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Nuttawuth Muenjohn

Bio: Nuttawuth Muenjohn is an academic researcher from RMIT University. The author has contributed to research in topics: Transformational leadership & Transactional leadership. The author has an hindex of 13, co-authored 67 publications receiving 837 citations.


Papers
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Journal ArticleDOI
TL;DR: In this paper, three proposed models were tested by Confirmatory Factor Analysis (CFA) using the multi-data source of 138 cases, and the overall fit of the nine-correlated factor model, on its second test, was statistically significant and that indicated that the Full Leadership Model (nine correlated leadership model) could be the most appropriately and adequately capturing the factor constructs of transformationaltransactional leadership.
Abstract: Most previous research on transformational leadership involved the use of the “Multifactor Leadership Questionnaire” (MLQ) to measure various aspects of transformational-transactional leadership. Although the MLQ is widely used, the instrument has been criticized in some areas of its measurement factors. In this study, three proposed models were tested by Confirmatory Factor Analysis (CFA) using the multi-data source of 138 cases. Results revealed that the overall fit of the nine-correlated factor model, on its second test, was statistically significant and that indicated that the Full Leadership Model (nine-correlated leadership model) could be the most appropriately and adequately capturing the factor constructs of transformational-transactional leadership. Keywords: Transformational leadership; Structural validity, Multifactor Leadership Questionnaire; Confirmatory Factor Analysis

256 citations

Journal ArticleDOI
TL;DR: In this article, a study was conducted to determine the possible relationships between the work-related values of subordinates and the leadership behaviours exhibited by expatriate managers. And the results indicated that the culture of Thai subordinates has a very limited role in predicting the leadership behaviors of expatriATE managers.
Abstract: One of the basic reasons that the authors investigated cross-cultural leadership was to determine the extent to which leadership behaviours can be influenced by cultural values. Some researchers suggest that certain leadership behaviours are likely to be particular to a given culture, whereas others argue that there should be certain structures that leaders must perform to be effective, regardless of cultures. This study was conducted to determine the possible relationships between the work-related values of subordinates and the leadership behaviours exhibited by expatriate managers. Ninety-one Thai subordinates, direct-report of expatriates, responded on the instruments called the Multifactor Leadership Questionnaire (MLQ) and the Value Survey Module (VSM). Major results indicate that the culture of Thai subordinates has a very limited role in predicting the leadership behaviours of expatriate managers. Furthermore, the study seems to provide evidence to support a near universalistic position for the transformational-transactional paradigm.

108 citations

Journal ArticleDOI
TL;DR: The authors reviewed different approaches to diversity conceptualizations, identifying three common threads that are incorporated in various diversity definitions and proposed a framework to unify the fragmented definitions and understandings of diversity.
Abstract: In an attempt to develop a means for researchers to reach a common understanding of the substantive meaning of diversity, this article first reviews different approaches to diversity conceptualizations, identifying three common threads that are incorporated in various diversity definitions. Our discussion examines the variety of diversity conceptualizations by addressing the three key aspects that present two general trends that emerge in the literature. We then propose a framework to unify the fragmented definitions and understandings of diversity. The implications for practice and future research are also discussed.

50 citations

Journal ArticleDOI
TL;DR: In this paper, a review and analysis of the literature on public sector innovation is presented, and the authors discuss achievable and indispensable factors that might promote or enhance a culture of innovation in the public sector.
Abstract: There is little consensus of common understanding of innovation in bureaucratic organizations; thus, leading to minimal enhancement to the growth and execution of innovation in this sector. It is apparent that practitioners and scholars are not on the same page regarding public sector innovation research. The market innovation literature along with perspectives on public sector innovation showed that within any organization, an innovative culture must be supported by individuals in power. One major challenge for practitioners is to develop systems, processes, and climates that promote and demonstrate innovation and creativity. In other words, the development of a supportive climate for enhancing employees' innovative behaviour and creativity is not an option. While much public sector research is centred on why the public sector should change and what changes should be made, little is known about how to encourage the whole systems towards having greater innovation capacity. Public organizations are constantly under severe pressure to produce more value for their communities. The complex nature of the term innovation particularly in the government made it essential for public services to engage with the concept. In addition, key leadership behaviours and styles for managing and promoting innovation in the public sector is crucial part of this paper. The objective of this paper is to critically review academic publications in innovation and leadership in public sector organizations. From the review and analysis of literature, the paper determines what is required, and what constraints are imposed by organizational and environmental factors to nurturing or fostering a culture of innovation in the government sector. A conceptual framework is gradually developed based on the analysis and knowledge obtained from relevant literature. Hence, the researchers discuss achievable and indispensable factors that might promote or enhance a culture of innovation in the public sector

48 citations

Journal ArticleDOI
TL;DR: In this article, the authors focus on the relevant factors that may affect work engagement in the Malaysian Islamic context, drawing on data from 41 semi-structured interviews with mid-ranking professionals from the finance sector.
Abstract: The majority of work engagement studies have been conducted using a quantitative approach with limited attention to the institutional and social contexts. Meanwhile, the role of religion in shaping people’s philosophy and behaviour in life and work has been gaining attention from management researchers. Studies have revealed the positive impact of religiosity on a number of human resources and organizational outcomes. However, few studies treat religious belief as a job or personal resource from a HRM perspective. This study fills part of this research gap by focusing on the relevant factors that may affect work engagement in the Malaysian Islamic context. Drawing on data from 41 semi-structured interviews with mid-ranking professionals from the finance sector, this study responds to calls for more focus on contexts and for deeper qualitative investigations into individual dynamics that concern religiosity and work engagement. It provides evidence that religiosity plays an important role in work engagement. Our findings have implications for people management in organizations that have a diverse workforce representing multiple religions.

44 citations


Cited by
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01 May 1997
TL;DR: Coaching & Communicating for Performance Coaching and communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities as mentioned in this paper.
Abstract: Building Leadership Effectiveness This program encourages leaders to develop practices that transform values into action, vision into realities, obstacles into innovations, and risks into rewards. Participants will be introduced to the five practices of exemplary leadership: modeling the way, inspiring a shared vision, challenging the process, enabling others to act, and encouraging the heart Coaching & Communicating for Performance Coaching & Communicating for Performance is a highly interactive program that will give supervisors and managers the opportunity to build skills that will enable them to share expectations and set objectives for employees, provide constructive feedback, more effectively engage in learning conversations, and coaching opportunities. Skillful Conflict Management for Leaders As a leader, it is important to understand conflict and be effective at conflict management because the way conflict is resolved becomes an integral component of our university’s culture. This series of conflict management sessions help leaders learn and put into practice effective strategies for managing conflict.

4,935 citations

Book
01 Jun 1976

2,728 citations

01 Jan 2008
TL;DR: In this article, the authors argue that rational actors make their organizations increasingly similar as they try to change them, and describe three isomorphic processes-coercive, mimetic, and normative.
Abstract: What makes organizations so similar? We contend that the engine of rationalization and bureaucratization has moved from the competitive marketplace to the state and the professions. Once a set of organizations emerges as a field, a paradox arises: rational actors make their organizations increasingly similar as they try to change them. We describe three isomorphic processes-coercive, mimetic, and normative—leading to this outcome. We then specify hypotheses about the impact of resource centralization and dependency, goal ambiguity and technical uncertainty, and professionalization and structuration on isomorphic change. Finally, we suggest implications for theories of organizations and social change.

2,134 citations

Posted Content
TL;DR: This paper presents a framework for studying the concepts of fit and flexibility in the field of Strategic Human Resource Management focusing on HRM practices, employee skills, and employee behaviors and reviews past conceptual and empirical work within that framework.
Abstract: This paper presents a framework for studying the concepts of fit and flexibility in the field of Strategic Human Resource Management (Strategic HRM) focusing on HRM practices, employee skills, and employee behaviors and reviews past conceptual and empirical work within that framework. A model of Strategic HRM is presented and this model is used to explore the concepts of fit and flexibility as they apply to Strategic HRM. The concepts of resource and coordination flexibility are applied to Strategic HRM, and the implications of the framework for both the practice of and research on Strategic HRM are discussed.

1,117 citations