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Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change

    Authors

    • Mohamed Salih Yousif Ali 1
    • Noori Alhamdany Saba 2
    • Emad Aldeen Essa Eshag Abou 3

    1 Department of Business Administration, College of Science and Humanity Studies, Prince Sattam Bin Abdulaziz University, Al-Aflaj, Saudi Arabia

    2 College of Administration and Economics, University of Fallujah, Iraq

    3 Department of Procurement and Supply Chain Management Concentration, School of Management Studies, Ahfad University for Women, Khartoum, Sudan

,
10.33844/ijol.2023.60349
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Abstract

Drawing on the social exchange approach and an accompanying sub-theory pertaining to upper echelons theory, which are the most influential theories for describing the behavior of workers in the workplace, this study empirically investigates some corresponding moderated serial mediation variables, such as affective commitment, work meaningfulness, and perceived organizational support, which impact the relationship between Phoenix leadership and organizational change. A total of 150 employees working in the Sudanese Electricity Company participated in the questionnaire survey. The response rate was 88%. The results revealed that Phoenix leadership significantly influences organizational change and affective commitment. Affective commitment significantly influences work meaningfulness. Affective commitment and work meaningfulness mediate the relationship between Phoenix leadership and organizational change. Affective commitment mediates the relationship between Phoenix leadership and work meaningfulness. Work meaningfulness mediates the relationship between affective commitment and organizational change, but perceived organizational support does not moderate the relationship between work meaningfulness and organizational change. By testing the mediated moderation effects on the relationship between Phoenix leadership and organizational change, this research proposes a new framework for assessing the impact of mediators and moderators on teams of employees during the COVID-19 pandemic.

Keywords

  • Phoenix leadership
  • Organizational change
  • Affective commitment
  • Work meaningfulness
  • Perceived organizational support
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International Journal of Organizational Leadership
Volume 12, Issue 1
April 2023
Page 72-90
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  • Article View: 402
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APA

Ali, M. S. Y. , Saba, N. A. and Eshag Abou, E. A. E. (2023). Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change. International Journal of Organizational Leadership, 12(1), 72-90. doi: 10.33844/ijol.2023.60349

MLA

Ali, M. S. Y. , , Saba, N. A. , and Eshag Abou, E. A. E. . "Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change", International Journal of Organizational Leadership, 12, 1, 2023, 72-90. doi: 10.33844/ijol.2023.60349

HARVARD

Ali, M. S. Y., Saba, N. A., Eshag Abou, E. A. E. (2023). 'Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change', International Journal of Organizational Leadership, 12(1), pp. 72-90. doi: 10.33844/ijol.2023.60349

CHICAGO

M. S. Y. Ali , N. A. Saba and E. A. E. Eshag Abou, "Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change," International Journal of Organizational Leadership, 12 1 (2023): 72-90, doi: 10.33844/ijol.2023.60349

VANCOUVER

Ali, M. S. Y., Saba, N. A., Eshag Abou, E. A. E. Examining a Moderated Serial Mediation Model of the Relationship between Phoenix Leadership Characteristics and Organizational Change. International Journal of Organizational Leadership, 2023; 12(1): 72-90. doi: 10.33844/ijol.2023.60349

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