Volume 7, Issue 1, Winter 2018, Page 1-105

Leadership Styles of Hotel Managers in Northern Cyprus: Which Style is Dominant?

Özlem Uzunsaf Yamak; Serife Zihni Eyüpoglu

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 1-11
DOI: 10.33844/ijol.2018.60202

The main aim of this study was to investigate the dominant leadership style of managers working in 4 and 5 star hotels in Northern Cyprus and to determine whether demographic factors influence their leadership styles. The leadership styles identified for the study were autocratic, democratic, laissez-faire, and charismatic. The demographic factors were gender, nationality, education level, management level, and job experience. A total of 120 managers participated in the study. The results indicated that charismatic leadership is the dominant leadership style and there is a statistically significant relationship between laissez-faire leadership style and the nationality of managers. However, no statistically significant relationship exists between leadership styles and the other demographic variables examined namely, gender, management level, education level, and work experience. 

To what extent trust in leader and ethical climate affect turnover intention? A research on private and public bank employees

E. Serra Yurtkoru; Melisa ErdilekKarabay

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 12-26
DOI: 10.33844/ijol.2018.60416

Drawing on theory and research, the mediating roles of trust in leader and ethical climate on the relations between ethical leadership, organisational justice, and turnover intention are examined with structural equation modelling. Using 571 private and 535 public bank employees, it is found that turnover intention can be decreased by increasing trust in leader and ethical climate in the environment. In addition, the full mediations of trust in leader and ethical climate are supported in the relations between ethical leadership and turnover. However, trust in leader and ethical climate are found to have partial mediating effects between distributive justice and turnover and it is also found that procedural justice does not have an effect on turnover intention. Moreover, invariance tests have identified both model and structural invariance indicating equivalence across both private and public bank samples.

Impact of Managerial Coaching on Organizational Citizenship Behavior: The Mediation and Moderation Model

Basharat Raza; Muhammad Ali; Samiah Ahmed; Jamil Ahmad

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 27-46
DOI: 10.33844/ijol.2018.60360

To fill the research gap of scarce literature and effectiveness of managerial coaching, this study attempts to examine the influence of managerial coaching on employee organization citizenship behavior through the mediating effect of thriving at work and moderating effect of perception of organizational politics between managerial coaching and thriving at work. Data was collected from the employees working in the pharmaceutical sector in Lahore, Pakistan. By using structural equation modeling (SEM) analysis technique with 361 workers’ sample, results indicate that managerial coaching is positively correlated with thriving at work, OCB-I and OCB-O and thriving at work mediate the relationship of managerial coaching and organizational citizenship behavior. The results also exhibit that the relationship between managerial coaching and thriving at work is moderated by the perception of organizational politics. Furthermore, the practical implications of this study are further discussed.

How Burnout Affects Turnover Intention? The Conditional Effects of Subjective Vitality and Supervisor Support


International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 47-60
DOI: 10.33844/ijol.2018.60233

Although numerous researchers in the literature have tried to show that low levels of supervisory support contributing to job burnout and turnover, the moderating effects of supervisor support and subjective vitality on this interaction still keep unclarified. This paper examines the effect of burnout on turnover intention of 295 employees, who are employed in Turkish health sector. It is also aimed whether supervisor support and subjective vitality have moderating effects on job burnout-turnover intention relationship. The findings show that the two dimensions of burnout namely emotional exhaustion and depersonalization positively affects turnover intention. Moreover, the moderating effects of supervisor support and subjective vitality on the relationship between burnout (emotional exhaustion and depersonalization) and turnover intention are statistically significant. Specifically, the levels of subjective vitality and supervisor support increases, the burnout-turnover intention relationship gradually strengthens. Managerial applications and further research directions are provided.

Bridging the Gap between University Curriculum and Industrial Needs: A Case Study of Teaching Interpersonal Skills

Savina Manevska; Kwasi Asare Baffour Danquah; Cleland Fiifi Afful; Jana Smerdova; Nedelcho Manev

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 61-69
DOI: 10.33844/ijol.2018.60425

Effective interpersonal skills represent a major success factor in almost every aspect of the business world today. To have a competitive advantage, new graduates must master those skills with limited or even non-existing experience – an area where most business schools face severe breach between their curriculum and company expectations. This article looks at bridging the interpersonal skill gap through the implementation of relevant internship experience for students. Some of the skills been looked at are negotiation skills, effective communication skills, leadership skills, training and development. The approach incorporates collaborated final assessment of student knowledge and skills from both educational institution and business entity. The result of the research aims at creating an objective tool of assessment criteria for evaluating the adaptivity of interpersonal skills, acquired by students in their Business Administration Program.

Ethical Climate as a Mediator between Employees’ Organizational Silence Behaviors and their Trust in Leader: An Empirical Research on Insurance Sector Employees

Melisa E. Karabay; Irge Sener; Seher A. Tezergil

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 70-83
DOI: 10.33844/ijol.2018.60444

Leaders play a major role in determining effectiveness across all organizational levels compromising (individual, team and units through their ability of ensuring trust among their subordinates and co-workers). In this study, the effect of trust in leader on employees’ organizational silence behavior and ethical climate as a mediating role was investigated. In order to measure the impact of the perceptions of employees trust in their leaders on their silence behavior particularly on defensive, acquiescent, and pro-social silence, a survey was conducted among 811 employees working in various insurance companies in Istanbul, Turkey. To test the hypotheses, hierarchical regression technique was used. According to the findings, trust in leader negatively affected silence intentions of employees. Furthermore, the findings presented a supporting evidence of the full mediating effect of ethical climate for the relation between trust in leader and overall organizational silence, and acquiescent and pro-social silence behavior. However, findings revealed that ethical climate had a partial mediating effect on the relation between trust in leader and defensive silence behavior of employees.

The Correlation between the Power Styles Used by Nurse Managers and Bullying Behaviour

Sehrinaz POLAT; Betül SÖNMEZ

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 84-98
DOI: 10.33844/ijol.2018.60327

This cross-sectional, descriptive, and correlational study was conducted to determine the correlation between the perceptions of nurses about the power styles used by their managers and the bullying behaviours that are exposed to them by their managers.The sample of the study consisted of 822 nurses who worked in a public university hospital in Istanbul and agreed to participate in the study. The nurses who participated in this study evaluated the power styles used by their managers as legitimate power, reinforcing power, and coercive power, respectively. Almost half of the nurses in this study indicated that they were exposed to bullying behaviour by their managers in the last one year. It was found that current reinforcing powers of managers had an inverse effect on being exposed to bullying behaviours, whereas their legitimate and coercive powers (for head nurses) had a significant effect on being exposed to bullying behaviour. The legitimate and coercive power styles were effective in bullying behaviour and supported the presence of power inequality between the person displaying negative behaviours and the victim or abuse of power. This study revealed that nurse managers should prudently use the legitimate and coercive powers which arise from their position at a level that will not cause bullying.

Prediction of Selected Personality Characteristics of Businessmen in the Context of their Potential to Work with Customer

Tatiana Lorincová; Anna Tomková; Ladislav Suhányi

International Journal of Organizational Leadership, 2018, Volume 7, Issue 1, Pages 99-105
DOI: 10.33844/ijol.2018.60232

The current paper aimed to analyze the predictive power of conscientiousness and agreeableness which are important personality characteristics of businessmen and related to potential to work with customers. The sample consisted of 122 respondents, 42 women and 80 men (average age was 28.71 and standard deviation 2.98) working in business area with customers. The data were collected through NEO-Five Factor Inventory which measured the level of agreeableness and conscientiousness developed by McCrae and Costa (1987) in Slovak translated by Hrebicková and Urbánek (2001) and SKASUK- Scale of potential to work with customer developed by Sonnenberg in Slovak translated by Kovác (2006). Based on the confirmed aspects it was concluded that motivation to help had significant predictive power in predicting conscientiousness. Dominance and social appreciation did not have significant predictive power in predicting conscientiousness. We found that characteristics which are potential to work with customer did not have significant predictive power in predicting agreeableness. Social appreciation contributed to prediction of agreeableness at significant level.