I can see clearly now

2015 ◽  
Vol 44 (4) ◽  
pp. 611-628 ◽  
Author(s):  
Alexander Newman ◽  
Belinda Allen ◽  
Qing Miao
Keyword(s):  
Ethical Leadership ◽  
Positive Relationship ◽  
Deviant Behavior ◽  
Negative Relationship ◽  
Helping Behavior ◽  
Role Clarity ◽  
Work Behaviors ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose – Although there is growing research on the relationship between ethical leadership and subordinate work behaviors, limited research has examined the boundary conditions under which ethical leadership is more or less effective. The purpose of this paper is to investigate whether subordinate perceptions of role clarity in their job role influence the relationship between ethical leadership and subordinate work behaviors. Drawing on both social exchange and social learning theories, the authors predict that in contexts where subordinates perceive low levels of role clarity, the relationship between ethical leadership behavior and subordinate helping and deviant behaviors will be weaker. Design/methodology/approach – In total, 239 employees in the Chinese public sector completed surveys across three separate time points. Confirmatory factor analysis and hierarchical regression analysis were used to analyze the data. Findings – Analyses provided support for the hypothesized relationships. When subordinates perceived higher levels of role clarity the positive relationship between ethical leadership and helping behavior was stronger, and the negative relationship between ethical leadership and deviant behavior was stronger. Research limitations/implications – As with all research the findings of this study need to be viewed in light of its limitations. First, the use of data from a single set of respondents opens up the possibility of common method bias. Second, given the study used of a sample of public sector employees from one part of China, there would be value in future research examining whether the findings from the present study are generalizable to other industrial and cultural contexts. Practical implications – This research has a number of practical implications. Given that the authors found a significant positive relationship between ethical leadership and helping behavior, and a significant negative relationship between ethical leadership and deviant behavior, it is crucial for organizations to include ethical training as an essential part of leadership development programs. However, the findings also suggest at the same time as facilitating the development of ethical leadership behaviors amongst supervisory employees, it is important for organizations to also provide employees with clarity over what is expected of them in their jobs, and the means they should employ to facilitate goal achievement. Originality/value – This study responds to recent calls for more research to identify factors which may strengthen or mitigate the influence of ethical leadership in the workplace.

Intangible assets and trade credit policy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sarah Taylor Hartsema ◽  
Chris Harris ◽  
Zhe Li ◽  
Thibaut G. Morillon
Keyword(s):  
Trade Credit ◽  
Intangible Assets ◽  
Negative Relationship ◽  
Intangible Asset ◽  
Financial Constraint ◽  
Sales Growth ◽  
Credit Policy ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeThe purpose of this paper is to identify whether the rise in intangible asset investment is related to trade credit investment and whether this relationship is driven by financial constraint and other firm factors.Design/methodology/approachThe study conducts fixed effect regressions testing the relationship between trade credit investment and intangible asset levels. The relationship is further examined for all firms based on product type, financial constraint and sales growth.FindingsThere is a negative relationship between investment in trade credit and the level of intangible assets as a proportion of total assets. This negative relationship is largely explained by firms in industries that traditionally utilize more trade credit, firms with financial constraints and firms with low sales growth.Practical implicationsThe level of investment in intangible assets continues to rise, while investment in trade credit is declining. This paper is the first to identify whether these trends could be related and to provide some explanation why.Originality/valueThis study is the first to link investment in trade credit with investment in intangible assets. There is a negative relationship that is most pronounced for firms that typically offer more trade credit, that are experiencing financial constraint and that are experiencing low growth.

The mediating effects of organization-based self-esteem for the relationship between workplace ostracism and workplace behaviors

2017 ◽  
Vol 12 (2) ◽  
pp. 255-270 ◽  
Author(s):  
Yang Woon Chung ◽  
Ji Yeon Yang
Keyword(s):  
Deviant Behavior ◽  
Self Esteem ◽  
Helping Behavior ◽  
Equation Modeling ◽  
Mediating Effects ◽  
Content Type ◽  
Role Behavior ◽  
Workplace Ostracism ◽  
Workplace Behaviors ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effects of organization-based self-esteem (OBSE) for the relationship between workplace ostracism with helping behavior, voicing behavior, in-role behavior, and deviant behavior. The workplace has now become a social context where ostracism occurs and the study emphasizes how ostracism can affect workplace behaviors. Design/methodology/approach The study was designed using a three-wave self-reported survey. Confirmatory factor analysis, structural equation modeling, and bootstrapping for indirect effects were conducted to test the study’s hypotheses. Findings The study found OBSE to fully mediate the relationship between workplace ostracism and helping behavior, voicing behavior, and in-role behavior, while OBSE partially mediated workplace ostracism and deviant behavior as workplace ostracism was found to have a direct effect on deviant behavior. Originality/value The study explores and empirically tests the mediating effects of OBSE with helping behavior, voicing behavior, in-role behavior, and deviant behavior. Therefore, the study extends research on workplace ostracism by investigating beyond the direct effects of workplace ostracism on workplace behaviors.

Intelligence and job satisfaction in the USA and China

2014 ◽  
Vol 9 (3) ◽  
pp. 232-244 ◽  
Author(s):  
Cassandra Thompson ◽  
Samuel Lane
Keyword(s):  
Job Satisfaction ◽  
Empirical Studies ◽  
Negative Relationship ◽  
Future Research ◽  
Turnover Rates ◽  
Content Type ◽  
The Usa ◽  
Different Cultures ◽  
The Relationship ◽  
Practical Implications

Purpose – This study aims to evaluate both intelligence and job satisfaction of workers in the USA and China. Each topic will be studied individually, first, to determine the relationship between intelligence and job satisfaction. The statistics between China and the USA will then be compared and contrasted to assess how different cultures will affect emotional intelligence and job satisfaction of those in the workforce. Design/methodology/approach – A review of the empirical studies on intelligence and job satisfaction was performed and used to develop a model to guide future research. Findings – There is a negative relationship between intelligence and job satisfaction in the USA, but no studies have been done to compare both constructs cross-culturally. Research limitations/implications – The proposed study can be used to gain an understanding of the relationship between intelligence and job satisfaction across different cultures. Practical implications – The link between job satisfaction and intelligence can be used by employers to determine information about other aspects of their business, such as turnover rates of productive employees. Originality/value – Although there has been some research on the relation between intelligence and job satisfaction, notably by Ganzach (1998), very little has been done across cultures.

Virtual reality experiences, attachment and experiential outcomes in tourism

2019 ◽  
Vol 75 (3) ◽  
pp. 481-495 ◽  
Author(s):  
Hung-Che Wu ◽  
Chi-Han Ai ◽  
Ching-Chan Cheng
Keyword(s):  
Virtual Reality ◽  
Video Games ◽  
Design Methodology ◽  
Positive Relationship ◽  
Tourism Industry ◽  
Positive Relationships ◽  
Content Type ◽  
Structural Relationships ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this study is to examine the structural relationships between the dimensions of virtual reality (VR) experiences (immersion, interaction, usability and illusion), the dimensions of VR attachment (VR dependence, VR identity, VR affect and VR familiarity) and the dimensions of VR experiential outcomes (VR experiential satisfaction, VR experiential loyalty and VR experiential advocacy). Design/methodology/approach A total of 490 visitors who tried 360 VR travel video games in the TripMoment VR were surveyed. Findings In this study, there are positive relationships between VR experiential satisfaction and immersion, interaction, illusion, as well as VR identity, VR affect and VR familiarity. In addition, VR experiential satisfaction has a positive relationship with VR experiential loyalty. In addition, VR experiential advocacy has a positive relationship with both VR experiential satisfaction and VR experiential loyalty. Practical implications The results show that tourism operators should focus on increasing VR experiential satisfaction and experiential loyalty to enable visitors to have intentions to advocate their VR experiences. Originality/value This paper provides the data that lead to a better understanding of the relationship between the dimensions of VR experiences, VR attachment and VR experiential outcomes in the tourism industry.

Sociodemographic aspects and their relationship with motivations, satisfaction and loyalty in ecotourism: a study in Costa Rica

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mauricio Carvache-Franco ◽  
Orly Carvache-Franco ◽  
Ana Gabriela Víquez-Paniagua ◽  
Wilmer Carvache-Franco ◽  
Allan Perez-Orozco
Keyword(s):  
Costa Rica ◽  
Interpersonal Relationships ◽  
Personal Growth ◽  
Negative Relationship ◽  
Lower Income ◽  
Content Type ◽  
Self Development ◽  
Design Activities ◽  
The Relationship ◽  
Practical Implications

PurposeThe objectives of this study were to (a) analyze the relationship between sociodemographic aspects and motivations in ecotourism and (b) identify the relationship between sociodemographic aspects and satisfaction and loyalty variables.Design/methodology/approachThe research was carried out in the Arenal National Park and the Caño Negro National Wildlife Refuge in Costa Rica, an ecologically important ecotourism destination. The sample consisted of 310 surveys obtained in situ. For data analysis, factor analysis and the multiple regression method were used.FindingsThe results show that younger tourists tend to be more motivated by self-development, whereas older tourists and lower-income tourists are more motivated toward strengthening interpersonal relationships with family and friends. In contrast, tourists with lower education levels are highly motivated by novelty, feel more satisfied with the visit and are more willing to recommend and say positive things about the destination. Besides, repeat visitors are most likely to return.Research limitations/implicationsThe present study was limited by the timing in which it was carried out. Among the future lines of research, studies that address the relationship between sociodemographic variables in the different ecotourism segments should be conducted.Practical implicationsRegarding the practical implications, this study helps companies related to tourism to pay attention to the sociodemographic characteristics of tourists to design activities and services according to their motivations, satisfaction and loyalty. For younger tourists who are motivated by self-development, activities and services related to learning about nature can be planned to encourage their personal growth, new abilities and individual skills. Regarding elderly and lower-income tourists, who are motivated to be with family and friends, recreational activities to improve family and friendship relationships can be promoted.Social implicationsThese findings will serve to plan attractions and services in protected areas, benefiting the destinations and the communities sustainably.Originality/valueOne of the contributions of this study is to find a negative relationship between the level of education and other variables such as satisfaction, intentions to recommend and intentions to say positive things about the destination. This research also identified a negative relationship between age and the self-development motivational dimension, a positive relationship between age and being with family and friends dimension, a negative relationship between income and being with family and friends dimension and a negative relationship between the number of visits and the novelty dimension.

How ethical leadership stimulates academics’ retention in universities

2018 ◽  
Vol 32 (7) ◽  
pp. 1348-1362 ◽  
Author(s):  
Saima Ahmad ◽  
Syed Muhammad Fazal-E-Hasan ◽  
Ahmad Kaleem
Keyword(s):  
Ethical Leadership ◽  
Academic Staff ◽  
Intention To Leave ◽  
Well Being ◽  
Content Type ◽  
Intentions To Leave ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the relationship between ethical leadership and academics’ retention in universities. It draws on the conservation of resources theory to deepen the understanding of a process underlying this relationship whereby academics are more likely to stay in universities through the practice of ethical leadership. Specifically, it advances academics’ job-related affective well-being as a potential mediating mechanism, fostered by ethical leadership, which lowers their intention to leave. Design/methodology/approach This study is conducted through a cross-sectional survey of 303 academics in Australian universities. Univariate, bivariate and multivariate analysis procedures are deployed to analyse academics’ data. The research hypotheses are tested through a bootstrapped regression analysis of academics’ perceived ethical leadership, affective well-being and intention to leave. Findings The findings lend support to the hypothesised relations, indicating a significant role of ethical leadership on enhanced intentions of academics to stay in universities by directly conserving their job-related affective well-being. Research limitations/implications This paper contributes to knowledge of the relationship between ethical leadership and academics’ retention by identifying job-related affective well-being as an underlying mechanism in the university sector. Practical implications This paper has practical implications for higher educational institutes seeking to retain their academic staff. Its findings show that the practice of ethical leadership in universities matters, because it lowers academics’ intentions to leave by nurturing their well-being at work. Originality/value This is the first study to examine the impact of ethical leadership on academics’ well-being and intentions to leave in the context of universities in Australia. It is one of the first studies to explore the mediating role of affective well-being in the ethical leadership and leadership and intention to leave relationship.

Guanxi and Unethical Behavior in the Chinese Workplace: Job Satisfaction As a Mediator

2019 ◽  
Vol 47 (3) ◽  
pp. 1-14
Author(s):  
Ruxin Wu ◽  
Shuyuan Ming ◽  
Fei Huang
Keyword(s):  
Job Satisfaction ◽  
Unethical Behavior ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Significant Negative Correlation ◽  
Work Behavior ◽  
Hierarchical Regression ◽  
The Relationship ◽  
Practical Implications ◽  
Laws And Regulations

We explored the effects of guanxi prevalence and guanxi practices on 3 types of unethical work behavior (UWB), proposing that job satisfaction would mediate the relationship between guanxi in the workplace and employees' UWB. Data were collected from 379 employees working for companies in China. Results of hierarchical regression analysis revealed that guanxi prevalence had a positive relationship with property-related UWB and conventional and minor (ordinary) UWB, such as doing personal business in company time. Guanxi practices had a significant positive relationship with violation of laws and regulations, property-related UWB, and ordinary UWB. Both guanxi prevalence and guanxi practices had a significantly negative relationship with job satisfaction, and job satisfaction had a significant negative correlation with violation of laws and regulations, property-related UWB, and ordinary UWB. Job satisfaction partially mediated the relationship between guanxi prevalence and ordinary UWB. The theoretical and practical implications of these findings are discussed.

Comparative suitability for promotion: ethical transgressions, culture and a third dimension of appraisal

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shelley Morrisette ◽  
William Oberman ◽  
Irma Hunt
Keyword(s):  
General Population ◽  
Ethical Leadership ◽  
Ethical Behavior ◽  
Publishing Industry ◽  
Content Type ◽  
Organizational Rewards ◽  
Near Term ◽  
Third Dimension ◽  
The Relationship ◽  
Practical Implications

Purpose This paper looks at the relationship between judgments of ethical behavior and organizational promotion prospects. The purpose of this study is to examine if an independent dimension of ethical performance should be recognized. When managers and others in organizations compare candidates for promotion or other organization rewards, what role is played by information about the candidates’ previous ethical behavior? Are all prior ethical transgressions perceived in the same light or do some types carry more weight for organizational rewards? And, how do organizational values effect these evaluations? Design/methodology/approach A questionnaire was developed which asked respondents to rank a set of six candidates for a promotion. All candidates were said to be qualified for the promotion, but each was described differently in terms of past ethical transgressions. While information about a candidate’s prior ethical behavior is expected to be impactful for promotion consideration in the general population as well as among members of religious-oriented businesses, types of ethical transgressions may be weighted differently by the two groups. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population, and those from the Christian-oriented group. Findings Ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, our work suggests that ethical transgressions can matter with regard to promotability. Differences between the groups of respondents from the general population and the group representing Christian-based firms are discussed. Practical implications This paper focused on the selection for promotion of six candidates, ranked by two groups. As expected, the ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, this work suggests that ethical transgressions can matter with regard to promotability. This research contributes to practical implications within organizations. Originality/value Only a few studies have looked directly at the relationship between judgments of ethical behavior and organizational promotion prospects. These have focused on ethical leaders rather than rank and file employees. In a study of ethical leadership and promotability, Rubin et al. (2010) found that managers rated high on ethical leadership by their subordinates are more likely to be viewed by senior managers as eventually promotable to senior leadership than those who were not – although they were no more likely to receive a promotion in the near term.

Relationship between sustainable operations practices and performance: a meta-analysis

2017 ◽  
Vol 66 (8) ◽  
pp. 1020-1042 ◽  
Author(s):  
Marina D’Agostini ◽  
Vilmar Antonio Gonçalves Tondolo ◽  
Maria Emília Camargo ◽  
Angela Isabel dos Santos Dullius ◽  
Rosana da Rosa Portella Tondolo ◽  
...  
Keyword(s):  
Design Methodology ◽  
Positive Relationship ◽  
Meta Analysis ◽  
Multidimensional Approach ◽  
Sustainable Operations ◽  
Content Type ◽  
Moderating Factors ◽  
And Performance ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine the relationship between sustainable operations practices (SOP) and performance. Design/methodology/approach This study was conducted through a systematic literature review followed by a meta-analysis of correlations. Findings In the results, 14 of the relationships examined showed a positive relationship and 12 the presence of moderators. The study findings indicate that contingency affects the relationship between SOPs and performance. Research limitations/implications The research presented in this paper is mainly limited to databases that were searched. Among the quantitative articles selected from the databases, many did not have the data needed to conduct the meta-analysis, which may have limited the results of this study. Practical implications Using the results of this study, practitioners can become aware of to the occurrence of moderating factors in the relationships, which can range from interference from other practices and variables to characteristics of the organization itself or the market in which organizations operate. Originality/value This study uses a multidimensional approach for both SOP and performance. This approach allowed a more complete and comprehensive result, showing how these SOPs influence the different categories of performance, expanding the understanding of the relationship between practices and performance.

Accounting outsourcing and audit lag

2017 ◽  
Vol 32 (3) ◽  
pp. 276-294 ◽  
Author(s):  
Charles P. Cullinan ◽  
Xiaochuan Zheng
Keyword(s):  
Mutual Funds ◽  
Service Provider ◽  
Design Methodology ◽  
Positive Relationship ◽  
Content Type ◽  
Closed End Funds ◽  
The Relationship ◽  
Risk Reducing ◽  
Practical Implications ◽  
Consistent Measurement

Purpose This paper examines the relationship between accounting outsourcing and audit lag. Accounting outsourcing may reduce misstatement risk, reducing the amount of audit effort necessary and thereby decrease audit lag. Alternatively, outsourcing may increase the amount of coordination necessary between the auditor, client management and the outside accounting service provider and thereby increase audit lag. Design/methodology/approach The accounting outsourcing/audit lag relationship is examined among closed-end mutual funds. These funds often outsource their accounting functions and disclose the names and services provided by any company providing services to the fund. These disclosures permit a consistent measurement of whether the fund outsources their accounting functions or performs them in-house. Findings This paper finds a positive relationship between accounting outsourcing and audit lag; outsourcing funds have audit lags that are two to three days longer than those not outsourcing their accounting. The results are robust to different specifications, controls for the distinctive characteristics of closed-end funds and consideration of endogeneity. Practical implications Closed-end funds could consider the increased time necessary to complete the audit when deciding whether to outsource their accounting functions. Originality/value By identifying a unique setting in which outsourcing data can be consistently obtained and analyzed (i.e. closed-end funds), this is the first study to empirically evaluate the relationship between accounting outsourcing and audit lag.

Sign in / Sign up

Export Citation Format

Share Document