Management
Grace Mpuya
Abstract
Multinational Enterprises (MNEs) are companies that operate in multiple countries, and their performance is critical to the global economy. This study explores the relationship between leadership communication and organizational performance in Business Development Organisation (BDO) East African multinational ...
Read More
Multinational Enterprises (MNEs) are companies that operate in multiple countries, and their performance is critical to the global economy. This study explores the relationship between leadership communication and organizational performance in Business Development Organisation (BDO) East African multinational enterprises, employing a mixed-methods research design. The quantitative phase, utilizing a structured survey, reveals a consensus among respondents (67.6% strongly agree, 32.4% agree) that well-established leadership communication helps in articulating an organization's vision and goals and 78.7% agree that effective leaders’ communication builds support for workers' strategic initiatives. Both the quantitative and qualitative findings underscore the significance of leadership communication in promoting a collaborative organizational culture that improves performance. The research recommendations include business training centres should focus on targeted leadership training that fosters open communication, and continuous refinement of communication strategies.
Management
Muhammad Babar Iqbal; Jianxun Li; Shahina Qurban Jan; Tribhuwan Kumar Bhatt
Abstract
The self-directed career attitude encompasses the willingness to take ownership and control of one's career path and actively steer one's professional growth and advancement. The present study aims to investigate the influence of self-directed career attitude (SDCA) on employee job satisfaction (EJS). ...
Read More
The self-directed career attitude encompasses the willingness to take ownership and control of one's career path and actively steer one's professional growth and advancement. The present study aims to investigate the influence of self-directed career attitude (SDCA) on employee job satisfaction (EJS). This study additionally investigates the mediating function of leadership in the relationship between self-directed career attitude (SDCA) and employee job satisfaction (EJS). Four hypotheses were formulated in order to examine both the direct and indirect connections. The primary data was obtained by administering a questionnaire and then analyzed using partial least squares structural equation modeling. The demographic information was analyzed using the statistical package for the social sciences. The theoretical framework employed in this study was self-determination theory. The test results indicate a significant positive correlation between SDCA, leadership, and EJS. The findings also suggest a noteworthy positive mediating influence of leadership in the relationship between SDCA and EJS. This study aims to enhance our understanding of the causes and outcomes of human behavior on human resources, hence playing a crucial role in facilitating efficient career management and formulating suitable HR policies.
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 ...
Read More
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 ...
Read More
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.
Teoh Kae Nging; Rashad Yazdanifard
Volume 2, Issue 12 , December 2015, , Pages 1497-1507
Abstract
One of the self-evaluating motives is that of self enhancement and it is a focus on making oneself happy and to maintain personal self-esteem. Leaders with a self enhancement bias are linked to low interpersonal relationships and low performance. People do not like to work with self-enhancers because ...
Read More
One of the self-evaluating motives is that of self enhancement and it is a focus on making oneself happy and to maintain personal self-esteem. Leaders with a self enhancement bias are linked to low interpersonal relationships and low performance. People do not like to work with self-enhancers because they come across as egotistical, hostile, insensitive and lacking empathy; this result in poor relationships which then leads to poor performance. However, the self-enhancing leader could also help to encourage the growth of an organization. This research reviews the several effects of self enhancement on leaders. In conclusion, self-enhancing leaders who focus on self enhancement could be effective leaders if applied in the right situation.
Teoh Kae Nging; Rashad Yazdanifard
Volume 2, Issue 9 , September 2015, , Pages 1130-1140
Abstract
Organizational change refers to the transformation of an organization from its current state to its desired future state. Organizational change helps to maintain a competitive position as well as the companies’ sustainability in a competitive market. There are different kinds of leadership styles ...
Read More
Organizational change refers to the transformation of an organization from its current state to its desired future state. Organizational change helps to maintain a competitive position as well as the companies’ sustainability in a competitive market. There are different kinds of leadership styles that have strong relationships with the growth of change. This research reviews the different leadership styles, including commanding, supportive, inspirational, logical, transformational, transactional and servant. Different leadership styles take up different kinds of roles and use different actions when implementing organizational change. In conclusion, this research concludes that different changing processes require different leadership styles.
Joel Wong Xie Zhe; Rashad Yazdanifard
Volume 2, Issue 6 , June 2015, , Pages 584-594
Abstract
Leadership and corporate culture are highly influential to each other in the corporate world. Effective leadership has developed organizations into new heights such as increased productivity, better quality workforce, higher profitability and so on. In relation to an effective leadership, neuroscience ...
Read More
Leadership and corporate culture are highly influential to each other in the corporate world. Effective leadership has developed organizations into new heights such as increased productivity, better quality workforce, higher profitability and so on. In relation to an effective leadership, neuroscience is an effective tool for leaders to manage their organization through the discovery of the human brain and how neurochemicals in the human body drives human behavior. The procurement of such knowledge could aid leaders to cultivate a healthy corporate culture. This paper mainly talks about how neurochemicals in the human body helps leaders to cultivate a healthy corporate culture.
