Issue 2


Motivational drivers of competitive and cooperative personalities: Implications for efficient HR management

Vít Janiš; Pavel Žiaran

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 157-168
DOI: 10.33844/ijol.2017.60361

The aim of the current study is to analyze motivational drivers important for the competitive and for the cooperative personality types which may have relevant implications for HR management. Nowadays, corporations in their search for efficiency should enhance their talent management and focus on the most relevant motivational factors. Today, another significant aspect of a dynamic corporation refers to the need for people who are both greatly cooperative and reactive to competitive forces within the corporation. Our analysis is based on a data collected via online questionnaire survey. The sample (N = 629) consists of Czech economically active population. Personality types (competitive and cooperative) are derived from the Neo (big five) personality inventory methodology. The study includes nine motivational factors such as financial reward, appreciation of work performance, stability of a job, potential for personal development, etc. Analytical methods used in the study include factor analysis, correlation analysis, and a three-dimensional graphical analysis - for better presentation of results and practical implications. The results correspond to the empirical expectations and at the same time bring an interesting insight which improves understanding of the psychological functioning of a personality as well as ways of efficient motivation of personnel in the corporate environment.

Talent management in a microeconomy

Svala Guðmundsdóttir; Gylfi D. Aðalsteinsson; Jessica Helgudóttir

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 169-175
DOI: 10.33844/ijol.2017.60240

In recent years, there has been a growing interest in talent management, but there is still considerable debate with regard to understanding of the meaning of talent. While talent management has been criticized for the lack of conceptual and intellectual foundation, this paper aimed at exploring the systematic approaches to talent management in Icelandic organizations. A qualitative study was performed and some interviews were conducted with 10 human resources managers. The results indicated that there were positive attitudes towards the talent management. Also, the interviewees described talent management as a rather new phenomenon within Icelandic companies. Talent management was defined by the managers as a powerful tool to monitor, attract, and develop their employees’ skills and retain new talent.

A model for identification of informal groups’ leaders

Alireza Bafandeh Zendeh; Hamed Saghafi Oskuie

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 176-189
DOI: 10.33844/ijol.2017.60348

The main purpose of this research is to develop a way for identification of informal leaders in the organizations by Dematel technique.  For this purpose, firstly the components of social influence of informal leaders in the organizations have been identified based on the review of the related literature. Using the idea of masters and pundits in psychology, management, and exploitation of Analytic Hierarchy Process (AHP), we identified the local weight of social influence criterions of informal leaders. Finally, by calculating inconsistency rate, the reliability of criterions’ pairwise comparisons was approved. After this stage, a questionnaire was prepared to calculate the measure of social influence of spastic sample and was delivered to participants. By the use of scores obtained from questionnaire and Dematel technique, participants ranked on the basis of the highest social influence.

A content analysis of servant leadership studies

Burcu Yigit; Serdar Bozkurt

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 190-196
DOI: 10.33844/ijol.2017.60312

The aim of this study was to evaluate the articles has been written about servant leadership between 2000 and 2016 years (until August). For this purpose, four world-known electronic databases were identified in this study. These databases are EBSCO (F = 35), Sage (F = 26), Science Direct (F = 8) and Emerald (F = 27). Generally, 96 articles were gathered from these databases about servant leadership. These articles were analyzed according to journal name, publication year, country, sample size, type of research, data collection tool(s), and data analysis method. Using the content analysis method, the frequency distribution of data, descriptive statistics, and percentage analysis were determined. When the results of the study were examined, it was concluded that the most published journal was “Leadership and Organizational Development Journal” during 2015 and 2016 in the United States. The sample size ranged from 1 to 500. To collect data, quantitative research and survey were used. Factor analysis, correlation, and regression analysis were used to analyze the obtained data.

A comparative study of the impact of emotional, cultural, and ethical intelligence of managers on improving bank performance

Shahram Mirzaei Daryani; Samad Aali; Amir Amini; Bahman Shareghi

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 197-210
DOI: 10.33844/ijol.2017.60318

Many factors influence human and social systems’ behaviour. The main aim of the current study was to check the status of intelligence in emotional, cultural, and ethical dimensions. Besides, the study examined the effect of those dimensions of intelligence on improving the performance of public and private banks in Ardabil. The current study was practical in terms of the method; cross-sectional in terms of time; inductive in terms of implementation logic; quantitative in terms of the implementation process; and causal in terms of purpose. The population of the study included the managers of public banks of Melli and Sepah and private banks of Pasargad, Eghtesad-e Novin, and Mehr of Ardabil. A questionnaire was set up by the researcher to evaluate the effects of intelligence in emotional, cultural, and ethical dimensions on the banks’ performance. The Cronbach test was used to test the reliability of the questionnaire. Descriptive statistics such as frequency, medium, and mean were used to describe the demographic of the participants. Inferential statistic tests such as Kolmogorov-Smirnov, regression, and independent t were used to analyse the data. The findings of the study showed that in both public and private banks, intelligence in emotional, cultural, and ethical dimensions had a positive impact on the performance of the banks. The effects of cultural intelligence on the performance of the public banks were more than the private banks. However, the impact of emotional and ethical intelligence on the performance of the private banks was more than the public banks.

Recruitment and selection processes in Slovak enterprises and multinational corporations

Elena Delgadová; Monika Gullerová; Eva Ivanová

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 211-220
DOI: 10.33844/ijol.2017.60241

National labour markets of today have been profoundly affected by globalization. Therefore, organizations and workforce must be able to respond flexibly to changing labour market conditions and demands. As a European Union and NATO member country, the Slovak Republic has been one of the attractive destinations for its stable economic and political situation, common European currency, and skilled and educated labour force. The purpose of the current paper is to identify processes through which multinational companies operate in Slovakia recruit and select new employees for the position of a first-line manager and compare them with those being most widely utilized by Slovak enterprises. This pre-research will serve as a basis for a follow-up comprehensive and comparative research to be made in cooperation with colleagues from the Universidad de Valencia and Universidad Católica de Valencia San Vicente Mártir in Spain. Following this, the methods of questionnaire, literature research method, method of comparative analysis, and synthesis were used.

The effect of organizational loads on work stress, emotional commitment, and turnover intention

Serhat ERAT; Hakan KITAPÇI; Pinar ÇÖMEZ

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 221-231
DOI: 10.33844/ijol.2017.60304

In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.

Successful takeovers and internal organizational variables: Experience from Croatia

Davor Filipovic; Najla Podrug; Tomislav Kandžija

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 232-248
DOI: 10.33844/ijol.2017.60266

Optimal acquisition strategy represents challenge for business world and academia. Academia tries to identify all factors and perspectives influencing success of acquisition strategy. The business reality is that most of M&As do not accomplish prearranged synergies and effects; therefore, the objective of this paper was to analyze the impact of key organizational variables on the success of acquisition strategy. The aim of this paper was to determine the impact of strategy, organizational structure, and corporate culture in the change process in target company. To this end, success of target company is defined by comparison of business performance prior and after the acquisition process by using financial indicators. Empirical research was conducted on the sample of target companies in Republic of Croatia in the period from 1998 until 2006. Data was collected via questionnaire followed with business performance analysis for the period of three years after the transaction’s execution. Empirical research has confirmed a statistically significant correlation between the radical change in the target’s strategy and its performance after the takeover. Likewise, research confirmed statistically significant correlation between changes in organizational structure and target’s performance after the takeover and statistically significant correlation between larger change in corporate culture and target’s performance after the takeover. Scientific contribution of this paper was the verification of importance of changes in strategy, organizational structure, and corporate culture for successful change management in target companies.

A typology of human resource management practices in terms of their contribution to organizational performance

Ladislav Sojka

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 249-260
DOI: 10.33844/ijol.2017.60322

This paper describes the state of already carried out studies studying the relationship between human resource management practices and outputs of a company, in particular the financial and operational performance. The paper also introduces still unsolved problems like the lack of a typology of practices, not yet addressed problem of overlooking the level of individual practices, as well as the unresolved issue of a causal relationship between human resource management practices and performance. The current paper introduces a typology of human resources management practices and a typology of costs. 

The effects of organizational culture on the development of strategic thinking at the organizational level

Mohammad Bagher Arayesh; Emad Golmohammadi; Maryam Nekooeezadeh; Abbas Mansouri

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 261-275
DOI: 10.33844/ijol.2017.60385

Strategic thinking is a strategic capability that helps managers to understand their ability in predicting and controlling future events and distinguishing them. Meanwhile, instead of being placed under the influence of changes, they affect the changes. Organizational culture is a factor that can result in the development of strategic thinking in organizations. The basic purpose of this study is to investigate the effect of organizational culture on the development of strategic thinking at the organizational level of Ilam Gas Refinery. Previous studies mostly used individual models of strategic thinking, while the current study addressed indigenous model of strategic thinking at the organizational level. The research sample included 168 top and middle managers and experts who were selected through simple random sampling. To collect data, Cameron and Quinn’s (2006) organizational culture questionnaire and questionnaire of Golmmohammadi, Kafche, and Soltanoanah (2013) were used. Regression and structural equation came into use in data analysis and testing the research hypotheses. The results showed that organizational culture had a significant impact on the strategic thinking at the organizational level. Among the aspects of organizational culture, market’s culture was a better explanation for strategic thinking which had a significant positive effect on all aspects of strategic thinking.

Leader-member exchange relationship and organizational justice: Moderating role of organizational change

Muzammal Ilyas Sindhu; Hafiz Mushtaq Ahmad; Shujahat Haider Hashmi

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 276-282
DOI: 10.33844/ijol.2017.60422

In modern world, there exists direct relation between leader-member exchange and organizational justice because if subordinates feel satisfied in availing benefits, they will improve organizational performance. Organizational change and modifications are necessary for availing competitive advantage and for survival. This study examined the impact of leader-member exchange relationship on organizational justice with moderating role of organizational change. Supervisors contribute to implement the changes as organization provides justice. Simple and multiple regression analysis were used as statistical technique. Top level managerial personnel have more authority to regulate positive changes for better performance. The findings revealed that there existed significant and positive relationship between LMX and organizational justice. Furthermore, organizational change showed negative moderating effect between LMX and organizational justice. The managerial implications we present may help to address how organizational contexts might be manipulated in an attempt to understand, reduce, and avoid the development of organizational change to produce more effective and successful change.

Monitoring the graduates of PNU

Ali Nejatbakhsh Esfahani; Seyed Ali Qureishian

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 283-295
DOI: 10.33844/ijol.2017.60376

The current paper monitored the graduates of Payame Noor University (PNU) and the project has been done in the institute for open and distance learning. Most of the countries in the world deal with the issues of employment. The task is more complicated in the third world countries for the variety of factors, which some of them are unknown to the third world countries. Today, the country’s macro management seek for scientific methods to identify and control the problematic factors in employment. Besides, they tend to convert challenges into opportunities to accelerate the development move. Universities and higher education institutions undertake missions such as knowledge production, training of specialised manpower needed by the society, technology development, innovation, and creativity. Nowadays, experts believe that sustainable development is only achieved through the application of modern knowledge and advanced technology. The labour market is one of the four markets defined in the economics that the presence of human factor differentiates it from other markets such as money market, capital market, and commodity market. Excess supply of manpower compared to its demand in the labour market is one of the main reasons of unemployment, especially youth unemployment. Thus, continuity of unemployment and its increasing double-digit rate over the past few decades in different countries reflects non-equilibrium in supply and demand and is a sign of structural problems of the market. In this research, after discussing the challenges and opportunities of higher education system in the employment of students, the effective factors are divided into two groups of internal and external factors. Finally, the demographic variables will be considered separately according to these factors. 

A guide on taking the leadership of your life

Tobias Ebbing; Arne Petermann

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 296-307
DOI: 10.33844/ijol.2017.60390

Having control over your life requires selected modern and classical concepts of leadership and tranquillity to assist you in analysing and approaching different situations in life and business. Based on Heifetz (1994) a method of building a distant view on events is introduced to enable more rational decision-making. A theory of contextual awareness is developed based on classical philosophies. Responsibilities in a certain context are identified and classified in order to help you understand the effects of your actions. For proper interaction with the own context, a model of integrity based on Erhard, Jensen, and Zaffron (2014) is suggested. Finally, a selection of sources for strength and courage are introduced to lead us a happy and meaningful life constantly. This paper should serve as an expandable framework for the application of inspired and reflected theories on leadership in the reader’s life. Therefore, the present study concludes with recapitulating questions to support putting theories into action and applying the presented instruments.

An investigation of the factors effective in human resources branding and its effect on the reputation and brand of insurance industry

Esmaeil Rashidi; Ghassem Farajpour Khanaposhtani

International Journal of Organizational Leadership, Volume 6, Issue 2, Pages 308-322
DOI: 10.33844/ijol.2017.60271

Internal branding is a novel strategy focuses on brand equity
to ensure that the staff aim at improving
the organizational reputation. Since the
staffs are able to considerably effect the customers
purchase behavior, they have a key role in establishing the reputation. In this
regard, human resource branding can improve the competitive aspects of
organizations. Inspiring of this fact, the current research concentrates on the insurance industry and addresses to identifying
the important factors in human resource branding and its effects on reputation/brand
in the mentioned area. For this aim, data are gathered from different Insurance
branches in Alborz province and model confirmation is conducted based on the
structural equations modeling and confirmatory factor analysis. After model
confirmation, the experiments affirm that the human resource process has a direct effect on the competency, commitment and
satisfactory. Subsequently, it is admissible that the three mentioned factors
have a direct effect on reputation.