scholarly journals The Relationship between Organizational Democracy and Organizational Cynicism: A Study on Academic Staff

2020 ◽  
Vol 10 (1) ◽  
pp. 61-72
Author(s):  
Zübeyde Çopur ◽  
Gülsün Atanur Baskan
Keyword(s):  
Academic Staff ◽  
Organizational Democracy ◽  
Organizational Cynicism ◽  
The Relationship

The relationship between organizational democracy and political behaviors in universities

2020 ◽  
Vol 12 (5) ◽  
pp. 1135-1146
Author(s):  
Tuğba Turabik ◽  
Gülsün Atanur Baskan
Keyword(s):  
Political Behavior ◽  
Design Methodology ◽  
Academic Staff ◽  
Negative Relationship ◽  
Organizational Democracy ◽  
Content Type ◽  
Staff Members ◽  
Political Behaviors ◽  
The Relationship ◽  
Shed Light

PurposeThe purpose of this paper is to explore the relationship between organizational democracy and political behaviors in universities.Design/methodology/approachTo examine the relationship between organizational democracy and political behaviors in higher education institutions, a correlational survey model was utilized. Data were collected from 283 academic staff members.FindingsIt was found that there is a moderate and negative relationship between organizational democracy and the frequency of encountering political behaviors and that organizational democracy predicts the frequency of encountering political behaviors.Originality/valueThese data shed light on the relationship between organizational democracy and political behaviors according to the views of academic staff. The study has provided empirical evidence that political behavior declines in the presence of organizational democracy.

scholarly journals The effect of individual factors on user behaviour and the moderating role of trust: an empirical investigation of consumers’ acceptance of electronic banking in the Kurdistan Region of Iraq

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Yadgar Taha M. Hamakhan
Keyword(s):  
Structural Equation ◽  
Academic Staff ◽  
Individual Factors ◽  
Kurdistan Region ◽  
Electronic Banking ◽  
Online Questionnaire ◽  
User Behaviour ◽  
The Relationship ◽  
Moderating Role

Abstract The popularity of self-service technologies, particularly in the banking industry, more precisely with electronic banking channel services, has undergone a major change as individuals' lifestyles develop. This change has affected individuals’ decisions about accepting any new Information Technology, and Information Communications Technology services that are electronically mediated, for example, E-Banking channel services. This study investigates the effect of Individual Factors on User Behaviour, and the moderating role of Trust in the relationship between Individual Factors, and User Behaviour based on the Unified Theory of Acceptance and Use of Technology. This research proposes a model, with a second-order components research framework. It improves current explanations of the acceptance of electronic banking channel services. Furthermore, this study highlights the role of trust on the acceptance of electronic banking channel services, which is the most crucial consideration in customers’ decisions to accept electronic banking channels services. Thus, trust is the spine of the system in the Kurdistan Region of Iraq. Data were collected using an online questionnaire that received 476 valid responses from academic staff who work at the University of Sulaimani. The model tested data using the Partial Least Squares-Structural Equation Modelling approach. The results show that Individual Factors have a positive effect on User Behaviour. Besides, results show that trust moderates the relationship between Individual Factors and User Behaviour.

Leader positive humor and organizational cynicism: LMX as a mediator

2014 ◽  
Vol 35 (4) ◽  
pp. 305-315 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Panteleimon Xanthiakos
Keyword(s):  
Mediating Effect ◽  
Hierarchical Regression ◽  
Public Employees ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Cynicism ◽  
Member Exchange ◽  
Sectional Analysis ◽  
The Impact ◽  
The Relationship

Purpose – Leader-member exchange (LMX) has been proposed as a core mechanism which accounts for the impact of various antecedents on employee outcomes. As such, the purpose of this paper is to examine the mediating effect of LMX regarding the relationship between leader positive humor and employees’ perceptions of organizational cynicism. Design/methodology/approach – Data were collected from 114 public employees. In order to examine the authors’ hypotheses hierarchical regression analysis was conducted. Findings – As hypothesized, results demonstrated that LMX mediates the relationship between leader positive humor and organizational cynicism. Research limitations/implications – Data were drawn from public employees and, therefore, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – This is the first empirical study to examine the mediating effect of LMX in the relationship between leader humor and employees’ perceptions of organizational cynicism.

Generation “X” and “Y” knowledge sharing behaviour

2017 ◽  
Vol 9 (2) ◽  
pp. 325-342 ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Nuraihan Mat Daud ◽  
Hasliza Hassan
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
Structural Equation ◽  
Academic Staff ◽  
Peninsular Malaysia ◽  
Higher Learning ◽  
Cross Sectional ◽  
Content Type ◽  
Learning Institutions ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations X and Y only) were assumed to moderate in the relationship between intention and knowledge sharing behaviour of non-academic staff of higher learning institutions. This research also aims to test the role of behavioural intention as mediation between motivation and knowledge sharing behaviour. Design/methodology/approach This research tested a conceptual framework derived from widely accepted theories. This study was carried out on non-academic staff working at the different higher learning institutions in Malaysia. Respondents from private and public higher learning institutions in Peninsular Malaysia were asked to complete a self-administered questionnaire. This research also applied confirmatory factor analysis and structural equation modelling to examine the proposed hypothesis of this inquiry. Findings Results indicate that non-academic staff knowledge sharing behaviour was significantly mediated by intention between motivation and knowledge sharing behaviour relationship. More specifically, inter-generational differences (generations X and Y) play a significant moderation role between intention and knowledge sharing behaviour. Research limitations/implications The generalizability of this cross-sectional study can be strengthened by adopting a longitudinal approach in the next phase of the study. Practical implications The results of this research highlighted that the higher learning institutions need to institutionalize knowledge sharing behaviour among their non-academic staff (executive and non-executive) by facilitating knowledge sharing-oriented work environment. Originality/value This paper has attempted to furnish a comprehensive understanding of knowledge sharing behaviour among the non-academic staff of higher learning institutions.

The Relationship between Job Stressors and Organizational Change Among Academic Staff at Universiti Teknologi Mara (UiTM) Cawangan Kelaantan.

2021 ◽  
Vol 7 (2) ◽  
pp. 201
Author(s):  
Nik Mohd Faris Nik Min ◽  
Intan Nurul ‘Ain Mohd Firdaus Kozako ◽  
Muhammad Ammar Haidar Ishak ◽  
Mohd Hafeez Al-Amin Abdul Wahab ◽  
Ayu Kamareenna Abdullah Thani ◽  
...  
Keyword(s):  
Organizational Change ◽  
Working Conditions ◽  
Role Ambiguity ◽  
Academic Staff ◽  
Product Diversification ◽  
Role Overload ◽  
Job Stressors ◽  
Peer Relation ◽  
Job Stressor ◽  
The Relationship

Change usually occurs when an organization replaces its management, technological change or product diversification, et cetera. However, organizational change can increase work stress levels, and employees need to cope with new and old stressors.  This research emphasizes the factors of job stressors, such as role overload, role ambiguity, unprofitability, poor peer-relation, and strenuous working conditions. The purpose of this research was to identify the relationship between job stressors and organizational change among academic staff at Universiti Teknologi MARA (UiTM) Cawangan Kelantan (Machang Campus) and to identify the most affected job stressor during the organizational change. The research was non-experimental which was categorized by correlation. Quantitative data was collected using a questionnaire contained three separate sections and was distributed to 155 academic staff at UiTM Cawangan Kelantan (Machang Campus). The reliability analysis was conducted and the Cronbach Alpha value ranged from 0.529 to 0.852. Pearson Correlation was used to examine the relationship between job stressors and organizational change, and it was found that all variables of job stressors had a significant relationship with organizational change except for unprofitability. It was also found that the most affected job stressor during organizational change was poor peer-relation. The researchers hope that this study would educate employees regarding factors affecting job stressors towards organizational change.  Keywords: Organizational change, role overload, role ambiguity, unprofitability, poor peer-relation, strenuous working conditions.

scholarly journals The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

2018 ◽  
Vol 8 (1) ◽  
pp. 137
Author(s):  
Saira Irfan ◽  
Najib Ahmad Marzuki
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Survey Design ◽  
Academic Staff ◽  
Work Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Settings ◽  
The Relationship

The link between the work motivation and work commitment is well established in a variety of work settings. However, the role of organizational culture is not explored in depth, especially as a moderator between work motivation and work commitment. The present study undertakes an examination of the above explained model. The sample consisted of 351 academics from nine public universities in the state of Punjab, Pakistan. Cross-sectional survey design was employed to collect the data. The statistical analyses were performed with Partial Least Squares technique using the Smart PLS 3.0. The findings revealed that adhocracy culture moderates the link between non-self-determined work motivation and work commitment among university academic staff. The study has implications for authorities to capitalize on organizational culture to boost work motivation that will ultimately improve work commitment among academics.

scholarly journals Reducing Organizational Anomie In light of Entrepreneurial Behavior and Job Engagement/ Analytical Research in the Ministry of Industry and Minerals / General Company for Textile and Leather Industries / Cotton Factory

2021 ◽  
Vol 11 (3) ◽  
Author(s):  
Lamees Adnan Azeez ◽  
Prof. Shiffa Mohamed Ali Hasson Al-Azzawi
Keyword(s):  
Emotional Engagement ◽  
Job Engagement ◽  
Entrepreneurial Behavior ◽  
Factory Workers ◽  
Four Dimensions ◽  
Organizational Cynicism ◽  
Analytical Research ◽  
Relationship Of ◽  
The Relationship

The research aims to demonstrate the role of the main variables represented by the four dimensions of entrepreneurial behavior (creative, risk taking, seizing opportunities, proactivity), and job engagement, whose dimensions are (cognitive engagement, emotional engagement, physical (physical) engagement) in Reducing the dependent variable of organizational anomie in the Qatina factory of the General Company for Textile and Leather Industries, one of the formations of the Ministry of Industry and Minerals The experimental analytical method was adopted in the completion of the research, and an intentional sample of (162) individuals in the administrative levels (higher and middle) in the factory was taken. The relationship of entrepreneurial behavior and job engagement at the total level was positive with organizational anomie, and indicators of organizational non-normative dimensions, organizational cynicism and lack of organizational values decreased, because the cotton factory members do not ignore work values to achieve their goals, as well as the existence of a spirit of cooperation and teamwork Factory workers.

scholarly journals The effect of supervisors’ abusive supervision on organizational cynicism

2015 ◽  
Vol 28 (2) ◽  
pp. 225-248
Author(s):  
HyunSun Park ◽  
HyunSun Chung ◽  
DongGun Park
Keyword(s):  
Future Study ◽  
Interaction Effect ◽  
Work Performance ◽  
Abusive Supervision ◽  
Performance Level ◽  
Moderation Effect ◽  
Mediated Moderation ◽  
Organizational Cynicism ◽  
The Relationship

The purpose of this present study was to investigate the predictors of an interaction effect between supervisors’ abusive supervision and work performance level, especially focused on the relationship to employee’s organizational cynicism. In addition, this study examined the mediated moderation effect of supervisors’ work performance level through employee’s silence. The results from 300 participants provided evidence that (1) the interaction effect of supervisors’ abusive supervision with work performance level was positively related to organizational cynicism, (2) employee’s silence mediated the relationship between the interaction effect of supervisors’ abusive supervision with work performance level and organizational cynicism. Based on the results, implications of these findings, limitations and future study direction were discussed in general discussion.

scholarly journals THE RELATIONSHIP between COURSE MANAGEMENT and EXAMINATION ATTRITION RATES among UNDERGRADUATE MEDICAL STUDENTS at the UNIVERSITY OF ZAMBIA

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Harrison Daka ◽  
Sekelani S. Banda ◽  
Charles M. Namafe
Keyword(s):  
Medical Students ◽  
Academic Staff ◽  
Comparative Method ◽  
Group Discussion ◽  
Course Management ◽  
Undergraduate Medical Students ◽  
Attrition Rates ◽  
Training Programmes ◽  
The University ◽  
The Relationship

This study investigated the relationship between course management and examination attrition rates among undergraduate medical students at the University of Zambia, School of Medicine between the years 2008 to 2016. An explanatory sequential research design was used for data collection. Data were captured using an evaluation survey instrument, students’ Focus Group Discussion schedule and an interview schedule for key informants. Quantitative data from the first set were analysed using descriptive and inferential statistics while qualitative data from the second set were analysed using constant comparative method. The findings indicate that there was significant statistical difference in the course workloads in all programmes (p = 0.000, F = 4, 596, d f = 8.53). The course loads were heavy, had little time allocated to them. Course concepts were not taught in depth and led to students’ perceptions that the courses were difficult. As such, there is urgent need to revise or review course contents (i. e. curricular) of several programmes to be in accordance with the time allocated to them and that the Department of Medical Education and Development (DMED) should consider organizing specific pedagogical training programmes for existing and newly employed academic staff.

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