This questionnaire-based study investigated the relationship between two aspects of leadership (charismatic leadership and trust in top management) and followers’ innovation implementation behavior. Findings from 194 employees working in R&D teams of a multinational automotive company indicated that charismatic leadership and trust in top management were both positively related to innovation implementation behavior, controlling for followers’ individual differences, management level, and department affiliation. The findings demonstrate that both relationships were mediated by followers’ affective commitment to change. Results implicate the need to more closely bond the concepts of affective commitment to change and innovation implementation behavior and consider their connection in future investigations.

Affective commitment to change and innovation implementation behavior

PSYCH 450 – Industrial Psychology – Theory, content and methods of industrial psychology related to the effective operation of organizations including the different approaches used to select employees, how to conduct performance appraisals, and how to train employees in organizations. Work attitudes and behaviors of employees, work schedules, and human factors as well as relevant legal issues. Statistics including regression and correlation are used.

Industrial/organizational psychology

The objective of the current research is to determine the influence of management control system (MCS) as a package on organization performance, and organizational capabilities play an important role to explain this relationship. Data were collected from general managers and chief financial officers from the textile industry of Pakistan to empirically test hypotheses of this study. One hundred sixty questionnaires were used in the analysis through partial least square equation modeling technique. The findings elucidated a significant influence of cybernetic, rewards and compensation, and administrative controls on organizational performance. The same findings were found with cultural, cybernetic, rewards and compensation, planning, and administrative controls with organizational capabilities. Despite this, planning controls and cultural controls have no influence on organizational performance. Organizational capabilities mediate the relationship between all five elements of MCS as a package and organizational performance. The findings provide insights to top management of the textile industry to enhance organizational performance by focusing on indicators mentioned in the study. In addition, improvements in organizational capabilities will also enhance organizational performance. The current research is the pioneer study that tests the mediating role of organizational capabilities between MCS as a package and organizational performance with the help of resource orchestration theory and resource-based view theory. Subjects: management accounting, business, performance management

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The mediating role of organizational capabilities between organizational performance and its determinants

The role of wisdom leadership in increasing job performance: Evidence from the Egyptian tourism sector

The concept of Artificial Intelligence (AI) as a business-disruptive technology has developed in academic and professional literature in a chaotic and unstructured manner. This study aims to provid...

Leveraging Artificial Intelligence in Business: Implications, Applications and Methods

The aim of this study is to survey the relationship between the ethical climate, leadership behavior in terms of charismatic leadership and organizational commitment regarding affective and continuance commitment. It is noted that this examine is based on a survey of 626 people who work in national and multinational companies in Turkey for comparing relationship between the factor analysis, reliability, correlations and regressions. As a consequent, all hypotheses are supported and positively related.

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The relationship among charismatic leadership, ethical climate, job satisfaction and organizational commitment in companies

Digitization in the workplace has already affected working methods and the working environment. The digital transformation of Human Resource Management (HRM) is one of the most discussed topics in recent academic studies. In that context, this chapter investigates the transformation of strategic HRM by big data and artificial intelligence (AI) technologies and the impact on business performance. First, we discuss the impact of digital technologies on SHRM and how big data and AI technologies enhance the strategic development of HR. Secondly, the role of technology in HR evolution from 1945 to the present is explored. It can be seen that as technology develops, business also changes the way it manages human resources. Third, the importance of the use of big data and AI technologies in HR functions is discussed. Finally, the ways in which HR contributes to business performance as a result of the digital transformation of HR are discussed. Suggestions and future directions are provided for both HR professionals and researchers to support overall business performance by transforming SHRM into digital SHRM.

The Transformation of Human Resource Management and Its Impact on Overall Business Performance: Big Data Analytics and AI Technologies in Strategic HRM

https://cyberleninka.org/article/n/1454901.pdf

Superior Organizational Performance through SHRM Implications, Mediating Effect of Management Capability: An Implementation on Islamic Banking☆

This study is aimed to research the relation between learning orientation and variables of firm performance with Strategic Human Resources Management (SHRM) Applications in the participation banks in Turkey. Labor force planning, education-development, assessing performance, reward system, and withholding employee are used as SHRM Applications. Firm performance is selected as only variable. It has been surveyed on participation banks in Turkey. Results inside the Strategic Human Resources Applications; it was detected that labor force planning is meaningfully impacting on labor force productivity and sales. On the other hand, labor force planning has no correlation with employee turnover rate which is one of the variable of organizational performance. Indeed, employee turnover rate is inversely correlated with sales of the company is detected. This study is aimed to explore the impact of Strategic Human Resource Management Applications (SHRMA) on learning orientation and firm performance under the conditions of intensive competitive business world where we live today. The variables of the study are Strategic Human Resource Applications, learning orientation, and firm performance. In the analysis, high constative relations of these variables were discussed with a reductant approach. When all the factors are fixed except the variables learn orientation, SHRMA and firm performance, the results of the correlation analyses gives us that the learning orientation, has a significant one to one effect on SHRMA and Firm Performance factors. Moreover, the results of the analyses that SHRMA has a complete mediator variable effect on the relation between Learning Orientation and Firm Performance. This results state a high arity between the variables that we procured via the corresponding structure equation model.

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The Relation between Learning Orientation and Variables of Firm Performance with Strategic Human Resources Management Applications in the Islamic Banks in Turkey

This paper aims to investigate the mediating role of organizational citizenship behaviors (OCB) between charismatic leadership (CL) and corporate entrepreneurship (CE), as well as to examine the moderator effect of ethical climate on the relationships between charismatic leadership (CL) and corporate entrepreneurship (CE). Structural equation modeling ıs performed to test the proposed relations using data collected from 425 white-collar workers in Istanbul. The analysis results show charismatic leadership, organizational citizenship behaviors, and ethical climate to positively and significantly correlate with corporate entrepreneurship. Meanwhile, principled local ethical climate has a moderator effect between charismatic leadership and organizational citizenship as it strengthens the positive relationship between them. This means that better ethical environmental conditions strengthen the positive effect of charismatic leadership on corporate entrepreneurship. This study contributes to the literature by attempting some novelties such as: (a) testing the impact and importance level of ethical climate in the work environment of an emerging country such as Turkey, (b) investigating the moderating role of ethical climate on the relationship between charismatic leadership and corporate entrepreneurship, and (c) analyzing the mediating relationship among charismatic leadership, organizational citizenship behavior and corporate entrepreneurship and checking the mediating role of organizational citizenship behavior over them.

Doğan Başar

Papers

The relationship among charismatic leadership, ethical climate, job satisfaction and organizational commitment in companies

The Transformation of Human Resource Management and Its Impact on Overall Business Performance: Big Data Analytics and AI Technologies in Strategic HRM

Superior Organizational Performance through SHRM Implications, Mediating Effect of Management Capability: An Implementation on Islamic Banking☆

The Relation between Learning Orientation and Variables of Firm Performance with Strategic Human Resources Management Applications in the Islamic Banks in Turkey

How the Managerial Environment Effects on Corporate Entrepreneurship: Evidence from Turkey