scholarly journals Differentiated Leadership and Group Performance: The Mediating Effect of Group Cohesion

2018 ◽  
Vol 14 (1) ◽  
pp. 114
Author(s):  
Yu-Chuan Tung ◽  
Yi-Ping Lin ◽  
Wen-Hsin Chang
Keyword(s):  
Social Cohesion ◽  
Positive Relationship ◽  
Group Performance ◽  
Work Groups ◽  
Group Cohesion ◽  
Mediating Effect ◽  
Group Level ◽  
Differentiated Leadership ◽  
The Relationship

The aims of this study are to enhance the effectiveness of group-level differentiated leadership, and to explore the effects of Chinese differentiated leadership on group performance, and how social cohesion mediates the relationship between differentiated leadership and group performance. This study investigated 51 work groups from different enterprises in Taiwan, consisting of 51 supervisors and 230 employees. The results showed that differentiated leadership was positively associated with group social cohesion. Group social cohesion was positively associated with group performance. Finally, social cohesion fully mediated the positive relationship between differentiated leadership and group performance.

Learning Patterns as Criterion for Forming Work Groups in 3D Simulation Learning Environments

2019 ◽  
pp. 298-313
Author(s):  
Jose Maria Cela-Ranilla ◽  
Luis Marqués Molías ◽  
Mercè Gisbert Cervera
Keyword(s):  
Learning Environments ◽  
Group Performance ◽  
Work Groups ◽  
Descriptive Statistics ◽  
3D Simulation ◽  
Simulation Environment ◽  
Learning Patterns ◽  
Performance Results ◽  
The Relationship ◽  
Final Group

This study analyzes the relationship between the use of learning patterns as a grouping criterion to develop learning activities in the 3D simulation environment at University. Participants included 72 Spanish students from the Education and Marketing disciplines. Descriptive statistics and non-parametric tests were conducted. The process was analyzed by means of teamwork measurements and the product was analyzed by assessing the final group performance. Results showed that learning patterns can be an effective criterion for forming work groups, especially when the students do not know each other.

scholarly journals The Effect of Corporate Visibility on Corporate Social Responsibility

2019 ◽  
Vol 11 (13) ◽  
pp. 3698 ◽  
Author(s):  
Frank Li ◽  
Taylor Morris ◽  
Brian Young
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Firm Size ◽  
Positive Relationship ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Mediating Effect ◽  
The Public ◽  
Corporate Social ◽  
The Relationship

Outside of direct ownership, the general public may feel it is an implicit stakeholder of a firm. As the public becomes more vested in a firm’s actions, the firm may be more likely to engage in Corporate Social Responsibility (CSR) activities. We proxy for the public’s stake in a firm with public visibility. Based on 3400 unique newspaper publications from 1994–2008, we measure visibility for the S&P 500 firms with the frequency of print articles per year concerning the firm. We find that visibility has a signficant, positive relationship with the CSR rating. Evidence also suggests this relationship may be causal and working in one direction, from visibility to CSR. While the existing literature provides other factors that influence CSR, visibility proves to have the most significant impact when tested alongside those other factors. Visibility also has a mediating effect on the relationship between CSR rating and firm size. CSR rating and firm size relate negatively for the lowest visibility firms and positively for the highest. This paper provides strong evidence that visibility is an important factor to consider for studies on corporate social performance.

scholarly journals Leader Behavioral Integrity and Employee In-Role Performance: The Roles of Coworker Support and Job Autonomy

2020 ◽  
Vol 17 (12) ◽  
pp. 4303 ◽  
Author(s):  
Yongjun Choi ◽  
David Yoon ◽  
Dongkyu Kim
Keyword(s):  
Positive Relationship ◽  
Mediating Effect ◽  
Job Resources ◽  
Job Autonomy ◽  
Role Performance ◽  
Behavioral Integrity ◽  
Coworker Support ◽  
Team Members ◽  
The Relationship ◽  
Practical Implications

The positive relationship between leader behavioral integrity and an employee’s in-role performance is well-established, but explanations for why this effect exists are still in a nascent stage. Drawing upon leader behavioral integrity theory and job-demands resources theory, the authors explain how leader behavioral integrity facilitates employee in-role performance and the boundary conditions influencing the relationship between leader behavioral integrity and employee in-role performance. Using multisource data from 209 employee-manager dyads in South Korea, this paper found support for the mediating effect of coworker support in the positive relationship between leader behavior integrity and employees’ in-role autonomy. Furthermore, compared to those who perceive low job autonomy, the positive indirect effect of leader behavioral integrity on in-role performance via coworker support was stronger for employees who perceive high job autonomy. The findings emphasize the importance of a leader’s individual difference (i.e., leader behavioral integrity) and job resources (i.e., job autonomy) facilitating the receipt of team members’ supporting behaviors which, in turn, energize employee in-role performance. Theoretical and practical implications are discussed.

Mediators of ethical leadership and group performance outcomes

2017 ◽  
Vol 32 (7) ◽  
pp. 484-496 ◽  
Author(s):  
J.C. Peng ◽  
Julian Lin
Keyword(s):  
Ethical Leadership ◽  
Group Performance ◽  
Leadership Behaviors ◽  
Value Congruence ◽  
Performance Outcomes ◽  
Group Level ◽  
Content Type ◽  
The Relationship ◽  
Group Trust ◽  
Level Performance

Purpose The purpose of this paper is to examine the relationship between ethical leadership and group-level performance outcomes and show that group value congruence and group trust play pivotal mediating roles in the relationship between ethical leadership and work group performance outcomes. Design/methodology/approach To examine the proposed model, survey data from 116 branches of a baked goods and beverages chain located in Northern Taiwan were analyzed. Findings The results revealed that ethical leadership was positively and significantly related to group in-role performance and group helping behavior; the relationship was fully mediated by group value congruence and group trust after controlling for idealized influence leadership. Research limitations/implications This study features a cross-sectional study design, thus limiting the accuracy of inferences about causality. Practical implications The results of the current study revealed that ethical leadership behaviors enhance group trust. Hence, these leadership behaviors could be among the best and most appropriate practices to be implemented in China and Taiwan. Originality/value The data suggested that ethical leadership was associated with not only individual-level behavior but also group-level performance. Furthermore, this paper also uncovered the mediation mechanism through which ethical leadership enhances group performance.

scholarly journals Fostering Knowledge Transfer through High- Performance HRM Practices: The Mediating Role of Affective Commitment

2017 ◽  
Vol 13 (13) ◽  
pp. 374
Author(s):  
Darius N. Ikyanyon ◽  
Egena Ode
Keyword(s):  
Regression Analysis ◽  
Knowledge Transfer ◽  
High Performance ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

Due to the importance of knowledge transfer in enhancing competitive advantage of firms, organizations are increasingly developing strategies for effective knowledge transfer. This study examined the relationship between high-performance HRM and knowledge transfer as well as the mediating effect of affective commitment on this relationship. The study is based on data from 136 mangers drawn from six banks in Nigeria. Through the use of regression analysis and mediation analysis using PROCESS macros, we report a positive relationship between highperformance HRM and knowledge transfer. We also found a positive relationship between affective commitment and knowledge transfer. In turn, affective commitment mediated the relationship between high-performance HRM and knowledge transfer. The study therefore concluded that highperformance HRM contributes to knowledge transfer directly and indirectly through affective commitment.

scholarly journals Strategic elements of residency training in China: transactional leadership, self-efficacy, and employee-orientation culture

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Guangwei Deng ◽  
Di Zhao ◽  
Jonathan Lio ◽  
Xinyu Chen ◽  
Xiaopeng Ma ◽  
...  
Keyword(s):  
Transactional Leadership ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Public Hospitals ◽  
Mediating Effect ◽  
The Self ◽  
Clinical Teachers ◽  
Training Performance ◽  
Employee Orientation ◽  
The Relationship

Abstract Background The standardized training of resident physicians in China is significant and robust. During the training, clinical teachers act as leaders. The training taking place in public hospitals requires a transactional leadership style (TLS), but existing research studies seldom analyze how to promote residents’ performance from this perspective. Methods Two hundred and ninety six new residents undertaking standardized training were recruited from five tertiary hospitals in two provinces of China. Hierarchical moderated and mediated regression analyses were used to test the hypotheses. The hypotheses include that TLS is positively related to the training performance; mediating effect of self-efficacy and moderating effect of employee-orientation organizational culture (EOC) are significant. Results (1) Two kinds of teachers’ TLS, punishment and reward, have significant positive influence on residents’ performance. (2) Self-efficacy of residents partly mediates the positive relationship. (3) EOC moderates the relationship between the punitive behavior of clinical teachers with TLS and the self-efficacy of the residents. Conclusions Empirical evidence has shown the positive relationship between teachers’ TLS and residents’ performance outcomes in China. Teachers can enhance training performance by promoting self-efficacy of residents. This study also advances our understanding of EOC by examining the demonstrated moderating effects of cultural background in the relationship between teachers’ TLS and the self-efficacy of residents.

The mediating effect of satisfaction on trust-commitment and relational outcomes in manufacturer–supplier relationship

2019 ◽  
Vol 35 (2) ◽  
pp. 219-230 ◽  
Author(s):  
Yogesh Mungra ◽  
Prabhat Kumar Yadav
Keyword(s):  
Relationship Quality ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Relationship Duration ◽  
Relational Outcomes ◽  
Relationship Performance ◽  
The Relationship ◽  
Supplier Relationship

Purpose This study aims to investigate the effect of commitment and trust on satisfaction and sequential effect of satisfaction on relational outcomes (i.e. performance and governance cost) in a manufacturer–supplier relationship. Authors of this paper explore the relationship quality parameters such as trust, commitment and satisfaction and its effect on improving the performance and reducing the governance cost between the partners, as well as the effect of relationship duration on the antecedents and relational outcomes. Design/methodology/approach Based on the conceptual framework developed by authors, hypotheses were formulated, to test the effect of trust and commitment to performance and governance cost through the mediating effect of satisfaction in the manufacturer–supplier relationship. Data were collected from 196 manufacturers from the western part of India, through a structured questionnaire, and collected quantitative data were analyzed through structural equation modeling. Findings The analysis of the sample of 196 manufacturers suggests a positive relationship between satisfaction and commitment and between satisfaction and trust. The study suggests that increased satisfaction lowers governance cost as well as suggests a positive relationship between satisfaction and performance in a manufacturer–supplier relationship. As a relationship grows in an early stage, relationship performance improves, and as the relationship matures, the relationship performance diminishes. Practical implications Findings suggest that managers in business and industrial markets shall focus on commitment in the relationship rather than just trust that leads to satisfaction. It also suggests that a higher level of satisfaction enhances the performance and reduces the governance cost in a manufacturer–supplier relationship. Originality/value This research makes four contributions: first, it enquires the direct impact of trust and commitment to a manufacturer’s satisfaction; second, it investigates the indirect impact of trust on a manufacturer’s satisfaction through commitment in the relationship; third, it investigates the mediating satisfaction between trust-commitment and relationship outcomes (relationship performance and governance cost); fourth, the research shows the impact of relationship duration regarding the relational outcomes and the dimensions of relationship quality into a short-term and long-term relationship. It also uniquely suggests that the presence of commitment has a catalytic effect on satisfaction. Research offers managerial implication to increase the performance and to reduce the governance cost in the relationship.

Learning Patterns as Criterion for Forming Work Groups in 3D Simulation Learning Environments

2016 ◽  
Vol 14 (4) ◽  
pp. 27-40
Author(s):  
Jose Maria Cela-Ranilla ◽  
Luis Marqués Molías ◽  
Mercè Gisbert Cervera
Keyword(s):  
Group Performance ◽  
Work Groups ◽  
Descriptive Statistics ◽  
Learning Activities ◽  
3D Simulation ◽  
Simulation Environment ◽  
Learning Patterns ◽  
Performance Results ◽  
The Relationship ◽  
Final Group

This study analyzes the relationship between the use of learning patterns as a grouping criterion to develop learning activities in the 3D simulation environment at University. Participants included 72 Spanish students from the Education and Marketing disciplines. Descriptive statistics and non-parametric tests were conducted. The process was analyzed by means of teamwork measurements and the product was analyzed by assessing the final group performance. Results showed that learning patterns can be an effective criterion for forming work groups, especially when the students do not know each other.

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