Relationship between coaching leadership style and young athletes' social responsibility

2017 ◽  
Vol 45 (8) ◽  
pp. 1385-1396 ◽  
Author(s):  
Ye Hoon Lee ◽  
Seunghyun Hwang ◽  
Youngjun Choi
Keyword(s):  
Social Responsibility ◽  
Leadership Style ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
High School Athletes ◽  
Young Athletes ◽  
The Us ◽  
Midwest Region ◽  
Coaching Behavior ◽  
The Relationship

We investigated the relationship between young athletes' perception of their leaders' coaching behavior and the athletes' level of social responsibility. Participants were 204 high school athletes from the Midwest region in the US. Hierarchical regression analysis results showed that there was a positive relationship between the athletes' social responsibility and the coaches' democratic behavior, and a negative relationship between social responsibility and coaches' autocratic behavior. These results indicate that the athletes who perceived their coaches as behaving more democratically and less autocratically had a higher level of social responsibility than the others had. Our findings signify the importance of using types of coaching behavior that enhance student athletes' social responsibility.

scholarly journals Leadership Style, Intellectual Capital and Corporate Social Responsibility on Performance, a Comparison Model of Listed Companies in Indonesia

2020 ◽  
Vol 5 (3) ◽  
pp. 110-120
Author(s):  
Rilla Gantino ◽  
Endang Ruswanti ◽  
Taufiqur Rachman
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Leadership Style ◽  
Intellectual Capital ◽  
Stock Exchange ◽  
Negative Relationship ◽  
Listed Companies ◽  
Primary Data ◽  
Comparison Model ◽  
Corporate Social

Objective – This paper aims to examine the influence of Leadership Style, Intellectual Capital, and Corporate Social Responsibility on Performance in companies in the sub-sectors of Mining, Pharmacy and Consumption and Household, Basic Industry, Chemical and Infrastructure, Utility and Telecommunication listed on Indonesia Stock Exchange (IDX) 2012-2018. Methodology/Technique – In this research, leadership style is measured transformationally and transactionally. Meanwhile, Intellectual Capital is measured using VAICTM. Furthermore, Corporate Social Responsibility is measured using GRI G4, and Financial Performance is proxied by ROA, ROE, and sales growth. The method used is a saturated sample. The sample in this research was 50 companies in the Basic and Chemical Industry sub-sector, 28 companies in the infrastructure, utilities, and telecommunications sub-sectors, 38 mining sub-sector companies, and 17 companies in the consumer goods sub-sector listed on the Indonesia Stock Exchange (IDX). This research used secondary data taken from financial and annual reports and primary data obtained through questionnaires for leadership style. The analysis method used is simple regression analysis. Findings & Novelty –The results show that the influence of leadership style, intellectual capital, and corporate social responsibility in the four sectors varies with a positive or negative relationship direction. Intellectual capital has a positive significant influence on ROA, ROE and SG in four sectors. Previous research has focused on only one sector. This study compares the influence of leadership style, intellectual capital, and corporate social responsibility in four sectors Type of Paper: Empirical. JEL Classification: M41, M49. Keywords: Comparison; Leadership Style; Intellectual Capital; CSR; Performance Reference to this paper should be made as follows: Gantino, R; Ruswanti, E; Rachman, T. 2020. Leadership Style, Intellectual Capital and Corporate Social Responsibility on Performance, a Comparison Model of Listed Companies in Indonesia., Acc. Fin. Review, 5 (3): 110 – 120. https://doi.org/10.35609/afr.2020.5.3(3)

Breach or bridge your career? Understanding the relationship between career plateau and internal employability

2018 ◽  
Vol 47 (5) ◽  
pp. 986-1002 ◽  
Author(s):  
Yi-chun Lin ◽  
Angela Shin-yih Chen ◽  
Yu-ting Lai
Keyword(s):  
Psychological Contract ◽  
Negative Relationship ◽  
Psychological Contract Breach ◽  
Hierarchical Regression ◽  
Contract Breach ◽  
Content Type ◽  
Career Plateau ◽  
Job Content ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability. Design/methodology/approach Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach. Practical implications These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them. Originality/value Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.

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.

scholarly journals How Corporate Social Responsibility Influences Business Model Innovation: The Mediating Role of Organizational Legitimacy

2020 ◽  
Vol 12 (7) ◽  
pp. 2667 ◽  
Author(s):  
Baoliang Hu ◽  
Tao Zhang ◽  
Shuai Yan
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Business Model ◽  
Organizational Legitimacy ◽  
Hierarchical Regression ◽  
Mediating Role ◽  
Corporate Social ◽  
The Relationship ◽  
Answering Questions

Business model (BM) innovation driven by corporate social responsibility (CSR) has attracted considerable attention from scholars. However, the understanding of whether and how CSR influences BM innovation is limited. Therefore, this paper aimed to fill these gaps by exploring the influence of CSR on BM innovation through the mediating role of organizational legitimacy (OL). This paper proposed research hypotheses on the relationships among CSR, OL, and BM innovation and empirically tested these hypotheses by using the hierarchical regression analysis method with data collected from 186 firms. The results of this study show that both CSR and OL positively influence BM innovation. The results also show that CSR positively influences OL and OL mediates the relationship between CSR and BM innovation. This paper provides new insights into the relationship between CSR and BM innovation by answering questions of whether and how CSR influences BM innovation. This paper may help managers better understand how to link CSR and BM innovation.

An empirical investigation of high-risk occupations

2014 ◽  
Vol 37 (4) ◽  
pp. 367-384 ◽  
Author(s):  
Lisa M. Russell
Keyword(s):  
Transformational Leadership ◽  
Regression Analysis ◽  
High Risk ◽  
Leadership Behavior ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Hierarchical Regression Analysis ◽  
Content Type ◽  
Bivariate Correlation ◽  
The Relationship

Purpose – The purpose of this study is to analyze the relationship between stress and burnout in high-risk occupations and how leadership moderates this relationship. Thus, the primary research question addressed within this study is: What is the relationship between stress and burnout in high-risk occupations as governed by transformational leadership behavior? Design/methodology/approach – An analysis of primary data obtained by survey from 379 police officers from nine southern and southwestern agencies was conducted. Hierarchical regression analysis, multiple moderated hierarchical regression analysis, bivariate correlation analyses and other statistical methods are used. Findings – Results indicate police stress exacerbates perceived burnout. Transformational leadership influences this relationship such that high levels of perceived transformational leadership attenuates the negative relationship between stress and burnout, but less so under highly stressful conditions. Findings have strong implications for leaders in high-risk occupations where bureaucracy, departmental policy, and life and death decision-making intersect. Research limitations/implications – This study can be used as a basis for further inquiry into the effects of transformational leadership on individuals' perceptions of performance, behavioral and psychological criterion variables in high-risk occupations. Practical implications – The assessment of relationships among stress and burnout in high-risk occupational settings potentially allows managers to better understand how to structure supervisor-subordinate relationships in order to minimize the effects of stress on perceived burnout and provides a more realistic view of how individuals in high-risk occupations are influenced by leader behaviors under stressful conditions. Originality/value – This study is thought to be the only one to evaluate the moderated relationships among stress, transformational leadership and burnout in high-risk occupations characterized by increasingly stressful circumstances. More specifically, the notion that individuals in high-risk occupations perceive burnout differently than those in less-risky occupations is not prevalent in the literature.

scholarly journals Research on the Relationship between Corporate Social Responsibility and Commercial Credit Financing-Empirical Analysis Based on Big Data of Shanghai and Shenzhen A-share Enterprises

2021 ◽  
Vol 251 ◽  
pp. 01045
Author(s):  
Feng Gege
Keyword(s):  
Big Data ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Market Competition ◽  
Negative Relationship ◽  
Credit Financing ◽  
Corporate Social ◽  
The Impact ◽  
The Relationship ◽  
A Share

Based on the big data of Shanghai and Shenzhen stock exchanges A-share listed companies from 2009 to 2019, this paper uses fixed effect model to analyze the impact mechanism of corporate social responsibility on commercial credit financing. The results show that: there is a significant negative relationship between corporate social responsibility and commercial credit financing, and the degree of market competition positively adjusts the relationship between the two. Further research finds that corporate social responsibility will increase cash holdings and then affect commercial credit financing.

Potentials of top management team career development and corporate social responsibility

2019 ◽  
Vol 24 (6) ◽  
pp. 560-579
Author(s):  
Yelin Hu ◽  
Qiwang Zhang ◽  
Xin Wang
Keyword(s):  
Corporate Social Responsibility ◽  
Career Development ◽  
Social Responsibility ◽  
Manufacturing Industry ◽  
Negative Relationship ◽  
Top Management ◽  
Manufacturing Companies ◽  
Content Type ◽  
Corporate Social ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between potentials of top management teams’ (TMT) career development and corporate social responsibility (CSR) by examining listed manufacturing companies in China. More importantly, it tried to contribute to the understanding of the senior executive’s career development in the trend of upgrading the manufacturing industry. Design/methodology/approach The sample firms in this paper were selected from the China A-listed companies in the manufacturing industry. It collected CSR and TMT data from the Rankins CSR Ratings (RKS) Database and CSMAR database and applied the multiple regression to test the hypotheses. Moreover, it implemented the robustness test by using the standard regression method and the structural equation model. Findings The findings indicate that a firm’s CSR performance is significantly associated with TMT’s educational level and overseas background. The government background, academic background and financial background of high-level managers, instead, have a negative relationship with CSR performance. In addition, firm’s ownership moderates the relationship between TMT and CSR initiatives – the career development potential of TMT has different effects on promoting CSR in the context of different ownership. These relationships remain significant when the managers’ tenure, gender, age, wage and firm size are controlled. Research limitations/implications The empirical research on the potentials of executive career development and CSR is limited to linear assumptions. Since there are fewer overseas holding companies in Chinese state-owned and private enterprises, it failed to reflect international differences. Practical implications First, CSR is related to the potentials of TMT career development and also the potentials of TMT career development are associated with the structure of the TMT. Second, to improve CSR, it is necessary to distinguish the different ownership of companies and then adjust the TMT structure correspondingly. Last, senior executives should choose their career direction according to their own distinct and inherent career development potentials. Originality/value This study explores the relationship between potentials of TMT career development and CSR. It not only expands the research in the field of CSR but also enriches the research on the career development of top executives.

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