scholarly journals Effect of competitive psychological climate on unethical pro-team behavior: The role of perceived insider status and transformational leadership

Management ◽  
2021 ◽  
Vol 25 (1) ◽  
pp. 1-27
Author(s):  
B.K. Sagarika Irangani ◽  
Liu Zhiqiang ◽  
Nilesh Kumar ◽  
Saroj Khanal
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Structural Equation ◽  
Psychological Climate ◽  
Transformational Leaders ◽  
Team Behavior ◽  
Ethical Behaviors ◽  
Competitive Psychological Climate ◽  
Perceived Insider Status

Summary The purpose of this study is to explain why employees in financial companies in Sri Lanka are likely to engage in unethical pro-team behaviors and how transformational leaders involve controlling unethical pro-team behaviors in a competitive work environment. The study employed a quantitative approach to investigate the association between the competitive psychological climate and perceived insider status on unethical pro-team behaviors. The authors collected data from 426 sales representatives at a finance company in Sri Lanka and tested hypotheses using Structural Equation Modelling analyses through Smart PLS version 3. The results indicate that competitive psychological climate and perceived insider status are positively associated with unethical pro-team behaviors. Further, the transformational leadership’s moderation is negatively significant on the relationship between competitive psychological climate and unethical pro-team behaviors. The study has shown that the leader will delegate more responsibility to the employee, associated with increased employee empowerment and high-quality, ethical behaviors. Besides, it contributes to the literature as of the new theoretical base and offers practical implications with the richer view of a nomological link between the leader, competitive employee, and competitive work environment.

Stretch goals and unethical behavior: role of ambivalent identification and competitive psychological climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chang Chen ◽  
Zhe Zhang ◽  
Ming Jia
Keyword(s):  
Unethical Behavior ◽  
Psychological Climate ◽  
Disruptive Effect ◽  
Two Phase ◽  
Content Type ◽  
Mba Students ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Competitive Psychological Climate

PurposeThe purpose of this study is to examine the effect of stretch goals on unethical behavior and explore the mediating role of ambivalent identification and moderating role of competitive psychological climate.Design/methodology/approachA total of 350 MBA students from Northwestern China completed the two-phase survey. The bootstrapping analysis outlined by Hayes was used to assess a moderated mediation model.FindingsThis study found that stretch goals could trigger employees' unethical behavior via ambivalent identification. Competitive psychological climate intensified the relationship between stretch goals and ambivalent identification. Moreover, such a climate aggravated the indirect effect of stretch goals on unethical behavior via ambivalent identification.Practical implicationsOrganizations and managers should use stretch goals prudently and implement measures to reduce the ethical cost.Originality/valueThis study provides unique contributions by identifying ambivalent identification as an important mediator and competitive psychological climate as a boundary condition of stretch goals' disruptive effect on unethical behavior.

An integrated understanding of academics knowledge sharing behaviour

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Fadi Abdel Muniem Abdel Fattah ◽  
Hasliza Hassan ◽  
Tayeenul Haque
Keyword(s):  
Knowledge Sharing ◽  
Work Environment ◽  
Structural Equation ◽  
Academic Staff ◽  
Comparative Investigation ◽  
Public And Private ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects

Purpose The purpose of this study is to examine the underlying functions of sense of spirituality (SS), emotional intelligence (EI) and perceived work environment (PWE) towards knowledge sharing behaviour (KSB) among the academic staff of higher learning institutions (HLIs) through a comparative investigation. This study extends the investigation by examining the relationship between SS and KSB through the mediating role of EI. The moderating role of PWE between SS and KSB was also tested. Design/methodology/approach The sample comprised 300 responses from 150 Bangladeshi and 150 Malaysian academic staff of public and private HLIs. Convenient sampling tools were used. Structural equation modelling (SEM) was used to analyse the proposed model and hypotheses. The study explains the differences and similarities in KSB practices concerning SS, EI and PWE of the academic staff from the two countries’ HLIs. Findings The results support the direct positive effects of SS on KSB. The two data sets also support the indirect effects of SS on KSB through the mediation of EI. However, the results indicate that SS only promoted KSB among individuals with high levels of PWE in their respective institutions. For individuals with low levels of PWE, SS did not affect KSB. Practical implications The management of HLIs should engage their experiences and those of newly hired academic staff in the KSB process. However, in facilitating KSB culture among the academic staff, HLIs need to foster the staff’s SS, which ultimately improvises the EI to strongly influence KSB. The management of HLIs understands that SS may be inefficient in promoting KSB among employees with low PWE. Authorities of HLIs need to facilitate a quality work environment to enhance the association between SS and KSB. Originality/value This study is one of the initial attempts to investigate KSB by considering SS, EI and PWE in the context of Bangladesh and Malaysia HLIs. The findings of the study can serve as inputs to HLIs in developing best practices across KSB dimensions and improving academic staff performance.

scholarly journals Role of Leadership in Employees’ Work Engagement: Organizational Identification and Job Autonomy

2015 ◽  
Vol 11 (1) ◽  
pp. 72 ◽  
Author(s):  
Izlem Gozukara ◽  
Omer Faruk Simsek
Keyword(s):  
Transformational Leadership ◽  
Work Engagement ◽  
Organizational Identification ◽  
Structural Equation ◽  
Study Data ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Job Autonomy ◽  
Follower Commitment

Transformational leadership is a style of leadership that leads to transformation in the opinions and beliefs of followers. The behaviors of transformational leaders result in higher levels of follower commitment and engagement. Work engagement refers to followers’ feelings regarding their work in terms of what their work means to them and to what extent they want to show full concentration. The present study examines the effect of transformational leadership on work engagement by focusing on the mediator roles of job autonomy and organizational identification. The study data was collected using questionnaires from 252 participants working in higher education. The data was analyzed using structural equation modeling. The results supported study hypotheses, demonstrating that transformational leadership had a positive effect on work engagement, and job autonomy and organizational identification fully mediated the relationship between transformational leadership and work engagement. The findings from this research specifically highlight the significant impact of job autonomy and organizational identification on work engagement within the context of leadership.

scholarly journals The Effect of Hostile Work Environment on Organizational Alienation: The Mediation Role of the Relationship between the Leader and Followers

2017 ◽  
Vol 13 (2) ◽  
pp. 140 ◽  
Author(s):  
Ali Abdulhasan Abbas ◽  
Adel Abbas Abd Hussein ◽  
Hussein Huraija Khali
Keyword(s):  
Regression Analysis ◽  
Work Environment ◽  
Structural Equation ◽  
Equation Modeling ◽  
Environment Variable ◽  
Simple Regression Analysis ◽  
The Relationship ◽  
Hostile Work Environment ◽  
Organizational Alienation

The present research aims to identify the mediation role of the relationship between the leader and followers in the context of the effect of hostile work environment on organizational alienation. To achieve this, the following scales were adopted: (Calantone & Benedetto, 1994) scale to measure the variable of hostile work environment: (Payne, 2015) scale to measure the variable of the relationship between the leader and followers; and (Kakabadse, 1986) scale to measure the variable of organizational alienation. The general co. for cars manufacturing was chosen as the field of research, and the survey questionnaire was administered to (436) individuals that comprised of (116) leaders and (320) followers. The confirmative factorial analysis (structural equation modeling) was applied as the next step, using certain descriptive statistics, correlation analysis, simple regression analysis and hierarchal regression analysis based on the mediation variable test of (Baron & Kenny, 1986). A number of conclusions have been formed, the most important of which are as follows: the hostile work environment variable has a passive effect on the relationship between the leader and followers; the variable of the relationship between the leader and the followers has a passive effect on organizational alienation; and the variable of the relationship between the leader and the followers partially mediates the relationship between the hostile work environment and organizational alienation.

scholarly journals The Role of the Cognitive Variables on Intention to Entrepreneurial Behavior of Engineering Undergraduates in Sri Lanka

2019 ◽  
Vol 6 (1) ◽  
pp. 1
Author(s):  
W M I Udayanganie ◽  
Mazuki Jusoh ◽  
Karuthan Chinna
Keyword(s):  
Sri Lanka ◽  
Engineering Education ◽  
Structural Equation ◽  
Equation Modeling ◽  
Cognitive Variables ◽  
Entrepreneurial Behaviour ◽  
The World ◽  
Challenges And Opportunities ◽  
Engineering Undergraduates

The purpose of this research is to assess the role of cognitive variables on intention to entrepreneurial behaviour of engineering undergraduates in engineering undergraduates in Sri Lanka. Entrepreneurship is one of the key drivers of an economy. Individuals with entrepreneurial mind create wealth and majority of jobs in the economy. Entrepreneurship for engineers is not new to the world. Recent changes in the world and engineering present both challenges and opportunities to engineering education. Engineering education is changing to meet these challenges. Instilling an entrepreneurial mindset in undergraduate engineers is essential if we want the bright young talent to innovate and then productize those innovations to better mankind. A study was conducted with the sample of 202 final year undergraduates in engineering faculties in Sri Lanka. Exploratory Factor Analysis, Multiple Regression and Structural Equation Modeling were applied with use of SPSS and AMOS to analyze the relationships of these variables. The results reveal that Entrepreneurial Cognition have significant positive associations with entrepreneurial mindset of engineering undergraduates and there are significant associations between Arrangement, Willingness and Ability with the entrepreneurial Mindset and Entrepreneurial mindset with Intention to entrepreneurial behaviour.

scholarly journals A Study in the Relationship Between Supportive Work Environment and Employee Retention: Role of Organizational Commitment and Person–Organization Fit as Mediators

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092469
Author(s):  
Shumaila Naz ◽  
Cai Li ◽  
Qasim Ali Nisar ◽  
Muhammad Aamir Shafique Khan ◽  
Naveed Ahmad ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Fast Food ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Person Organization Fit ◽  
Relationship Of ◽  
The Relationship

The main aim of the study was to empirically investigate the mediating role of organizational commitment (OC) and person–organization fit (POF) between the causal relationship of supportive work environment (SWE) and employee retention (ER). One thousand questionnaires were sent to the targeted population included employees of all chains of multinational fast-food brands (restaurants) in Lahore, Pakistan. The restaurants were selected from clusters by using a cluster sampling technique. Questionnaires were comprised of multiple items adopted from former studies to obtain responses using quantitative methodology. For statistical analysis and to test the proposed hypothesis, the partial least squares (PLS) structural equation modeling (SEM) technique was employed through Smart PLS 2.0 M3 software. The study’s findings elucidated that SWE has a positive and significant association with ER. In addition, OC and POF acted as mediators between the relationship of a SWE and ER. This study presented implications for human resource (HR) practitioners that they should endure developing mechanisms for imparting a SWE to foster healthy exchange relationships with people, which in turn will result in ER. This article significantly contributed to the extant literature on the relationship of the SWE and ER while highlighting the critical factors to be noticed for retaining key employees. This study also explicated the limitations and scope for further research.

Linking human resource training and development, employee commitment and job satisfaction: The moderation role of the work environment

2021 ◽  
Vol 4 (1) ◽  
pp. 55-75
Author(s):  
Abel Gebremedhn Desta
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Human Resource ◽  
Structural Equation ◽  
Addis Ababa ◽  
Employee Commitment ◽  
Training And Development ◽  
Equation Modeling ◽  
Human Resource Training

The main purpose of this article was to investigate the link between human resource training and development, employee commitment and job satisfaction, and the moderation role of the work environment. The quantitative research design was adopted using 212 valid questionnaires that were filled by selected private banks in Addis Ababa, Ethiopia using a convenience sampling technique. To validate the factor structure of the observed variables confirmatory factor analysis was applied and Structural Equation Modeling was used to test the hypothesized relationship. The results showed that training and development positively relate to organizational employee commitment and employee job satisfaction of workforces, while the work environment positively moderates this relationship. This implies that investing in human resource training and development positively affects the employee’s commitment to the organization and enhances their satisfaction. The more the work environment is conducive the better the relationship between the study variables. Finally, the implication, limitations, and future studies were discussed. Keywords:  Training and Development, Commitment, Work Environment. Job Satisfaction

scholarly journals The Role Of Organizational Citizenship Behavior In Work Performance: An Investigation Based On Hotel Employee Survey

2019 ◽  
Vol 4 (6) ◽  
Author(s):  
Reynaldi Reynaldi ◽  
Syamsul Ridjal ◽  
Herman Sjahruddin
Keyword(s):  
Work Environment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Work Performance ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Employee Survey

This study aims to analyze the role of organizational citizenship behavior in explaining the influence of organizational support and work environment on employee work performance at the Grand Asia Hotel Makassar. The sampling method used is non-probability sampling that is 77 respondents. The analysis used in hypothesis testing is Structural Equation Modeling (SEM) with the help of WarpPLS Software version, 6.0. The results of this study indicate that organizational support has a positive and significant effect on organizational citizenship behavior, work environment has a positive and significant effect on organizational citizenship behavior, organizational citizenship behavior, organizational support has a positive and significant effect on employee work performance, the work environment has a positive and not significant effect on employee work performance, organizational support has a positive and significant effect on employee work performance mediated by organizational citizenship behavior, work environment has a positive and significant effect on employee work performance mediated by organizational citizenship behavior. In this study organizational citizenship behavior is proven to be a mediating variable.

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