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Nurtjahjani F, Batilmurik RW, Puspita AF, Fanggidae JP. The relationship between transformational leadership and work engagement. Moderated mediation roles of psychological ownership and belief in just world. ORGANIZATION MANAGEMENT JOURNAL 2021. [DOI: 10.1108/omj-03-2021-1169] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/16/2023]
Abstract
Purpose
This study aims to investigate the mediating and moderating effects of psychological ownership and belief in just world in the relationship between transformational leadership and work engagement.
Design/methodology/approach
The data were collected from 183 lecturers who teach in an Indonesian university. The questionnaires covered transformational leadership, psychological ownership, belief in just world and work engagement. The collected data were examined with structural equation model analysis.
Findings
The results demonstrated a significant moderated mediation index, which indicated that the relationship between transformational leadership and work engagement is mediated by psychological ownership and is moderated by belief in just world.
Practical implications
To achieve higher work engagement, organizations should increase employees’ feelings of ownership and boost just world belief.
Originality/value
The present study offers new insight on how personality trait plays a moderating role in the relationship between transformational leadership and work engagement.
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Iqbal A. Innovation speed and quality in higher education institutions: the role of knowledge management enablers and knowledge sharing process. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-07-2020-0546] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Higher education institutions, particularly in developing countries, are striving for superior innovation performance to cope with the challenges of contemporary educational environment. Drawing on the knowledge management capability model and knowledge-based view of firms, this study aims to determine the impact of knowledge management enablers, namely, top management knowledge value, knowledge-oriented culture and knowledge-based rewards, on innovation speed and quality and assessing the mediating role of knowledge sharing process.
Design/methodology/approach
Data are collected from 234 academics of higher education institutions in Pakistan and analyzed through the partial least squares structural equation modeling technique.
Findings
The results indicate that top management knowledge value and knowledge-based rewards have a positive effect on innovation speed and quality. Although knowledge-oriented culture also contributes to innovation quality, it does not influence the innovation speed. Moreover, the knowledge sharing process mediates the effect of all these knowledge management enablers on innovation speed and quality.
Practical implications
This study underscores the importance of three key knowledge management enablers in higher education institutions. The findings of this study suggest that signaling knowledge value from the top management, fostering knowledge-oriented culture and enacting a knowledge-based reward system are critical in facilitating knowledge sharing process and enhancing innovation speed and quality in higher education institutions.
Originality/value
This is among one of the earlier studies that investigates the influence of top management knowledge value, knowledge-oriented culture and knowledge-based rewards on innovation speed and quality, particularly in higher education institutions, and determines the mediating role of the knowledge sharing process.
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Sustainability of Organizations: The Contribution of Personal Values to Democratic Leadership Behavior Focused on the Sustainability of Organizations. SUSTAINABILITY 2021. [DOI: 10.3390/su13084207] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The main purpose of this study was to examine the influence of leaders’ personal values on their democratic behavior from a sustainability perspective. We specified and tested the research model, drawing upon modified versions of the theory of basic values and the autocratic–democratic leadership continuum. A total of 208 Slovenian and 196 Austrian leaders’ responses were used in hierarchical regression and structural equation modeling analysis. The results reveal a significant and positive influence of collectivistic values in both samples on democratic leadership behavior. A significant and negative effect of individualistic values on democratic leadership behavior is present in Austria, while in Slovenia, the effect is positive but not significant. Based on acknowledged associations between leader’s values, leaders’ democratic leadership behavior, and sustainable development, we argue that democratic leadership behavior contributes to the sustainable working and behavior of organizations. These results have theoretical implications, indicating how personal values affect leaders’ democratic behavior and contribute to the sustainable working and behavior of organizations. The practical implications relate to the strengthening of leaders’ democratic behavior in Slovenian and Austrian organizations. In addition, these findings will be helpful in increasing the sustainability of organizations via fostering democratic leadership behavior and its underlying personal values.
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SUIFAN TAGHRID. HOW INNOVATIVENESS MEDIATES THE EFFECTS OF ORGANIZATIONAL CULTURE AND LEADERSHIP ON PERFORMANCE. INTERNATIONAL JOURNAL OF INNOVATION MANAGEMENT 2021. [DOI: 10.1142/s136391962150016x] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
This study explores how innovativeness mediates the effects of organizational culture and leadership on performance. Survey data are collected from 288 middle and top managers in the Jordanian airline industry. Validity and reliability analyses are performed, and direct and indirect effects are tested using structural equation modeling. Innovativeness positively and significantly mediates the effects of organizational culture and leadership on performance. Organizational culture, in turn, may contribute to innovativeness and performance, depending on the effectiveness of the organization’s leadership style. A bureaucratic culture does not statistically or significantly correlate with the perceived organizational performance, but it does positively and significantly affect the perceived market performance. This study is one of the first investigations that connects innovativeness to culture and leadership, and provides empirical evidence on the topic.
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Affiliation(s)
- TAGHRID SUIFAN
- Department of Business Management, The University of Jordan, Amman 11942 Jordan
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