scholarly journals Expatriates’ withdrawal intentions

2017 ◽  
Vol 46 (8) ◽  
pp. 1852-1869 ◽  
Author(s):  
Luisa Helena Pinto ◽  
Carlos Cabral Cardoso ◽  
William B. Werther Jr
Keyword(s):  
Organizational Culture ◽  
Goal Orientation ◽  
Design Methodology ◽  
Negative Influence ◽  
Content Type ◽  
Mediating Role ◽  
Business Goals ◽  
Culture Characteristics ◽  
The Relationship

Purpose The purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as antecedents of expatriates’ withdrawal intentions. Design/methodology/approach Data were collected through a web survey of an international sample of expatriates with a broad representation of industries, organizations and countries of origin and destination. Findings The results indicate that home and destination organizational cultures affect expatriates’ withdrawal intentions, after controlling for demographics and national cultural differences, namely: home organizational culture has a stronger influence on withdrawal intentions from the organization, while host organizational culture affects withdrawal intentions from the assignment. Further, the relationship between host organizational culture and expatriates’ intentions to withdraw from the assignment is mediated by expatriates’ satisfaction with the assignment. Evidence was also found supporting a stronger and negative influence of the goal orientation dimension of organizational culture, thus suggesting that a collective orientation toward common business goals (i.e. solidarity) may help retain expatriates. Originality/value This study seeks to fill a gap in the literature by exploring the influence of organizational culture on expatriates’ withdrawal intentions, and the mediating role of expatriates’ satisfaction with the assignment, on that relationship.

Passive leadership and its relationship with organizational justice

2018 ◽  
Vol 37 (2) ◽  
pp. 212-223 ◽  
Author(s):  
Muhammad Majid Adeel ◽  
Hafiz Ghufran Ali Khan ◽  
Naveed Zafar ◽  
Syed Tahir Rizvi
Keyword(s):  
Organizational Justice ◽  
Design Methodology ◽  
Direct Relationship ◽  
Social Science Knowledge ◽  
Content Type ◽  
Mediating Role ◽  
Independent Variable ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship among passive leadership, organizational justice and affect-based trust. In addition, the meditating role of affect-based trust between these relationships is also investigated. Design/methodology/approach The data have been collected using anonymously completed questionnaire that has questions regarding passive leadership as independent variable, affect-based trust as mediator and organizational justice as dependent variable. Findings It is noted that the passive leadership is negatively associated with the affect-based trust and perceptions of organizational justice and the mediating role of affect-based trust is also confirmed between these relationships. Originality/value This study provides a new insight for social science knowledge base by explaining the direct relationship of passive leadership with organizational justice and through affect-based trust.

Organisation size, innovativeness, self-organisation and inter-organisational coordination

2020 ◽  
Vol 9 (3) ◽  
pp. 359-394 ◽  
Author(s):  
Henry Mutebi ◽  
Moses Muhwezi ◽  
Joseph Mpeera Ntayi ◽  
John C. Kigozi Munene
Keyword(s):  
Design Methodology ◽  
Humanitarian Relief ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Complementary Role ◽  
Self Organisation ◽  
The Relationship

PurposeThe purpose of this study is to examine how humanitarian organisation size affects inter-organisational coordination and further tested the mediating role of organisational innovativeness, self-organisation in the relationship between humanitarian organisation size and inter-organisational coordination among humanitarian organisations in Uganda.Design/methodology/approachThe study is based on cross-sectional survey; data was collected from 101 humanitarian organisations. The analysis of the proposed hypotheses was done with the help of PLS-SEM using SmartPLS version 3.3.0 for professionals.FindingsThe results show that humanitarian organisation size significantly relates with inter-organisational coordination. In addition, self-organisation and organisational innovativeness play a complementary role between humanitarian organisation size and inter-organisational coordination.Research limitations/implicationsThe findings of this research provide useful insights into the role of humanitarian organisation size in boosting inter-organisational coordination in humanitarian relief delivery. High levels of self-organisation and organisational innovativeness not only improve inter-organisational coordination in humanitarian relief delivery but also enhance the transformation of humanitarian organisation size benefits into inter-organisational coordination.Originality/valueThis research is one of the few studies that investigated the effect of humanitarian organisation size and inter-organisational coordination. It also brings into the limelight the mediating role of self-organisation and organisational innovativeness between humanitarian organisation size and inter-organisational ordination in humanitarian relief delivery.

scholarly journals Empowerment and initiative: the mediating role of obligation

2019 ◽  
Vol 41 (4) ◽  
pp. 662-677 ◽  
Author(s):  
Wajda Wikhamn ◽  
Marcus Selart
Keyword(s):  
Design Methodology ◽  
Psychological Empowerment ◽  
Two Dimensions ◽  
Proactive Behavior ◽  
Web Based ◽  
Content Type ◽  
Mediating Role ◽  
Personal Initiative ◽  
The Relationship

Purpose The purpose of this paper is to investigate the extent to which psychological empowerment and felt obligation can explain variations in personal initiative. Design/methodology/approach Employees from a Swedish organization participated in a web-based survey. Findings Psychological empowerment is important for enhancing proactive behavior at work, but its dimensions relate differently to personal initiative. Felt obligation mediates the relationship between psychological empowerment and personal initiative, but only for two dimensions of empowerment (meaningfulness and competence). Originality/value The paper contributes to our understanding of how employees’ feeling of obligation explains one form of proactive behavior. It also highlights the overlooked distinctiveness of psychological empowerment dimensions in predicting personal initiative at work.

scholarly journals Effects of team unlearning on employee creativity

2018 ◽  
Vol 30 (7) ◽  
pp. 531-544 ◽  
Author(s):  
Makoto Matsuo
Keyword(s):  
Design Methodology ◽  
Positive Influence ◽  
Research Model ◽  
Employee Creativity ◽  
Manufacturing Firm ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

Purpose Although unlearning is considered an essential step for creativity, little is known about the relationship between team unlearning and employee creativity. The purpose of this study was to investigate the mediating role of individual reflection between team unlearning and employee creativity. Design/methodology/approach The research model was tested using multisource survey data from 164 employees in 28 teams at a manufacturing firm and a service firm. Findings The results of the multilevel analyses indicated that team unlearning had a positive influence on supervisor-rated employee creativity, fully mediated by individual reflection. Practical implications It should be noted that employee creativity is not automatically enhanced through team unlearning. Managers should encourage members to reflect on their work practices following team-unlearning exercises for the purpose of enhancing their creativity. Originality/value The findings contribute to the existing literature by demonstrating that reflective practices play significant roles in linking team unlearning with employee creativity. This study explored preceding literature examining employee creativity in terms of the unlearning process.

The relationship between authentic leaders and employees’ creativity

2018 ◽  
Vol 11 (2) ◽  
pp. 58-73 ◽  
Author(s):  
Ana Suzete Semedo ◽  
Arnaldo Coelho ◽  
Neuza Ribeiro
Keyword(s):  
Structural Equation ◽  
Design Methodology ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate how authentic leadership (AL) predicts creativity both directly and through the mediating role of affective commitment (AC) and job resourcefulness (JR). Design/methodology/approach Data collected from a questionnaire administered to a sample of 543 employees have been analyzed. The model was tested using structural equation modeling. Findings The findings show that AL predicts AC, JR and creativity. The findings also show that AC and JR predict creativity. In other words, leaders’ authenticity increases employees’ creative spirit and, thus, employees’ ability to overcome obstacles and meet challenges at work and their emotional bond play an important role (mediators) in this relationship. Practical implications The results of this study are conclusive and contribute to a better understanding of AL and its implication for employees’ emotional bond, their ability to overcome obstacles and their ability to introduce new and useful ideas. This study provides evidence that organizations should focus on training leaders with authentic characteristics. Originality/value This study considers both AC and JR as mediators of the relationship between AL and creativity. Therefore, the originality of this study lies in the integration of these four concepts in a single study to provide a model that depicts the chain of effects between AL, AC, JR and an employee’s creativity.

Open kitchen vs closed kitchen

2018 ◽  
Vol 30 (5) ◽  
pp. 2214-2229 ◽  
Author(s):  
Jaemun Byun ◽  
SooCheong (Shawn) Jang
Keyword(s):  
Design Methodology ◽  
Service Failure ◽  
Causal Attribution ◽  
Content Type ◽  
Mediating Role ◽  
Service Failures ◽  
Subject Experiment ◽  
The Relationship ◽  
Practical Implications

Purpose This study aims to investigate, when a service failure occurs, whether circumstantial cues could be used to encourage more positive responses by customers toward restaurants through the mediation of causal attribution. Design/methodology/approach A 2 (cause of service failure: easily observable vs difficult-to-observe) × 2 (kitchen design: open vs closed) between-subject experiment is used to analyze customers’ causal attributions of service failures and resultant responses. Findings When a service failure whose cause is easy to identify occurs, customers at open-kitchen restaurants show more negative responses than those at closed-kitchen restaurants because they are likely to attribute the responsibility to the restaurant. Attribution is confirmed to mediate the relationship between the interaction of service failure by kitchen design and customers’ responses. Practical implications Diverse circumstantial cues should be actively used to encourage more positive responses by customers. The mediating role of causal attribution should be considered in managing customers’ responses toward service failures. Originality/value This study finds that circumstantial cues could be useful in dealing with service failures in restaurants by confirming the mediating role of causal attribution.

The role of explicit ethics institutionalization and management accountability in influencing newcomer trust

2017 ◽  
Vol 25 (4) ◽  
pp. 613-627
Author(s):  
Lu-Ming Tseng ◽  
Chi-Erh Chung
Keyword(s):  
Life Insurance ◽  
Design Methodology ◽  
Job Dissatisfaction ◽  
Insurance Companies ◽  
Content Type ◽  
Mediating Role ◽  
Ethics Institutionalization ◽  
The Relationship ◽  
Practical Implications

Purpose It was common for newcomers to organizations to feel anxiety and uncertainty. Yet, gaining the newcomers’ trust may contribute to solving these problems. The purpose of this paper is to explore the impacts of explicit ethics institutionalization and management accountability on newcomer trust in manager and company. Design/methodology/approach A sample of novice salespeople in the life insurance companies in Taiwan was used to investigate the relationships among the constructs. Findings It was found that newcomers’ recognition of explicit ethics institutionalization was positively associated with the newcomers’ perception of management accountability, and the perception was positively related to trust in manager and company. Practical implications Explicit ethics institutionalization and management accountability could play an important role in enhancing newcomer trust. Thus, it was suggested that researchers and managers should focus on these issues and considered how explicit ethics institutionalization and management accountability could be enhanced in the workplace. Originality/value Newcomer distrust may lead to newcomer job dissatisfaction and newcomer turnover behaviors. This research examines the mediating role of management accountability in the relationship between explicit ethics institutionalization and newcomer trust.

Workplace spirituality and employee commitment

2018 ◽  
Vol 31 (3) ◽  
pp. 380-404 ◽  
Author(s):  
Lalatendu Kesari Jena ◽  
Sajeet Pradhan
Keyword(s):  
Emotional Intelligence ◽  
Design Methodology ◽  
Empirical Investigation ◽  
Employee Commitment ◽  
Workplace Spirituality ◽  
Content Type ◽  
Mediating Role ◽  
Spiritual Culture ◽  
The Relationship

Purpose The purpose of this paper is to provide an empirical investigation of workplace spirituality (WS) and employee commitment (EC). EC is presumed as a mindset which is generally influenced by spiritual culture and the prospective outcomes are in the form of sense of calling and sense of membership with one’s profession and organisation. Drawing on the proposition of Tepper’s (2003), organisational citizenship behaviour (OCB) was proposed as a mediator between spirituality and commitment. The study also tests whether emotional intelligence (EI) moderates the relations among them. Design/methodology/approach Data were collected from 761 executives working in Indian manufacturing and service organisations. SPSS 20.0 and AMOS 18.0 were used to analyse the data. Findings The results confirmed that an insignificant mediation of OCB and moderation of EI among WS and EC. However, WS is found to be a strong and consistent predictor of EC. The findings highlight the necessity of suitable HR intervention for instrumentalizing personal role-organisational goal fitment to create an engaging and committed workforce. Originality/value The study is among the few to empirically investigate the role of WS on employee commitment at work. The study is first of its kind to explore the mediating role of OCB and interactive role of EI at work in explaining the relationship between WS and EC.

When workplace bullying spreads workplace deviance through anger and neuroticism

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Jahanzeb ◽  
Tasneem Fatima ◽  
Dirk De Clercq
Keyword(s):  
Emotional Distress ◽  
Design Methodology ◽  
Workplace Bullying ◽  
Workplace Deviance ◽  
Content Type ◽  
Mediating Role ◽  
Time Lagged ◽  
Counterproductive Work Behaviours ◽  
The Relationship

Purpose With a basis in affective events theory, this study aims to investigate the mediating role of anger in the relationship between employees’ exposure to workplace bullying and their engagement in deviant behaviours, as well as the invigorating role of their neuroticism in this process. Design/methodology/approach Three-wave, time-lagged data were collected from employees and their peers in a sample of Pakistani organizations. Findings Workplace bullying spurs interpersonal and organizational deviance because it prompts feelings of anger in employees. This mechanism is more prominent among employees with high levels of neuroticism. Originality/value This study reveals that the experience of anger is a key feature by which bullying behaviours steer employees towards counterproductive work behaviours, and this harmful process is more likely to escalate when employees’ personality makes them more vulnerable to emotional distress.

Employee engagement and job performance in Lebanon: the mediating role of creativity

2019 ◽  
Vol 68 (3) ◽  
pp. 506-523 ◽  
Author(s):  
Hussein Nabil Ismail ◽  
Adnan Iqbal ◽  
Lina Nasr
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Design Methodology ◽  
Stepwise Multiple Regression ◽  
Content Type ◽  
Mediating Role ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this paper is to explore the relationship between employee engagement and job performance in the country of Lebanon, and to test whether creativity mediates the relationship between engagement and performance. Design/methodology/approach The research sample consisted of 186 respondents working in Lebanese firms. The questionnaire included established measures relating to employee engagement, job performance and creativity – in addition to various demographic questions. Stepwise multiple regression and bootstrapping methods were employed in the analysis of the data. Findings The findings showed a significant positive effect of employee engagement on job performance. However, mediation analysis using bootstrapping methods has shown that creativity has fully mediated the relationship between engagement and performance. Originality/value The study extends previous research and increases the external validity of the findings by investigating the relationship between engagement and performance in new non-western contexts. Moreover, this is one of the first research studies that explores the role of creativity in the relationship between the two variables; this helps in improving our understanding of the model and aids in enhancing the effect of engagement on performance.

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