Mohammed Aboramadan

Bio: Mohammed Aboramadan is an academic researcher from University of Milano-Bicocca. The author has contributed to research in topics: Work engagement & Servant leadership. The author has an hindex of 9, co-authored 30 publications receiving 207 citations. Previous affiliations of Mohammed Aboramadan include University of Insubria & University of Milan.

The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement

Abstract: Building on the social exchange theory (SET), this study aims to propose a model of the effects of green human resource management on employee in-role, extra-role and green innovative work behavior (GIWB). This study proposes, building on both the job demands-resources model and SET, that the aforementioned links can be explained through the mediating role of green work engagement (GWE).,Data were collected from employees (n. 208) working in Palestinian higher education organizations using a self-administered questionnaire. The partial least squares-structural equation modeling was the primary statistical technique adopted to examine the study’s hypotheses.,The results suggest that green human resources management (GHRM) was a significant predictor of employee in-role green behavior, extra-role green behavior and GIWB. Furthermore, GWE demonstrated to be a significant intervening mechanism to explain the above-mentioned relationships.,The results provide useful insights for higher education policymakers on how GHRM may positively contribute to employee green outcomes.,This paper is novel for several reasons. First, it contributes to the general literature of GHRM. Second, it contributes to the limited body of knowledge on GHRM in the context of higher education. Third, the distinct contribution of this study is the introduction of GIWB as an outcome of GHRM, and GWE as a mediating variable in the relationship between GHRM and employee green behaviors.

Does climate for creativity mediate the impact of servant leadership on management innovation and innovative behavior in the hotel industry

Abstract: Drawing from theory of organizational creativity, servant leadership (SEL), social exchange and social learning theories, this paper aims to propose a research model where climate for creativity mediates the influence of SEL on management innovation and innovative behavior. The model also investigates the linkage between innovative behavior and management innovation.,Data collected from Arab hotel employees in Palestine were used to gauge the aforesaid linkages through structural equation modeling. Common method variance was checked through an unmeasured latent method factor.,The results reveal that climate for creativity mediates the impact of SEL on management innovation and innovative behavior. Successful SEL practices enable the organization to have climate for creativity, which, in turn, leads to management innovation and innovative behavior. Furthermore, hotel employees’ innovative behavior fosters management innovation.,Top management should have a high level of commitment to the SEL philosophy, which boosts climate for creativity and innovative behavior. It should also capitalize on climate for creativity to activate management innovation. In such an environment, management has to ensure that the supervisors are servant leaders and non-managerial employees are the potential servant leaders. Once employees are trained, empowered and rewarded in an environment which highlights effective SEL practices, they will be more eager to contribute to the company by exhibiting innovative behavior at elevated levels.,Despite a number of studies in the current literature, evidence concerning the effect of SEL on management innovation and innovative behavior simultaneously is scarce. There is still a dearth of evidence pertaining to the underlying mechanism through which SEL fosters management innovation and innovative behavior. In addition, evidence appertaining to the impact of innovative behavior on management innovation is scarce. The study fills in these voids.

Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

Abstract: Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship.,The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1.,Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment.,The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors.,The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

Green human resource management, perceived green organizational support and their effects on hotel employees’ behavioral outcomes

Abstract: This paper aims to propose a research model that explores perceived green organizational support (OS) as a mediator of the effect of green human resource management (GHRM) on job performance (JP) and organizational citizenship behavior toward the organization (OCB-O).,This paper used data obtained from small- and medium-sized hotels in Palestine. The associations given above were tested using structural equation modeling.,The findings reveal that GHRM boosts hotel employees’ perceptions of green OS. That is, the effective implementation of GHRM is a sign of perceived green OS. Congruent with the study predictions, employees’ perceptions of green OS activate their JP and OCB-O. Finally, perceived green OS mediates the impact of GHRM on JP and OCB-O.,Management should take advantage of green human resource practices to acquire and retain talented employees whose environmental goals and values fit those of the company. Employees should be involved in problem-solving on environmental sustainability and green management. They should also participate in continuous training programs and enhance their awareness of environmental sustainability and green management.,There is a lack of evidence appertaining to the effects of GHRM and perceived green OS on non-green positive workplace performance outcomes. More importantly, there is a scarcity of evidence about the mechanism linking GHRM to these performance outcomes.

Narcissistic leadership and behavioral cynicism in the hotel industry: the role of employee silence and negative workplace gossiping

Abstract: Building on leader-member exchange and social cognitive theories, this paper aims to propose a model of the influence of narcissistic leadership on hotel employees’ behavioral cynicism through the mediating roles of employee silence and negative work-related gossiping on this relationship.,The model was examined using covariance-based structural equation modeling using data collected from 468 employees working in several different departments in Italian hotels.,The findings illustrate that narcissistic leadership positively affects behavioral cynicism. Furthermore, employee silence and negative work-related gossiping are shown to have a significant mediating effect on this relationship.,The study may be of use for hotel managers as it demonstrates how narcissism can be very damaging to their organizations and employees.,To date, this study is the first to examine negative work-related gossiping and employee silence as mediator variables in the relationship between narcissistic leadership and behavioral cynicism in the hotel industry. Further, this research makes a significant contribution to the hospitality literature as the topic of narcissistic leadership has not, to date, been adequately investigated in the sector.

Using Multivariate Statistics

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진정성 (authenticity) 효과

Abstract: 본 연구는 21세기 기업경영의 가장 중요한 트렌드인 진정성의 효과를 조직-공중 관계성, 기업명성, 공중의 구매행동 차원에서 고찰하였다 특히, 이들 간의 관계에 대한 실증적 검증을 통해 PR학의 중심을 차지하고 있는 관계관리와 명성관리 논의를 확장시키고, 진정성의 결과로 조직효과 차원의 공중의 구매행동을 살펴봄으로써 기업경영에서 진정성의 실질적 중요성을 입증해내고자 하였다 연구결과, 공중은 진정성이 있다고 인식하는 기업과의 관계에 더 만족하는 것으로 나타났으며, 조직-공중관계의 질은 진정성이 구매행동의도에 미치는 영향에 있어 매개적 역할을 하는 것으로 검증되었다 또한 기업의 진정성은 공중의 기업명성에도 유의미한 영향을 미치고 이것이 구매행동이나 추천의도와 같은 행동적 결과로 이어져 조직효과성을 높이는 것으로 나타났다 반면 구매행동의도에 대한 진정성의 효과는 유의미하지 않아 기업의 진정성 그 자체가 바로 구매행동으로 이어지지 않는 것으로 입증되었다 즉, 진정성이 구매행동의도에 미치는 영향에 있어 조직-공중관계성, 기업브랜드의 명성이 완전 매개의 역할을 하는 것으로 나타나 기업의 재무적 경영성과와 효과창출에 있어 진정성의 실천을 통한 공중관계 관리와 기업명성의 구축이 무엇보다 중요함이 입증되었다 또한 본 연구는 제시한 모델의 설명력이 710%로 나타나 조직-공중관계성의 질, 기업명성을 매개로 하는 진정성의 효과 모델이 재무적 성과 측면에서의 조직효과 창출에 적용할 수 있는 모델임을 보여주고, 진정성의 상업화에 대한 주의와 함께 실무적 시사점을 제시하였다

The Servant Leadership Survey: Development and Validation of a Multidimensional Measure

Abstract: textPurpose: The purpose of this paper is to describe the development and validation of a multi-dimensional instrument to measure servant leadership. Design/Methodology/Approach Based on an extensive literature review and expert judgment, 99 items were formulated. In three steps, using eight samples totaling 1571 persons from The Netherlands and the UK with a diverse occupational background, a combined exploratory and confirmatory factor analysis approach was used. This was followed by an analysis of the criterion-related validity. Findings: The final result is an eight-dimensional measure of 30 items: the eight dimensions being: standing back, forgiveness, courage, empowerment, accountability, authenticity, humility, and stewardship. The internal consistency of the subscales is good. The results show that the Servant Leadership Survey (SLS) has convergent validity with other leadership measures, and also adds unique elements to the leadership field. Evidence for criterion-related validity came from studies relating the eight dimensions to well-being and performance. Implications: With this survey, a valid and reliable instrument to measure the essential elements of servant leadership has been introduced. Originality/Value The SLS is the first measure where the underlying factor structure was developed and confirmed across several field studies in two countries. It can be used in future studies to test the underlying premises of servant leadership theory. The SLS provides a clear picture of the key servant leadership qualities and shows where improvements can be made on the individual and organizational level; as such, it may also offer a valuable starting point for training and leadership development.