scholarly journals Authentic Leadership and Openness to Change in Pakistani Service Industry: The Mediating Role of Trust and Transparent Communication

2020 ◽  
Vol 10 (3) ◽  
pp. 291
Author(s):  
Abdul Basit ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Authentic Leadership ◽  
Service Industry ◽  
Strategic Change ◽  
Equation Modeling ◽  
Self Awareness ◽  
Change Initiatives ◽  
Openness To Change ◽  
Mediating Role ◽  
Indirect Relationship

Organizations to engage in strategic change initiatives to remain competitive. Leadership is the top determinant of successful change. This study investigated the factor affecting the employee’s openness to change during process of change and how leadership affects that. We proposed a theoretical framework, modifying (Yue, Men, & Ferguson, 2019) by incorporating Authentic in place of transformational Leadership. We hypothesized that authentic leadership affect organisational trust during change both directly, as well as by inducing transparent communication. Trust would in turn positively affect openness to change. Authentic leadership included 1. Self-Awareness, 2. Relational Transparency, 3. Balanced Processing, and 4. Internalized Moral Perspective, dimensions. Whereas, transparent communication consisted of 1. Participation, 2. Substantiality, 3. Accountability, Factors. Empirical validity was established by conducting a survey using close ended questionnaire. Data was collected from 310 employees working across different service industry in Karachi, and analyzed using confirmatory factor analysis and structured equation modeling. The finding revealed that transparent communication and authentic leadership have significance direct and indirect relationship with employees’ openness to change. Organizational trust has significant relationship with employees’ openness to change during change process. However Authentic leader has weak direct relation with transparent communication and there is no significance relationship between authentic leadership and trust with mediating role of transparent communication. However, trust significantly mediate all the factors of authentic leadership except Self-Awareness, and Openness to Change. Similarly, trust also mediated Substantiality, and Accountability factors of communication, and openness. Lastly, substantiality also offered a partial mediatory role between authentic leadership and trust.

Authentic Leadership Fostering Creativity in Start-ups: Mediating Role of Work Engagement and Employee Task Proactivity

2020 ◽  
pp. 227853372096429
Author(s):  
Santoshi Sengupta ◽  
Swati Sharma ◽  
Aishwarya Singh
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Sense Of Self ◽  
Self Awareness ◽  
Positive Leadership ◽  
Mediating Role ◽  
Start Up ◽  
Start Ups

This study investigates the effect of authentic leadership (AL) on employee creativity and the mediating role of work engagement (WE) and employee task proactivity (ETP) in the context of start-ups. Data collected from 300 leaders and 300 employees of Indian start-ups were analysed using structural equation modelling. The findings suggest that AL has direct and significant effects on creativity and the same is mediated by WE and ETP. For a start-up, it is essential that employees perceive their founders or leaders to have high moral perspective, clear sense of self-awareness and exhibit transparency in their behaviours with their followers. Such behaviours motivate the followers to invest soulfully in their work and do things in a proactive manner, which then leads to creativity. For any start-up to succeed, both a strong form of positive leadership and high levels of creativity from employees are required.

The relationship between authentic leaders and employees’ creativity

2018 ◽  
Vol 11 (2) ◽  
pp. 58-73 ◽  
Author(s):  
Ana Suzete Semedo ◽  
Arnaldo Coelho ◽  
Neuza Ribeiro
Keyword(s):  
Structural Equation ◽  
Design Methodology ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate how authentic leadership (AL) predicts creativity both directly and through the mediating role of affective commitment (AC) and job resourcefulness (JR). Design/methodology/approach Data collected from a questionnaire administered to a sample of 543 employees have been analyzed. The model was tested using structural equation modeling. Findings The findings show that AL predicts AC, JR and creativity. The findings also show that AC and JR predict creativity. In other words, leaders’ authenticity increases employees’ creative spirit and, thus, employees’ ability to overcome obstacles and meet challenges at work and their emotional bond play an important role (mediators) in this relationship. Practical implications The results of this study are conclusive and contribute to a better understanding of AL and its implication for employees’ emotional bond, their ability to overcome obstacles and their ability to introduce new and useful ideas. This study provides evidence that organizations should focus on training leaders with authentic characteristics. Originality/value This study considers both AC and JR as mediators of the relationship between AL and creativity. Therefore, the originality of this study lies in the integration of these four concepts in a single study to provide a model that depicts the chain of effects between AL, AC, JR and an employee’s creativity.

Fostering sustainable relationships in Pakistani cellular service industry through CSR and brand love

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ammar Javed ◽  
Zia Khan
Keyword(s):  
Structural Equation ◽  
Service Industry ◽  
Equation Modeling ◽  
Service Firms ◽  
Brand Love ◽  
Content Type ◽  
Mediating Role ◽  
Corporate Ability ◽  
Corporate Social

PurposeThis study investigates the mediating role of brand love in two important relationships: first, corporate social responsibility (CSR)–word-of-mouth (WoM) intentions and second, corporate ability (CA)–WoM relationships.Design/methodology/approachData were collected with a sample of 359 respondents, and partial least squares-based structural equation modeling was utilized for data analysis.FindingsThe research reveals interesting findings as brand love fully mediates the CSR–WoM relationship, whilst it partially mediates the CA–WoM relationship.Practical implicationsThe results demonstrate that cellular service firms should strive to create brand love. This is because CSR investments can be diligently translated into WoM intentions through brand love.Originality/valueThe proposal and validation of brand love as a mediator in CSR–WoM and CA–WoM relationships in the cellular service context of a South Asian market is the key contribution of this research.

Authentic leadership and employee performance: mediating role of organizational commitment

2019 ◽  
Vol 40 (5) ◽  
pp. 548-560 ◽  
Author(s):  
Ali Hadian Nasab ◽  
Leila Afshari
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Theoretical Foundations

Purpose The purpose of this paper is to investigate the effect of authentic leadership (AL) on employee performance (EP) and to examine the mediating role of organizational commitment (OC). Design/methodology/approach Data were obtained from all employees (216) of tourism agencies in Guilan province (Iran) using a 19-item survey. In total, 173 questionnaires were returned, yielding a response rate of 80 percent. A mediation model was outlined and tested using structural equation modeling. Findings The results showed that AL had a significant effect on EP and OC. The findings further demonstrated the significance of the relationship between OC and EP confirming the mediating role of OC. Practical implications This study suggests that managers can promote OC and consequently EP by adopting an AL style. In addition, the managerial and theoretical foundations generated by this study can be considered a solution for improving EP. Originality/value This study contributes to the EP literature by providing a plausible explanation of the mediating role of OC in connecting AL to EP.

scholarly journals The Mediating Role of Brand Love in the Relationship Between Consumer-Based Brand Equity and Brand Loyalty: a Research on Starbucks

2021 ◽  
Vol 12 (22) ◽  
pp. 150-167
Author(s):  
Aylin Sinem Polat ◽  
Burçin Cevdet Çetinsöz
Keyword(s):  
Service Quality ◽  
Brand Loyalty ◽  
Service Industry ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Brand Love ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The present study aims to determine the mediating role of brand love in the relationship between CBBE and brand loyalty. The study makes an analysis of CBBE, brand loyalty, and brand love related to Starbucks – a global coffee house and roastery catering concept. The study population comprises customers of the Starbucks enterprises operating in the city of Mersin, Turkey, and adopts a convenience sampling method. During the data collection process, 384 customers of Starbucks stores within Mersin who were over 18 years of age were surveyed. The dependent variables of the study are "brand loyalty" and "brand love," whereas the independent variable is "CBBE". The hypotheses developed in the research model were tested through structural equation modeling (SEM). Based on the study findings, it was concluded that brand love, as well as the dimensions of CBBE of "Service Quality: Physical Quality SQ:PQ" and "Lifestyle-Congruence LC", had full mediation with brand loyalty, while "Service Quality: Staff Behavior SQ:SB", "Ideal Self-Congruence IS-C" and "Brand Identification BI" had no such mediating effect on brand loyalty. In the study, the mediating role of brand love in terms of the impact of CBBE in the service industry on brand loyalty has been examined for the first time. The research findings show that a strong bond will be established with the target audience through compatible and parallel strategies that will be implemented by the managers on the SQ:PQ and LC dimensions of CBBE and this situation will increase loyalty to the brand. As a result of the consumers' strong emotions and their increasing loyalty towards the brand, this situation will lead the businesses in the service industry to protect their market share along with having a positive impact on their sustainable competition and profitability.

scholarly journals The Emerging Paradigm of Leadership for Future: The Use of Authentic Leadership to Lead Innovation in VUCA Environment

2021 ◽  
Vol 12 ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Syed Saad Ahmed ◽  
Essa Khan
Keyword(s):  
Authentic Leadership ◽  
Service Industry ◽  
Work Behavior ◽  
Innovative Work Behavior ◽  
Demographic Profiles ◽  
Mediating Role ◽  
Final Sample ◽  
Member Exchange ◽  
Innovative Work

This study explicated the mediating role of leader–member exchange (LMX) and identification with the leader linking authentic leadership and innovative work behavior. The data were collected from the three sectors of the service industry. The final sample size obtained was 347. The data were collected both through the Google form and pen-filled questionnaires. SPSS was used to compute demographic profiles and conduct a hierarchal regression, while Smart-PLS was used for evaluating the constructs for their psychometric properties and testing the structural relations as proposed in the model. This study found LMX and identification with the leader to mediate between authentic leadership and the innovative work behavior of the employees.

scholarly journals Investigating The Mediating Role Of Service Innovation In Firm Performance: An Empirical Research

2016 ◽  
Vol 32 (2) ◽  
pp. 461 ◽  
Author(s):  
Arif Mohammad Arshad ◽  
Jie Wang ◽  
Qin Su
Keyword(s):  
Firm Performance ◽  
Organizational Performance ◽  
Service Industry ◽  
Service Innovation ◽  
Service Firms ◽  
Total Quality ◽  
Empirical Survey ◽  
Mediating Role ◽  
Indirect Relationship

The aim of this paper is to investigate the relationship between total quality management (TQM), service innovation and firm performance in the Pakistan’s service industry. An empirical survey was performed and there were 190 participants from financial service firms in Pakistan. Regression analysis was employed in this study to investigate the tri-dimensional relationship between TQM, service innovation and firm performance. In the context of financial firms, this research examines how TQM practices adopted and managed to boost service innovation and whether and how TQM practices is going to influence the firm performance through the mediating role of service innovation. A research framework and the related hypotheses are suggested. Direct and indirect impact of each construct of TQM practices on organizational performance was determined. Data analysis discloses that, extent of TQM implementation has a positive and significant influence on service innovation as well as on organizational performance. Furthermore, a positive but a weak relationship was observed between service innovation and organizational performance.  The direct relationship between TQM and organizational performance outperforms the indirect relationship of service innovation and organizational performance. It has contributed in the sense that past researchers have not considered the tri-dimensional relationship between TQM, service innovation and firm performance.

Authentic leadership traits, high-performance human resource practices and job performance in Pakistan

2020 ◽  
Vol 16 (3) ◽  
pp. 299-317
Author(s):  
Ali Zeb ◽  
Fazal ur Rehman ◽  
Muhammad Imran ◽  
Muazam Ali ◽  
Rawdha Ghareeb Almansoori
Keyword(s):  
Job Performance ◽  
Human Resource ◽  
High Performance ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Human Resource Practices ◽  
Leadership Traits ◽  
Content Type ◽  
Mediating Role

PurposeThis empirical study aims to explore the linkage among authentic leadership traits and job performance via the mediating role of high-performance human resource practices (HPHRPs) in a developing country context. Social exchange theory and trait theory are widely employed in many disciplines but seldom applied to job performance among Pakistan Telecommunication Company Limited (PTCL) employees.Design/methodology/approachThe sample of the study is PTCL's employees. A cross-sectional design was employed and data was collected from 377 employees via questionnaire. This is an exploratory study; therefore, partial least square–structural equation modeling (PLS-SEM) was employed to answer the research questions.FindingsThe findings of this study revealed that relational transparency, directly and indirectly, influenced job performance with the partial mediating role of selective staffing and extensive training. Furthermore, balance processing, directly and indirectly, influenced job performance with the partial mediating role of incentive reward, while self-awareness, internalized moral perspective, employment security and result-oriented appraisal were insignificant influences on job performance.Practical implicationsThe results of the study delineated practical applications for both the researchers and policymakers. The results of this study would also augment the body of knowledge on human resource practices in both developed and developing countries.Originality/valueThis study found and reported authentic leadership traits and HPHR as the main sources of job performance in PTCL. This study empirically examined the influence of authentic leadership traits on job performance with the mediating role of a bundle of HPHRPs in a developing context.

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