Management
Fizza Saeed; You Jun
Abstract
The influence of transformational leadership (TL) on employee turnover intention (ETI) in SMEs is explored in this research, including the mediating and moderating function of affective organizational commitment (AC) and job embeddedness (JE). Data was obtained from 456 workers of SMEs using convenience ...
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The influence of transformational leadership (TL) on employee turnover intention (ETI) in SMEs is explored in this research, including the mediating and moderating function of affective organizational commitment (AC) and job embeddedness (JE). Data was obtained from 456 workers of SMEs using convenience sampling. The numerous associations were estimated using Smart PLS structural equation modelling (PLS-SEM). The study's findings indicate that transformative leadership and ETI have a negative and substantial association. Consequently, AC and JE mediated the association between transformative leadership and employee turnover intention. Lastly, the transformative leadership and employee turnover connections are favorably moderated by job embeddedness. To improve JE and AC and reduce employee turnover, SMEs should implement transformational leadership abilities such as developing a compelling vision for the workforce, fixating on goal attainment, having conflict approaches, a feeling of belonging, and interacting on staff professional development. Leaders should employ transformational leadership traits include creating a vision statement for employees, emphasizing on desired outcomes, implementing challenge solutions, having a purpose and direction, and devoting time to team professional development.
Management
Fizza Saeed; You Jun
Abstract
This research studies the influence of transformative leadership (TL) on retaining employees (ER) in businesses, as well as the function of job embeddedness (JE) as a mediating factor. 428 individuals were surveyed for information from diverse firms using convenience sampling. Numerous associations were ...
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This research studies the influence of transformative leadership (TL) on retaining employees (ER) in businesses, as well as the function of job embeddedness (JE) as a mediating factor. 428 individuals were surveyed for information from diverse firms using convenience sampling. Numerous associations were estimated using smart PLS structural equation modelling (PLS-SEM). All of these criteria show a considerable positive connection, as hypothesized. This analysis contains a number of insights that will benefit the individual in the corporate sector. From the outcomes, transformative leadership and ER have a favorable and substantial relationship. Correspondingly JE and ER were found to have a significantly positive relationship. JE served as a stimulating mediator in the interaction between transformative leadership and staff retention. Leaders should employ transformational leadership traits include creating a vision statement for employees, emphasizing on desired outcomes, implementing challenge solutions, having a purpose and direction, and devoting time to team professional development to increase JE and ER.
Khan Sarfaraz Ali; Md Ariful Islam
Volume 7, Issue 1 , January 2020, , Pages 30-40
Abstract
Corporate organizations are experiencing the challenges of understanding the factor that has significant and positive relationship on their performance. The aim of this study is to determine the role of effective leadership style on organizational performance. The aim of the findings of this study focuses ...
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Corporate organizations are experiencing the challenges of understanding the factor that has significant and positive relationship on their performance. The aim of this study is to determine the role of effective leadership style on organizational performance. The aim of the findings of this study focuses on a significant and positive relationship between appropriate leadership style and organizational performance. The development of this extensive literature review, suggestions and conceptualization would be helpful for researchers while they aim for further empirical investigation of job engagement and organizational performance.
Obobanyi Momohjimoh Ahmed; Awanis Ku Ishak; Bidayatul Akmal KaMustafa mil
Volume 6, Issue 2 , January and February 2019, , Pages 184-197
Abstract
Employee psychological wellbeing has increasingly become a serious problem for organizations’ managers and policymakers globally. The purpose of this paper is to propose a theoretical framework and advance propositions to be validated empirically in future researches. This paper explicates the ...
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Employee psychological wellbeing has increasingly become a serious problem for organizations’ managers and policymakers globally. The purpose of this paper is to propose a theoretical framework and advance propositions to be validated empirically in future researches. This paper explicates the influence of transformational leadership through self-efficacy on employee psychological wellbeing among faculty staff of HEIs. Being a conceptual paper, it reviewed academic articles on the latent variables of the study in line with theoretical perspectives. The study draws deduction from job demands-resources theory to explain and provide backing for the theoretical model. The paper will assist managers and policymakers, particularly the universities’ management to comprehend the theoretical importance of employee psychological wellbeing in enhancing performance of academics. The paper would stimulate additional studies on employee psychological wellbeing of workers, especially in HEIs. Also, the suggested model would offer several implications for comprehending and supporting employee psychological wellbeing in organizations. More so, this study adds to existing literature on wellbeing
Bagher Asgarnezhad Nouri; Masoume Mir Mousavi; Milad Soltani
Volume 3, Issue 11 , November 2016, , Pages 672-698
Abstract
Uncertainty, complexity, globalization and increasing technological change are among the most important features of the current era. Success in such circumstances requires changes in activities, organizational tasks, the management especially the leadership of organizations, knowledge management and ...
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Uncertainty, complexity, globalization and increasing technological change are among the most important features of the current era. Success in such circumstances requires changes in activities, organizational tasks, the management especially the leadership of organizations, knowledge management and innovation. The aim of this study was to investigate the effect of transformational leadership and knowledge management on organizational innovation in Ardabil University of Medical Sciences. Standard questionnaire was used in order to collect data for all variables of the research. Statistic population of this research consisted of all managers, employees, and faculty members of Ardebil University of Medical Sciences of whom 277 subjects were selected based on Cochran formula and convenience sampling method. For data analysis, structural equation modeling and LISREL software were used. The [1]obtained results showed that transformational leadership has a positive effect on knowledge management and organizational innovation. Moreover, the impact of knowledge management on organizational innovation was shown to be positive. Finally, the mediating role of knowledge management was confirmed in the relationship between transformational leadership and organizational innovation
Choi Sang Long; Lim Zhi Yong; Tan Wee Chuen
Volume 3, Issue 10 , October 2016, , Pages 572-598
Abstract
This research was conducted to address leadership styles and affective organizational commitment and what types of leadership styles that contribute the most to affective organizational commitment within SMEs in Johor retail sector commitment. Quantitative was used for conducting this research and the ...
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This research was conducted to address leadership styles and affective organizational commitment and what types of leadership styles that contribute the most to affective organizational commitment within SMEs in Johor retail sector commitment. Quantitative was used for conducting this research and the questionnaire was distributed to the person in charge in order to distribute to his colleagues. The prepared questionnaire which covered dimensions of transformational leadership style and transactional leadership style, and affective organizational commitment was adapted from Multifactor Leadership Questionnaire and other research. Statistical Package for Social Science (SPSS) was used for analysing data. Pearson Correlation Analysis will be used to measure the relationship in linear correlation between two numerical data variables, Regression and Multiple Regression analysis was used to test single or multiple independent variables and one dependent variable. Inspirational motivation has a significant and strong positive relationship with affective organizational commitment. The finding showed that leadership styles have a very strong relationship with affective organizational commitment. By further dividing into two different leadership styles, the transformational leadership style has a significant and strong positive relationship with affective organizational commitment while the transactional leadership style has a significant and weak positive relationship with affective organizational commitment. Even both leadership styles have contributed to the affective organizational commitment, the transformational leadership style contributes the most to the affective organizational commitment followed by transactional leadership style.
Qaisar Iqbal
Volume 3, Issue 10 , October 2016, , Pages 609-622
Abstract
This study examined the influence of perception of organizational politics on negligent behavior of employees in banking sector. The aim of this study was to determine the relationship between perception of organizational politics and negligent behavior and investigate interaction effect of transformational ...
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This study examined the influence of perception of organizational politics on negligent behavior of employees in banking sector. The aim of this study was to determine the relationship between perception of organizational politics and negligent behavior and investigate interaction effect of transformational leadership. A questionnaire was designed to collect data from two hundred subjects who were employees of a large commercial bank posted in twin cities Rawalpindi and Islamabad.it was concluded that there is significant relationship between perception of organizational politics and negligent behavior of employees. Transformational leadership has been observed as moderating the association of perception of organizational politics and neglect. Based on the data analysis, it is recommended that employees should strive to understand and tackle strategically political activities in their organizations to improvise their satisfaction and avoid conflict.
