Aims: 
The purpose of the study was to seek a better insight into whether the online medium or the online activity was more important in relation to excessive online use. It is not clear whether those people who spend excessive amounts of time on the Internet are engaged in general Internet or whether excessive Internet use is linked to specific activities.
Methods:
Perceived changes in Internet use habits as function of hypothetical accessibility of favorite sites were investigated in young adults. University students (n = 130, mean age = 20.6 years) who had (on average) spent over 20 hours a week on the Internet for at least nine years completed a survey. The most favored online activities and expected quality of life without Internet access were also investigated.
Results:
Findings revealed that social networking was by far the most popular online activity, and that lack of access to their preferred online activities would drop by 65% (as measured by perceived Internet usage). Approximately one in six participants (16%) claimed they would not even switch on the computer if access to their favorite online activities were unavailable. In relation to a hypothetical question about the quality of life without Internet access, the responses were normally distributed (rather than skewed). Conclusions: These results show that time spent with Internet activity is not random and/or generalized, but appears more focused. Attraction or addiction on Internet to one or more specific behavior(s) may be a better way forward in the quest for better understanding excessive human behavior in the online environment.

Is excessive online usage a function of medium or activity? An empirical pilot study [forthcoming]

The purpose of this paper is to examine the mediating effect of intellectual capital and innovation on the relationship between transformational and transactional leadership and organizational performance in Jordanian banks located in Irbid city.,A questionnaire that targeted 350 respondents resulted in 298 usable ones with a response rate of 85.14 percent. To test the research hypotheses, a structural equation model was conducted, in addition to descriptive statistics that provided background on the respondents.,The findings indicate that transformational and transactional leadership relate positively to organizational performance. The results also support the argument that intellectual capital and innovation played mediating roles in transformational and transactional leadership and organizational performance.,The present study provides managers with empirical proof that possessing strong intellectual capital in its three dimensions seems to help the banking sector in Jordan to reinforce their ability to generate both radical and incremental innovation. Also, applying an effective leadership style will motivate and lead to superior performance.,Although papers have shown that leadership style is an important factor influencing employees' performance and outcomes, this is one of the few studies that investigates the interrelationships between leadership styles, intellectual capital, and innovation on organization performance. Furthermore, it is the first to test the model on the banking sector in Jordan.

Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance

Creating Strategies that Create Shareholder Value

The COVID-19 pandemic has caused a record global crisis, particularly and extremely, for the service sectors. Due to extensive security measures, many service sector employees have to work remotely to maintain services. Drawing upon the conservation of resources theory, this research investigates the impact of servant leadership on the task performance of employees in virtual working environments during the COVID-19 crisis. Our theoretical model was tested using data collected from 335 individual employees in the education sector of Pakistan. SPSS version 26.0 was applied to find the hypothesized relationship between the study variables. To find the indirect mediating effect, we applied Model 4; for moderation, we applied Model 1; and for the moderation and mediation effect, we applied Model 7 of the Process Macro model of Hayes. The results of the study revealed that servant leadership is positively related to task performance in a virtual environment during crises. Furthermore, psychological empowerment partially mediates the relationship between servant leadership and task performance. Perceived supervisor support positively moderates the relationship between servant leadership and task performance. Moreover, the indirect effect of servant leadership on task performance via psychological empowerment is moderated by perceived supervisor support. The results provided guidance to the educational sector on how to lead effectively in times of crisis when service sector employees work predominantly in virtual environments. The theoretical and practical implications of these findings are discussed.

How Classy Servant Leader at Workplace? Linking Servant Leadership and Task Performance During the COVID-19 Crisis: A Moderation and Mediation Approach

This study aims to investigate the effects of transformational and transactional leaders’ behaviors on employees’ affective commitment and organizational citizenship behavior in the context of nonprofit organizations (NPOs) Additionally, this study attempts to examine the role of work engagement, as an intervening mechanism as work engagement in NPOs has been empirically neglected (Park et al, 2018),Data were conducted from 400 employees working in Italian NPOs in the North of Italy For verifying the hypotheses of this study, structural equation modeling techniques were implemented,It was found that both transformational and transactional leaderships influenced positively affective commitment and organizational citizenship behavior, and work engagement was revealed to have significant positive mediating effects on the relationship between the variables examined in this study,The results of this study may be beneficial to leaders and supervisors of NPOs, specifically regarding the influence of the leaders’ behaviors on the employees’ outcomes,Due to the limited number of studies conducted on leadership in nonprofit organizations, this study theoretically and empirically contributes to the leadership literature as it is the first study to investigate the two styles of leadership on work-related outcomes via work engagement in the nonprofit sector

/pdf/leadership-styles-and-employees-work-outcomes-in-nonprofit-4ysdt0bnp6.pdf

Leadership styles and employees’ work outcomes in nonprofit organizations: the role of work engagement

The purpose of this study is to explore the relationship between leadership styles, psychological capital and job engagement.,Data were collected among knowledge workers working no less than 1 year in three high-tech enterprises in Henan Province, China. The investigation was conducted with the cooperation from the human resource departments of the selected enterprises from August to October 2014. To minimize potential common method bias, the authors adopted a cross-lagged design with a time gap of four months. The statistical methods included descriptive statistics, structural equation modeling (SEM) and bootstrap analysis.,The results showed: leadership styles significantly influenced employees’ psychological capital and work engagement; specifically, transformational and transactional leadership positively predicted employees’ psychological capital and work engagement; compared with transactional leadership, transformational leadership had stronger predictive power to employees’ psychological capital and work engagement; employees’ psychological capital positively predicted their work engagement; and employees’ psychological capital acts as partial mediator between leadership styles and employees’ work engagement.,Although a body of studies have shown that leadership is an important factor influencing employees’ work attitude and outcomes, it is only in recent years that the effect mechanism of leadership becomes a hot subject in organizational behavior and management fields. As for leadership styles, in general, most research concerned transformational leadership, rather than transactional leadership and only a little of research compared the effects of transformational leadership and transactional leadership on employees’ work outcomes. In terms of outcomes of leadership, as noted earlier, the previous research mainly explored job performance, job satisfaction, innovation behavior, job burnout and so on. Regarding the effect of leadership styles on employees’ work engagement, in spite of more and more supportive evidence of the link between transformational leadership and work engagement, few studies examined the relationship between transactional leadership and work engagement. What’s more, to the best of our knowledge, till now, no empirical research has explored the internal mechanism of this effect from the perspective of psychological capital. Therefore, the present study is a breakthrough for the direct model of leadership styles and employees’ engagement, theoretically bridges the research gap and contributes to the existing literature by presenting a new picture of leadership behavior effect mechanism.

Linking leadership styles to work engagement: The role of psychological capital among Chinese knowledge workers

We explored the effects of perceptions of supervisor support and organizational justice on affective commitment among 420 university teachers at 5 universities in China. Structural equation modeling and bootstrapping analysis were used to test our hypotheses. The results showed that university teachers’ perception of organizational justice positively influenced their affective commitment, and perceived supervisor support partially mediated this relationship. This study advances the understanding of the mechanism driving university teachers’ affective commitment; our findings indicate that observing the principle of justice and offering supervisor support fosters Chinese university teachers’ organizational commitment.

Perceived supervisor support as a mediator between Chinese university teachers’ organizational justice and affective commitment

To fill the previous research gap, focusing on two constructs, i.e. perceived supervisor support (PSS) and psychological capital (PsyCap), this study aims to explore the mechanism underlying the relationship between teaching–research conflict (TRC) and job burnout among university teachers using the lens of job demands–resources (JD-R) model.,First, theoretically grounded hypotheses linking teaching–research conflict, PSS and PsyCap to job burnout were formulated. Then, a cross-sectional design was used to test the theoretical model presented in this study.,The results showed that TRC was positively linked to emotional exhaustion (EE) and depersonalization (DP), but negatively linked to personal accomplishment; PSS moderated the effect of TRC on both EE and DP but did not act as a moderator in the relationship between TRC and personal accomplishment; and PsyCap moderated the effect of TRC on all the three dimensions of job burnout.,Given that the data were collected from single-source, the study was vulnerable to the common method variance. Besides, the relative small sample size limits the representativeness of the sample. Moreover, the cross-sectional design cannot confirm causal relationship between variables. Despite these limitations, the findings of this research can potentially inform effective interventions aimed at reducing the effect of TRC on job burnout among university teachers.,Based on the JD-R model, PSS and PsyCap are used to explore the effect of TRC on job burnout for the first time.

The impact of teaching-research conflict on job burnout among university teachers: An integrated model

With Internet games increasingly prevailing among adolescents over the last decade, Internet gaming addiction (IGA) draws more and more attention from scholars and practitioners, and a consolidating line of research has linked some psychological factors to IGA. To contribute to the understanding of the mechanism underlying the effect of self-discrepancy on IGA, this study adopted a cross-sectional design to examine the effects of actual-ideal self-discrepancy, avatar identification, and locus of control on gamers’ IGA risk. Data were collected over a 1-month period using a convenience sample of 508 university student gamers from three universities in Henan Province of China. The results of structural equation modeling analyses showed that avatar identification partially mediated the relationship between actual-ideal self-discrepancy and IGA among gamers; meanwhile, locus of control moderated the effects of actual-ideal self-discrepancy and avatar identification on IGA among gamers.

Yongxin Li

Papers

Linking leadership styles to work engagement: The role of psychological capital among Chinese knowledge workers

Perceived supervisor support as a mediator between Chinese university teachers’ organizational justice and affective commitment

The impact of teaching-research conflict on job burnout among university teachers: An integrated model

The Mechanism Underlying the Effect of Actual-Ideal Self-Discrepancy on Internet Gaming Addiction: a Moderated Mediation Model