Effect of leadership styles on organizational commitment and performance in small- and medium-sized enterprises in Iraqi Kurdistan

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Karwan Hamasalih Qadir ◽  
Mehmet Yeşiltaş
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Leadership Styles ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Mediating Effect ◽  
Positive Effects ◽  
Iraqi Kurdistan ◽  
And Performance ◽  
Executive Officers

Since 2003 the number of small- and medium-sized enterprises (SMEs) has increased exponentially in Iraqi Kurdistan. To facilitate further growth the owners and chief executive officers of these enterprises have sought to improve their leadership skills. This study examined the effect of transactional and transformational leadership styles on organizational commitment and performance in Iraqi Kurdistan SMEs, and the mediating effect of organizational commitment in these relationships. We distributed 530 questionnaires and collected 400 valid responses (75% response rate) from 115 SME owners/chief executive officers and 285 employees. The results demonstrate there were positive effects of both types of leadership style on organizational performance. Further, the significant mediating effect of organizational commitment in both relationships shows the importance of this variable for leader effectiveness among entrepreneurs in Iraqi Kurdistan, and foreign entrepreneurs engaging in new businesses in the region.

It's All about Me: Narcissistic Chief Executive Officers and Their Effects on Company Strategy and Performance

2007 ◽  
Vol 52 (3) ◽  
pp. 351-386 ◽  
Author(s):  
Arijit Chatterjee ◽  
Donald C. Hambrick
Keyword(s):  
Organizational Performance ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Computer Hardware ◽  
Annual Reports ◽  
Company Strategy ◽  
And Performance ◽  
Ceo Narcissism ◽  
Executive Officers ◽  
Performance Results

This study uses unobtrusive measures of the narcissism of chief executive officers (CEOs)—the prominence of the CEO's photograph in annual reports, the CEO's prominence in press releases, the CEO's use of first-person singular pronouns in interviews, and compensation relative to the second-highest-paid firm executive—to examine the effect of CEO narcissism on a firm's strategy and performance. Results of an empirical study of 111 CEOs in the computer hardware and software industries in 1992–2004 show that narcissism in CEOs is positively related to strategic dynamism and grandiosity, as well as the number and size of acquisitions, and it engenders extreme and fluctuating organizational performance. The results suggest that narcissistic CEOs favor bold actions that attract attention, resulting in big wins or big losses, but that, in these industries, their firms' performance is generally no better or worse than firms with non-narcissistic CEOs.

scholarly journals MODERATING EFFECT OF TOP MANAGEMENT COMMITMENT ON HUMAN RESOURCE INFORMATION SYSTEM AND ORGANIZATIONAL PERFORMANCE IN COMMERCIAL STATE CORPORATIONS IN KENYA

2018 ◽  
Vol 3 (3) ◽  
pp. 42-55
Author(s):  
Ann Gaceri Kaaria ◽  
Dr. Mary Kamaara, Ph.D ◽  
Dr. Joyce Nzulwa, Ph.D ◽  
Dr. Kepha Ombui, Ph.D
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Chief Executive Officers ◽  
Quantitative Methods ◽  
Chief Executive ◽  
Target Population ◽  
Unique Contribution ◽  
Market Place ◽  
Policy Makers ◽  
Executive Officers

Purpose: The study sought to determine the influence of ICT capability on organizational performance in commercial state corporations in Kenya Methodology: This study adopted a census method, and used both qualitative and quantitative methods of data collection. The target population of the study was chief executive officers (policy makers), directors of human resources and deputy directors of human resources of both pure and strategic commercial state corporations in Kenya. A total of 165 questionnaires were administered to chief executive officers (policy makers), directors of human resources and deputy directors of human resources in both pure and strategic commercial state corporations in Kenya. Fifty five interviews were carried out and forty eight of the respondents were interviewed.   Result: The study found that ICT capability has a positive and significant effect on organizational performance of commercial state cooperation A unique contribution to theory, practice, and policy: The study recommended that organizations should place more emphasis on human centered information management in order to improve the ways in which people use and share information. The study also recommended that there should be IT education services that provide training in system use to employees and offer managers training in how to plan for and manage IT investments and IT research and development services that provide the firm with research on potential future IT projects and investments that could help the firm differentiate itself in the market place.

Manager traits and quality-of-care performance in hospitals

2015 ◽  
Vol 28 (3) ◽  
pp. 200-215 ◽  
Author(s):  
Kjeld Harald Aij ◽  
René L.M.C. Aernoudts ◽  
Gepke Joosten
Keyword(s):  
Quality Of Care ◽  
Organizational Performance ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Content Type ◽  
Lean Transformation ◽  
Executive Officers ◽  
The Impact ◽  
Care Performance

Purpose – This paper aims to assess the impact of the leadership traits of chief executive officers (CEOs) on hospital performance in the USA. The effectiveness and efficiency of the CEO is of critical importance to the performance of any organization, including hospitals. Management systems and manager behaviours (traits) are of crucial importance to any organization because of their connection with organizational performance. To identify key factors associated with the quality of care delivered by hospitals, the authors gathered perceptions of manager traits from chief executive officers (CEOs) and followers in three groups of US hospitals delivering different levels of quality of care performance. Design/methodology/approach – Three high- and three low-performing hospitals were selected from the top and bottom 20th percentiles, respectively, using a national hospital ranking system based on standard quality of care performance measures. Three lean hospitals delivering intermediate performance were also selected. A survey was used to gather perceptions of manager traits (providing a modern or lean management system inclination) from CEOs and their followers in the three groups, which were compared. Findings – Four traits were found to be significantly different (alpha < 0.05) between lean (intermediate-) and low-performing hospitals. The different perceptions between these two hospital groups were all held by followers in the low-performing hospitals and not the CEOs, and all had a modern management inclination. No differences were found between lean (intermediate-) and high-performing hospitals, or between high- and low-performing hospitals. Originality/value – These findings support a need for hospital managers to acquire appropriate traits to achieve lean transformation, support a benefit of measuring manager traits to assess progress towards lean transformation and lend weight to improved quality of care that can be delivered by hospitals adopting a lean system of management.

The Origin of Chief Executive Officers and Performance in Hybrid Businesses: The Case of Microfinance

2018 ◽  
Vol 57 (4) ◽  
pp. 1578-1594
Author(s):  
Roy Mersland ◽  
Leif Atle Beisland ◽  
Daudi Pascal
Keyword(s):  
Chief Executive Officers ◽  
Chief Executive ◽  
And Performance ◽  
Executive Officers

scholarly journals The Performance Implications of Job Insecurity: The Sequential Mediating Effect of Job Stress and Organizational Commitment, and the Buffering Role of Ethical Leadership

2020 ◽  
Vol 17 (21) ◽  
pp. 7837
Author(s):  
Min-Jik Kim ◽  
Byung-Jik Kim
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Job Stress ◽  
Ethical Leadership ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Data Set ◽  
And Performance ◽  
The Relationship

Although previous works have examined how job insecurity affects the perceptions, attitudes, and behaviors of members in an organization, those studies have not paid enough attention to the relationship between job insecurity and performance or the mediating processes in that relationship. Considering that organizational performance is a fundamental target or purpose, investigating it is greatly needed. This research examines both mediating factors and a moderator in the link between job insecurity and organizational performance by building a moderated sequential mediation model. To be specific, we hypothesize that the degree of an employee’s job stress and organizational commitment sequentially mediate the relationship between job insecurity and performance. Furthermore, ethical leadership could moderate the association between job insecurity and job stress. Using a three-wave data set gathered from 301 currently working employees in South Korea, we reveal that not only do job stress and organizational commitment sequentially mediate the job insecurity–performance link, but also that ethical leadership plays a buffering role of in the job insecurity–job stress link. Our findings suggest that the degree of job stress and organizational commitment (as mediators), as well as ethical leadership (as a moderator), function as intermediating mechanisms in the job insecurity–performance link.

Leadership Styles

2022 ◽  
pp. 203-222
Author(s):  
Ebtihaj Al-Aali ◽  
Ralla Mohammed Alazali
Keyword(s):  
Qualitative Research ◽  
Leadership Styles ◽  
Chief Executive Officers ◽  
Research Method ◽  
Chief Executive ◽  
Islamic Banks ◽  
Leadership Theories ◽  
Executive Officers ◽  
Theories Of Leadership ◽  
Shed Light

This research investigates leadership styles. It is an endeavor to point out unique features of leadership in Islamic banks. The research employs qualitative research. Leaders participating in this research are chief executive officers from Islamic banks. Interview is the research method used. The research is argued to enhance the understanding of leadership in Islamic banks. The understanding can shed light on applications of leadership theories in different contexts than the Western contexts. The later contexts are the situations at which theories of leadership have been developed. The research aims to illustrate whether different contexts can initiate leadership to transform or not. This in turn can help to have a better knowledge concerning human behaviour in organizations. The issue of sources of power utilised by interviewees is scrutinised as well. This is to investigate compatibility between leadership styles and sources of power employed.

Why Malaysian Companies Are Involved in Related Party Transactions (RPT) in the Context of Corporate Governance (CG)

2021 ◽  
pp. 296-317
Author(s):  
Suleman Sherali Kamwani ◽  
Sofri B. Yahya
Keyword(s):  
Corporate Governance ◽  
Financial Reporting ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Related Party Transactions ◽  
Good Corporate Governance ◽  
Corporate Governance Mechanisms ◽  
Monitoring And Enforcement ◽  
And Performance ◽  
Executive Officers

The regulations related to corporate governance mechanisms such as the sensitivity of pay and performance of chief executive officers, board characteristics, and watches outside of those that are well connected in related party transactions (RPTs)in Malaysia are struggling from the monitoring and enforcement of good corporate governance. The primary aims of this study are to investigate the gap that exists in Malaysian company failures due to appropriate related party transactions and to evaluate the impact of good corporate governance on shareholders' confidence in related party transaction (RPTs) disclosures from the Malaysian Accounting Standards Board (MASB) of regulations. In the year 2000, a study was done by Claessens that examined the data of 236 Malaysian public organizations. The study found the dominancy of a large block of shareholders in organizations in addition to weak institutional structures. This chapter focuses on the usage of related party transactions undertaken to benefit Malaysian companies which have led to financial reporting disclosure information.

scholarly journals Impact of CEOs’ Academic Work Experience on Firms’ Innovation Output and Performance: Evidence from Chinese Listed Companies

2020 ◽  
Vol 12 (18) ◽  
pp. 7442
Author(s):  
Dong Shao ◽  
Shukuan Zhao ◽  
Shuang Wang ◽  
Hong Jiang
Keyword(s):  
Firm Performance ◽  
Chief Executive Officers ◽  
Work Experience ◽  
Chief Executive ◽  
Academic Work ◽  
State Ownership ◽  
Perspective Theory ◽  
Innovation Output ◽  
And Performance ◽  
Executive Officers

To date, the effect of the specific type of prior work experience of chief executive officers (CEOs) on innovation and firm performance remains poorly understood. Using upper perspective theory, this study argues that CEOs’ academic work experience affects firms’ innovation output, which in turn determines how research and development (R&D) activities affect firm performance. Analyzing a sample of 1210 Chinese publicly traded firms from 2013–2017, we found that firms with CEOs who were previously associated with universities or research institutions had better innovation output and performance than firms led by CEOs without such background. In addition, we found that former academics spent more on R&D investment, resulting in lower firm performance compared to firms that were not led by CEOs with an academic background. Furthermore, the innovation output was even higher, and performance was inversely reduced for ventures where state ownership is significant.

scholarly journals Employee Resilience and OCB: Mediating Effects of Organizational Commitment

2016 ◽  
Vol 41 (4) ◽  
pp. 308-324 ◽  
Author(s):  
Happy Paul ◽  
Umesh Kumar Bamel ◽  
Pooja Garg
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Underlying Mechanism ◽  
Employee Attitudes ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Employee Outcomes ◽  
Executive Summary ◽  
And Performance ◽  
The Relationship

Executive Summary With increased popularity of positive psychology, there is a greater emphasis on exploring positive human resource strengths to address the workplace challenges and augment organizational performance. Previous research suggests that resilience positively relates to desired employee attitudes, behaviours, and performance such as organizational citizenship behaviour (OCB). However, it would be intriguing to understand the underlying mechanism of resilience-OCB relationship. Towards this, the study examines the mediating role of organizational commitment. In the light of identified research gaps, the study explores the mechanism of the relationship between resilience and OCB in the context of Indian organizations. The study sample comprised employees (N = 345) working in the manufacturing industries of Uttarakhand and Himachal Pradesh in India. Data were collected with the help of self-administered questionnaires through systematic random sampling. A model was developed and tested in which the effects of resilience on OCB were hypothesized to be mediated by organizational commitment. The hypotheses testing was done using hierarchical multiple regression and for testing the mediating effects, bootstrapping in SPSS was used. The results provide empirical evidence for the positive relationship between resilience and OCB. Also, the results emphasize that resilience influence organizational commitment as well. As hypothesized, results have also supported the mediating effect of organizational commitment in the relationship between resilience and OCB, explaining the underlying mechanism of resilience-OCB relationship. The mediation is partial which means that resilience influences OCB directly as well as indirectly through organizational commitment. The study offers significant advancements for both resilience and OCB research. The results also offer direction to organizations which desire to stimulate and maintain employee outcomes in their organizations for competitive advantage. Employee outcomes in organizations can be improved by developing resilience among its employees. Implications of promoting resilience at workplace are discussed.

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