Showing papers in "International Journal of Organizational Analysis in 2017"

Green human resource management: A framework for sustainable organizational development in an emerging economy

Abstract: Purpose The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a theoretical framework to fill the identified gaps and build a sustainable organization. Design/methodology/approach Multimethod approach was used. The research was conducted in two phases. Archival research was conducted in the first phase, and a case study technique was employed in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green human resource activities and their link with sustainable organizational development. In the second phase, data were collected from the manufacturing organizations to analyze the status of the activities identified in the first phase. Findings This study highlights status of green human resource practices such as environmental training, green recruitment, performance appraisal, employee involvement and compensation. The findings suggest that there is further scope to utilize the full potential of GHRM practices for encouraging pro-environmental behavior in the organizations. Analyses of data also reveal that top-management support and mutual learning among departments are crucial to facilitate green behaviors among employees. Research limitations/implications This study provides a comprehensive literature review of green-human resource management practices. It suggests an interdisciplinary framework for building holistic sustainable organizations by integrating learnings from green human resource management, green supply-chain management, competitive advantage strategy and green corporate social responsibility. It highlights gaps in the system and provides insights to managers and policy makers on building holistic sustainable organizations. Originality/value This study fulfills the need to explore green human resource management in emerging economies like India. Studies like these are more important in developing countries, which have alarming environmental concerns and poorly implemented government regulations.

Change management through leadership: the mediating role of organizational culture

Abstract: Purpose This paper aims to examine the influence of change leadership on organizational culture and change management practices in public-sector firms in the United Arab Emirates (UAE). It also examines the mediating role of organizational culture on the interactions between leadership and change management programmes in the organization. Design/methodology/approach An empirical test of the hypotheses using confirmatory factor analysis and structural equation modelling were applied to data collected from 210 middle-management respondents of public-sector organizations in the UAE. Findings The findings suggest that change-oriented leadership has a positive and significant direct effect on planned change (s = 0.20, p < 0.01) and a positive and significant but indirect effect on planned change (s = 0.279, p < 0.01) and emergent change (s = 0.262, p < 0.01) change. Furthermore, hierarchical culture was found to positively and significantly impact directly on both planned (s = 0.480, p < 0.001) and emergent (s = 0.245, p < 0.01) change management in the UAE public-sector service organizations. Practical implications Based on the study’s findings, the role of the hierarchical culture in effecting change in the UAE public-sector organizations provides new and significant insights into the research literature on organizational culture as regards change management issues and the challenges facing these organizations. Originality/value The study makes a significant original contribution toward knowledge on the management of organizational change in UAE public-sector service organizations. It has practical implications for managers and leaders confronting organizational change management in the UAE.

Effects of supportive work environment on employee retention

Abstract: Purpose The purpose of the present study is to investigate the mediating effect of organizational engagement in the relationship between supportive work environment (SWE) and employee retention. Design/methodology/approach Primary data of 211 respondents from 67 organizations were analysed. Confirmatory factor analysis was used to assess the dimensionality and validity of study variables. Further, the hypothesized model was tested with the help of multiple regression analysis. Findings The findings suggest that SWE plays a crucial role in predicting employee retention. Organizational engagement partially mediates the relationship between SWE and employee retention. Research limitations/implications The data were limited to the Indian setting and of cross-sectional design only; so, it may not be generalized across the world. Further, the sample size is also comparatively smaller but the results are not affected adversely. Originality/value The role of SWE along with organizational engagement is currently under-researched in the Indian context. The present study is an intense effort to analyse the mediating effect of organizational engagement in the relationship between SWE and employee retention.

Emotional intelligence, leadership style and organizational climate

Abstract: This paper aims to investigate the effect of emotional intelligence (EI) on the leader’s applied leadership style (mediator) and the effect of this style on the employees’ organizational citizenship (responsibility, reward and warmth and support).,The researchers are proposing a model that highlights the mediating role of leadership style on the relationship between leaders’ EI and employees’ feeling of organizational climate. The study follows the quantitative process. A survey is prepared for data collection and for statistically testing the proposed model.,The results show that the leaders’ EI does affect his/her leadership style. Moreover, the leaders’ style affects directly the respective employees’ feeling of organizational climate to varying levels. The variance between different styles is found to be small.,The limitations of this study include the minimal cross-check interviews. The sample size’s limitation resulted in the researchers’ inability to compare the different sub-sectors of the economy (labelled as the type of work of the firm) to derive deeper conclusions by economic/business sector.,The study reveals a number of practical implications affecting communication, performance, stability and tenure, and thereby lower turnover.,The social implications of this study include the social relationships within the work-setting, higher empathy and higher levels of norming as a direct result of improving the leader’s EI level.,The paper is based on a sample of respondents with a new model suggested and tested scientifically, following a rigorous process. It assesses the impact of both EI and organizational climate with leadership style.

Exploring HR practitioners’ perspective on employer branding and its role in organisational attractiveness and talent management

Abstract: © 2017, © Emerald Publishing Limited. Purpose: The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees. However, the emphasis has been on organisations, which predominantly operate in developed countries typically with Westernised-individualistic cultures. This paper aims to investigate employer branding for service organisations’ image and attraction as an employer in a non-Western culture. Design/methodology/approach: This study examines the perceptions of human resources’ professionals and practitioners on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises, small business unit banks and Mauritian banks. Findings: Analysis of the findings showed that organisations, and banks in this case, are increasingly competing to attract highly skilled personnel in various professional areas; therefore, those organisations that attract the best talent will have a distinct edge in the marketplace. Furthermore, findings from the semi-structured interviews with senior managers suggest that employer branding remains at the embryonic stage within the Mauritian banking sector; therefore, a clear need exists for a more developed strategy. Research limitations/implications: The outcomes of this study call for re-engineering with regards to managerial collaboration in organisations for the successful design and implementation of the employer branding strategy. The empirical findings from the Mauritian banking sector show that the strategic position occupied by the human resource function is still at an embryonic stage as regards with the competitiveness of banks as service organisations. Practical implications: The study presents a need for the development and maintenance of long-term collaborative and trust-based relationships between the human resource and marketing functions. Originality/value: The insights provided through this study addresses the dearth of academic research on employer branding on the African continent while providing invaluable information from a human resource professional perspective.

Authentic leadership and creativity: the mediating role of happiness

Abstract: Purpose Authentic leadership (AL) as a style can influence, directly or indirectly, employees’ attitudes and behaviors. In this perspective, the purpose of this study is to investigate how AL predicts affective well-being (AWB) and employees’ creativity. The mediating role of AWB and the moderating role of satisfaction with management will be analyzed. Design/methodology/approach The researchers have analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modelling was used to test the proposed hypotheses and a multi-group analysis was performed to identify how the level of satisfaction with the management may impact the proposed relationships. Findings The results of this study reveal that perceptions of AL predict employees’ creativity both directly and through the mediating role of AWB. Satisfaction with the management seems to moderate the relationship between AL, AWB and creativity. Practical implications The research outcomes suggest that organizations should focus on training leaders who value self-awareness and transparency in their relationships with others, who display an internal moral perspective and demonstrate balanced processing of information, to guarantee good results at the individual level and, consequently, at the organizational level. This study provides practitioners with possible routes to act in favor of a much happier and more creative workforce. Originality/value The originality of this study is because of the integration of these four concepts in a single study, providing evidence of the relationship between AL and creativity through the mediating role of AWB and moderating role of satisfaction with the management.

The role of employer brand equity in employee attraction and retention: a unified framework

Abstract: Purpose The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified framework for employee attraction and retention. Design/methodology/approach This paper extends previous conceptual work on EBE by identifying the role of EBE antecedents in internal and external employer branding. In addition, it recognizes the interactive nature of employer-employee relationship. Findings The framework incorporates employee experience with the employer, which relates to the interaction between employee and employer and recognizes the internal and external perspectives simultaneously. Further, the unified framework helps to develop a four-cell typology for the strategic management of an employer brand. Originality/value Existing research has failed to integrate the two perspectives of employment customers in a clear model and, thus, offered limited applicability to an employment setting. The EBE framework goes beyond existing models by providing a conceptualization that aims to reflect the employer-brand relationship from the perspective of existing and potential employees. Further, it provides theoretical and empirical rationale for a set of propositions that can empirically be examined in future research.

Leadership styles and organizational learning in UK for-profit and non-profit sports organizations

Abstract: Purpose The purpose of this study is to investigate the transformational and transactional leadership styles and organizational learning at for-profit and non-profit sports organizations, and the impact of these leadership styles on enhancing organizational learning in these sports organizations. Design/methodology/approach A quantitative questionnaire survey method was adopted. The data were collected from for-profit and non-profit sports organizations in the UK. Findings Management by exception-active in transactional leadership and idealized leadership in transformational leadership seem to be equally important for facilitating organizational learning. The results also revealed significant differences between for-profit and non-profit sports organizations in leadership styles and organizational learning. Research limitations/implications The generalizability of the results for different sports settings or different countries must be examined, given that only some sports organizations under the umbrellas of non-profit and for-profit sectors were used as the target population. The research is limited to the use of moderating variables, such as motivation, organizational structure, culture and innovation, that might attenuate this effect. This study contributes to the field by investigating the direct relationship between leadership styles and organizational learning in a sports setting. Originality/value The originality of this study is its advances of sports leadership research that is linking leadership styles and organizational learning in for-profit and non-profit sports organizations.

Balancing transactional and transformational leadership

Abstract: Purpose This paper aims to explore how situational variables jointly affect the choice of leadership style Design/methodology/approach This qualitative study is based on semi-structured interviews conducted with 11 senior leaders in the Australian Defence, including with the Chief of Defence Force Findings The paper identifies four organizational factors (human capital, performance, time orientation and risk appetite) and two environmental factors (risk and stability) that are considered to have an effect on leader’s choice of transactional versus transformational styles Furthermore, organizational human capital and leader’s training and experience are identified as prerequisites of leadership ambidexterity Originality/value The findings explain how the choice of leadership style is contingent on internal and external factors, identifies several new contributing factors and explains how such factors may jointly affect the choice of leadership style

Effect of abusive supervision on employee’s intention to quit and the neutralizing role of meaningful work in Indian IT organizations

Abstract: Purpose Several studies have investigated the harmful effects of abusive supervision on subordinates’ behaviour and performance, including their intention to quit. However, there is a conspicuous dearth of empirical studies testing the deleterious interpersonal relationship, especially in Indian organizations. The purpose of this study is to explore the moderating role of meaningful work as a neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ turnover intention. Design/methodology/approach Data were collected from software professionals working in several Indian IT companies through self-report questionnaires (n = 227), using a time-lagged design on two occasions (span between T1 and T2 was three to four weeks). Findings The result confirms that abusive supervision is strongly related to subordinates’ intention to quit. Also, the study finds meaningful work to have a significant moderating effect on the relationship between abusive supervision and intention to quit. Originality/value The number of empirical studies exploring the pernicious effect of abusive supervision in Indian organizational context is almost negligible. In addition, the current study is among the few studies that have investigated the moderating effect of meaningful work on the relationship between abusive supervision and intention to quit.

The relation between leader’s humility and team creativity

Abstract: Empirical studies on humility in the area of organizational studies are still scarce, as are studies of humility in leadership. This research aims to contribute to the literature by studying how the humility of leaders predicts the team's creativity through the mediating effect of psychological security and psychological capital.,The sample includes 73 teams and their leaders, from 40 firms operating in different industries. Leaders (n = 73) described their own humility and team creativity. Team members (n = 341) described the leader’s humility, and the team’s psychological safety and psychological capital.,Structural equation modelling (LISREL; maximum likelihood estimation) was used to test the hypothesized model. The findings are represented in Figure 1 (control variables not shown), and the results suggest that the leader’s humility predicts team creativity through team’s psychological safety (PsySafe) and psychological capital (PsyCap).,Main limitations are the small sample size, and the fact that it is a convenience sample, which may limit the generalization of results. One may add the need to conduct longitudinal studies, as well as have a comparison among different regions or countries. These issues are addressed in the study.,This paper contributes to the still limited literature relating humility and leadership. For organizations, if they want to be effective in innovating, they need to understand the influence of the mechanisms that the employees are exposed to and how they influence their creativity. Knowing the positive role of humble leadership in creativity development and employee motivation is particularly interesting for leaders working in the context of creativity, as it is a way of facilitating creativity of employees.

Exploring HR practitioners' perspective onemployer branding and its role inorganisational attractiveness and talentmanagement

Abstract: Branding is a well-established concept in marketing, but employer branding is still a developing one and relative research around this concept has been broad and lacking specific sector focus. The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees (Mosley, 2015). Employer brand has also been associated to the attraction, engagement and retention of the “right” talents who carry professional values matching organizational values (Kuron et al., 2015). However, the emphasis has been on organisations, notably less than 20 percent worldwide, predominantly operating in developed countries (Minchington, 2011; Balan, 2013), typically with individualistic cultures (Van Hoye, et al 2012). The present study investigates employer branding for service organisations’ image and attraction as an employer in a non- Western culture. The purpose of this study is to examine the perceptions of Human Resources (HR) professionals and practitioners, on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises (MNEs), small business unit banks (SBUs), and Mauritian banks. Analysis of findings showed that organisations and banks this case, are increasingly competing to attract highly skilled personnel in various professional areas and therefore those organisations that attract the best talent will have a distinct edge in the marketplace (Harari 1998, Mahroum 2000). Furthermore, findings from the semi-structured interviews with senior managers suggests Branding is a well-established concept in marketing, but employer branding is still a developing one and relative research around this concept has been broad and lacking specific sector focus. The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees (Mosley, 2015). Employer brand has also been associated to the attraction, engagement and retention of the “right” talents who carry professional values matching organizational values (Kuron et al., 2015). However, the emphasis has been on organisations, notably less than 20 percent worldwide, predominantly operating in developed countries (Minchington, 2011; Balan, 2013), typically with individualistic cultures (Van Hoye, et al 2012). The present study investigates employer branding for service organisations’ image and attraction as an employer in a non- Western culture. The purpose of this study is to examine the perceptions of Human Resources (HR) professionals and practitioners, on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises (MNEs), small business unit banks (SBUs), and Mauritian banks. Analysis of findings showed that organisations and banks this case, are increasingly competing to attract highly skilled personnel in various professional areas and therefore those organisations that attract the best talent will have a distinct edge in the marketplace (Harari 1998, Mahroum 2000). Furthermore, findings from the semi-structured interviews with senior managers suggests

Organizational virtuousness and job performance in Japan: does happiness matter?

Abstract: Purpose This paper aims to examine the effect of subjective well-being, often referred to as happiness, on the relationship between organizational virtuousness and job performance among Japanese employees. The concept of happiness has been receiving more attention over the past decade as research suggests that it may be a source of greater performance. Design/methodology/approach This research uses a questionnaire survey and conditional process analysis among Japanese managers and front-line workers within Japanese firms in Japan. Findings This paper found that positive subjective well-being partially mediates the relationship between general organizational virtuousness and self-management-related job performance, while it acts as a moderator in the relationship between general organizational virtuousness and leadership-related job performance. Practical implications These findings indicate that in the Japanese context, the firm’s investment in organizational virtuousness will increase one part of job performance, but that investment may not be sufficient in itself to positively affect leadership competency, unless it also pays attention to its employees’ positive subjective well-being. Originality/value Based on this growing realization of the importance of subjective well-being, or happiness, and the lack of academic research in Japan on its impact on organization, this paper investigates its effect on employees’ ability to manage their own tasks and lead others.

Relations at workplace, cynicism and intention to leave: A proposed conceptual framework for organisations

Abstract: Purpose Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these relations embed employees’ job and performance, rather than on the declining outcomes from such relations. This paper aims to integrate research on co-worker relations at workplace and cynicism with social exchange as a theoretical grounding to propose a process model that focuses on how employees’ positive relationship at workplace impacts negatively on their cynical behaviours in organisation leading to their intention to stay rather than their intention to leave. Design/methodology/approach This study offers a conceptual analysis and a review of the literature to explain employees’ behavioural intentions which may lead to their psychological threat or psychological safety in work organisations. Findings This work positions cynicism as psychological threat that moderates and predicts the likelihood that negative relations at workplace will actively engage employees’ intention to leave the organisation. Similarly, the model positions job satisfaction and commitment as psychological safety that predicts the likelihood that positive relations at workplace will engage employees’ intention to stay. The outcome of this study is the creation of a model which provides a comprehensive methodological framework for conducting behavioural research. Research limitations/implications This is a conceptual paper. Practical implications This study has major implications for managing and communicating with workers, as well as organisational socialisations and practices related to co-worker relations for effective human resource management practices from both managerial and practitioner perspective. Originality/value This work has been able to create a theoretical framework that provides an understanding for management to learn from its end-state competencies and contributions. By this, the model created would enable research to examine the empirical relationship between co-worker relations, cynicism and intention to leave. Thus, the contribution of this paper identifies the roles that management and organisational leadership can play in the practice of employee behavioural intentions.

The impact of ownership structure on financial reporting quality in the east

Abstract: Purpose This paper aims to focus mainly on the relationship between ownership structure and earnings management of a developed and two developing economies, and is distinct from prior research. Design/methodology/approach Using a sample of firms from three countries (Australia, Malaysia and Pakistan), the detailed ownership evolutions for the period 2011-2013 were observed. Findings Overall, the authors find that in the East, ownership concentration is negatively associated with financial reporting quality. Individual ownership and group ownership were negatively associated with earnings management in Pakistan, however, not in Malaysia where the same were positively associated. Further, the result of this study indicated that state ownership is negatively associated with firm performance. Among the control variables, it was found that larger firms were negatively correlated with financial reporting, while firms with a larger board size and mature in the maneuver were coupled positively with earnings management. Originality/value The results highlight the highly individualized effects of blockholders and the need for research to further understand the mechanisms through which shareholders impact financial reporting quality.

Entrepreneurial risk taking: themes from the literature and pointers for future research

Abstract: Purpose Given the critical mass of literature on entrepreneurial risk-taking, the purpose of this paper is to assess the contribution to the knowledge so far by exploring important themes in the literature on entrepreneurial risk-taking Design/methodology/approach The review is organized around four themes: nature of entrepreneurial risk-taking; antecedents of entrepreneurial risk-taking; context of entrepreneurial risk-taking; and outcomes of entrepreneurial risk-taking The author critically evaluates the literature on each theme and presents the pointers for future research Findings Literature does provide a holistic view encapsulating different dimensions of entrepreneurial risk-taking, but it has produced largely inconsistent findings in terms of risk and gender, risk propensity of entrepreneurs in comparison to non-entrepreneurs and the outcomes of entrepreneurial risk-taking Organizational antecedents, non-financial measures and ethical- and health-related consequences of entrepreneurial risk are underexplored Inconclusive literature also implies that the risk may not be a distinguishing or important factor for undertaking an entrepreneurial endeavor Therefore, it is pertinent to explore the critical factors entrepreneurs consider (or not consider) while marshalling their resources to embark on an entrepreneurial journey This posits the need to explore an entrepreneur’s informal approach toward risk-taking Originality/value Suggested pointers of future research will potentially enhance the theoretical understanding of entrepreneurial risk-taking

Do compositions of board and audit committee improve financial disclosures

Abstract: Purpose This paper aims to examine the impact of corporate governance practices on the level of financial disclosures made by the Indian firms. This assumes importance in the context of the role of financial disclosures in addressing the agency problem. Design/methodology/approach Financial disclosure score is computed by considering disclosures provided by the generally accepted accounting principles and is the dependent variable. The independent variable – corporate governance score – is an index comprising internal governance mechanisms. The authors empirically examine the impact of corporate governance practices on financial disclosure using multiple regression model for 200 large listed Indian firms. Findings The study suggests that quality of governance practices significantly improves financial disclosure practices of the firm. Particularly, the composition of the audit committee is effective in improving disclosures. Practical implications The finding has implications for policy makers and practitioners. It will help investors, lenders, and other stakeholders to assess firms’ financial disclosure quality. In addition, the findings, suggest the influence of governance practices on disclosure, might help in the formulation of appropriate policies about board structure and audit function. It is also a call to investors to emphasize on governance quality of the investing firms. Originality/value The study builds a case for an urgent intervention for improving the existing governance standards to advance the quality of financial disclosure in an emerging market context.

Training transfer intention and training effectiveness: Assessing the gender differences using multi-group structural equation modelling approach

Abstract: Purpose The purpose of this study is to further the current research on the topic of the intention to transfer training and training effectiveness by examining the gender-related training intention and work behaviour differences. Design/methodology/approach To assess the gender-related behavioural differences, a quantitative approach using surveys from employees in Saudi universities. Using the structural equation modelling multi-group analysis approach, this study analysed the data collected from 389 individuals, comprising 186 males and 153 females. Group invariance analysis was conducted before the hypotheses were tested. Findings The results showed that learning style and supervisor support are critical determinants of training transfer intention and the latter is critical determinant of training effectiveness across samples of males and females. Moreover, the variance explained by the model in the male sample was found to be more than that of the female sample. Interestingly, males are found to be different than females in their perception that the training effectiveness is determined by the learning style. Practical implications Findings suggest that both the learning style of employees should be considered when designing a training programme and a proper support to employees should be provided by their supervisors to get the best of training investment. This may guide decision-makers to enhance training effectiveness. Originality/value The majority of the studies concerning training effectiveness has overlooked its antecedents and much in-depth scholarly research endeavours are still required. This study attempted to provide valuable insights of the antecedents and consequences of training transfer intention and how this structure differs between males and females in a developing country context.

Job satisfaction as a form of organizational commitment at the military strategic level: A grounded theory study

Abstract: Purpose It has been claimed that job satisfaction is the most important and frequently studied attitude in organizational behaviour research. However, as most studies relate to lower hierarchical levels, the purpose of this paper is to gain a deeper understanding of job satisfaction and organizational commitment among high-level managers – military leaders in this case. Design/methodology/approach A grounded theory approach was used. The empirical material is based on 12 interviews, two of which were with women. The informants had wide experience of a number of leadership positions as well as participation in international operations. Their ranks ranged from Colonel to Brigadier General, and they represented army and naval units, the Armed Forces Headquarters and Swedish Defence University. Findings The qualitative analysis resulted in a theoretical model that describes the job satisfaction of military leaders at the strategic level, which concerns establishing and balancing organizational commitment. This means that top level managers develop, manage and recreate a “sense of oneness” between themselves and the organization – a strong identification that is established, challenged, changed and renegotiated in a continuous process. Establishing and balancing organizational commitment is built on two overarching categories: keeping up the organizational image and responding to organizational greediness. Research limitations/implications Research limitations are as follows: small sample, lack of representativeness and lack of elaboration on possible gender-related aspects. Practical implications The suggested model may be valuable in educational settings when evaluating the job satisfaction and organizational commitment of high-level officers. The model may have practical implications when it comes to selection, retention and leader development of high-level military officers. Originality/value A new integrative, theoretical model of job satisfaction and organizational commitment of high-level officers is developed and discussed.

Do ethical climates impact trust in management? A study in Indian context

Abstract: Purpose The purpose of this paper is to explore the effects of ethical climate types on trust in management using Victor and Cullen’s framework, which is based on Kohlberg’s theory of moral development and Gouldner’s sociocultural theory of organizations. Design/methodology/approach A sample of 270 employees from 10 organizations in India was used to investigate the specific relationships between ethical climate types and trust in management. Data were collected through self-report questionnaires. Exploratory factor analysis was used to identify the different types of ethical climates existing in the organizations. Hierarchical regression analysis was used to explore the relationship between ethical climates and trust in management. Findings It was found that ethical climates characterized by caring, laws and codes, and rules and procedures are significant predictors of trust in management. However, no support was obtained for any impact of ethical climates emphasizing company profit, self-interest or independence on trust in management. Research/limitations implications Future research should examine trust in management as a mediating or moderating variable in the relationship between ethical climates and other organizational variables such as commitment, citizenship behaviour or productivity. Additionally, research could also examine different cultural and organizational contexts in testing out these relationships. The role of other constructs such as personality of supervisors and ethical sensitivity in developing trust in management may also been investigated. Practical implications Organizations should try to develop climates based on caring and also emphasize adherence to laws and codes as well as rules and procedures to enhance trust in the management. Originality/value The findings of the study are unique and original because literature examining ethical climates and trust is scarce, and this is the first study to explore how ethical climates can impact trust in management in the Indian context. In particular, the results are unique for. Contrary to expectations, no negative impact of climates of self-interest, company interest and independence on trust in management could be seen in this study. The results throw open new directions to theory building on ethical climates and trust in the Indian context.

Impact of customer orientation on turnover intention: mediating role of emotional labour

Abstract: The purpose of this paper is to examine whether the frontline employees’ emotional labour can illustrate the relationship between customer orientation (CO) and turnover intention in the hospitality industry. The study applies the job demands and resources (JD-R) theory to explain the relationship between variables in the proposed model.,The paper surveys a sample of 378 frontline employees in the hospitality industry.,The findings of this study show that the CO is strongly and positively associated with turnover intention. The three dimensions of emotional labour are all partially mediated with the relationship between CO and turnover intention.,The limitations of this study include the sample came from seven five-star hotels in Beijing, China. This study used perceptual self-reported measures, which may generate exaggerated relationships among variables. These issues are addressed in the analysis.,First, the recruitment and selection of frontline employees should incorporate an assessment of the level of CO. Second, hospitality management should train employees in the proper control of emotional labour.,Hospitality should make efforts to supply job resources, such as providing delicious food; more promotion opportunities; better training and recreation programs; more clarified job definitions; and position autonomy. Moreover, good interpersonal relationships, regular recreational activities and sharing working experiences with colleagues may be applied to cope with job demands.,This study is to explain the roles of the three dimensions of emotional labour (surface acting, genuine emotion and deep acting) in the relationship between CO and turnover intention. More specifically, this study demonstrates why hospitality employees with high (or low) CO have low (or high) levels of turnover intention applying the concept of emotional labour based on JD-R theory.

Fostering performance through leaders’ behavioral competencies: An Italian multi-level mixed-method study

Abstract: Purpose This paper aims to identify which top leaders’ behavioral emotional intelligence (EI)-competencies affect firm performance when considering the overall organization orientation toward efficiency, human resources and adaptability to the external environment as an interface (i.e. a filter) between the individual leader and firm outcomes. Design/methodology/approach The research was conducted on a sample of Italian top leaders. The authors used a cross-level analysis that distinguishes individual characteristics, mid-level performance determinants and organizational results. The authors used a variety of methods of assessment: behavioral event interviews for top leaders’ EI-competencies; subject matter experts’ evaluations for organizational orientation; a non-parametric statistical analysis for distinctive competencies; objective financial data for firm financial performance. To identify which competencies impact on financial performance, factor and regression analysis was used. Findings In firms oriented toward efficiency, human resources and adaptability to the external environment, top leaders’ people management EI-competencies are the most frequent distinctive abilities. These distinctive competencies can be further distinguished into task, relationship and change-oriented behaviors, although only the first two appear to be related to firm performance. Practical implications To foster firm performance, top leaders should leverage certain EI-related competencies, especially those that are task and relationship oriented. Leaders should not only see the organization as an extension of themselves but also be aware that the organization might obstacle their individual impact. Originality/value This original empirical study uses different data sources and methodologies, it assesses a multi-level model and is conducted in Italy. No previous empirical study has considered the organization as a filter – and not an enhancer – between the top leader and firm performance.

Conceptualizing and measuring occupational social well-being: a validation study

Abstract: Purpose The current conceptualizations and measurements of well-being are inadequate in the context of work. Specifically, well-being research has neglected the social aspects of well-being. Therefore, the present study aims to investigate the validity of a multi-dimensional view of occupational social well-being. Design/methodology/approach Data were collected in an educational setting, i.e. six different schools in a Swedish municipality. A total of 314 teachers and other categories of school staff (239 females and 75 males) participated in a survey study. Findings Results provided empirical support for a multi-dimensional view of occupational social well-being. The dimensions were integration, acceptance, contribution, actualization and coherence, and they were differentially correlated with previous measures of well-being. Furthermore, occupational social well-being accounted for additional variance in work tension, overall job satisfaction and organizational commitment over and above the variance accounted for by positive and negative affect and satisfaction with life, indicating the value of taking domain-specific social indicators of well-being into account in explaining various employee outcomes. Practical implications Occupational social well-being is an umbrella term for describing the well-lived social life in the context of work. As such, this is a crucial part of a holistic view of well-being at work. Thus, effective employee well-being enhancement programs should not only focus on physical and mental health promotion or competence development but must also include measures of relational experience and functioning as discussed in the present study. Originality/value This is the first study to measure and validate occupational social well-being as an attempt to complement existing measures of subjective and psychological well-being. Measures of social aspects of well-being are crucial to assess as it has been argued in previous research that context-free measures of well-being might render misleading results.

Conceptual model for measuring Saudi banking managers’ job performance based on their emotional intelligence (EI)

Abstract: The purpose of this paper is to develop and present a research model on various emotional intelligence (EI) constructs which have been found to influence job performance in the prior literature.,In addition to leadership and EI, the constructs are clustered under different categories: self-awareness includes self-confidence, emotional self-awareness and accurate self-assessment; self-management includes self-control, adaptability, conscientiousness, trustworthiness and optimism; social awareness includes empathy, organizational awareness and service orientation; and social skills groups’ communication, change catalyst, developing others and self-monitoring.,The paper proposes 17 hypotheses concerning significant relationships between these constructs and job performance.,The paper proposes a new approach toward studying the impact of various constructs of EI on job performance in Saudi banking sector.

Corporate responsible behavior in multinational enterprise

Abstract: Purpose This study aims to analyze how leadership influenced corporate responsible behavior in a complex multinational organization with ethical principles imposed by concrete actions on regulatory, environmental and international labor issues Increasing functional specialization, multinational diversity and business acquisitions challenged the core values and called for more formal enforcement Core values executed through investment in positive economic externalities enhanced the reputation and facilitated sustainable collaborative solutions Design/methodology/approach This single-case study collects evidence from experienced multinational executives for practitioner-based theory building The information is interpreted against prevailing theory to gain deeper insights for practice Observed phenomena are discussed in various managerial audiences and cross-checked against documents, news articles, books and involved external stakeholders The case material and executive narratives are further assessed from storytelling and retrospective sense-making perspectives Findings The study illustrates how core values were enforced through concrete executive decisions driving corporate reputation and good stakeholder relationships It provides evidence of positive outcomes as future conflicts are reduced while levering the reputation to deal more effectively with emergent risks The core values influenced corporate responsible behavior and supported long-term adaptability, but increasing diversification and global expansion also diluted those values Originality/value Corporate responsible behavior is a significant challenge in large organizations with many and diverse multinational stakeholders Ethical conduct derives from executive morality, but the role of leaders as instigators of responsible behavior has not been studied in the context of multinational enterprise Hence, this article fills a need for more granular longitudinal studies of complex internationalizing organizations

Work-related attitudes as antecedents of perceived individual-, unit- and organisation-level performance

Abstract: Purpose The purpose of this paper is to the debate on employees’ subjective performance evaluations by examining how organisational commitment and job satisfaction are related to perceived performance at the individual, unit and organisation levels. Design/methodology/approach Quantitative survey data were collected from two large corporations in Finland: one operating in the field of information and communications technology and the other in the forestry industry. The partial least squares (PLS) method was used for the data analyses. Findings Both job satisfaction and organisational commitment had a positive effect on employees’ perceived individual-, unit- and organisation-level performance. These effects were the strongest at the organisation level. Originality/value To date, limited attention has been paid to perceived individual-, unit- and organisation-level performance as a consequence of organisational commitment and job satisfaction.

Gossip: a channel for the development of personal reputation

Abstract: Purpose The purpose of this study is to empirically test the extent to which gossip plays a role in individual reputation development in the context of contemporary organizations This study answers the continuous calls to integrate theory across fields by exploring the theoretical links between these two constructs Design/methodology/approach This study provides a conceptual analysis and general review of the literature on gossip and reputation The relationship between these two constructs is investigated through a two-study package (lab and field) yielding convergent results Findings The findings of this study are that gossip contributes to organizational identity in that it reinforces the social norms of groups and that gossip serves as an important enabler of reputational development This study provides empirical evidence that gossip serves a more significant role in the development of personal reputation than more formal methods of communication Practical implications As organizations and individuals attempt to develop and capitalize on the effects of individuals’ reputations, this study provides practical insights into the knowledge that needs to be built regarding the method by which this development can occur This study points to the practical value of gossip in the creation of personal reputation Originality/value The theoretical framework in this study highlights the centrality of gossip as a primary enabler of reputation development in contemporary organizations Reputation theory is advanced by studying a segment of the construct that has, until now, been excluded from consideration in this field

Developing a conceptual model to measure talent’s turnover intention in tourism organisations of Saudi Arabia

Abstract: Purpose The purpose of this paper is to propose an appropriate conceptual model for examining talent’s intention to quit, job satisfaction, job performance and organisational performance. Design/methodology/approach The proposed model is developed on the basis of the theoretical and logical arguments of constructs picked out from the prior literature. Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management. Findings The paper makes 16 propositions concerning significant relationships of these constructs with job satisfaction, job performance, organisational performance and turnover intention. Research limitations/implications It concludes with an acknowledgement of the limitations, suggestions for future research and theoretical contributions. Originality/value Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management.

Organizational opinion leader charisma, rolemodeling, and relationships

Abstract: Purpose This cross-disciplinary, empirical study aims to examine the phenomenon of organizational opinion leadership. Extant research concerning social capital and both referent and expert power suggests that informal opinion leaders within an organizational setting have the ability to influence their co-workers. This study focuses on the transformational leadership characteristics of idealized influence-attributed (charisma) and -behavior (role modeling). The social exchange aspects of the opinion leader–seeker relationship process are examined through an application of dyadic concepts found within leader–member exchange (LMX) theory. This study examines potential outcomes of opinion leader influence, specifically, opinion-seeker perceived organizational support (POS), affective commitment and normative commitment. Design/methodology/approach This study examines the dynamics of organizational opinion leader (OOL)–organizational opinion seeker (OOS) relationship to determine whether OOLs influence OOSs through role modeling and charisma, captured through the idealized influence aspect of transformational leadership. The OOL–OOS relationship is examined through the lens of LMX, commonly used to examine supervisor–subordinate exchange relationships. This study also examines whether OOLs’ idealized influence and OOL–OOS exchange relationships are related to OOSs’ perceived organizational support (POS) and both affective and normative commitment, and whether POS mediates their influence. Hypotheses are offered and survey data collected from a heterogeneous sample of 646 individuals is examined using structural equation modeling. Findings The results suggest that idealized influence consistently positively influences the outcomes. LMX-affect, -loyalty and -professional respect influence OOS perceptions of POS. Idealized influence and POS influence OOS affective and normative commitment. LMX-affect influences OOS affective and normative commitment, while LMX-loyalty influences normative commitment. LMX-professional respect slightly influenced OOS affective commitment negatively, suggesting that respect does not engender positive feelings and had no influence on normative commitment. Research limitations/implications This interdisciplinary study integrates concepts found within marketing, political science and organizational literature works to shed new light on the informal influence organizational members have on one another, which furthers our understanding of both shared leadership and opinion leadership. This research provides another frame for the concept of shared leadership, suggesting that OOL influence occurs horizontally and vertically within organizations. The overall findings suggest that both the characteristics of opinion leaders and the quality of OOL–OOS relationships matter. Practical implications This research highlights the importance of recognizing and enabling organizational members whose opinions are sought by their peers. Organizational opinion leadership exists within organization and influences organizational members’ attitudes and perceptions. Therefore, it is a necessity that organizations understand the phenomenon and guide it, much as organizational culture is guided, so that it produces positive organizational outcomes. Originality/value Very little research exists concerning organizational opinion leadership. This study breaks new ground by developing theory, applying accepted constructs to the phenomenon and empirically testing the impact of opinion leadership.

Trust-building mechanisms in a coopetition relationship: a case study design

Abstract: Purpose From social network theory, this study aims to understand how trust is built in a coopetition relationship. Design/methodology/approach A case study of a qualitative nature was carried out using several semi-structured interviews with managers of two Brazilian firms involved in a dyadic coopetition relationship. Findings Based on the empirical evidence, five categories/themes resulted for understanding trust-building mechanisms: mutual dependence, previous experience and reputation, awareness of the risks of opportunistic behaviour, contractual agreement and dynamic process. The juridical sphere, contractual agreement, was the only one identified in the study where firm representatives presented discordant positions, referring specifically to contractual relations of the terms of the agreement. Practical implications The results of this study provide some suggestions for managers. First, before beginning interaction in a coopetition relationship, it is necessary to assess whether the coopetition relation meets the required conditions for interaction to take place. Second, the results suggest that firms should make provision against members of both organizations making the relationship vulnerable to acts of opportunism. Originality/value This case study is innovative because it reveals manifestations that could help to enhance knowledge of how organizations build trust in dyadic coopetition relationships.