scholarly journals Analyzing the Role of Organizational Climate on Courageous Followership and Authentic Leadership among University Graduates in Pakistan

2021 ◽  
Vol 2 (1) ◽  
pp. 266-274
Author(s):  
Rimsha Zafar ◽  
Wajeeha Ghias ◽  
Dr. Muhammadi Sabra Nadeem
Keyword(s):  
Organizational Climate ◽  
Authentic Leadership ◽  
Twin Cities ◽  
University Graduates ◽  
Work Settings ◽  
Behavior Development ◽  
Courageous Followership ◽  
Leadership Study ◽  
The Impact ◽  
The Relationship

In today’s world, understanding the concept of followers is as important as the concept of leaders in the organization. Building the concept of followership and leadership, this study used the reversing the lens approach in leadership study and hypothesized that the relationship between courageous followership and authentic leadership enhances in the presence of organizational climate as moderator. The target sample for this study was graduate students from different universities in twin cities of Pakistan i.e. Rawalpindi and Islamabad (N= 171). This sample was chosen by convenience-based sampling due to Covid-19. The data were analyzed by using the SPSS and moderation analysis was also applied to this study. The results supported the hypotheses of the study by concluding that the organizational climate act as a moderator and influences the relationship between courageous followership and authentic leadership. Focusing on developing a good organizational climate will boost the impact of courageous followership behavior and authentic leadership in the students, and this would create a balanced and progressive society. Future researchers might need to consider the courageous followership behavior development and its role in enhancing authentic leadership in different work settings.

True to what We stand for: Championing collective interests as a path to authentic leadership

2021 ◽  
Author(s):  
Niklas K Steffens ◽  
S. Alex Haslam ◽  
Tyler Okimoto ◽  
Frank Mols
Keyword(s):  
Boundary Condition ◽  
Collective Identity ◽  
Authentic Leadership ◽  
Collective Group ◽  
Leadership Study ◽  
The Impact ◽  
The Relationship ◽  
Personal Interests ◽  
Group Interests

Growing evidence points to the role of authentic leadership in enhancing followership. Yet little is known about the factors that determine whether followers perceive leaders as displaying authentic leadership. In the present research, we examine the impact of leaders' championing of collective (group) interests on authentic leadership. Study 1 shows experimentally that compared to a leader who advances personal interests, a leader who advances the interests of a collective is (a) perceived as offering more authentic leadership and (b) more likely to inspire followership. Findings are followed up in a field study revealing that leaders' championing of collective interests is associated with greater perceived authentic leadership and followership (in terms of voting intentions). Furthermore, results indicate that shared self-categorization is a boundary condition of these relationships such that the relationship between a leader's championing of collective (group) interests and authentic leadership (and followership) is more pronounced for perceivers who self-categorize as members of the group that a leader is leading (rather than of a different group). In sum, findings suggest that leaders are regarded as more authentic to the extent that they are true to the collective identity of the group that they lead.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

The Impact of the Work Environment on Innovation and Business Sustainability in SMEs

2021 ◽  
pp. 133-156
Author(s):  
Rafael Ignacio Pérez-Uribe ◽  
Solange Dianira Jordan Bustamante ◽  
Carlos Salcedo -Perez
Keyword(s):  
Organizational Climate ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Business Sustainability ◽  
Key Factor ◽  
The Face ◽  
The Impact ◽  
The Relationship ◽  
The City ◽  
Innovation Processes

Innovation is a process, where the interpersonal relationships of employees are key to the creation of ideas that will contribute to the generation of value for organizations in the face of disruptive environments. This chapter analyzes the relationship between the work environment as a key factor and its impact on the development of innovation processes and business sustainability, taking as a sample 182 SMEs, from commercial, footwear, and textile sectors from the city of Cúcuta. The results showed an interrelation between the organizational climate and the culture of innovation as an agent that generates change that contributes to business sustainability.

scholarly journals THE IMPACT OF ECONOMIC, DEMOGRAPHIC, AND INFRASTRUCTURAL FACTORS ON INCOME INEQUALITY AND POVERTY IN RUSSIA

2020 ◽  
Vol 1 ◽  
pp. 70-75
Author(s):  
Rogneda Groznykh ◽  
Elena Ignatieva ◽  
Oleg Mariev ◽  
Alla Serkova
Keyword(s):  
Income Inequality ◽  
Life Expectancy ◽  
University Graduates ◽  
Russian Regions ◽  
Average Life Expectancy ◽  
Explanatory Variables ◽  
Prime Objective ◽  
Relative Change ◽  
The Impact ◽  
The Relationship

The prime objective of the research is to examine the factors influencing both the alteration in the income distribution and the relative change in the incidence of poverty in the regions of Russia. The list of the identified factors/determinants includes economic, demographic, and infrastructural factors. An econometric model, indicating the relationship between the explanatory variables with both the income inequality index and the relative poverty proportions in Russian regions has been provided in this article. The determinants that cause variations in the income inequality and poverty of a country such as social mobility, average life expectancy of urban women, life expectancy of rural men, the number of university graduates, etc. have also been specified in this study. The analysis was executed based on a dataset of 72 Russian regions for the period between 2012-2017.

scholarly journals The impact of Supervisor Support towards Extra-Role Behavior

2019 ◽  
Vol 8 (4) ◽  
pp. 5109-5113
Keyword(s):  
Organizational Climate ◽  
Supervisor Support ◽  
Model Analysis ◽  
Instrumental Support ◽  
Employee Outcomes ◽  
Role Behavior ◽  
Proposed Model ◽  
The Impact ◽  
The Relationship

Effective supervisor support consists of two main features: emotional and instrumental support. Recent studies from the perspective of organizational climate which focus on the execution of such features among supervisors has a significant impact towards positive employee outcomes especially in their extra-role behavior. Even though this relationship has been widely explored, the role of supervisor support as a vital construct is still less discussed in the organizational climate literature. Therefore, this research was conduct to investigate the relationship between supervisor support and extra-role behavior. The data was collected using survey on 113 executives and non-executives from a telecommunication organization. The findings from the SmartPLS model analysis revealed that, extra-role behavior contributed to 31% variance on the proposed model. This shows that the ability of supervisors to provide emotional and instrumental support to employees has led to an increase in their extra-role behavior in the organization. The implications of this study in relation to theories, methodologies and organizational practitioners are also discussed.

scholarly journals The Impact of Organizational Climate and Psychological Capital on Organizational Citizenship Behavior

2015 ◽  
Vol 11 (1) ◽  
pp. 224 ◽  
Author(s):  
Taghrid S. Suifan
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Behavior Scale ◽  
The Impact ◽  
The Relationship ◽  
Descriptive Method

<span lang="EN-US">The impact that organizational climate has on organizational citizenship behavior through psychological capital was examined in this study. The descriptive method was adopted with a questionnaire-based survey. The constructs of the study were measured by three scales adopted from previous works: the </span><span lang="EN-US">Organizational Climate Questionnaire developed by Koys and DeCotiis (1991), the Psychological Capital Questionnaire developed by Luthans et al. (2007), and the Organizational Citizenship Behavior Scale developed by Lee and Allen (2002)<span>. A random sample of employees at Jordanian banks was selected, and 227 out of the 250 distributed questionnaires were found to be valid for analysis. All the hypotheses were accepted; that is, </span><span>organizational climate has a statistically significant relationship with organizational citizenship behavior, and psychological capital mediates the relationship between organizational climate and </span><span>organizational citizenship behavior</span><span>. For organizations to improve </span><span>organizational citizenship behavior</span>, the <span>psychological capital should be taken into account. </span></span>

scholarly journals The impact of employee’s perception of organizational climate on their technology acceptance toward e-learning in South Korea

2012 ◽  
pp. 359-378
Keyword(s):  
South Korea ◽  
Organizational Climate ◽  
Technology Acceptance ◽  
Organizational Factors ◽  
Organizational Issues ◽  
Use Of Technology ◽  
E Learning ◽  
Acceptance Levels ◽  
The Impact ◽  
The Relationship

To better understand the relationship between e-learning integration and organizational factors in South Korea, this study explored the influence of employees’ perceptions of organizational climate on their technology acceptances toward e-learning in the workplace of South Korea. Employees’ perceptions of organizational climate was evaluated using Litwin & Stringer’s Organizational Climate Questionnaire (LSOCQ) and employees’ technology acceptance toward e-learning was measured by the Unified Theory of Acceptance and Use of Technology (UTAUT). A canonical correlation suggested that employees’ perceived organizational climate can influence their acceptance levels toward e-learning, which implies the importance of addressing organizational issues while integrating e-learning into workplaces in South Korea.

scholarly journals THE IMPACT OF EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL CLIMATE

2021 ◽  
Vol 14(63) (1) ◽  
pp. 89-100
Author(s):  
Oana Tantaru ◽  
◽  
Luiza Mesesan Schmitz ◽  
Horia Moasa ◽  
◽  
...  
Keyword(s):  
Emotional Intelligence ◽  
Organizational Climate ◽  
Positive Impact ◽  
Negative Perception ◽  
Multinational Organizations ◽  
The Impact ◽  
The Relationship

This paper highlights the relationship between employees` emotional intelligence and their experience of organizational climate. We analyze the two concepts in two Romanian multinational organizations and we demonstrate that emotional intelligence has a positive impact on organizational climate, which means that employees with higher scores of emotional intelligence experience a more positive organizational climate. Also, a higher level of heterogeneity in EQ scores leads to a more negative perception of organizational climate.

The Project Communication and Trust Nexus as an Antecedents of Project Success: Moderating Role of Authentic Leadership

2021 ◽  
pp. 232948842110190
Author(s):  
Haleema Majeed ◽  
Umar Nawaz Kayani ◽  
Syed Arslan Haider
Keyword(s):  
Authentic Leadership ◽  
Online Survey ◽  
Project Success ◽  
Sampling Technique ◽  
Project Managers ◽  
Survey Method ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

The present study aims to investigate the impact of project communication on project success with the mediating role of trust and the moderating role of authentic leadership. The sample is drawn using a convenient sampling technique. The data is collected through the online survey method due to the COVID-19 pandemic, from project-based construction companies of Pakistan ( n = 245). The analyses are established using SPSS v.25 and AMOS v.23 software to test hypotheses. The results indicate that project communication is positively associated with project success; trust mediates the relationship between project communication and project success. Similarly, results also confirm that the moderating role of authentic leadership is strengthening the relationship between project communication and trust. This research is beneficial for project managers, site supervisors, and leaders, since project managers need to develop communication and trust between the employees as communication, leads to the successful completion of projects and achievement of goals. Managers should connect the employees so that the workflow does not get disturbed. Lack of communication can badly affect the success of the project and lead it toward failure. The manager or work supervisor needs to keep all the employees bound together so that they perform effectively.

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