scholarly journals Saiz Organisasi Berperanan Sebagai Moderator Antara Amalan Piawaian Halal Dan Prestasi Organisasi (Size Of Organisation as A Moderating Factor in The Practice of Halal Standard and Performances)

2021 ◽  
Vol 8 (3) ◽  
pp. 29-49
Author(s):  
Nuruh Hudani Md Nawi ◽  
Puteri Hayati Megat Ahmad ◽  
Habibie Ibrahim ◽  
Baharudin Othman
Keyword(s):  
Organizational Performance ◽  
Internal Control ◽  
Reliability And Validity ◽  
Survey Method ◽  
Organizational Size ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Halal Food ◽  
A Chain ◽  
The Relationship

This study aimed to examine whether organizational size plays a role as a moderator of the relationship between    halal standards practices and organizational performance. The study was also conducted to look at organizational performance differences for multinationals and medium-sized enterprises among halal food entrepreneurs in Malaysia. A total of 241 organizations through the Internal Halal Committee for the multinational (n = 69) and medium-sized enterprises (n = 172) in Malaysia were involved as respondents in the cross-sectional survey method using selected survey tools. Reliability and validity of the questionnaire were performed and cronbach's alpha values were within the generally accepted range (0.87 to 0.94). The data were analyzed using IBM Statistical Package For Social Science (SPSS) software version 21.0 The study findings show that i) organizational size acts as a moderator between the relationship between halal standard practices for halal operations and organizational performance; ii) significant differences in organizational performance for multinationals and medium-sized enterprises. Studies have found that organizational performance is influenced by a chain that interacts with each other starting from input, which then translates into process and ultimately results that are also supported by internal control of the organization. Indeed, the aspect of the practice of halal standards should be given attention by all parties in making Malaysia a halal hub that remains international. At the same time, further studies on halal food should also take into account the scope, methodology and respondents of the research involved in developing knowledge in this area.

scholarly journals Pengaruh Pengurusan Pensijilan Halal, Modal Insan Dan Amalan Piawaian Halal Terhadap Prestasi Organisasi Dalam Industri Makanan Halal Di Malaysia

2019 ◽  
Vol 6 (1) ◽  
pp. 103-119
Author(s):  
Baharudin Othman ◽  
Sharifudin Md. Shaarani ◽  
Arsiah Bahron ◽  
Nurul Hudani Md. Nawi
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Internal Controls ◽  
Survey Method ◽  
Organisational Performance ◽  
Certification Authority ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Standard Practice ◽  
Halal Food

This study aims to determine the influence of halal certification management, human capital factors, and halal standard practice on organizational performance among halal food producers in Malaysia. A total of 241 organizations were involved as respondents through Internal Halal Committee Malaysia in the cross-sectional survey method. It uses questionnaires on halal certification management, human capital factors, halal standard practice, and organizational performance. Data were analyzed using IBM SPSS statistics version 21.0. The results have shown that; i) halal certification management affects halal standard practice; ii) human capital factors influence the halal standard practice; iii) halal standard practice affects organisational performance. The study also found out that the organisation's performance is influenced by a correlating chain which starts from the input, then translated in terms of process and ultimately results in the achievement of which is supported by the organization's internal controls. The results of this study provide added values through the initial internal assessment by the organization prior to the assessment made by the halal certification authority in Malaysia.

scholarly journals THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND SCHOOL EFFECTIVENESS IN TS25 SCHOOLS IN GUA MUSANG KELANTAN

2021 ◽  
Vol 6 (42) ◽  
pp. 204-214
Author(s):  
Mohd Zainuddin Zakaria ◽  
Siti Noor Ismail ◽  
Yahya Don ◽  
Wan Rosni Wan Yakob
Keyword(s):  
Transformational Leadership ◽  
School Effectiveness ◽  
School Administrators ◽  
Survey Method ◽  
Ministry Of Education ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
High Performing ◽  
High Level ◽  
The Relationship

This study aims to identify the level of transformational leadership of principals and the level of school effectiveness in TS25 schools in Gua Musang District, Kelantan. In addition, this study also seeks to look at the relationship between the two variables involved, transformational leadership and school effectiveness. This quantitative study by cross-sectional survey method used two types of instruments, namely the Transformational leadership instrument by Leithwood and Jantzi (1999) and the school effectiveness instrument adapted from the study of Lazaridou and Iordanidis (2011. The sampling of the study involved four TS25 secondary schools with a total of 162 teachers. The findings of the study showed that the level of transformational leadership of principals and the level of school effectiveness was at a high level, with values (M = 4.17, SP = .604) and (M = 4.19, SP = .613) respectively. Further, correlation analysis showed that there was a very strong and significant relationship (r = .89, p <.01) between the two variables involved, namely transformational leadership and school effectiveness. It is hoped that the findings of this study can be used as a guide by the parties involved, especially the Ministry of Education Malaysia in strengthening the characteristics of high-performing leadership among school administrators towards improving school effectiveness through professionalism programs.

scholarly journals The Moderating Effects of Job Satisfaction on the Relationship between Personality Traits and Customer-oriented Behavior in the Malaysian Health Tourism Industry

2016 ◽  
Vol 9 (6) ◽  
pp. 72 ◽  
Author(s):  
Ong Choon Hee ◽  
Azzizat Binti Zainal Abidin
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Tourism Industry ◽  
Survey Method ◽  
Hierarchical Regression ◽  
Cross Sectional Survey ◽  
Health Tourism ◽  
Cross Sectional ◽  
The Right ◽  
The Relationship

<p>This paper aims to analyze the relationship between personality traits, customer-oriented behavior and job satisfaction. Focusing on the moderating role of job satisfaction in enhancing customer oriented behavior, the research was set in the context of Malaysian health tourism industry. The respondents consisted of nurses in health tourism hospitals in Malaysia. A quantitative cross sectional survey method was adopted, coupled with factor analysis and hierarchical regression analysis to analyze the collected data. The findings of this study revealed that extraversion and agreeableness were positively and significantly related to customer-oriented behaviour. Further, job satisfaction was found to be a quasi-moderator that interacted with extraversion to predict customer-oriented behavior. The findings of this research facilitate health tourism organizations to identify, recruit and train nurses who possess the right personality traits, structure the values of the organization and nurture a conducive work environment in order to maximize nurses’ job satisfaction that effectively improves their behavior towards customers and ultimately the performance of the firms.</p>

Democratic leadership and organizational performance: the moderating effect of contingent reward

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sam Kris Hilton ◽  
Helen Arkorful ◽  
Albert Martins
Keyword(s):  
Organizational Performance ◽  
Moderating Effect ◽  
Telecommunication Industry ◽  
Research Approach ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Contingent Reward ◽  
Democratic Leadership ◽  
The Relationship

Purpose The purpose of this study is to investigate the moderating effect of contingent reward on the relationship between democratic leadership and organizational performance. Design/methodology/approach Explanatory and cross-sectional survey designs were used. A quantitative research approach was also adopted to collect the data from 476 employees in the telecommunication industry. Using statistics package for social science, the data was analyzed via descriptive statistics, correlation and hierarchical regression techniques. Findings The results reveal that both democratic leadership and contingent reward have a significant positive relationship with organizational performance. Furthermore, contingent reward significantly augments and moderates the relationship between democratic leadership and organizational performance. Thus, the combination of democratic leadership and contingent reward would more likely produce higher organizational performance. Originality/value This study has made a significant contribution to leadership and organizational literature by establishing the effectiveness of contingent reward as a moderator on the relationship between democratic leadership and organizational performance in a telecommunication industry.

scholarly journals Uncovering Innovativeness in Spanish Tourism Firms: The Role of Transformational Leadership, OCB, Firm Size, and Age

2020 ◽  
Vol 12 (10) ◽  
pp. 3989 ◽  
Author(s):  
Asif Khan ◽  
Sughra Bibi ◽  
Jiaying Lyu ◽  
Achille Claudio Garavelli ◽  
Pierpaolo Pontrandolfo ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Firm Size ◽  
Middle Level ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Firm Innovativeness ◽  
The Relationship

Innovativeness in the tourism and hospitality sector is essential for competitiveness and survival. Leadership plays a key role in promoting (or hampering) firm innovativeness. This article intended to examine the role of transformational leadership (TL) and organization citizenship behavior (OCB) on Spanish tourism firms’ innovativeness (OI). It also investigated whether firm size and age moderate the relationship between TL, OI, and OCB. The cross-sectional survey method was used to collect data from 329 middle-level managers in Spanish tourism firms. The findings of the data revealed that TL and OCB have significant impacts on firm innovativeness; also, OCB mediates the relationship between TL and firm innovativeness. Firm size and age moderate the relationship between TL and firm innovativeness; also, firm size moderates the relationship between TL and OCB. It was found that large firms were more innovative than small ones; also, younger firms showed a higher level of innovativeness than old firms. Managerial and specific firm size and age implications were provided.

scholarly journals Sattva: The General Factor of Personality from Indian tradition

2021 ◽  
Author(s):  
Chandana Nedungottil ◽  
Jyotsna Agrawal ◽  
Pratima Murthy ◽  
Mehandra Prakash Sharma
Keyword(s):  
Big Five ◽  
Formal Education ◽  
Survey Method ◽  
General Factor ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
General Factor Of Personality ◽  
Western Concept ◽  
Relationship Of ◽  
The Relationship

The current study aimed to explore the relationship of Triguna model of Indian psychology, and Anasakti with respect to meta traits of personality as well as affect.A cross sectional survey method was adopted for the current study and it was conducted after approval by the institute ethics committee. A total of 84 males between the age of 18-50 years with a minimum of 10 years of formal education were selected from colleges and various organizations. The study was approved by the Institute ethics committee.Vedic personality Inventory, Big five aspect scale, Positive and negative affect schedule, and Non- attachment scale were used in the study. A quantitative statistical analysis was carried out using SPSS. An integration of the Indian model of personality with the western concept of general factor of personality (GFP) was carried out here and Sattva was found to be positively correlated with the general factor of personality. Anasakti was also moderately correlated with the general factor of personality.

scholarly journals Transformational Leadership and Employees’ Creativity: A Multi-Mediation Model

2019 ◽  
Vol 5 (1) ◽  
pp. 1-21
Author(s):  
Maria Saleem ◽  
Faisal Mahmood
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Mediating Effect ◽  
Survey Method ◽  
Job Autonomy ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Mediating Role ◽  
The Relationship

This research aims to examine the relationship between transformational leadership and employees’ creativity through mediating role of trust and job autonomy. The study employed cross sectional survey method for the collection of data from 187 employees working in construction and banking sectors of Pakistan. The findings reveal that transformational leadership fosters employees’ creativity through trust and job autonomy. Both trust and job autonomy have statistically significant mediating effect. However, trust being the mediator, plays a more significant role in boosting up the transformational leadership and employees’ creativity relationship as compared to job autonomy. This research helps to know how transformational leadership enhances employees’ creativity by enlightening the mediating role of trust and job autonomy. Further, the findings of this research also help the managers to understand and create such environment which enhances employees’ creativity by focusing on the factors identified in this study. This research contributes to advance the literature on the mediating role of trust and job autonomy in describing the relationship of transformational leader and employee’s creativity and highlighting that trust plays a more important role to enhance creativity in contrast to job autonomy. Further, this is the first attempt to enhance the employee creativity through transformational leadership style and the mediating role of both trust and job autonomy in Pakistan.

Leaders’ intimidation impression management and subordinates’ affective job commitment in Nigeria

2018 ◽  
Vol 21 (1) ◽  
pp. 2-16 ◽  
Author(s):  
Soye Peniel Asawo ◽  
Benibo Meeting George
Keyword(s):  
Organizational Performance ◽  
Impression Management ◽  
Critical Factor ◽  
Telecommunications Industry ◽  
Test Statistic ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Job Commitment ◽  
The Relationship

Purpose The quality of the relationship between leaders and their followers appears to be one of the critical determinants of employees’ commitment at work. For instance, it has been empirically established that the impressions that managers convey of themselves to their subordinates, is a critical factor in the leader-follower relationship. The purpose of this paper is to examine the relationship between leaders’ intimidation impression management (IM) and subordinates’ affective job commitment in the telecommunications industry in Nigeria. Design/methodology/approach The design adopted for this study is the cross-sectional survey design. The questionnaire was utilized to generate data from a sample of 306 employees from the six major telecommunication companies in Nigeria. The Spearman Rank Correlation Coefficient was used as the inferential test statistic for assessing the relationship between leaders’ intimidation IM and subordinates’ affective job commitment. Findings The results showed that leaders’ threat, warning, fear-arousal, and discomfort-arousal all had significant but weak association with subordinates’ affective job commitment. The study thus found that as leaders apply intimidation IM strategies, workers’ sense of emotive attachment to their organization only improves minimally. Research limitations/implications Data were generated from employees, indicating that the outcome is based on their perception which may be skewed. Practical implications The outcome of the study will help managers in the Nigerian telecommunication industry to avoid the pitfalls that are associated with the arbitrary and excessive use of intimidation as an IM tactic. Rather, they would be guided to encourage good quality leader-member-exchange between them and their subordinates in enhancing individual and organizational performance. Originality/value This is the first main work to examine and identify the nature of the predictive effect of leaders’ intimidation IM on subordinates’ affective job commitment in the telecommunications industry in Nigeria.

Integrating knowledge management (KM) strategies and processes to enhance organizational creativity and performance

2016 ◽  
Vol 11 (1) ◽  
pp. 154-179 ◽  
Author(s):  
Khuram Shahzad ◽  
Sami Ullah Bajwa ◽  
Ahmed Faisal Imtiaz Siddiqi ◽  
Farhan Ahmid ◽  
Ali Raza Sultani
Keyword(s):  
Knowledge Management ◽  
Organizational Performance ◽  
Positive Impact ◽  
Negative Relationship ◽  
Survey Method ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Creativity ◽  
And Performance

Purpose – This study aims to identify if an integration between knowledge strategy and knowledge management (KM) processes leads to organizational creativity and performance. Design/methodology/approach – Quantitative strategy and cross-sectional survey method were used to collect data. In all, 219 randomly selected respondents from 173 listed companies provided feedback through self-administered questionnaire. Factor analysis and multiple regression techniques were used to test multiple hypotheses. Findings – Results revealed the significant positive impact of system-oriented KM systems strategy on KM process capabilities, creativity and organizational performance. No significant impact has been found of human-oriented KM strategy on different KM processes and organizational performance. However, it interestingly has a significant negative relationship with organizational creativity. KM processes have significant impact on organizational creativity and performance. Organizational creativity has also been identified as having a strong significant impact on organizational performance. Originality/value – This paper fills the knowledge gap by undertaking a study which has not been conducted before.

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.

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