Unethical leader behavior and employee performance: a deontic justice perspective

2019 ◽  
Vol 49 (1) ◽  
pp. 188-201
Author(s):  
Chenjing Gan ◽  
Weixiao Guo ◽  
Yandong Chai ◽  
Duanxu Wang
Keyword(s):  
Employee Performance ◽  
Negative Relationship ◽  
Leader Behavior ◽  
Mediating Effect ◽  
Thought Process ◽  
Moral Decision Making ◽  
Content Type ◽  
Deontic Justice ◽  
Indirect Relationship ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating effect of deontic justice in the relationship between unethical leader behavior and employee performance, and whether leader–member exchange (LMX) moderates the effect. Design/methodology/approach A two-time-point questionnaire survey was used to collect data from 225 employees of nine firms in China at two points in time separated by approximately three weeks. Findings The hypothesized moderated mediation model used in this study was supported. Deontic justice mediates the negative relationship between unethical leader behavior and employee performance, and higher LMX tends to strengthen this indirect relationship. Originality/value Previous scholars mainly focused on the cognitive and conscious thought process to explain employees’ reactions to unethical leader behavior, and largely ignored the research on the nonconscious thought process. Drawing on deontic justice theory, this study extends the previous research on the nonconscious system of moral decision-making processing by introducing employee deontic justice as a mediator in the relationship between unethical leader behavior and employee performance and further exploring LMX as a boundary condition of this indirect relationship.

Talent management under a big data induced revolution

2019 ◽  
Vol 57 (8) ◽  
pp. 2010-2031 ◽  
Author(s):  
Kaidi Zhang ◽  
Xiao Jia ◽  
Jin Chen
Keyword(s):  
Big Data ◽  
Servant Leadership ◽  
Boundary Conditions ◽  
Negative Relationship ◽  
Talent Management ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Content Type ◽  
Negative Effect ◽  
The Relationship

PurposeThe emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing extreme difficulties in the talent management of organizations in the big data era. The purpose of this paper is to explore the effect of challenge stressors on creativity and the boundary conditions of the relationship.Design/methodology/approachMultisource data were collected including 593 followers and their 98 supervisors from organizations that are confronting a big data induced management revolution. Hierarchical regression analysis and bootstrapping analysis were used to test the mediation and moderation mechanism.FindingsThe results showed that job burnout mediated the negative relationship between challenge stressors and creativity and that this indirect effect was attenuated by an employee’s core self-evaluation (CSE) and servant leadership. In contrast, whether work engagement mediated the relationship between challenge stressors and creativity was contingent on the level of an employee’s CSE and servant leadership. Specifically, the mediating effect was significant only when an employee’s CSE or servant leadership was high.Originality/valueThe results contribute to our understanding of the relationship between challenge stressor and creativity in the big data era. Specifically, relying on the job demands–resources model, this study empirically opens the “black box” between challenge stressors and creativity by exploring two opposing intermediate mechanisms. In addition, this study reveals boundary conditions by investigating dispositional and contextual factors that can accentuate the positive effect while attenuating the negative effect of challenge stressors on employee creativity.

Retaining talent by enhancing organizational prestige

2015 ◽  
Vol 44 (4) ◽  
pp. 454-469 ◽  
Author(s):  
Neerpal Rathi ◽  
Kidong Lee
Keyword(s):  
Affective Commitment ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Retail Sector ◽  
Theoretical Understanding ◽  
Content Type ◽  
Perceived External Prestige ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to explore the mediating effect of affective commitment on the relationship between perceived external prestige and turnover intentions. Design/methodology/approach – This study is quantitative in nature. The data for the present study were collected from 186 employees working in various retail stores. Existing, established scales were used to measure the research constructs. Findings – The results of the study indicate a negative relationship between perceived external prestige and turnover intentions. A negative relationship was observed between affective commitment and turnover intentions. Moreover, affective commitment was observed to partially mediate the relationship between perceived external prestige and turnover intentions. Practical implications – This study provides valuable insights into understanding the significance of perceived external prestige in retaining employees working in the retail sector. Findings of the study indicate that adoption of non-conventional human resource strategies, like a focus on enhancing external prestige of the organization may be one of the ways to enhance employee commitment and reduce turnover intentions, and thus to retain employees in economies with highly mobile workforce. Originality/value – This research has investigated the significance of perceived external prestige in retaining employees in a context which is different, in several ways, from contexts where most of the previous research has been conducted. It, thus, contributes to current theoretical understanding about perceived external prestige and it impact on work attitudes.

Childcare demands and employee performance

2016 ◽  
Vol 22 (1/2) ◽  
pp. 36-50
Author(s):  
John Ofori Damoah ◽  
Alex Ntsiful
Keyword(s):  
Working Mothers ◽  
Longitudinal Research ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Negative Relationship ◽  
Performance Outcomes ◽  
Sub Saharan Africa ◽  
Future Research ◽  
Content Type ◽  
The Relationship

Purpose – This study aims to investigate the effect of childcare demands on the work performance of mothers. It examines the moderating influence of team support on the relationship between childcare demands and employee performance. Design/methodology/approach – Data were collected from 217 working mothers in various companies in Ghana. Hierarchical linear regression analysis was used to estimate the research model. Findings – The results indicate that childcare demands negatively relate to performance of working mothers at workplace. Further, team support moderates the negative relationship between childcare demands and employee performance such that the relationship is positive and significant. Research limitations/implications – The study adopted a cross-sectional data collection method that prevented casual inferences among the variables. Longitudinal research design will be more beneficial in future research endeavours. Further research should test the influence of personality characteristics of individuals in the moderating influence of team support on the relationship between childcare demands and employee performance. Practical implications – The study suggests that when team support is well taken care of in organisations, managers can turn the negative effect of childcare demands on employee performance into improved performance outcomes. Originality/value – To the best of the authors’ knowledge, this study is the first in Sub-Saharan Africa to examine the moderating influence of team support on the childcare demands – employee performance linkage.

What matters most in achieving customer satisfaction in banking? A study from the perspective of employee characteristics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wajeeha Aslam ◽  
Kashif Farhat ◽  
Imtiaz Arif ◽  
Chai Lee Goi
Keyword(s):  
Customer Satisfaction ◽  
Banking Industry ◽  
Employee Performance ◽  
Partial Least Square ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
And Performance ◽  
Employee Characteristics ◽  
The Relationship

PurposeThis study aims to identify the factors that influence customer satisfaction in the banking sector from the perspective of employee characteristics. More specifically, this study identifies the impact of employee etiquettes, employee performance, technical selling skills and customer-oriented behavior on customer satisfaction in the banking industry. The study also seeks to investigate the mediating effect of employee etiquettes, employee performance and technical selling skills on the relationship between customer satisfaction and customer-oriented behavior.Design/methodology/approachThe data were collected with the help of a Likert scale questionnaire from the active banking customers in Karachi, Pakistan, who visit bank branches once a month minimum. For 268 responses, partial least square-structural equation modeling (PLS-SEM) technique was employed for hypothesis testing.FindingsThe results showed a positive and significant relationship between customer-oriented behavior and employee etiquettes, technical selling skills and performance. The employee’s customer-oriented behavior, etiquettes, technical selling skills and performance were also found to be significantly related with customer satisfaction. Finally, the results revealed that technical selling skills, employee performance and employee etiquettes partially mediate the relationship between customer-oriented behavior and customer satisfaction.Practical implicationsIt is recommended that banking employees should adopt customer-oriented behavior in order to achieve and maintain customer satisfaction. The bank managers should also work on improving the etiquettes and performance of the employees and provide them detailed technical knowledge of the services and products offered by the bank.Originality/valueArguably, it is one of the first studies to examine the mediating effects of employees' technical selling skills and employees' performance on the relationship between customer orientation and customer satisfaction, specifically in the banking industry.

Virtual dressing room media, buying intention and mediation

2018 ◽  
Vol 12 (1) ◽  
pp. 125-144 ◽  
Author(s):  
Gallayanee Starwind Yaoyuneyong ◽  
Wesley A. Pollitte ◽  
Jamye K. Foster ◽  
Leisa R. Flynn
Keyword(s):  
Direct Relationship ◽  
Mediating Effect ◽  
Content Type ◽  
Economic Motivation ◽  
Self Confidence ◽  
Apparel Shopping ◽  
Shopping Enjoyment ◽  
Dressing Room ◽  
Indirect Relationship ◽  
The Relationship

Purpose This paper aims to test the relationships between shopping enjoyment, economic motivation, apparel shopping self-confidence, perceived informativeness, perceived irritation and buying intention, using Uses and Gratification (U&G) theory, in a mediated model using virtual dressing room (VDR) media. Design/methodology/approach The proposed mediation model is tested using the PROCESS (Version 3.0) macro for SPSS with bootstrapping. Findings Results indicate that shopping enjoyment, economic motivation and apparel shopping self-confidence have no direct relationship with buying intention. Additionally, no indirect relationship was found between apparel shopping self-confidence and buying intention. However, outcomes show that both perceived VDR informativeness and perceived VDR irritation mediate the relationships of shopping enjoyment and economic motivation with buying intention by different mechanisms when using VDR media. Additionally, the relationship between shopping enjoyment and buying intention is mediated via perceived VDR informativeness. Finally, economic motivation has both an indirect relationship with buying intention through perceived VDR irritation and a serial mediated relationship via perceived VDR irritation and informativeness. Originality/value This study is original in that it investigates the mediating effect of informativeness and irritation, from U&G theory, on buying intention during VDR media usage. Previous research suggests a direct relationship between shopping enjoyment, economic motivation, apparel shopping self-confidence, informativeness, irritation and buying intention. Results of this research suggest that online retailers should consider the different and complex mediating roles informativeness and irritation play in the relationship between consumer attributes and buying intention when adding media to a website.

Employee engagement as a mediating variable on the relationship between employee relation practice and employee performance in a developing economy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Sani Abdullahi ◽  
Kavitha Raman ◽  
Sakiru Adebola Solarin ◽  
Adams Adeiza
Keyword(s):  
Employee Engagement ◽  
Employee Performance ◽  
Partial Least Square ◽  
The Body ◽  
Least Square ◽  
Mediating Effect ◽  
Teaching Staff ◽  
Content Type ◽  
Employee Relation ◽  
The Relationship

PurposeThe aim of this research is to investigate the mediating effect of employee engagement (EE) on the relationship between employee relation practice and employee performance in Malaysian private universities (MPUs).Design/methodology/approachThis paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. A sample of 314 teaching staff was used out of the target population (10,473) of the research, while simple random and stratified sampling techniques were used in order to determine the research sample. Data for the research were collected from the target participants via questionnaires, and partial least square-structural equation modelling (PLS-SEM) was utilized to evaluate the research hypotheses.FindingsThe outcome of the research revealed that employee relation practice (ERP) has a substantial effect on employee performance (EP), and EE partially mediates the relationship between ERP and EP.Practical implicationsThe outcome of this study has urged the universities' management to focus on building effective and sustainable ERP that will ensure academic engagement that can result to sound academic performance and university growth.Originality/valueThis research has contributed significantly to the body of knowledge by operationalizing EP, ERP and EE literature. In extension, this research contributes to develop the literature of leaders, acknowledging the ERP as an important tool for leadership growth.

A study of perceived team learning on individual performance

2018 ◽  
Vol 9 (2) ◽  
pp. 162-178
Author(s):  
Shuting Xiang ◽  
Guoquan Chen ◽  
Wei Liu
Keyword(s):  
Team Learning ◽  
Psychological Safety ◽  
Individual Performance ◽  
Mediating Effect ◽  
Path Model ◽  
Content Type ◽  
Additional Support ◽  
Indirect Relationship ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to explore the relationship between team learning and individual performance and examine the mediating effect of individual reflection on such relations. As a contextual factor, the moderating role of psychological safety is investigated in the team learning–individual reflection relationship. Design/methodology/approach This paper is based on a survey with 229 effective participants, which included enterprise managers and their colleagues from part-time MBA program in one university located in Beijing, China. Path model is conducted to test the hypotheses proposed in this paper. Findings The results indicate that team learning is positively associated with individual reflection and performance. Individual reflection plays a mediating role between the relationship between team learning and individual performance. Perceived team psychological safety positively moderates the relationship between perceived team learning and individual reflection, such that the positive relation is more significant when employees perceived higher psychological safety. Originality/value This paper has both theoretical and practical implications. Theoretically, the authors establish the direct and indirect relationship between team learning and individual performance and aim to find additional support for Edmonson’s view suggesting that psychological safety would facilitate learning behavior. In terms of practical implications, the authors point the importance of developing learning teams and promoting individual learning.

Organizational cynicism and employee performance

2018 ◽  
Vol 9 (4) ◽  
pp. 415-431 ◽  
Author(s):  
Muhammad Arslan
Keyword(s):  
Employee Engagement ◽  
Employee Performance ◽  
Large Population ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Three Dimensions ◽  
Primary Data ◽  
Content Type ◽  
Organizational Cynicism ◽  
The Relationship

Purpose Organizational cynicism is a growing trend in contemporary organizations. However, its impact on employee performance remains understudied. The purpose of this study is to address this gap by investigating the effect of three dimensions of organizational cynicism (cognitive, affective and behavioral cynicisms) on employee performance. The study also investigates the moderating effect of employee engagement on the relationship between three types of organizational cynicism and employee performance. Design/methodology/approach Primary data are collected through questionnaire from employees (N = 200) of various health organizations in Pakistan by using a convenient sampling technique. Hierarchal multiple regression models are used by using SPSS. Findings The findings reveal that all three types of organizational cynicism (i.e. cognitive cynicism, affective cynicism and behavioral cynicism) have a significant negative relationship with employee performance, while employee engagement moderates this relationship. Moreover, the findings indicate that the majority of respondents are not happy with their organizations. They have the feeling that their organizations are not fulfilling their promises, in fact, are betraying them in different ways. This breach of contract becomes the reason for organizational cynicism among employees and negatively affects their performance at work. Research limitations/implications The study has a large population size and it is quite difficult to address the whole population and collect data from a large sample because of time and limited budget. Practical/implications The organizational culture can mitigate the negative effect of organizational cynicism and enhance performance by promoting employee engagement. The study helps psychologists to understand employees’ attitudes and improve personnel selection to ensure they recruit the right people. Openness, honesty and early communication can increase predictability and controllability of future events. Social implications The job insecurity and lack of adequate compensation are assertive factors towards low productivity and negative attitude toward organization. Originality/value According to the researchers’ best knowledge, only few studies tried to investigate the relationship between organizational cynicism and employee performance by using the moderating effect of employee engagement. Therefore, it will be a good contribution in existing literature to understand consequences of cynicisms.

scholarly journals How does altruistic leader behavior foster radical innovation? The mediating effect of organizational learning capability

2016 ◽  
Vol 37 (8) ◽  
pp. 1056-1082 ◽  
Author(s):  
Emilio Domínguez Escrig ◽  
Francisco Fermín Mallén Broch ◽  
Ricardo Chiva Gómez ◽  
Rafael Lapiedra Alcamí
Keyword(s):  
Organizational Learning ◽  
Leader Behavior ◽  
Radical Innovation ◽  
Structural Equations ◽  
Mediating Effect ◽  
Working Environment ◽  
Data Set ◽  
Learning Capability ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to provide empirical evidence of the relationship between altruistic leader behavior and radical innovation, using organizational learning as an explanatory variable. Design/methodology/approach To confirm the hypotheses, structural equations were used on a data set from a survey carried out on Spanish firms with recognized excellence in human resources management. Findings The study empirically validates the conceptual model. Results suggest that organizational learning capability fully mediates the relationship between altruistic leader behavior and radical innovation. Research limitations/implications The database used in the study is very heterogeneous. Future research might delimit the database by organization size or sector. Practical implications Results suggest ideas for organizations that want to implement a working environment that fosters innovation performance in order to achieve radical innovations. Originality/value This is one of the few studies to concentrate on altruistic leader behaviors as such. This paper contributes to understanding how altruistic leader behavior affects radical innovation and the key role played by organizational learning capability.

Work-related identity discrepancy and employee innovation behavior: the role of intrinsic motivation and self-construal

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yahui Chen ◽  
Jianmin Zhang ◽  
Chang-E Liu ◽  
Tingting Liu ◽  
Wei He
Keyword(s):  
Intrinsic Motivation ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Content Type ◽  
Work Related ◽  
Self Construal ◽  
The Relationship ◽  
Related Identity ◽  
Innovation Behavior

Purpose The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and employee innovation behavior. Design/methodology/approach Based on a survey of 637 respondents from 15 organizations in southern China, this study examines four hypotheses with regard to the relationship between work-related identity discrepancy and employee innovation behavior through hierarchical regression analysis. Findings The research results indicate that work-related identity discrepancy is negatively related to employee innovation behavior, but intrinsic motivation mediates their negative relationship, and self-construal moderates this mediating effect further. Specifically, the results demonstrate that perceiving work-related identity discrepancy can lower intrinsic motivation among employees with interdependent self-construal and subsequently reduce their innovation behavior. Originality/value Drawn on social cognitive theory, this study reveals the negative effect of work-related identity discrepancy on employee innovation behavior and the moderated mediation effect of intrinsic motivation and self-construal on the negative relationship. The finding expands existing literature on work-related identity discrepancy and employee innovation behavior.

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