Ethical Leadership and Organizational Citizenship Behavior: Mediation of Trust and Psychological Well-Being

Ethical leadership in health-care organizations - a scoping review

PURPOSE

The purpose of this study is to explore the impact of EL style on key variables in health-care settings. Very few studies investigate the impact and outcomes of EL on health-care organizations. Synthesis of evidence will assist health-care leaders in making informed decisions about the outcomes they can expect from practicing EL.

DESIGN/METHODOLOGY/APPROACH

Arksey and O'Malley's five-stage framework is used for conducting the scoping review. The databases include Scopus, Emerald Insight and Web of Science.

FINDINGS

A total of 22 studies were finally considered for scoping review. The data are presented in terms of years, sampling techniques, sample size, data collection methods, and the directional relationship of the variables with EL.

PRACTICAL IMPLICATIONS

Managers should be trained in EL style as it promotes the sustainability of the environment and organizations. Furthermore, EL should be promoted in health-care organizations as it improves employee resilience and voicing behavior and reduces instances of adverse events and medication errors, thus making the hospital a better and safer place.

ORIGINALITY/VALUE

This is one of the studies investigating the EL implications for health-care managers.

Executive Leadership and Entrepreneurship of Emergency Nurse Practitioners: Pioneering Pathways in Emergency Care

For more than five decades, emergency nurse practitioners have developed partnerships and led improvements in emergency care delivery. Through these endeavors the quality of patient care has been amplified and access to emergency care has been augmented. Nurse practitioners providing emergency care possess fundamental leadership qualities necessary for leading teams in delivery of exceptional care. Though advanced practice nurse entrepreneurship is relatively new, engagement of emergency nurse practitioners in business ventures continues to evolve and expand. This article showcases the work of five emergency nurse practitioners whose leadership and entrepreneurship have elevated emergency care bringing recognition to the aptitude and versatility of the emergency nurse practitioner specialty.

Nexus between organizational citizenship behavior and psychological wellbeing: emotional intelligence as a pathway

Aim/purpose

The aim of this study is to investigate the nexus between organizational citizenship behavior and psychological wellbeing and assess the moderating and mediating effects of emotional intelligence (EI) on the relationship betwem psychological wellbeing of IT-enabled Sector employees in Hyderabad.

Design/methodology/approach

To measure the study variables of organizational citizenship behavior (OCB) and emotional intelligence (EI) on psychological wellbeing (PWB) data were gathered using a questionnaire. The mediating and moderating effects of emotional intelligence on the relationship between organizational citizenship behavior and psychological wellbeing was also assessed. The was reliable as indicated by the Cronbach's alpha coefficient statistic that between 0.79 to 0.91.

Findings

Three hundred valid responses were considered for SEM analysis using AMOS, version 28. The model fit indices indicate excellent fit: CMIN/DF 2.788 CFI 0.935, IFI 0.937, TLI 0.921, NFI 0.923, RMSEA 0.054, SRMR 0.077 and PClose 0.092. The SEM analysis revealed that the impact of exogenous variables OCB and EI were statistically significant (p < 0.001) on endogenous variable psychological wellbeing of IT-enabled industry employees. Furthermore, EI partially mediates psychological wellbeing through the OCB of information technology employees. This empirical study also examined the moderating effects of EI on the psychological wellbeing of information technology-enabled employees through OCB. The slope analysis reveals that emotional intelligence strengthens the positive association between OCB and the PWB of IT-enabled sector employees. EI and OCB enhance PWB and employee performance.

Research implications/limitations

The findings of this study have several important implications for organizations in the IT sector and can be used to develop strategies for promoting OCB and EI among employees. The structural relationships between PWB and OCB in the context of hotel employees and reported positive effects of OCB on hotel employees are well documented. The limitations are the data were collected from the Information Technology employees of Hyderabad Metro. There are some subjectivity and cultural issues which were elaborated at the end.

Contribution/Originality

This empirical study helps to clarify the relationship between organizational citizenship behavior, psychological wellbeing, and the mediator and moderator variable emotional intelligence. The study also comprehends the available literature and adds value to the existing theoretical knowledge and behavioral studies.

JEL classification

M10 M12, M19.

Emotional intelligence impact on academic achievement and psychological well-being among university students: the mediating role of positive psychological characteristics

The main objective of this study is to examine the relationship of emotional intelligence with psychological well-being and academic achievement through positive psychological characteristics among university students in China. The study was conducted with postgraduate and undergraduate students. The integration of emotional intelligence theory and positive psychological theory was used in this study. The introduced framework included emotional intelligence as the main independent variable, self-efficacy, motivation, and resilience as three mediators, and psychological well-being and academic achievement as two dependent variables. A survey was conducted among 518 students, and structural equation modelling was used to analyse the data. The study found that emotional intelligence was positively related to positive psychological characteristics, psychological well-being, and academic achievement, and the effects were stronger among postgraduate students. Also, positive psychological characteristics, which include self-efficacy, motivation, and resilience, mediate the relationship between emotional intelligence and psychological well-being and academic achievement, and the relationship was stronger among postgraduate students. Proper coping strategies and mechanisms can be helpful to improve both psychological well-being and academic achievement at the same time among university students.

Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload

In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.

Empowering teachers through principals' emotional intelligence: Unlocking the potential of organizational citizenship behavior in Taiwan's elementary schools

The organizational citizenship behavior (OCB) of teachers is crucial for effective school functioning, and accessing valuable resources from principals greatly influences this behavior. Grounded in the conservation of resources (COR) theory, this study explored how a principal's emotional intelligence (EI) and teachers' organizational trust (OT) impact teachers' OCB. A survey was conducted on 521 elementary teachers in Taiwan using established scales to measure the constructs. Perceived principal's EI was assessed across self-awareness, self-management, social awareness, and relationship management dimensions. Similarly, teachers' OCB was examined through interpersonal citizenship performance, organizational citizenship performance, and job/task conscientiousness dimensions. Teachers' OT was explored in terms of personal trust in the individual, trust in the principal, and trust in the school. The mediation effect of OT in the relationship between a principal's EI and teachers' OCB was analyzed using Hayes' PROCESS macro for SPSS. The results yielded valuable evidence supporting the mediating model that teachers' OCB, influenced by the principal's EI, can be seen as secondary gains driven by higher levels of OT cultivated by emotionally intelligent principals. This study emphasizes the pivotal role of a principal's EI in fostering teachers' OT and OCB, underscoring the significance of EI in educational leadership. Investing in the EI development of school principals can nurture a positive school culture, enabling teachers to fully realize their potential and contribute to the overall well-being of the school community. However, the research results face limitations in generalizability due to the restricted sample size exclusive to Taiwan and the reliance on self-report measures in the study.

Should I speak up? How trust in leaders and leader-leader exchanges influence nurses' voice behaviour

AIM

Discussing the nurses' voice behaviour could support the managers in making the right decisions and solve problems.

DESIGN

This was a discursive paper.

METHODS

The discursive was based on reviewing the literature.

RESULTS

Nurses play a critical role in offering useful constructive advice, which leads to management figuring out and solving problems immediately for the purpose of bettering the working environment. Therefore, we assert that trust in leadership and the leader-leader exchange system also plays a critical role in enforcing voice behaviour. Trust is a crucial aspect of voice behaviour, and integrated trust in leadership and leader-leader exchange as a possible practical suggestion for the fostering of voice behaviour are proposed. Nurse managers must maintain a sense of reciprocal moral obligation in order to nurture value-driven voice behaviour. It is important that open dialogue, active listening and trust in leadership exist. Nurse managers must consider ways to foster mutual trust, and support and enable nurses to use voice behaviour in everyday practice.

Reviewing the influence of positive leadership on worker well-being: A comprehensive analysis

The study provides a review of existing empirical studies on the impact of positive leadership on worker well-being. The aim it to integrate current knowledge and provide directions for future research. The study analyses the content of 118 articles retrieved mainly from Google Scholar and Scopus database published between 2004 and 2022. Findings revealed that most of the studies are atheoretical with the dominant theory applied being conservation of resource theory. Furthermore, most of the studies were cross-sectionally designed, used convenient sampling and self-reported questionnaire. A conceptual framework is presented which synthesizes findings from prior works and shows the various dimensions of positive leadership practices and worker well-being. Additionally, a comprehensive future research agenda for theoretical and empirical advancement is suggested. The study offers a comprehensive framework that synthesizes and integrates the existing literature on positive leadership and worker well-being. The findings offer researchers in leadership a common platform for discourse.

Psychological Well-Being of Nurses with One to Five Years of Clinical Experience

Introduction

Nurses are required to fulfill many roles, including expertise, communication, and leadership and are psychologically vulnerable due to lack of manpower, emotional labor, and shift work. Among them, it is necessary to understand the psychological well-being of new nurses and junior nurses who have a high early resignation rate.

Objective

The purpose of this study was to investigate psychological well-being of nurses and compare psychological well-being of nurses from the first to the fifth years of clinical experience.

Methods

Cross-sectional comparative design and purposive sampling method were used. Data were collected from 148 nurses with one to five years of experience working in tertiary care general hospitals. On November 11, 2021, an online link for the structured questionnaire was sent to the group social networking service accounts for nurses. Psychological well-being was assessed using a Korean version of the Scales of Psychological Well-being including autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance.

Results

The average psychological well-being of nurses was 194.11, with significant differences depending on years of clinical experience (p = .006, F = 3.82) and satisfaction with nursing (p < .001, F = 13.12). It was lowest at 180.08 in the first year, gradually improving, but falling again from the fourth year. Among five subfactors except positive relations with others (p = .389), psychological well-being was related to clinical experiences years using satisfaction with nursing and religion as covariates.

Conclusions

This study that compared psychological well-being from the first to the fifth year according to clinical experience revealed the need for optimized intervention for each year. Nursing managers can improve the psychological well-being of nurses through active and appropriate intervention according to the passage of nursing experience.

The Nexus Between Ethical Leadership and Employees' Perception of Workplace Safety During COVID-19 Under Mediation and Moderation Model

Background

Workplace safety is a crucial aspect of employee well-being and organizational success, with ethical leadership playing a key role in shaping employees' perceptions of safety. Today, the underlying mechanisms through which ethical leadership influences workplace safety perception remain underexplored, especially in the Pakistan healthcare industry. Based on the social cognitive theory, this study aims to investigate the relationship between ethical leadership and workplace safety perception and examine the mediating role of media quality, communication climate, and supervisory communication and the moderating role of moral attentiveness.

Methods

An empirical survey method was used to conduct the quantitative study, with respondents representing nursing staff from hospitals in Pakistan. Data was collected using an online questionnaire during COVID-19, and Smart PLS was used to analyze the data.

Results

The study demonstrated that ethical leadership positively and significantly affects workplace safety perception. Media quality, communication climate, and supervisory communication mediate between ethical leadership and workplace safety perception. Moral attentiveness moderates the relationship between ethical leadership and workplace safety perception.

Conclusion

Ethical leadership is an essential tool that improves media quality, communication climate, supervisory communication, and moral attentiveness. The article presents a novel approach to examining the relationship between ethical leadership and workers' safety perceptions under the influence of mediating and moderating variables. By better understanding these dynamics, the study contributes to developing organizational strategies to improve workplace safety and overall employee well-being. In addition, it is a pioneering study exploring ethical leadership's role in influencing workers' perceptions of safety. Overall, the study is a great initiative that fosters the ethical concepts of individuals, thus achieving health protection and safety.

Leadership and care in nursing research: A bibliometric analysis

AIM

This study aimed to analyse the study focus, thematic trends and evolution of studies on the leadership and care in nursing by using a bibliometric analysis.

DESIGN

Descriptive and bibliometric analyses were employed.

METHODS

The study universe included 3558 articles on the leadership and care in the Web of Science (WoS) database. The data analysis and graphical presentation were conducted using Bibliometrix Package in R software.

RESULTS

Within the scope of the study, articles published by 10,255 authors in 184 different sources between 1982-2021 were reached. Five thousand eight hundred and twenty-eight author keywords were found in these studies. The most frequent author keywords included "leadership," "nursing," "nurse," "evidence-based practice," "management," "nursing leadership" and "patient safety." It was further suggested that the most frequently used trend topics in early years were "new roles," "faculty practice," "research implementation" while trend topics such as "systematic review," "older adults" and "COVID-19' have become popular in recent years.

CONCLUSION

The number of studies on the leadership and care in nursing has gradually increased over the years, and this subject has already become an active field of study in nursing research. In addition, nurse-related themes such as job satisfaction, teamwork and retention have been reviewed more intensively while patient-based and fundamental care-based themes have been less studied.

IMPACT

This study was the first bibliometric analysis to focus on the research focus, thematic trends and evolution of research on the leadership and care in nursing. Only a limited amount of data are available on the current knowledge structure, research focus, thematic trends and evolution of research on leadership and care in nursing. The results of this study may establish a solid ground to design further studies and provide guidance.

Job Involvement as a Mediating Factor Between Empowerment and Organizational Citizenship Behavior Among Clinical Instructors at Nursing Technical Institutes

Introduction

Empowerment is an important motivator for clinical instructors to develop organizational citizenship behaviors. Job engagement may serve as a moderator, amplifying the impact of empowerment on organizational citizenship behavior.

Objective

This study examines the effect of job participation as a mediator between empowerment and organizational citizenship behavior among clinical teachers at nursing technical institutes.

Methods

This cross-sectional analytical study was performed on a convenience sample of 161 clinical instructors from six technical nursing institutes connected with five Egyptian Universities. For data collection, a self-administered questionnaire, including measures for assessing job engagement, empowerment, and citizenship behavior, was employed. This ran till November 2019, starting in June.

Results

Most clinical instructors had a high level of job involvement (82%), 72.0% had high empowerment score, and 55.3% had high citizenship behavior. Empowerment, job involvement, and citizenship scores were positively correlated. The female gender predicted empowerment positively. The workplace was also a powerful predictor of job engagement and empowerment ratings. Importantly mediated the link between empowerment and citizenship behavior was occupational engagement.

Conclusions

Employment participation was a crucial moderator of the link between autonomy and citizenship behavior. The nursing institutes' administration needs to empower clinical instructors with more autonomy and participation in decision making through psychological support and fair salaries. It is proposed that an additional study be conducted to assess the efficacy of empowerment initiatives as a pathway to job engagement, resulting in higher civic behavior among clinical instructors.

Organizational citizenship behaviour as a protective factor against the occurrence of adverse nursing-sensitive outcomes: A multilevel investigation

AIMS

This study aimed to investigate the association between organizational citizenship behaviour enacted by nurses and the occurrence of adverse nursing-sensitive patient outcomes.

BACKGROUND

Managing psychosocial factors (i.e., aspects concerning the work environment) is key to ensure patient safety, to prevent exacerbation of case complexity and to cope with critical shortages in human and financial resources.

METHODS

Self-report measures of nurses' organizational citizenship behaviour were combined with objective data on the incidence of adverse nursing-sensitive outcomes (i.e., pressure ulcers and restraint use) collected through patients' medical records. Participants were 11,345 patients and 1346 nurses across 52 teams working in 14 Italian hospitals. Data were analysed using multilevel binary logistic regression models.

RESULTS

A negative relationship between nurses' organizational citizenship behaviour and restraint use was identified, with an odds ratio of 0.11. Thus, for a one-unit higher organizational citizenship behaviour score, the odds of using restraints shrink to about one eighth of the previous level.

CONCLUSIONS

Intervention strategies to foster the implementation of organizational citizenship behaviour among nurses may inhibit the occurrence of critical outcomes affecting patients' health and well-being (i.e., using restraint devices).

IMPLICATIONS FOR NURSING MANAGEMENT

In health care organizations, shaping a psychosocial environment encouraging organizational citizenship behaviour can mitigate the occurrence of adverse nursing-sensitive outcomes such as restraint use on patients.

Servant Leadership and Authentic Leadership as Job Resources for Achieving Workers' Subjective Well-Being Among Organizations Based on Values

Introduction

Empirical evidence shows that leadership style is a job resource that promotes employee subjective well-being among workers of value-based organizations. These organizations try to create cultures with strong values to which employees adhere, increasing their subjective well-being and transmitting the identity values. Concretely, religious organizations are characterized by transmitting their values while they perform their services. The value-based management model of religious entities is an appropriate setting for studying the effects that this style based on values has on subjective well-being.

Purpose

In organizations with strong value-based cultures, the most appropriate styles are moral leadership and, among them, servant and authentic leadership; thus, this research contributes from the theoretical framework of job demands-resources (JD-R) model to the open debate on leadership as job resource to promote subjective well-being and the common characteristics of these leadership styles.

Patients and Methods

To reach the aim of this research, a sample of workers in Catholic organizations located in Spain was used. The data was processed using partial least squares (PLS) technique.

Results

The results show that while authentic leadership is a job resource to achieving greater well-being among workers of value-based organizations, servant leadership is merely a resource in the presence of a perceived authentic leadership. In other words, authentic leadership exerts a total mediation in the relationship between servant leadership and subjective well-being.

Conclusion

The main contribution of this research lies in demonstrating that servant and authentic leadership are job resources that together promote subjective well-being among workers of religious organizations. This result rejects the previous theory that defend the redundant outcomes of these leadership styles, what undoubtedly constitutes an interesting finding for the academy. These findings also complement the social identity theory, as the identity of a service entity could justify that servant leadership generates higher levels of perceived authentic leadership.

Leader Phubbing and Employee Job Performance: The Effect of Need for Social Approval

Purpose

A workplace leader’s phubbing (snubbing by using the phone) can create social distance between the leader and employee. We tested whether this social distance might reduce trust, with a negative impact on job performance. The negative impact might be especially strong for employees with a high need for social approval (NFSA).

Methods

Full-time employees (N = 246; 51.63% male, M_age = 35.07, SD = 8.62) in Eastern China completed anonymous questionnaires. The data were collected in three waves with a 2-week interval between each wave. The SPSS macro PROCESS was used to test all research hypotheses.

Results

Regression-based analyses were used to test a moderated serial mediation model. Leader phubbing was associated with employees’ poorer job performance, and this association was mediated by social distance and in turn, low trust. The negative effects of leader phubbing were stronger for employees with a higher NFSA.

Conclusion

This study adds new evidence to the literature on phubbing by showing that employees’ perceptions of leader phubbing might hinder employee job performance. Furthermore, the boundary condition of employee NFSA was emphasized and further expanded the literature in this field. This research provides insights into how the negative impact of leader phubbing on employee job performance can be prevented or reduced.

Moderated-mediation between ethical leadership and organizational citizenship behavior: the role of psychological empowerment and high performance managerial practices

Purpose

This study aims to examine moderated-mediation between ethical leadership (EL) and organizational citizenship behavior (OCB). Specifically, a moderating effect of high performance managerial practices (HPMPs) on the indirect effect of EL on OCB through employees’ psychological empowerment (PE) was tested.

Design/methodology/approach

Data were collected from 267 bank employees including subordinates and their supervisors. Partial least squares structural equation modeling was used for data analysis.

Findings

The results indicate that PE mediates the relationship between EL and OCB, and HPMPs enhance OCB by increasing the effect of EL on employees’ PE.

Research limitations/implications

This study contributes to human resource management and leadership literature by explaining the moderated-mediation mechanisms between EL and OCB. The findings help to understand how HPMPs enhance employees’ OCB by strengthening the effect of EL on PE. Limitations are related to external validity and cross-sectional nature of data.

Practical implications

Organizations’ use of HPMPs makes ethical leaders more effective in enhancing employees’ PE and, subsequently, their OCB.

Originality/value

Previous research lacks evidence on the indirect effect of EL on employee OCB through PE. Moreover, to the best of the authors’ knowledge, no previous study has examined the moderating effect of HPMPs on the abovementioned indirect relationship. This study has addressed the abovementioned research gap.

The impact of COVID-19 on nurse leadership characteristics

Background

Nurse leaders are vital for improving nursing efficiencies and the quality of care that they provide during a crisis and its aftermath. The value of positive leadership characteristics has never been more critical than during the COVID‐19 pandemic. Functioning in a crisis mode required nurse leaders to demonstrate the necessary skills for clear communication and solid leadership. Therefore, nursing leadership, especially in emergencies such as the COVID‐19 pandemic, needs to be transformative in the sense that leaders are informational, motivating, and able to advance the organization, notwithstanding a global pandemic. Timely leadership research during and after COVID‐19 is crucial for filling the literature gap resulting from the unique changes in the nursing profession in the post‐pandemic period.

Objective

This study aimed to investigate leadership characteristics shown by nurse leaders during the COVID‐19 pandemic, and investigate nurses' perceptions of nurse leader effectiveness based on leaders' work roles.

Methods

An exploratory, quantitative study was conducted 18 months after the declaration of the COVID‐19 pandemic (June–August 2021). The Multifactor Leadership Questionnaire (MLQ 5X) was sent to registered nurses (RNs) in Texas using the State Board's listing of active RNs. In total, 70 practicing RNs participated in the study. Data were analyzed using descriptive statistics and multivariate correlational analysis.

Results

Perceived leadership characteristics remained primarily transformational. Nurse directors and executives reported positive leadership characteristics more frequently than did staff and charge nurses.

Linking Evidence to Action

Specific tactics and strategies must be adopted to support nurses and nursing leadership during ongoing healthcare challenges. Close monitoring of leadership characteristics will enable organizations to support and provide educational opportunities for ongoing organizational success.

Effect of Ethical Climate in Hotel Companies on Organizational Trust and Organizational Citizenship Behavior

This study identifies the factors of ethical climate in hotel companies in light of the growing importance of ethics in corporate management. It determines the effects those factors have on organizational trust and, in turn, the effect organizational trust has on organizational citizenship behavior (OCB). A survey was conducted on employees working at five-star hotels in Seoul, Korea, followed by an empirical analysis of the data. The ethical climate in hotel companies comprises seven factors: self-interest, efficiency, friendship and team interest, social responsibility, personal morality, rules and standard operating procedures, and laws and professional codes. The following were discovered. First, among these ethical climate factors, social responsibility, personal morality, rules and standard operating procedures, and laws and professional codes affected trust in supervisors. Second, social responsibility and laws and professional codes affected trust in the organization; trust in the supervisor and organization—factors of organizational trust—affected the OCB directed toward individuals and the organization. Based on these results, this study provides ways to increase organizational trust and improve the OCB of employees by creating an ethical climate in hotel companies.

The Relationship Between Workplace Incivility and Psychological Distress: The Moderating Role of Servant Leadership

BACKGROUND

The relationship between workplace incivility and psychological distress among nurses has been well-documented in the nursing literature. Management practices to reduce the negative impact are less clear. This study aimed to examine perceived servant leadership as a moderator between workplace incivility and psychological distress among nurses in Chinese hospitals.

METHODS

This study used a cross-sectional design and was conducted between September and October 2020. We recruited 1,604 nurses from 13 Chinese hospitals across different regions in China ranging from 18 to 55 years in age (M = 28.48 years, SD = 6.53 years). Multiple linear regression was used to analyze the data.

FINDINGS

The results showed that workplace incivility (β = 0.40, p < .001) and perceived servant leadership (β = -0.13, p < .001), as well as their interaction (β = -0.11, p = .002), predicted nurses' psychological distress. Perceived servant leadership moderates the relationship between workplace incivility and psychological distress.

CONCLUSIONS/APPLICATION TO PRACTICE

Servant leaders can create an ethical work climate, display empathy and compassion, and facilitate resilience. Our findings can assist hospital management with support from occupational health providers to recruit, train, and assess nursing supervisors. Also, occupational health providers in collaboration with nursing administration can monitor incivility, psychological distress, servant leadership levels, and impact.

The Linkage between Ethical Leadership, Well-Being, Work Engagement, and Innovative Work Behavior: The Empirical Evidence from the Higher Education Sector of China

In this study, we investigate the relationship between ethical leadership (EL), work engagement (WE), well-being, and innovative work behavior (IWB). The significance of these variables has increased in the current era when the influence of technology is exponentially increasing in the education sector. We investigate the role of ethical leadership in determining innovative work behavior. Moreover, we investigate the moderating effect of WB in the relationship between EL and WE. We also examine the mediating impact of WE in the relationship between EL and IWB. We used a questionnaire survey approach to collect data. The target population of this study was the academic personnel, i.e., senior professors, lecturers, and supporting staff associated with the higher education sector located in Zhejiang Province, China. Data were collected in two phases. In the first phase, we sent 300 research questionnaires and received 251 responses. In the second phase, after a three-month interval, we sent 200 questionnaires and received 162 responses. However, over the two phases, we collected a total of 413 questionnaires; 43 were discarded. Therefore, for analysis, we used 370 questionnaires. The data were analyzed using the structural equation modeling through SmartPLS 3.2.2. First, in the direct relationship, results confirm that EL positively influences the IWB. Secondly, WB has a positive and moderating relationship between EL and IWB. Thirdly, we address the relationship between EL and WE. The outcome indicates that there is a positive and significant relationship. Fourth, the results of this study indicate that there is positive and significant relationship between WE and IWB. Finally, the outcomes imply that WE positively mediates between EL and IWB. Ethical leadership and well-being are important for innovative work behavior that supports managers in introducing a supportive workplace environment that promotes good interpersonal relationships with subordinates. Therefore, a good interpersonal relationship between managers and subordinates enhances the work quality. So, ethical leaders provide a supportive work environment to all subordinates regarding their work.

Impact of Psychological capital on Organizational citizenship behavior among nurses: Mediating effect of work engagement

AIMS

To examine relationships between psychological capital, work engagement and organizational citizenship behavior among nurses.

BACKGROUND

Psychological capital, work engagement and organizational citizenship behavior are all positive variables associated with work. Clarifying the relationship between the variables can help nursing managers implement tailored and effective intervention strategies to improve individual and organizational performance and quality of care. Design A quantitative cross-sectional study was designed.

METHODS

The study was carried out from June 2021 to September 2021 in Sichuan Province, China. A total of 606 nurses working at six tertiary hospitals were selected with convenience sampling. Participants were investigated using demographic, work-related information questionnaire, Psychological Capital questionnaire, Utrecht Work engagement scale and Organizational citizenship behavior questionnaire.

RESULTS

The scores of psychological capital, work engagement and organizational citizenship behavior were 102.56 ± 15.47, 67.96 ± 21.71 101.57 ± 11.57, respectively. The multiple linear regression model explained 7.3% of the total variance in organizational citizenship behavior related to demographic and work-related factors. There was a significant positive correlation between psychological capital, work engagement and nurses' organizational citizenship behavior. Additionally, structural equation modelling showed that work engagement mediated the relationship between psychological capital and organizational citizenship behavior with the partial mediating effect was 0.093. The final model explained 28% of organizational citizenship behavior.

CONCLUSION

Our results suggest that both psychological capital and work engagement are facilitators for organizational citizenship behavior in nurses. Managers can increase nurses' organizational citizenship behavior through developing psychological capital and improving the work engagement. Implications for Nursing Management This study indicates that both psychological capital and work engagement are protective factors of organizational citizenship behavior, which provide proof for optimizing human resources management from a positive psychology perspective. Our finding can help managers correctly understand the mechanism of the relationship among work engagement, psychological capital and organizational citizenship behavior, and adopt effective intervention strategies to promote nurses' organizational citizenship behavior.

Innovation Onset: A Moderated Mediation Model of High-Involvement Work Practices and Employees’ Innovative Work Behavior

Purpose

Based on the componential theory of creativity, this study examined the link between high-involvement work practices and employees’ innovative behavior by further investigating the moderating and mediating role of leadership humility and employees’ personal initiative.

Methodology

To test the hypothesized model, the data were gathered from 255-line staff and 119 supervisors working in the textile industry in Pakistan via the time lag technique. The proposed hypotheses were analyzed through partial least squares structural equation modeling using Smart-PLS software.

Findings

The results indicated that high-involvement work practices were significantly related to employees’ innovative work behaviors. Additionally, the moderation findings revealed that a higher level of leadership humility strengthens the relationship between high-involvement work practices and employees’ personal initiative. Furthermore, employees’ personal initiative mediates the relationship between high-involvement work practices and their innovative work behavior. The findings of the moderated mediation model indicated that a higher level of leadership humility leads to higher innovative behavior of employees in the presence of high-involvement work practices via employees’ personal initiative.

Practical Implications

This study’s findings are helpful for the management of organizations to understand the factors that enhance innovative work behaviors in high-involvement work practices. Moreover, managers should establish humble behaviors in their leadership style to influence employees’ personal initiative, which indirectly influences their innovative work behavior.

Originality/Value

The present study highlights the importance of leadership humility and employees’ personal initiative in the relationship between high-involvement work practices and innovative work behaviors of employees in the textile industry of Pakistan.

Effect of Chief Executive Officer’s Sustainable Leadership Styles on Organization Members’ Psychological Well-Being and Organizational Citizenship Behavior

Situational leadership theory and the contingency approach of leadership were utilized and applied based on situational theory. Based on a total of four foundational theories, that is, bottom-up spillover theory, theories of prosocial behavior, and so on, this study empirically analyzed what influence a chief executive officer’s (CEO’s) sustainable leadership styles (servant, ethical, and authentic leadership) have on the psychological well-being and organizational citizenship behaviors of organization members. The study was conducted on adult employees of midsized or larger companies (including subsidiaries) across four countries: South Korea, the United Kingdom, the United States, and South Africa. Data were obtained from 649 adult employees. SmartPLS was used to conduct structural equation modeling analysis of the data. The results were as follows: (1) CEOs’ servant and authentic leadership styles had statistically significant positive (+) effects on employees’ psychological well-being; however, ethical leadership did not. (2) CEOs’ ethical leadership had a statistically significant (+) effect on employees’ organizational citizenship behavior; however, servant and authentic leadership did not. (3) Employees’ psychological well-being had a statistically significant (+) effect on organizational citizenship behavior. CEOs are attracting more attention than ever, leading companies in today’s rapidly changing times. This suggests that it is necessary to comprehend principles that show when, where, and how important leaders are and sustainable leadership styles that can increase their chances of success. Moreover, this study derived constructive implications that a leader can overcome today’s challenges through sustainable leadership styles.