Consequences of differentiated leadership in groups

The present research paper focuses on four key aspects of organizational culture in the United Arab Emirates (UAE): employee attitude, performance, behavior, and productivity. Every organization has a unique culture, which shapes the employees’ perspectives to a large extent. The greater the consistency of the approach, the greater the likelihood of that organization achieving success. The main purpose of this study was to examine the influence of corporate culture on the behavior of heterogeneous groups of employees. The UAE, as an emerging economy, has various ethnicities and nationalities in its workforce, each having its own distinctive national customs, languages, religions, histories, and work patterns. This paper examines two cases in the remittances and foreign exchange industry in the UAE as being characteristic of finance companies, comprising employees who originated from many nations working together regardless of their socio-cultural background. Based on a questionnaire, the literature, and a hypothesized model, this paper investigates the relationship of UAE’s heterogeneous work culture on employees’ perspectives. In an innovative way, the result of this study reveals and supports our hypotheses that organizational culture has a high impact on the work performance, attitudes, and behaviors of the employees belonging to two selected companies, regardless heterogeneous nationalities and cultures.

Corporate Culture and Its Impact on Employees’ Attitude, Performance, Productivity, and Behavior: An Investigative Analysis from Selected Organizations of the United Arab Emirates (UAE)

The purpose of this paper is to examine prominent issues and knowledge contributions from research exploring the nexus between accounting and the business of sport, overview the other papers presented in this AAAJ Special Issue and draw from this work to scope out future impactful research opportunities in this area.,A review and examination of the prior literature and the other papers published in this AAAJ Special Issue.,The paper identifies and summarises three key research themes in the extant literature: financial regulation and assurance; commercialisation and professionalism; and accountability and control. Then it draws from work within these research themes to set out four broad areas for future impactful research.,The value of this paper rests with collating and synthesising several important research issues on the nexus between accounting (broadly defined) and the business of sport, and in prompting future extensions of this work through setting out areas for further innovative accounting research on sport.,The research examined in this paper and the future research avenues proposed are highly relevant to administrators and regulators in sport. They also offer important insights into matters of accounting, accountability, valuation and control more generally.,This paper adds to vibrant existing streams of research in the area by bringing together authors from different areas of accounting research for this AAAJ Special Issue. In scoping out an agenda for impactful research at the intersection of accounting and sport, this paper also draws attention to underexplored issues pertaining to the rise of integrity and accountability concerns in sport, strategic choices in financial regulation, valuation issues and practices and the rise of technology in sport.

Accounting and the business of sport: past, present and future

PurposeThe purpose of the study is to examine performance differentials in the hospitality industry through organisational culture.Design/methodology/approachThe study adopted the positivism philosophy, thus relying on the quantitative approach. A structured questionnaire was deployed to gather data from 162 sampled respondents.FindingsThe study finds that mission, involvement and consistency as dimensions of organisational culture have a significant positive relationship with performance of the hotels. However, adaptability as an organisational culture dimension has no statistically significant relation with performance.Practical implicationsThrough this study, key stakeholders in the hospitality industry will understand that deploying organisational culture in businesses is important in enhancing performance of businesses.Originality/valueThe study is underpinned by the organisational excellence theory, and its main contribution to the literature is by proposing that when firms deploy excellent cultural attributes, their performance will improve.

Does organisational culture determine performance differentials in the hospitality industry? Evidence from the hotel industry

One crucial factor in determining the successes of learning in schools is the teachers’ performances. Teacher’s performance not only determines the learning successes but also the achievements of the organizational goals. This study aims to determine the effects of the work environment, work motivation, and organizational culture on the teachers’ performance. The number of subjects in this study was 82 teachers in the Primary and Secondary levels. A quantitative approach with the PLS-SEM method, in which the Smart PLS application was implemented to process the data, was used in this study. For the data collection, a survey technique using a questionnaire was selected as a research instrument. The results of the data analysis have shown that the work environment, work motivation, and organizational culture have positive effects on performance.

/pdf/work-environment-work-motivation-and-organizational-culture-njtc8jaiy2.pdf

Work environment, work motivation and organizational culture in influencing teachers’ performance

This research aims to assess direct and indirect influences of organizational culture on job performance, as well as to evaluate the impact of each sub-element of organizational culture on such performance. It is argued that employees performance derives, on the one hand, from a long-term perspective related to changes that organizations manage and implement during their process of growth. A second dimension of organizational culture can be given through organizational values, routines and distinctive aspects of culture that allow organizations to create solid competitive advantages. Since most studies in this field were held in Western work cultures, this paper will be devoted to the analysis of this relationship within an Arabic cultural environment and more specifically within a Saudi context. A quantitative study tool, based on a comprehensive research questionnaire, was used and the sample was selected from various government departments being operative in Alkharj. The findings indicate a positive relationship between organizational culture and job performance. Likewise, four organizational culture sub-elements, namely Managing Change, Achieving Goals, Coordinating Teamwork and Cultural Strength, were found affecting positively on job performance, but with varying and distinct intensity. Only Customer Orientation was found negatively associated with job performance.

/pdf/the-impact-of-organizational-culture-on-job-performance-a-49wpp5ws1c.pdf

The impact of organizational culture on job performance: a study of Saudi Arabian public sector work culture

Modern dynamic era and today’s cognizant society compels the new leaders to face real challenges for leaders around the globe; based on the strong ties of knowledge integration companies focus on nurturing innovation for survival and strive for improvements to compete and sustain in the market. However, organizations sometimes fail to achieve viable competitive advantage due to their limited understanding of the relationships amid these premeditated variables. This study investigates the impact of transformational leadership on organizational performance; employing organizational innovation as the mediating role. The study explores that the relationship between “transformational leadership” and “organizational performance” is convincing. “Convenience sampling techniques” are employed to gather information i.e. data is collected by using questionnaire employed to evaluate transformational leaders. Questionnaires consist of 25 question items have been distributed among multiple tier leaders working in MIA Group and is subsequently analyzed by using SPSS. The current research will assist the managers/leading role professionals to develop a required leadership style in one's organizations. Most of the organizations require an environment where employees are encouraged by motivated leaders and become more effective and creative in leading successful organizations. Further, it provides persuasive evidence for the significance of continuing the efforts to understand the nature of the leadership behaviors-effectiveness connection.

https://amazoniainvestiga.info/index.php/amazonia/article/download/53/33

The Influence of Transformational Leadership on Organizational and Leadership Effectiveness: An Empirical Case Study of Pakistan

Leaders are influential and largely impact organization’s destiny; apart from their positive attitude and charismatic traits whereas toxic leadership is a destructive term and destructive leader behavior destroys the organization and teams with their negative and toxic behavior. The aim of this study highlights the impact of toxic leadership behavior at workplace climate with mediation of work place harassment (WPH) in textile industry of Pakistan. This study follows the positivist paradigm and deductive reasoning approach for data collection from sampling subjects working in textile industries of major cities of Punjab, Pakistan. Data has been collected from 351 employees about the toxic leaders’ behavior and harassment issues at workplace through questionnaires. Random sampling method is used for data collection. The adapted questionnaire items are measured against the 5-points Likert scale. SPSS and AMOS is used for data analysis and modeling. Results shows that the toxic leadership behavior has a strong negative impact on workplace climate results in low degree of employee performance, lack of motivation and absenteeism. It negatively nourishes harassment among the teams and endeavors a negative workplace climate. Harassment and negative culture astute high employee turnover and intentions to leave job behaviors. Toxic leadership has a significant capacity to influence on workplace harassment. Results emphasized on bilateral and open communication among the workforce and leaders. Leadership imparts desired knowledge, skills and abilities as per company needs; hands on training of employees on conflict resolution and sort out misunderstandings to ensure optimal job performance and reduce stress. This study contributes to positive social changes and generates practical leadership models. It recommends detoxification culture at workplace results in healthy, productive, motivated workforce, employee satisfaction and organizational success. Positive landmarks of leadership benefits individual employee’s physical and mental health also improve economic conditions and commitment.

An Empirical Investigation of Toxic Leadership Traits Impacts on Workplace Climate and Harassment

Despite the valuable contribution of recent debates on the role of communities in the process of intra organizational coordination, especially those related to communities of practice, several questions remain settled and relegated to an outer edge. Particularly, we will be discussing weather communities can clear up the mechanism of selection of emergent rules and practices within an individualistic paradigm: can the individual be matched with communities and hence repositioned in the issue of intra organizational coordination? We also pose the possibility of conceiving firms as a corps of interconnected communities of struggle through which we aim at enhancing a thermodynamic vision of interactions that take place within and between distinct communities. Our discussion will be firstly built on Nietzsche's critiques of Identity with regard to the development of affirmation of rationality and difference, and secondly on Bourdieu's explorations of the roles and impact of struggles on the process of social distinction within groups interacting at both cognitive and practical branches. The background of the paper is above all an apology of sociocognitive distance. Our main findings pertain to the necessity of getting rid of a rosy conceptualization of social communities by emphasizing the role of their history and social traditions in their organizational performance where they cannot be efficient or effective unless they remain heterogeneous and enhance their members distinctiveness.

https://www.amazoniainvestiga.info/index.php/amazonia/article/download/122/98

Towards an alternative understanding of communities in practice

The purpose of the article: This research explored and contributes to the leadership literature by investigating the influence of transactional leadership over employee engagement at certain banks located in KPK and Punjab province of Pakistan. It observes the influence of main aspects i-e contingent reward, active management by exception (MBE active) on worker’s regular job commitmentMaterials and methods: This distinctive combination of leadership behaviors are compared with attention given specifically to everyday work settings. Twenty banks are selected involving 180 employees. Questionnaires and interviews are conducted to collect data.Results of the research: The relationships among variables are examined through the Spearman Rank-order correlation coefficient.  The moderating effects associated with corporate culture are observed by employing multiple regression analyses. A positive and significant relationship is revealed between transactional management and chosen variables except “passive management by exemption”. It is safely predicted that employee job satisfaction can be greatly elevated through transactional leadership. It is established that “contingent reward” and “active management by exemption” improve worker's engagement in contrast to passive management by exemption.
Applications: This research can be used for universities, teachers, and students.
Novelty/Originality: In this research, the model of Drivers of Employee Engagement and Role of Transactional Leadership-Case of Pakistani Banking Sector is presented in a comprehensive and complete manner.

Ghazi Ben Saad

Papers

The impact of organizational culture on job performance: a study of Saudi Arabian public sector work culture

The Influence of Transformational Leadership on Organizational and Leadership Effectiveness: An Empirical Case Study of Pakistan

An Empirical Investigation of Toxic Leadership Traits Impacts on Workplace Climate and Harassment

Towards an alternative understanding of communities in practice

Drivers of employee engagement and role of transactional leadership-case of pakistani banking sector