Volume 6, Issue 1, Winter 2017, Page 4-156


Comparison of the leadership styles practiced by Romanian and Dutch SME owners

Laurentiu Mihai; Adriana Burlea Schiopoiu; Magdalena Mihai

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 4-16
DOI: 10.33844/ijol.2017.60262

This study represents a comparative research of the particularities of leadership styles among the owners of small or medium enterprises from Romania and the Netherlands. The three styles used in the present research are autocratic, democratic, and Laissez-faire. The main research instrument of the study was the survey, based on which the researcher determined the dominant leadership style for each respondent. This survey has been applied on a sample of 50 small or medium business owners from Romania and 128 small or medium business owners from the Netherlands. According to the final results, the dominant leadership style in both cases has been the democratic one. Moreover, a series of factors such as the company’s age and owner’s sex which significantly influence the practiced style have identified. 

Effects of occupational commitment on corporate reputation: An empirical test for a hospital case in North Cyprus

Pinar Kurd; Tolga Medeni; Tunç Medeni; Mustafa Sagsan

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 17-31
DOI: 10.33844/ijol.2017.60297

The reputation of a corporation in its stakeholders’ eye
is a very important factor which opens the doors to be privileged and
successful by creating awareness in a business environment where the competition
is high. The most important stakeholders which influence reputation is
employees who have an important role for the corporation to survive. Each
occupation requires a high commitment. However, individuals working in the
health field have a priority according to other fields. The purpose of the
study is to reveal the relationship between occupational commitment and corporate
reputation of healthcare staff. The dimensions of occupational commitment of a
private hospital employees was examined and their perception in terms of their
own corporate as employees was measured. In conclusion, it was concluded that
the affective commitment highly affects the social environment of the business
environment, product performance, and vision leadership, which are some of the
dimensions of the corporate reputation and were grouped as a result of the
measurement. In addition, it was found out that the dimensions of  corporate reputation can be reduced by being
collected under different titles.

Role of leader-member exchange relationship in organizational change management: Mediating role of organizational culture

Muhammad Arif; Sarwar Zahid; Uzma Kashif; Muzammal Ilyas Sindhu

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 32-41
DOI: 10.33844/ijol.2017.60339

Today’s dynamic and global village enforces competitive organizations to adopt new practices, processes, and regulations for survival. This study examined the role of leader-member exchange relationship in organizational change management with mediating role of organizational culture. Supervisors have contributing role to implement the changes. Middle and front line managers have more discretionary power to implement further changes for having better performance. The findings of this study showed that there exist significant and positive relationship between LMX and organizational change management. Furthermore, it is also depicted that organizational culture show mediation between LMX and organizational change management.

Family firms, expropriation and firm value: Evidence of the role of independent directors’ tenure in Malaysia

Chee Yoong Liew; Ervina Alfan; Susela Devi

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 42-64
DOI: 10.33844/ijol.2017.60195

This paper was conducted to examine whether there was a negative relationship between independent directors’ tenure and firm value which indicated the existence of expropriation due to long tenure of independent directors and whether controlling shareholders’ ownership moderated this relationship among Malaysian firms. The results revealed that there was a negative relationship between independent directors’ tenure and firm value. It also showed there was a significant positive moderating effect of controlling shareholders’ ownership on the relationship among Malaysian family firms in exclusive industries. However, there was inconclusive evidence that this negative relationship and positive moderating effect were stronger amongst the family firms compared with non-family firms.

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. 

Development and validation of instructional leadership questionnaire

Muhammad Akram; Sobia Kiran; Abdurrahman ILGAN

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 73-88
DOI: 10.33844/ijol.2017.60435

The purpose of this study was to develop and validate instructional leadership questionnaire based on head teachers’ perceptions of instructional leadership practices. Based on rigorous literature review of the seminal research works and models on instructional leadership, a 40-items questionnaire grouped into seven dimensions was developed. Content validity of the questionnaire was ensured through opinions of two panels of experts and practitioners. Pilot study was conducted on 30 head teachers from rural and urban high schools to get their feedback on the language clarity, understandings, and the reliability. The alpha level of 0.75 based on pilot testing data provided validity evidence of the questionnaire. Later on, the researchers collected data from 164 head teachers, selected conveniently, from Okara and Lahore districts as Pakistan cities. Out of 164 head teacher, 85 were male and 79 were female; 78 were rural and 86 were urban; and 83 were directly selected from the selection boards while 81 were promoted to the head teacher positions. The overall internal consistency of the 40 items was 0.95 and alpha reliability of the seven dimensions ranged from 0.78 to 0.87. Exploratory factor analysis yielded seven subscales such as instructional resource provider, maintaining visible presence, teachers’ professional development, maximizing instructional time, monitoring student progress, giving feedback on teaching and learning process, and curriculum implementer. Significant positive correlations were found between all the seven dimensions of the questionnaire. Further, t-test for independent samples revealed that male and female, rural and urban, and selected and promoted head teachers significantly differ on the seven dimensions of the instructional leadership questionnaire, meaning that the questionnaire demonstrated variance across gender, location, and head teachers’ upgradation based on selection or promotion. The findings suggested initial evidence of validity and reliability of the instructional leadership questionnaire that can be used in school settings.

Antecedents of job turnover in educational sector of Pakistan

Muhammad Rizwan; Asad Afzal Humayon; Ahmad Usman Shahid; Rizwan Qaiser Danish; Nauman Aslam; Jawad Shahid

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 89-101
DOI: 10.33844/ijol.2017.60404

The primary purpose of this research was to analyze the effect of affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization on employees’ job turnover in private and public sector universities of Lahore, Pakistan. A survey based explanatory research design was used. This study was conducted among the employees working in educational sectors such as universities and colleges in Lahore. About 270 questionnaires were distributed by employing various methods of communication such as email in person and post. The findings of this study indicated that job satisfaction, job stress, organizational politics, and job role ambiguity had significant effects on job turnover of employees while affective commitment and job formalization had adverse effects on the employees. Self-reported measures were used to measure employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization. Since all the participants were selected from Lahore’s public and private universities and colleges, the outcomes were not connected to differences of instructional materials or educational foundations. Considering the importance of employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization, higher education institutional management and policy makers should take the necessary measures to reduce the extent of turnover which will improve the employees’ individual and organizational performance. The relevant literature shows that employees’ turnover is under investigation especially in public sector universities of Lahore, Pakistan. So, the current study has contributed to enhance the consideration on the most noteworthy problems.

Prediction of manipulation as a core part of social intelligence through selected personality traits in the context of business area

Anna Lelková; Tatiana Lorincová

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 102-108
DOI: 10.33844/ijol.2017.60227

The current research paper aimed to analyze the manipulation which is a core part of social intelligence through verification of predictive power personality traits, namely extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. The research sample consisted of 172 respondents, 84 men and 88 women of age between 23 to 57 (average age was 32, 47 and standard deviation was 8,197) working in business area. The aim of the study was to analyze the predictive power of selected personality traits to manipulation. The research data were collected through NEO- Five Factor Inventory which measured the level of extraversion, agreeableness, aonscientiousness, neuroticism, and openness to experience by Costa and McCrae in Slovak translation by Hrebicková and Urbánek (2001) and MESI questionnaire which measured the level of manipulation by Frankovský and Birknerová (2014). Based on the confirmed aspects it was concluded that extraversion, openness to experience, and agreeableness have significant predictive power in predicting manipulation. Conscientiousness and neuroticism do not have significant predictive power in predicting manipulation.    

The mediating role of transformational leadership style on relationship between personality type and turnover intention in Saudi Arabian banking context

Seita M. Almandeel

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 109-136
DOI: 10.33844/ijol.2017.60270

The purpose of this paper is to study the mediation effect of leadership style on the relationship between employees’ personality types and turnover intention in the banks of Saudi Arabia. Data were collected using online questionnaires from 343 branch employees from two Saudi commercial banks operating in Riyadh City in Saudi Arabia. The obtained data was analyzed using structural equation modeling (AMOS) to test the hypotheses. It was found that high conscientiousness has an influence on decreasing turnover intention. Moreover, bank employees with high conscientiousness are less likely to perceive their leaders as transformational or transactional ones. Regarding to openness to experience, Saudi bank employees are less likely to perceive their leaders as passive or avoidant styles of leadership. The results of the study demonstrated that Saudi Arabian employees who score high in Neuroticism are more likely to perceive their banks leaders as either transformational or transactional ones. This research contributes to organizational behavior and leadership theory; it is considered as one of the first empirical studies within the Saudi context to investigate the mediating role of perceptions between leadership styles between personality traits and employees’ turnover intentions. It is also one of the first studies to examine the relationship between personality traits, leadership styles, and turnover intention in banking contexts. The findings have several important implications. For instance, this study documents both the direct and mediation effects of perceived  leadership styles on employees’ personality and their turnover intentions which will be helpful for the development of new studies on human resource management and cross-cultural management.

Transformational and transactional leadership: Which one is more effective in the education of employees’ creativity? Considering the moderating role of learning orientation and leader gender

Pejman Ebrahimi; Mousa Rezvani Chamanzamin; Najmeh Roohbakhsh; Jafar Shaygan

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 137-156
DOI: 10.33844/ijol.2017.60196

This
study aimed at investigating the effect of transformational and transactional
leadership on education of employees’ creativity by considering the moderating
role of learning orientation and leader’s gender. The study hypotheses were
based on the impact of transformational and transactional leadership styles on
employees’ creativity. In this regard, the study questionnaire is distributed
among 548 people of department of education employees. Using structural
equation modeling the relationships between variables were investigated. The
findings showed that the female leaders were more effective than male leaders
on transforming schools. Moreover, the results showed that the learning
orientation moderates the connection of both leadership styles and employees’
creativity.