scholarly journals The Moderating Role of Perceived Organisational Support in the Relationship between Employees’ Entrepreneurial Orientation and Organisational Commitment

2020 ◽  
pp. 49-64
Author(s):  
Anna Wójcik-Karpacz ◽  
Jarosław Karpacz
Keyword(s):  
Entrepreneurial Orientation ◽  
Organisational Commitment ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Relationship ◽  
Moderating Role

ENTREPRENEURIAL ORIENTATION, PERFORMANCE AND THE MODERATING ROLE OF INSTITUTIONAL CAPITAL: A CASE STUDY OF FEMALE ENTREPRENEURS IN THAILAND

2019 ◽  
Vol 24 (02) ◽  
pp. 1950008
Author(s):  
CHONNATCHA KUNGWANSUPAPHAN ◽  
JIBON KUMAR SHARMA LEIHAOTHABAM
Keyword(s):  
Risk Taking ◽  
Entrepreneurial Orientation ◽  
Business Performance ◽  
Female Entrepreneurs ◽  
Policy Makers ◽  
Institutional Capital ◽  
The Relationship ◽  
Moderating Role

This study examines the relationship between entrepreneurial orientation of female entrepreneurs and business performance, and analyzes the moderating role of institutional capital on the entrepreneurial orientation-performance link. The results of the study highlight the important role of entrepreneurial orientation, including proactiveness, innovativeness and risk-taking, in directing business performance of female entrepreneurs and the complex interplay among entrepreneurial orientation variables. It also indicates that accessibility to institutional capital, through regulative, cognitive and normative dimensions, encourages female entrepreneurs to be more entrepreneurially oriented, thus leading to better business performance. In addition, this research proposes an integrated framework to guide policy makers on how institutional capital can play a crucial role in helping female entrepreneurs, stressing the importance of becoming entrepreneurial oriented and thus, achieving superior business performance.

scholarly journals High-performance work system and employee creativity

2017 ◽  
Vol 46 (7) ◽  
pp. 1318-1334 ◽  
Author(s):  
Guiyao Tang ◽  
Bingjie Yu ◽  
Fang Lee Cooke ◽  
Yang Chen
Keyword(s):  
High Performance ◽  
Underlying Mechanism ◽  
Employee Creativity ◽  
Content Type ◽  
Work System ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
High Performance Work System ◽  
The Relationship

Purpose The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity. Design/methodology/approach The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions. Findings The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity. Research limitations/implications The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts. Practical implications When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours. Originality/value This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.

scholarly journals The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

2020 ◽  
Vol 17 (3) ◽  
pp. 721
Author(s):  
Nieves López-Ibort ◽  
Delia González-de la Cuesta ◽  
Teresa Antoñanzas-Lombarte ◽  
Ana Gascón-Catalán
Keyword(s):  
Registered Nurses ◽  
Interpersonal Relationship ◽  
Leader Member Exchange ◽  
Organisational Commitment ◽  
Hospital Size ◽  
Organisational Support ◽  
Member Exchange ◽  
Perceived Organisational Support

The role of the supervisor in hospitals is to oversee and encourage the active work participation of registered nurses. In this context, leadership should be focused on the creation of a positive environment for the generation of high-quality care and the development of attitudes that have a beneficial influence on the work of the registered nurse. The aims of this study have been: (i) To verify if the quality of the supervisor–nurse interpersonal relationship was correlated with organisational commitment; (ii) to establish if the correlation could be moderated by empowerment, perceived organisational support, and leader–leader exchange. A cross-sectional survey with self-report questionnaires was performed. A total of 2541 registered nurses from nine public hospitals participated in the study. They completed scales measuring leader–member exchange, commitment, empowerment, perceived organisational support, and leader–leader exchange. There was a positive correlation between the quality of the leader–member exchange and commitment. Leader–leader exchange has a moderating effect on this relationship. The moderating effects of empowerment, perceived organisational support, and leader–member exchange on the supervisor–nurse interpersonal relationship and the nurse’s organisational commitment are influenced by sex and/or hospital size. Organisations should design supervisor training strategies aimed at establishing high-quality supervisor–nurse interpersonal relationships.

Social Responsibility and Organisational Commitment in Local Public Administration: The Moderating Role of Organisational Citizenship Behaviour and Social Bonding

2016 ◽  
Vol 14 (2-3) ◽  
Author(s):  
Kalsoom BeBe ◽  
Wang Bing
Keyword(s):  
Social Responsibility ◽  
Public Administration ◽  
Social Bonding ◽  
Public Employees ◽  
Public Administrators ◽  
Organisational Commitment ◽  
The Social ◽  
The Relationship ◽  
Moderating Role

The commitment of public employees to organisations is an imperative deliberation that affects the efficiency of public services organisations. The objective of this study is to investigate whether the social responsibility among local public administrators raises organisational commitment. This study subsequently explores the moderating role of citizenship behaviour and social bonding (permanent vs temporary employees) of public employees in the relationship between social responsibility and organisational commitment. In this study, empirical data are collected from local officials working in local public administration services organisations in Pakistan (n = 308). The statistical analysis is used to test the relationship between social responsibility and commitment and the moderating effect of citizenship behaviour and social bonding on social responsibility-organisational commitment relationship.The results show that social responsibility is a determinant to organisational commitment and citizenship behaviour and social bonding moderate the social responsibility-commitment relationship. The effect of social responsibility on organisational commitment is stronger in permanent public administrators having high perspective of organisational citizenship behaviours than in temporary public administrators having low perspective of organisational citizenship behaviours. This study contributes to knowledge of the effect of social responsibility on organisational commitment in local public employees and proves that citizenship behaviour and social bonding affect the social responsibility-commitment relationship in local public administrators.

scholarly journals Nigerian agriculture workers’ outcomes from perceived organisational support and protestant work ethics: Job satisfaction as a mediator

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Olugbenga J. Ladebo ◽  
Bello Z. Abubakar ◽  
Comfort O. Adamu
Keyword(s):  
Job Satisfaction ◽  
Insurance Companies ◽  
Organisational Commitment ◽  
Design Data ◽  
Work Ethics ◽  
Organisational Support ◽  
Managerial Implications ◽  
Perceived Organisational Support ◽  
Value Add ◽  
The Relationship

Orientation: The mechanism facilitating the development of organisational commitment and performance of citizenship behaviours is of research interest to scholars. Recent research trends suggest that job satisfaction can mediate the development of employee commitment and citizenship behaviours.Research purpose: The present study hypothesised that job satisfaction mediated the relationships between the predictors (perceived organisational support and protestant work ethics) and outcomes (organisational citizenship behaviours and organisational commitment).Motivation for the study: There is paucity of literature on the mediating influence of job satisfaction on predictors-outcomes linkages amongst agriculture workers in Nigeria. Available studies either examined the main effect of perceived organisational support on citizenship behaviours or the mediating influence of satisfaction on citizenship behaviours and not the proposed model.Research design, approach and method: The present study was survey-correlational in design. Data were obtained from 223 heterogeneous samples from different organisations (such as ministry of agriculture, parastatals, banks, private agro-allied companies, and insurance companies).Main findings: Results showed that job satisfaction fully mediated the relationship between perceived organisational support and citizenship behaviours and partially mediated the relationship between perceived organisational support and organisational commitment. Further, employee satisfaction partially mediated the relationships between protestant work ethics and citizenship behaviours and organisational commitment.Practical/managerial implications: This study indicated that both protestant work ethics and perceived organisational support are important in motivating employees to engage in cooperative behaviours and exhibit greater commitment through job satisfaction.Contribution/value-add: The present study showed that job satisfaction is a mediator linking both perceived organisational support and protestant work ethics to organisational commitment and citizenship behaviours.

scholarly journals Impact of founder CEO and CEO ownership on entrepreneurial orientation, moderating role of CEO narcissism

2019 ◽  
Vol 13 (2) ◽  
pp. 153-167 ◽  
Author(s):  
Aiza Shabbir ◽  
Shazia Kousar
Keyword(s):  
Entrepreneurial Orientation ◽  
Design Methodology ◽  
Sampling Method ◽  
Content Type ◽  
Validated Questionnaires ◽  
Direct Association ◽  
Ceo Narcissism ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to explore the moderating impact of narcissism overload on the relation between founder CEO and entrepreneurial orientation (EO) in registered private schools of Pakistan. Design/methodology/approach Data were collected through a stratified random sampling method with the help of previously validated questionnaires. A sample of 121 replies was gathered for analysis. SPSS has been used to find the results. Findings Results depict that CEO narcissism moderates the relation between founder CEO and EO and does not moderate the relationship between and CEO ownership and EO. Originality/value Many studies focused on the founder personality characteristics (such as generalized self-efficacy or locus of control) are not directly observed, but rather inferred their effect indirectly. The study contributes to examine how the founder CEO variable interacts with CEO personality to influence EO. This study will propose a practical approach to investigate whether and how the narcissism constructs moderate the founder CEO–EO relationship. Direct association between stock ownership and EO will also be examined.

The moderating role of environmental munificence on innovativeness in B2B markets

2019 ◽  
Vol 35 (5) ◽  
pp. 795-802
Author(s):  
Misra Cagla Gul
Keyword(s):  
Multiple Regression ◽  
Market Orientation ◽  
Entrepreneurial Orientation ◽  
Positive Impact ◽  
Middle Level ◽  
Content Type ◽  
Environmental Munificence ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this paper is to understand the relationship between two business orientations, namely, entrepreneurial orientation and market orientation, and innovativeness taking into account the moderating influence of environmental munificence. Design/methodology/approach This is a multiple respondent quantitative study. A total of 312 marketing managers middle level and above from 79 firms participated in the survey. Multiple regression and hierarchical multiple regression was the method of choice for data analysis. Findings Findings indicate that environmental munificence moderates the entrepreneurial orientation – innovativeness relationship. Findings reveal that even though a significant impact of entrepreneurial orientation is not present on innovativeness, this insignificance may be due to environmental munificence. Market orientation has a direct positive impact on innovativeness, and environmental munificence negatively moderates this relationship suggesting that when the environment is less munificent, the market orientation – innovation link becomes stronger. Practical implications Managers should be aware that the more munificent an environment becomes, having an entrepreneurial orientation will be more important for innovativeness. In addition, results of this study suggest that being market oriented more strongly impacts a firm’s ability to innovate in non-munificent environments where growth opportunities are undesirable. Originality/value This study is unique in that it is a multi-respondent study with respondents from different layers of each participating organization, incorporating the moderating impact of the business environment’s munificence on business orientations–innovativeness relationship.

scholarly journals Equity versus equality norms of justice and organisational commitment: the moderating role of gender

2017 ◽  
Vol 36 (3) ◽  
pp. 206-220
Author(s):  
Nagarajan Ramamoorthy ◽  
Donna Stringer
Keyword(s):  
Distributive Justice ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Men And Women ◽  
Justice Perceptions ◽  
The Relationship ◽  
Moderating Role

AbstractIn the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.

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