About Journal

International Journal of Organizational Leadership is devoted to theoretical and empirical research concerning organizational behavior, organizational psychology, and managers leadership tactics and consequences.Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. Its specific purposes are to foster an improved understanding of how people in an organization be leaded and how leadership can be affected by organizations business conducting. This journal brings together a focus...
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Behaviors of Transformational Leadership in Promoting Good Governance at the Palestinian Public Sector

Mohamed Omar Elmasry; Norhani Bakri

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 1-12
DOI: 10.33844/ijol.2019.60265

Good governance is considered one of the significant requirements for development and competency in the public-sector organisations. However, according to the Worldwide Governance Report, the state of Palestine has been experiencing a poor quality of governance. The motivation behind this study is to seek a more in-depth understanding of determining the role of transformational leadership in promoting the principles of good governance in the Palestinian public sector. This study employed total population sampling with data collected from 342 general managers in the government sector in Gaza strip. Partial least square of structural equation modelling was used for data analyses. Findings of the study revealed a positive and significant relationship between all transformational leadership behaviours and good governance except for inspirational motivation. Also, the findings confirmed that governments, by practising transformational leadership, that, in turn, results in promoting good governance. The current study has contributed to literature by introducing new empirical evidence in organisational studies of the role of transformational leadership behaviours in improving good governance especially in developing countries such as Palestine. Therefore, this study suggests that it is advisable for public organisations to invest in transformational leadership training and encourage all behaviors to improve the level of good governance.

Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations

Zafer Adigüzel; Eda Kuloglu

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 13-30
DOI: 10.33844/ijol.2019.60412

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations.  Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

Decentralization and Innovative Behavior: The Moderating Role of Supervisor Support

Mahlagha Darvishmotevali

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 31-45
DOI: 10.33844/ijol.2019.60204

The importance of innovative behavior for organizational effectiveness has been wildly accepted. Spite of the importance of organizational structure to promote the innovative behavior, little is known regarding the decentralized system in service industry. In addition, the role of supervisor support in such circumstances is highly significant; however, the link between decentralization, supervisory support and innovation is not particularly clear. Therefore, the current study aims to examine the impact of decentralization on employees’ innovative behavior and also to investigate the moderating role of supervisor support in this process. Data was collected from 323 employees from five star hotels in North Cyprus. Structural equation modelling was applied to evaluate the measurements and model’s fit. The study hypotheses were tested using LISREL 8.54. The results revealed that decentralized system has a positive impact on employees’ innovative behavior. Moreover, moderating role of supervisory support in helping employees to achieve organizational innovative goals was significant. The existence of decentralization opens new opportunities for organizations and increases the innovative behavior among employees. Employees who have degree of freedom for decision-making and risk-taking within an organization are more creative, and will take the initiative to seek new and efficient ways and approaches of doing their jobs.

Transformational Leadership and Neurofeedback: The Medical Perspective of Neuroleadership

Rizki Edmi Edison; Solikin M. Juhro; A. Farid Aulia; Puti Archianti Widiasih

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 46-62
DOI: 10.33844/ijol.2019.60317

The world is now facing such a volatile, uncertain, complex, and ambiguous situation known as VUCA that it has generated such new challenges. Therefore, it is imperative that a leader to have competences that always grow. Transformational leadership is a type of leadership deemed superior to anticipate those challenges, where a leader is supposed to always be agile in achieving the organizational goals. This study aimed at analyzing a correlation among leadership aspects (through Multifactor Leadership Questionnaire/MLQ assessment), cognitive functions (through Wechsler Bellevue assessment), and brain activity pattern/brain mapping (through Electroencephalography/EEG). Then, we gave a stimulus through neurofeedback to train the participants’ control over their brain waves. The results revealed that all participants that became the research samples had a transformational leadership type with idealized influence (behavior) and inspirational motivation subtypes. Moreover, the presence of stimulation to the brain (neurofeedback) enabled the participants to control their brain waves when they were conscious. The leaders will be able to perform optimally when they can control their brain waves and when they are conscious.

High-Performance Human Resource Practices and Firm Performance: Mediating Effect of Corporate Entrepreneurship

Tugce Hanci-Donmez; Gaye Karacay

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 63-77
DOI: 10.33844/ijol.2019.60358

Corporate entrepreneurship (CE) positively affects growth and profitability of organizations by providing competitive advantage over innovation driven technological transformations and intense global competition. CE activities have an elevator role on company performance via adoption of a change-oriented structure and development of new products, processes and services. High performance human resource practices (HPHRPs) help to boost both intra-firm level entrepreneurial behavior, and also organizational outcomes. When combined with the influential effect of corporate entrepreneurship activities, HPHRPs support achievement of better organizational performance. In this study, a selected group of HPHRPs was assessed for their possible direct and indirect effects on firm performance. Moreover, the possible mediation effect of CE activities in this relationship was examined. To test the hypotheses of the study, the data were gathered from a total of 199 manufacturing and service sector companies operating in Turkish business environment. As a result of the structural equation modeling analysis conducted by AMOS, the mediation effect of CE activities between HPHRPs and firm performance was validated within the context of the current study. In addition, the results indicated a varying relationship between different HPHRPs and CE activities. Explicitly, training, clear job description, participation opportunities, employers employment commitment, reward and performance evaluation practices were found to have distinctive effects on innovation, new business venturing and self renewal activities, which act as mediating variables between the selected HPHRPs and firm performance.

The Mediating Effect of Job Satisfaction on the Relationship of HR Practices and Employee Job Performance: Empirical Evidence from Higher Education Sector

Muhammad Asad khan; Rosman Md Yusoff; Altaf Hussain; Fadillah Binti Ismail

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 78-94
DOI: 10.33844/ijol.2019.60392

The aim of this research is to analyze the effect of human resource practices (HR) on employee job performance under the mediating effect of job satisfaction. A total of 300 faculty members from six public sector universities responded to the self-administered questionnaire. The findings come from both descriptive statistics and inferential statistics using cross-sectional data which was performed at the expediency of the scholar. Confirmatory factor analysis (CFA) was performed using structural equational modelling (SEM) to obtain the results of the study. This study has found that HR practices: recruitment and selection, training and development, performance appraisal and compensation have direct and significant effect on employee job performance through job satisfaction among the university faculty members. The impact of these HR practices has widely been studied and their importance has acknowledged. However, the number of studies addressing this issue in public-sector universities is extremely scarce. This study has addressed that gap. The findings of the study, if given serious note by the policy makers in the respective field, are expected to improve employee job performance. The study is expected to have enriched the body of knowledge on the mediating effect of job satisfaction on the relationship of HR practices and employee job performance in the target population and has validated past findings.

The Effect of strategic leadership and empowerment on job satisfaction of the employees of Guilan University

Mostafa Ebrahimpour Azbari; Mohsen Akbari; Milad Hooshmand Chaijani

International Journal of Organizational Leadership, Volume 4, Issue 4, Pages 453-464
DOI: 10.33844/ijol.2015.60230

The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers’ educational leadership style. Regarding to the educational research centers’ management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction.

The relationship between glass ceiling and power distance as a cultural variable by a new method

Naide Jahangirov; Guler Saglam Ari; Seymur Jahangirov; Nuray Guneri Tosunoglu

International Journal of Organizational Leadership, Volume 4, Issue 4, Pages 465-483
DOI: 10.33844/ijol.2015.60300

Glass ceiling symbolizes a variety of barriers and obstacles that arise from gender inequality at business life. With this mind, culture influences gender dynamics. The purpose of this research was to examine the relationship between the glass ceiling and the power distance as a cultural variable within organizations. Gender variable is taken as a moderator variable in relationship between the concepts. In addition to conventional correlation analysis, we employed a new method to investigate this relationship in detail. The survey data were obtained from 109 people working at a research center which operated as a part of the non-profit private university in Ankara, Turkey. The relationship between the variables was revealed by a new method which was developed as an addition to the correlation in survey.  The analysis revealed that the female staff perceived the glass ceiling and the power distance more intensely than the male staff. In addition, the medium level relation was determined between the power distance and the glass ceiling perception among female staff.

An investigation into the relationship between the organizational intelligence and the performance of Melli and Mehr Eghtesad banks managers in Ardabil

Fatemeh Bagheri Toolarood; Shahram Mirzaei Daryani

International Journal of Organizational Leadership, Volume 4, Issue 4, Pages 374-391
DOI: 10.33844/ijol.2015.60345

The present study aimed to investigate the relationship between the organizational intelligence and the performance of Melli and Mehr Eghtesad banks managers in Ardabil. In the present study cross-correlation method was used. The population consisted of all managers and assistants of Melli and Mehr Eghtesad banks in Ardabil which were about 132 people. The main tools of data collection were a standardized questionnaire that assigned for organization intelligence and a researcher-made questionnaire measured the relationship between two variables. To test the hypothesis, Kolmogorov-Smirnov test, Spearman’s Correlation coefficient, and Mann-Whitney U Test Statistics were used. The findings revealed that there was a significant relationship between the organizational intelligence variables and the performance of banks managers and there was no significant difference between the organizational intelligence of Melli and Mehr Eghtesad banks managers.

Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations

Zafer Adigüzel; Eda Kuloglu

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 13-30
DOI: 10.33844/ijol.2019.60412

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations.  Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

Effect of Family Influence, Personal Interest and Economic Considerations on Career Choice amongst Undergraduate Students in Higher Educational Institutions of Vehari, Pakistan

Asad Afzal Humayon; Shoaib Raza; Rao Aamir Khan; Noor ul ain Ansari

International Journal of Organizational Leadership, Volume 7, Issue 2, Pages 129-142
DOI: 10.33844/ijol.2018.60333

This study examined the effect of family influence, personal interest, and economic considerations in career choice amongst undergraduate students. The present study used quantitative research design. Target population was undergraduate students of higher educational institutions in Vehari, Pakistan. Cross-sectional data was used in this study. For data collection simple random sampling technique was used. The data was collected through structured questionnaire. The descriptive, demographic, reliability, correlation, and multiple regression analyses were applied to find answer to research questions. The results of regression analysis showed that the family influence, personal interest and economic considerations exercised big influence on the career choice of students. The Limitations of the study, suggestion for the future study, theoretical and practical implications were also discussed in this study.

Leadership 4.0: Digital Leaders in the Age of Industry 4.0

Birgit Oberer; Alptekin Erkollar

International Journal of Organizational Leadership, Volume 7, Issue 4, Pages 404-412
DOI: 10.33844/ijol.2018.60332

Industry 4.0 stands for ‘fourth industrial revolution and is a term referring to rapid transformations in the design, production, implementation, operation, and service of manufacturing systems, products, and components. To get the most out of Industry 4.0 technologies, organizations will have to heavily invest in building capabilities in the following dimensions: data and connectivity, analytics and intelligence, conversion to the physical world, and human-machine interaction. In this study, the human dimension of industry 4.0 has priority, by analyzing behavioral leadership theories that focus on the study of the specific behaviors of a leader (the leader behavior is the predictor of his leadership influences and is the best determinant of his leadership success). A two dimensional 4.0 leadership style matrix was developed (x-axis: innovation/technology concern; y-axis: people concern). The results of this study revealed that the developed industry 4.0 leadership style might have the dimensions of first-year students, social, technological or digital, where the 4.0 digital leader forms the highest reachable level in the 4.0 leadership matrix.

Examination of the Effects of Emotional Intelligence and Authentic Leadership on the Employees in the Organizations

Zafer Adigüzel; Eda Kuloglu

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 13-30
DOI: 10.33844/ijol.2019.60412

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations.  Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

Behaviors of Transformational Leadership in Promoting Good Governance at the Palestinian Public Sector

Mohamed Omar Elmasry; Norhani Bakri

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 1-12
DOI: 10.33844/ijol.2019.60265

Good governance is considered one of the significant requirements for development and competency in the public-sector organisations. However, according to the Worldwide Governance Report, the state of Palestine has been experiencing a poor quality of governance. The motivation behind this study is to seek a more in-depth understanding of determining the role of transformational leadership in promoting the principles of good governance in the Palestinian public sector. This study employed total population sampling with data collected from 342 general managers in the government sector in Gaza strip. Partial least square of structural equation modelling was used for data analyses. Findings of the study revealed a positive and significant relationship between all transformational leadership behaviours and good governance except for inspirational motivation. Also, the findings confirmed that governments, by practising transformational leadership, that, in turn, results in promoting good governance. The current study has contributed to literature by introducing new empirical evidence in organisational studies of the role of transformational leadership behaviours in improving good governance especially in developing countries such as Palestine. Therefore, this study suggests that it is advisable for public organisations to invest in transformational leadership training and encourage all behaviors to improve the level of good governance.

The Mediating Effect of Job Satisfaction on the Relationship of HR Practices and Employee Job Performance: Empirical Evidence from Higher Education Sector

Muhammad Asad khan; Rosman Md Yusoff; Altaf Hussain; Fadillah Binti Ismail

International Journal of Organizational Leadership, Volume 8, Issue 1, Pages 78-94
DOI: 10.33844/ijol.2019.60392

The aim of this research is to analyze the effect of human resource practices (HR) on employee job performance under the mediating effect of job satisfaction. A total of 300 faculty members from six public sector universities responded to the self-administered questionnaire. The findings come from both descriptive statistics and inferential statistics using cross-sectional data which was performed at the expediency of the scholar. Confirmatory factor analysis (CFA) was performed using structural equational modelling (SEM) to obtain the results of the study. This study has found that HR practices: recruitment and selection, training and development, performance appraisal and compensation have direct and significant effect on employee job performance through job satisfaction among the university faculty members. The impact of these HR practices has widely been studied and their importance has acknowledged. However, the number of studies addressing this issue in public-sector universities is extremely scarce. This study has addressed that gap. The findings of the study, if given serious note by the policy makers in the respective field, are expected to improve employee job performance. The study is expected to have enriched the body of knowledge on the mediating effect of job satisfaction on the relationship of HR practices and employee job performance in the target population and has validated past findings.

Performance appraisal bias and errors: The influences and consequences

Mahmoud Javidmehr; Mehrdad Ebrahimpour

International Journal of Organizational Leadership, Volume 4, Issue 3, Pages 286-302
DOI: 10.33844/ijol.2015.60464

Individual performance evaluation (PE) provides a link between individual performance and organizational performance. PE is of considerable importance in human resource management (HRM). Lack of evaluation in various organizational dimensions, such as evaluation of resources and facilities, employees, and organizational goals and strategies is considered a serious disadvantage of organizations. Moreover, lack of evaluation in a system is regarded as lack of communication with internal and external environments which leads to organizational senility and, ultimately, death. In this paper a meta-analysis is used to review literature from various sources available on performance appraisal and influences of bias and errors in evaluation in Sabzevar. The results showed that PE system can result in improvement of the performance of both employees and organizations. Decrease in errors and bias can bring about employee performance improvement as well as an increase in satisfaction with and efficiency
of evaluation system.

The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment

Amin Nikpour

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 65-72
DOI: 10.33844/ijol.2017.60432

The purpose of the present study was to investigate the mediating role of employee’s organizational commitment on the relationship between organizational culture and organizational performance. This study was descriptive and correlational research that was conducted through the survey method. The study population consisted of all employees in education office of Kerman province and 190 persons were selected as volume of sample by using Cochran’s formula. The data gathering tools were organizational culture, organizational commitment, and organizational performance questionnaires. Descriptive and inferential statistics (structural equation modeling through path analysis) were used to analyze the data. The data was analyzed using SPSS and AMOS softwares. The findings of the research indicated that suggested model had appropriate fit and organizational culture beyond its direct impact exerted indirect impact on organizational performance through the mediation of employee’s organizational commitment that the extent of indirect impact was significantly higher than direct impact. 

Effect of Family Influence, Personal Interest and Economic Considerations on Career Choice amongst Undergraduate Students in Higher Educational Institutions of Vehari, Pakistan

Asad Afzal Humayon; Shoaib Raza; Rao Aamir Khan; Noor ul ain Ansari

International Journal of Organizational Leadership, Volume 7, Issue 2, Pages 129-142
DOI: 10.33844/ijol.2018.60333

This study examined the effect of family influence, personal interest, and economic considerations in career choice amongst undergraduate students. The present study used quantitative research design. Target population was undergraduate students of higher educational institutions in Vehari, Pakistan. Cross-sectional data was used in this study. For data collection simple random sampling technique was used. The data was collected through structured questionnaire. The descriptive, demographic, reliability, correlation, and multiple regression analyses were applied to find answer to research questions. The results of regression analysis showed that the family influence, personal interest and economic considerations exercised big influence on the career choice of students. The Limitations of the study, suggestion for the future study, theoretical and practical implications were also discussed in this study.

Leadership 4.0: Digital Leaders in the Age of Industry 4.0

Birgit Oberer; Alptekin Erkollar

International Journal of Organizational Leadership, Volume 7, Issue 4, Pages 404-412
DOI: 10.33844/ijol.2018.60332

Industry 4.0 stands for ‘fourth industrial revolution and is a term referring to rapid transformations in the design, production, implementation, operation, and service of manufacturing systems, products, and components. To get the most out of Industry 4.0 technologies, organizations will have to heavily invest in building capabilities in the following dimensions: data and connectivity, analytics and intelligence, conversion to the physical world, and human-machine interaction. In this study, the human dimension of industry 4.0 has priority, by analyzing behavioral leadership theories that focus on the study of the specific behaviors of a leader (the leader behavior is the predictor of his leadership influences and is the best determinant of his leadership success). A two dimensional 4.0 leadership style matrix was developed (x-axis: innovation/technology concern; y-axis: people concern). The results of this study revealed that the developed industry 4.0 leadership style might have the dimensions of first-year students, social, technological or digital, where the 4.0 digital leader forms the highest reachable level in the 4.0 leadership matrix.

CUSTOMER RELATIONSHIP MANAGEMENT AND BUSINESS STRATEGIES

Rozitta Chittaie

International Journal of Organizational Leadership, Volume 1, Issue 1, Pages 13-22
DOI: 10.33844/ijol.2012.60210

Changes in the current competitive e environment, increasing simplicity of penetrating into the
competitive market, and rapid grow wth of information technology are of motives for pe erforming
activities in such an environment (6 69). Pursuing the objective of improving customer relaationship, some companies, today, step into rapid and instant development of their markets (44 4). These companies, adopting customer relatio onship management systems, can earn and retain their c customers loyalty. Consequently, designing cus stomer relationship management strategies can lead t to market protection, customer value increase, and greater customer satisfaction opportunities for co ontinuous promotion of the enterprise (43). Acccordingly, regarding the complexity and the variety of strategies associated with managing a business, , information-related capability seems to be a vital and d essential capability for earning profit from ccompanies activities and competition with peers (69)). Hence, information and relations are employe ed for managing the firms as vital tools for seizing opp portunities and tackling future issues. Given the iinformation only employed to support a company’s per rformance making crucial decision about surrrounding environment, increasing competitive abilityy of the enterprise will be extremely difficult for the company (68). Moreover, since increase of co ompetitive ability is accompanied by making gre eater profit for trade, methods of raising competitive abiility is an interesting and critical issue. Thereforre, fostering unity in the interrelated sectors through infformation technology, cost reduction, and deve elopment of low-level relations with customers, compaanies can achieve greater profitability (69).

Latest News

Professor Mary Jo Hatch is joined to the editorial board of IJOL
It is our immense pleasure to announce that Professor Mary Jo Hatch is joined to the editorial board of International Journal of Organizational Leadership and New World, New Business: A ...

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Emerging Sources Citation Index (ESCI) of Thomson Reuters indexed IJOL
It is our immense pleasure to announce that the International Journal of Organizational Leadership (IJOL) has been accepted for coverage in the Emerging Sources Citation Index (ESCI) of Thomson Reuters. ...

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