Volume 6, Issue 3, Summer 2017, Page 323-433


Organizational agility and HRM strategy: Do they really enhance firms’ competitiveness?

Nibedita Saha; Aleš Gregar; Petr Sáha

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 323-334
DOI: 10.33844/ijol.2017.60454

This article intended to emphasize and explicate the conceptual framework of organizational agility that discusses organizational spirit, capability, flexibility, nimbleness, and speediness. Whereas, the key activities of HR specialists involved in operational matters are progressively observed as a source of competitive advantage in today’s severely competitive and fast changing markets. Similarly, it has been a competitive marketplace expansion; thus, nowadays, the situation is really difficult to enhance sustainable growth for the firms’ side. Hence, the purpose of this article is to reveal that HR strategy enables organizations or firms to understand the value of internal and external customers, knowledge of competitors, products, technology, and sources of competitive advantage. It is all important to ascertain that the success of a business is founded along the belief that an organization achieve competitive advantage by making use of its people adequately and efficiently. Therefore, this article exemplifies some research propositions that how firms can respond rapidly and flexibly to the changing environment without facing market turbulence. Following this, the research aims to understand whether organizational agility and value of HR can really create a difference and influence on business performance. Finally, the result of this study highlights the importance of organizational agility and human resource’s effectiveness which have an influence on enhancing organizational performance and competitive abilities.

Improving human resources management using the EFQM Excellence Model

Miriam Garbarova

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 335-340
DOI: 10.33844/ijol.2017.60268

Success is fundamental to every organization and that is why organizations try to be successful. Organizations need unique business ideas and sufficient capital to be successful but no organization can exist without human resources. Therefore, employees are the main source of organizations’ success. The aim of the current paper is to highlight the benefits of the EFQM Excellence Model as a tool that helps to improve human resource management. To fulfill the aim of the paper, the secondary research based on the methods of analysis, comparison, and selection is performed. Case studies focused on organizations that improved their human resources management using the EFQM Excellence Model are used as the main sources of the secondary research. As a result, the secondary research provided a finding that the EFQM Excellence Model may be considered as a tool that helps to improve human resource management. Recommendation arising from the paper is to use the EFQM Excellence Model for improving organizations’ results including results towards employees.

Drivers of innovative behaviors: The moderator roles of perceived organizational support and psychological empowerment

Bora YILDIZ; Sümeyra UZUN; Serdar Semih COSKUN

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 341-360
DOI: 10.33844/ijol.2017.60255

Innovative behaviors are one of the most important factors that affect the competitive performance of organizations. Although there are numerous studies in the literature which try to determine the antecedents of innovative behaviors, there are still gaps to fully understand the nature of these behaviors. In this respect, the purpose of this study is to determine its individual and organizational-level predictors in the light of the Social Exchange Theory. In this respect, we investigated the effect of proactive personality on innovative behaviors and the moderator roles of perceived organizational support and psychological empowerment on this relationship. More specifically, we hypothesized that employees, who have proactive personality, are more prone to exhibit innovative behaviors. We also hypothesized that the proposed relationship between proactive personality and innovative behaviors is stronger when the levels of perceived organizational support and psychological empowerment is high. The sample of the study consisted of 436 employees (in white goods sector) working in Istanbul. The findings show that proactive personality, perceived organizational support, and psychological empowerment are the statistically significant and positive predictors of innovative behaviors. The most powerful predictor of innovative behaviors in our theoretical model is proactive personality; the others are perceived organizational support and psychological empowerment, respectively. Following this, the findings also show that while the moderating effect of psychological empowerment is statistically significant, the interactional effect of perceived organizational support is not significant. Managerial and further research implications are provided.

An investigation of the factors affecting the ?sustainability of organizational learning in civil registration organization of Markazi Province

Seyed Ali Akbar Ghaemmaghami

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 361-372
DOI: 10.33844/ijol.2017.60457

This study is aimed at investigating the factors affecting the sustainability of organizational learning in Civil Registration Organization of Markazi Province. This study is applicable in terms of purpose and is a causal research. In order to study the proposed hypotheses and analyzing statistically field method has been conducted and to collect the data, questionnaire has been used. The statistical population of this study includes the employees of Civil Registration Organization of Markazi Province. Sampling has been implemented by means of available sampling method. However, due to the non-responsibility of some of the respondents and incompleteness of some of the questionnaires, 226 questionnaires have been completed. To test the hypotheses, the structural equations method and LISREL Software have been used. According to the data analysis, the results indicated that the individual’s motive for learning, team dynamics, and organizational performance have a positive effect on the sustainability of organizational learning.

Intention to family Takaful adoption: A review theory and empirical work

Shahab Aziz; Maizaitulaidawati Md Husin; Nazimah Hussin

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 373-384
DOI: 10.33844/ijol.2017.60310

The aim of this paper is to review intention behaviour theories to identify relevant theoretical model for the intentions of adoption of family Takaful. In this paper different intention behaviour theories including Theory of Reasoned Action (TRA), Theory of Planned Behaviour (TPB), Attitude-Social Influence-Efficacy Model (ASE), Innovation Diffusion Theory (IDT),and Decomposed Theory of Planned Behaviour (DTPB) have been discussed. Family Takaful companies face stiff competition from conventional life insurance companies and family Takaful companies have low market share around the globe as compared to conventional life insurance. This problem needs to be addressed and researched on and the question of what may drive individuals to adopt family Takaful needs to be addressed and explored. The significance of this paper stems from the fact that marketing strategy of any organization has a pivotal role in success of any brand. Family Takaful companies need to know and understand the factors which influence individual’s intention to purchase family Takaful. In this paper most appropriate theoretical model is proposed after discussing the relevant intention behaviour theories in order to develop understanding of factors relevant to adoption of family Takaful. This understanding will lead to devise effective marketing strategies, competitive advantage, and greater market share for family Takaful companies.

Conceptual framework of factors determining intentions towards the adoption of family takaful- An extension of decomposed theory of planned behaviour

Shahab Aziz; Maizaitulaidawati Md Husin; Nazimah Hussin

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 385-399
DOI: 10.33844/ijol.2017.60430

The aim of this paper is to develop a theoretical framework on the basis of Decomposed Theory of Planned Behavior (DTPB). DTPB has been used in many disciplines to explain the intention behaviour relationship. However, there is a scarcity of literature published on the intention behaviour determinants for the adoption of family takaful. The original construct of the theory is based on attitude, subjective norms, and perceived behavioural control. This paper provides the antecedents of these construct, which are adopted according to the attributes of family takaful. This research adopts and extends existing model of DTPB from family takaful perspective. The study will not only explore attitude, subjective norms, and perceived behavioural control but also incorporate moderating variables including knowledge, awareness, religiosity, confidence, and demographic within the model to enhance predictability of the model. 

Review of practical implications in ethical leadership studies

Özlem Ayaz Arda; Tugçe Aslan; Lütfihak Alpkan

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 400-408
DOI: 10.33844/ijol.2017.60298

Unfavorable effects of unethical treatments and transactions have been under serious consideration both academically and professionally. The question of how to improve ethical sensitivity in decision-making has begun to attract more and more attention. Thus, professionals have tried to consider developing ethical leadership in their organizations substantially, while scholars have begun to study its possible antecedents and outcomes. Emphasizing practical implications of ethical leadership, this study aims to analyze leaders’ behaviors based on their ethical decisions, their adoption level of ethical leadership, the degree that they have integrated ethics into their management styles, and their relations with the followers and subordinates. In this respect, authors investigate ethical leadership studies in top organizational behavior journals and categorize these studies according to their implications. The practical implications of these studies, which are related to ethical leadership, are examined in detail to excerpt a common idea about this specific style of leadership and its consequences in various industries. 

Research conducted in an international company with the aim to determine managers effect on employees’ stress levels, their intention to resign, and commitment to the organization

Fatma Ayanoglu Sisman; Arzuhan Cengiz Erbelgin; Emre Isci

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 409-415
DOI: 10.33844/ijol.2017.60396

The purpose of this study is to identify the extent of manager’s effect on employees’ stress levels, their intention to resign and commitment to the organization. The research is descriptive and correlation analysis has been used. Upon examination of 652 surveys, it becomes clear that managers have direct impact on employees’ various perceptions of the job. This research highlights the importance of correct managerial skills in shaping a positive business environment for employees.

The role of intellectual capital in the development of the regional cluster

Tsertseil Juliya; Ordov Konstantin

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 416-424
DOI: 10.33844/ijol.2017.60420

The notion of “human capital asset” implies an approach to a human who realizes all his creative potential in various fields of activity. Human capital asset plays a critical role in reduction of transaction expenses as well as transformation expenses. In the first case, institutional and social capital and in the second case, the labor, intellectual, and institutional capitals of personality are involved. Objective process of establishment and development of post-industrial economic relations predetermines increase of role and significance of intellectual capital of an individual under relative decrease of labor capital impact on activity. In its turn, this will result in increase of impact of institutional and social capitals aimed at minimization of transaction expenses of production of competitive goods, works, and services. In the current study, the matters of economic development of regions using the cluster approach based on intellectual capital growth are highlighted; petrochemical cluster of one of the Russian Federation regions – Republic of Tatarstan – is provided for illustrative purposes.  Nowadays, key attention is paid to economic development of regions; special emphasis is laid on innovative development of regions based on intellectual capital’s growth to receive additional competitive advantages in the age of globalization of world economic relations.

Leader-member exchange and its relationship with career adaptability and job satisfaction among employees in public sector

Fariba Rezapour; Farzad Sattari Ardabili

International Journal of Organizational Leadership, Volume 6, Issue 3, Pages 425-433
DOI: 10.33844/ijol.2017.60405

Career adaptability has found a special place among the predictive variables of job satisfaction in the recent decade. In fact, the effect of adaptability in different situations may be different depending on factors such as leader-member exchange. In this study, the mediating role of leader-member exchange in the effect of career adaptability was studied using Hayes’s fourth model (2013) and collecting 167 samples from the employees of public sector in Ardabil. First, confirmatory factor analysis was performed on the dimensions of career adaptability and leader-member exchange and only two questions of career adaptability questions were removed from the questionnaire due to undesired factor loading. According to the results, job satisfaction and leader-member exchange had the highest correlation with control (one of the dimensions of career adaptability). Moreover, career adaptability and leader-member exchange had the predictive role in job satisfaction (B= 0.29 and 0.55, respectively). The analysis of the mediating role of leader-member exchange was significant (0.162), which indicates that managers of public sector must pay considerable attention to leader-member exchange, so that they can moderate the effect of career adaptability on job satisfaction even if career adaptability is not satisfactory.