for more evidence of the model validity. Using cross-sectional design in testing causalities has been criticized by several researchers, so longitudinal method is recommended in further investigations for the model. Wider views could be delivered if more of other attitudinal variables are included in the model. Practical implications – Better levels of patient satisfaction could be achieved through enhancing nurses' perceptions towards job security. Job satisfaction would be an important factor in keeping positive levels of patient satisfaction, especially when employment at one private hospital lacks security and stability. Originality/value – This research comes to be one of the first studies to provide evidence of the full mediation that job satisfaction and obedience OCBs play regarding the relationship between job security and patient satisfaction. In addition, this study proves the partial mediation that obedience OCBs play between job satisfaction and patient satisfaction.

scholarly journals Examining intellectual stimulation, idealised influence and individualised consideration as an antecedent to knowledge sharing: Evidence from Ghana

2017 ◽  
pp. 484-498
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Survey Design ◽  
Sampling Technique ◽  
Final Analysis ◽  
Intellectual Stimulation ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Individual ◽  
The Relationship

Transformational leadership and its relationship with knowledge sharing have been well noted in knowledge management literature. However, how the individual dimensions within Transformational leadership theory contribute to knowledge sharing has been scarcely investigated. This paper explores whether Intellectual stimulation, Idealised Influence and individualised consideration affect knowledge sharing among employees in Ghana. A cross–sectional survey design was employed. The study employed a convenience sampling technique to select a sample size of 500. However, out of the 500 questionnaires distributed, 283 were used in the final analysis; thus, those that were correctly filled. Data was analyzed using multiple regression. The study found that there is a significant positive relationship between idealised influence and knowledge sharing. However, the relationship between intellectual stimulation and individualised consideration and knowledge sharing was found to be insignificant.

scholarly journals Transformational leadership, customer citizenship behavior, employee intrinsic motivation, and employee creativity

2019 ◽  
Vol 26 (2) ◽  
pp. 286-300 ◽  
Author(s):  
Le Minh-Duc ◽  
Nguyen Huu-Lam
Keyword(s):  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Survey Design ◽  
Citizenship Behavior ◽  
Employee Creativity ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Questionnaire Method ◽  
Customer Citizenship Behavior

Purpose The purpose of this paper is to investigate the simultaneous relationships among transformational leadership (TFL), customer citizenship behavior (CCB), employee intrinsic motivation (IM) and employee creativity (EC). Design/methodology/approach This study was conducted in companies (hotels and tour operators) from the hospitality sector in Vietnam. The respondents were selected based on convenience sampling. A cross-sectional survey design and questionnaire method was used for data collection. Findings The results of the empirical analysis suggest that: employee IM is significantly associated with EC, both TFL and CCB are positively related to employee IM and EC and employee IM positively mediates the effects of both TFL and CCB on EC. Practical implications The results may help managers focus on TFL behavior, CCB and employee IM to achieve higher EC. Originality/value This investigation is expected to be new and valuable. Research on relationships of CCB, employee IM and EC is of significant importance but has not been examined to date. It is hoped that this study addresses this important gap in the marketing literature.

Lecturers' commitment to teaching entrepreneurship: do transformational leadership, mindfulness and readiness for change matter?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sock Beei Yeap ◽  
Abdul Ghani Kanesan Abdullah ◽  
Lei Mee Thien
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Readiness For Change ◽  
Mediating Effect ◽  
Survey Method ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeThis study aims to examine the influence of transformational leadership and mindfulness on lecturers' commitment to teaching entrepreneurship with mediating effect of readiness for change in polytechnics.Design/methodology/approachThe study used the cross-sectional survey method. The sample participants were 171 lecturers from polytechnics. Data were analysed by using partial least squares–structural equation modelling (PLS-SEM) approach.FindingsFindings indicated that readiness for change mediated the relationship between transformational leadership and commitment to teaching entrepreneurship. Transformational leadership and mindfulness had no significant influence on commitment to teaching entrepreneurship. Readiness for change did not mediate the relationship between mindfulness and commitment to teaching entrepreneurship.Practical implicationsHigher education should be aware of the importance of lecturers' readiness for change. This is because readiness for change is the mediator of the relationship between transformational leadership and commitment to teaching entrepreneurship.Originality/valueThe study sheds light on the explanation of mediating effect of readiness for change to influence the relationship between transformational leadership and lecturers' commitment to teaching entrepreneurship in the Malaysian polytechnic context.

Psychological need fulfillment as a mediator of the relationship between transformational leadership and positive job attitudes

2015 ◽  
Vol 20 (5) ◽  
pp. 464-481 ◽  
Author(s):  
Jørn Hetland ◽  
Hilde Hetland ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Cecilie S. Andreassen ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Job Attitudes ◽  
Psychological Needs ◽  
Equation Modeling ◽  
General Level ◽  
Cross Sectional ◽  
Content Type ◽  
Two Samples ◽  
The Relationship

Purpose – The purpose of this paper is to explore the possible mediating role of need fulfilment in the relationship between transformational leadership and employee job attitudes (job satisfaction and dedication). Design/methodology/approach – The two samples include both cross-sectional and diary data. The cross-sectional sample (sample 1) consisted of 661 employees from various organizations. In the diary study (sample 2), 65 employees completed a daily questionnaire on five consecutive working days, yielding 325 measurement points in total. The authors analyzed the data using structural equation modeling (Mplus 5) and multilevel analyses (MLwiN 2.20). Findings – As hypothesized, support for full mediation of the relationship between transformational leadership and positive job attitudes through the fulfilment of psychological needs were found both on a general level and on a daily basis. Originality/value – The paper is based on a multi study approach and empirically addresses the link between transformational leadership and positive job attitudes, and the role of basic need fulfilment in this relationship on both a general and daily level.

Have you experienced fun in the workplace?

2016 ◽  
Vol 7 (1) ◽  
pp. 27-38 ◽  
Author(s):  
Simon C.H. Chan ◽  
Wai-ming Mak
Keyword(s):  
Job Satisfaction ◽  
Large Scale ◽  
Survey Design ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Frontline Staff ◽  
Content Type ◽  
Trust In Management ◽  
Workplace Fun ◽  
The Relationship

Purpose This purpose of this study is to examine the relationship between workplace fun, trust-in-management, employee satisfaction and whether the level of fun experienced at work moderates the effects. Design/methodology/approach Data were collected from a sample of 240 frontline staff in a large-scale retail store in Hong Kong. Findings The results show that trust-in-management mediates the relationship between workplace fun and employee job satisfaction. Additionally, employees who experience a high level of fun in the workplace have a greater effect on workplace fun, trust-in-management and job satisfaction. Research limitations/implications The main limitation of this study is that it collects data from a self-reported single source in a cross-sectional survey design. Practical implications Because workplace fun helps organizations promote employee trust and job satisfaction, organizations should provide more enjoyable activities for employees to participate in. Originality/value This study provides a new insight into the effects of workplace fun on employees’ trust-in-management and job satisfaction.

The role of employee attributions in burnout of “talented” employees

2019 ◽  
Vol 49 (1) ◽  
pp. 19-42
Author(s):  
Amina Raza Malik ◽  
Parbudyal Singh
Keyword(s):  
Survey Design ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Effort ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Talent Identification ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout. Design/methodology/approach Data for the study were collected from 242 employees using a cross-sectional survey design. Findings The findings supported the mediating role of work effort in the relationship between perceived talent identification and burnout. Furthermore, the results highlighted the moderating role of employee well-being attributions in the relationship between perceived talent identification and employee work effort. The moderated–mediated relationship for burnout was also supported. Research limitations/implications Using insights from conservation of resources and attribution theories, this study not only examined the direct relationship between perceived talent identification and feelings of burnout but also provided insights into why perceived talent identification leads to different employee outcomes. Practical implications Management should pay attention to the communication processes related to talent identification because employees’ interpretation of the underlying motives of this identification impacts their well-being (i.e. feelings of burnout). Originality/value This study examines employees’ attributions in the context of talent management and demonstrates that these interpretations play an important role in shaping their behaviours.

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