Volume 6, Issue 4, Autumn 2017, Page 434-544


Relationship between Goal Orientation and Employee Creativity: A Mediating Role of Creative Self-Efficacy

Sajid Rahman Khattak; Zafar Saleem; Hadayat Khan

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 434-443
DOI: 10.33844/ijol.2017.60338

This paper aims to investigate the effect of learning and performance goal orientations on employee creativity through a mediating role of creative self-efficacy. The population of the study consists of all level of managers of commercial banking sector of Pakistan. Through stratified sampling technique a total 400 managers were selected for the study. Data was collected through a structured questionnaire having five points Likert scale. The study found that both learning and performance goal orientations have the positive and significant association with employee creativity. The study also found that creative self-efficacy partially mediates the relationship between goal orientations and employee creativity. The study highlights implications and future research directions. 

Materialism and Its Associated Concepts

Bahar Türk; Aysel Ercis

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 444-455
DOI: 10.33844/ijol.2017.60212

Consumption tendency have increased in society and individuals have preferred their tendency rather than needs in their purchasing process. This situation has increased the tendency toward materialism. Therefore, it is important to determine the relationship between materialism and other variables which affect the purchase decision. Some of these factors are perceived social status, status consumption, conspicuous consumption, impulse buying, brand loyalty, consumer independence, and materialism of the consumers. In this context the aim of this paper was to examine the relationships between materialism, perceived social status, status consumption, impulse buying, conspicuous consumption, brand loyalty, and consumer independence. The survey was applied to 412 people in Erzurum/Turkey. To investigate the relationship between these variables, the structural equations model was used. The findings indicated that there was a positive relationship among materialism, status consumption, perceived social status, conspicuous consumption, impulse buying, and brand loyalty. Another significant finding pointed out that materialism was not associated with consumer independence

A Critical Review of Implicit Leadership Theory on the Validity of Organizational Actor-National Culture Fitness

Alperen Öztürk; M. Abdülkadir Varoglu; Demet Varoglu

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 456-469
DOI: 10.33844/ijol.2017.60357

According to implicit leadership literature, actor-national culture fitness is a necessity to be labeled as a leader. However, studies which focus on implicit leadership theory and national culture have some contradictory findings. A systematic review of these studies reveals that participants could score high on opposite implicit leadership values and a sufficient theoretical explanation for these surprising results have not been given so far. This paper argues that showing full harmony with the cultural expectations of followers is not a necessity to be seen as a leader. Actors who can fill the cultural gap with their different cultural values can also be labeled as leaders. This paper contends that organizational actors with cultural values differing from those of the followers with certain cultural orientations are more likely to be labeled as leaders. People from individualistic societies may be more prone to label ‘team-oriented leadership’ dimension as their outstanding leadership prototype whereas people from masculine societies may show ‘humane oriented leadership’ as their outstanding leadership prototype.

Assessment of Leadership for Innovation and Perceived Organizational Innovativeness: Differences between Self-Reported Individual and Social Creativity

Per Eisele

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 470-480
DOI: 10.33844/ijol.2017.60326

The aim of the present study was to investigate how employees assess innovation and leadership and to know if there was a difference between individual and social creativity in these assessments. In a private firm within the creative industry, employees (N=153) assessed organizational innovativeness and leadership for innovation. The perceived organizational innovativeness scale (PORGI) and a new leadership for innovation scale (LIS) were used. Independent variables were self-report measurements of individual creativity and social creativity. Analysis indicates that the company is perceived as innovative but the leaders score low on leadership for innovation. Socially creative employees view their workplace as less innovative than individually creative people and is also more negative in the assessment of their leader’s ability to facilitate innovation. Notably, social creativity correlated negatively with leadership for innovation and perceived organizational innovativeness.

Impact of abusive supervision on turnover intention through future work self-salience and organization-based self-esteem

Muhammad Arif; Muzammal Ilyas Sindhu; Syeda Faiza Urooj; Shujahat Haider Hashmi

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 481-490
DOI: 10.33844/ijol.2017.60260

The purpose of this study is to examine the impact of abusive supervision on turnover intention through future work self-salience and organization-based self-esteem. We further anticipated that OBSE would have a moderating influence on the association of AS and TOI.Data has been collected using questionnaire and servicing sector of Pakistan as the target population is considered important for this study. Research analysis indicated that FWSS had a partial intervening influence of the association between AS and TOI, whereas, OBSE had a moderating influence on the path of AS and TOI association. Although this study is going to identity the impact of abusive supervision on turnover intention through future work self-salience and organization-based self-esteem in Pakistani servicing sector but it lemmatizes the generalizability of studies at global level. This study contributes to identity the influence of Abusive behavior of supervisor on turnover intention through FWSS and OBSE. It was anticipated that FWSS which demonstrates the easiness of creation and precision of a person’s hope for work-based ID. Furthermore, it will contribute to modify the policy implications for organizational development through supervisory behavior development. 

Authentic Leadership: A New Approach to Leadership (Describing the Mediatory Role of Psychological Capital in the Relationship between Authentic Leadership and Intentional Organizational Forgetting)

Samaneh Mohammadpour; Nour Mohammad Yaghoubi; Amin Reza Kamalian; Habibollah Salarzehi

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 491-504
DOI: 10.33844/ijol.2017.60278

In the last decade, companies have increasingly understood the value of knowledge management for obtaining competitive advantage. The two main dimensions of knowledge management are organizational learning and organizational forgetting. Despite much research that has been done about knowledge management and organizational learning, not much studies have been conducted so far on organizational forgetting and how to handle it. The purpose of the present study is to consider the relationship between the most recent leadership approach called authentic leadership and the concept of intentional organizational forgetting and psychological capital, which are suggested as a conceptual model for the first time. Research methodology is descriptive-correlational, and in terms of purpose, it is an applied study. Statistical population includes the employees of National Oil Products Distribution Company of Sistan and Baluchestan Province, out of which 165 individuals were selected through random sampling. Data collection tool includes the standard questionnaires of authentic leadership, organizational forgetting, and psychological capital, whose content validity was confirmed by experts’ comments and its reliability was confirmed by Cronbach’s alpha. In this research, correlation test, regression test, and structural equations model were used, and data were analyzed using LISREL Software. Results indicate that authentic leadership directly and indirectly affects intentional organizational forgetting through psychological capital. Also, the psychological capital, as a mediator variable, is relatively effective in the relationship between authentic leadership and intentional organizational forgetting.

Analysis of Links between Communication Skills, Motivational Orientations, and Awareness of Coaching

Zuzana Birknerová; Martin Birkner; Lucia Zbihlejová

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 505-510
DOI: 10.33844/ijol.2017.60381

The proposed research deals with the analysis of links between the assessment of communication skills, motivation, and awareness of coaching. The main objective of the research was to detect which skills are typical for the addressed sample of 140 managers (aged between 24 and 62 years), at what level are their communication skills, which tools of motivation they use in their work, and what is their knowledge of coaching. The utilized methodology was a combination of two questionnaires – questionnaire of development of Communication Skills (CS) and questionnaire of Awareness of Coaching (AC). On the basis of the acquired results, several proposals for improvement of particular managerial skills were provided.

The role of transformational leader in developing knowledge culture in public sector hospitals

Sobia Mahmood; Muhammad Arif Khattak

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 511-524
DOI: 10.33844/ijol.2017.60362

The study emphasizes on the role of transformational leader in developing a culture of knowledge sharing in public sector hospitals. Transformational leaders may become the source of inspiration and serve as role models for organizational members to share their valuable knowledge with others. The leaders are unable to develop an organizational culture where there is trust among organizational members to share their valued knowledge with each other. However, it is needed to know that whether a cause and effect relationship exists among transformational leader and knowledge sharing. The implication of the present study is the result of the dangerous nature of the problem that confronts not only some hospitals, but whole health sector and indeed countries as a whole. The present study helps in developing a trust based organizational culture where employees feel free to share their worthwhile knowledge. By sharing knowledge, the performance of the hospitals can also be enhanced and patient care becomes easier. 

Leader member exchange as a mediator of the relationship between servant leadership and job satisfaction: A research on Turkish ICT companies

Buket Akdol; F. Sebnem Arikboga

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 525-535
DOI: 10.33844/ijol.2017.60226

Servant leadership (SL) is a theoretical framework that defines a leader’s primary motivation and role as service to others.  It introduces a holistic approach to work, advocates a sense of community, and promotes the sharing of power in decision making by showing humility, authenticity, and stewardship.  Servant leader also develops and empowers employees by standing back, encouraging to be autonomous, and by forgiving mistakes.  On the other hand, the Leader Member Exchange (LMX) Theory explores the one-on-one relationship between a leader and the individual follower independently, instead of focusing on the general relationship between the leader and the group as a whole.  The objective of this study is to test the effect of SL on job satisfaction (JS) in Turkish business context and to identify the mediator effects of LMX on the relationship between SL and JS by quantitative data obtained from Information and Communication Technologies (ICT) Sector companies in Turkey. The multidimensional leadership measure developed by Van Dierendonck and Nuijten (2011), four-dimension LMX Measure of Liden and Maslyn (1998), and short form of Minnesota Job Satisfaction Questionnaire (MSQ) developed by Weiss, Dawis, England, and Lofquist (1967) were used as assessment tools on questionnaire. Research results show that there is a partial mediator effect of LMX on the relationship between SL and JS.

Examining the Role of Organizational Virtue in Professional Ethics Augmentation

Habib Ebrahimpour; Vakil Heidari Sareban

International Journal of Organizational Leadership, Volume 6, Issue 4, Pages 536-544
DOI: 10.33844/ijol.2017.60222

As a new branch of ethics, professional ethics seeks to respond to the ethical issues of various professions. Today, professional ethics has a strategic role in businesses, and strategic management specialists have identified appropriate ethical principles in an organization as a precondition for a quality strategic management. Professional ethics is the most important tool of business and administrative activities, but unfortunately, in our religious community, there is no respect for professional ethics in the workplace. Organizational virtues which refer to the qualified behavior of organization members can play an important role in displaying the professional ethics. So, this study examines the role of organizational virtue in the development of professional ethics of Maskan Bank staff in Ardabil. To this end, organizational virtue was examined in five categories including optimism, trust, compassion, integrity, and forgiveness. Professional ethics was examined in eight dimensions of accountability, virtue and competitiveness, honesty, respect for others, respect towards social values and norms, justice, compassion for others, and loyalty. This applied study is a descriptive-survey research using a questionnaire. The sample included 118 employees of Maskan Bank of Ardabil. Data analysis was performed using Pearson and multivariate regression analysis. The results indicated that organizational virtue had a significant positive effect on the staff’s professional ethics. Optimism had the highest impact on the professional ethics of the staff and the least significance was related to forgiveness.