Volume 10, Issue 3, Summer 2021

Linking Self-efficacy and Organizational Citizenship Behavior: A Moderated Mediation Model

Saif Ullah; Basharat Raza; Wasif Ali; Sana Amjad Amjad; Atif Khan Jadoon

International Journal of Organizational Leadership, 2021, Volume 10, Issue 3, Pages 233-247
DOI: 10.33844/ijol.2021.60528

This study investigates the relationship between self-efficacy and Organization Citizenship Behavior (OCB), moderated by incivility and mediated by pro-social motivation. Self-efficacy is the employee's belief in him about his skills to perform tasks in different situations. The direct and indirect effects of self-efficacy of teachers towards their OCB through prosocial motivation have been observed in this study. For this purpose, data has been collected through questionnaires (N = 301) using convenience sampling in three-time phases with two weeks gaps between each phase. SPSS 22.0 and Amos 22.0 were used along with Process by Hayes for moderated mediation analysis. The results indicate that self-efficacy leads to organizational citizenship behavior (OCB) and pro-social motivation, moderated by incivility and mediated by pro-social motivation. In a nutshell, this study demonstrates self-efficacy enhances pro-social motivation and OCB within academic settings with reference to Pakistan, advocating that if teachers are confident to perform a task, they can also demonstrate their extra-role behavior. The present study contributes to the literature by analyzing the novel framework within the Pakistan context. The mediating effect of prosocial motivation between teachers’ self-efficacy and OCB has not been discussed in the prior studies. The implications, discussion, and conclusion are also discussed.

Personality Matters: Prediction of Organizational Commitment Using Leadership and Personality

Thomas Meixner; Richard Pospisil

International Journal of Organizational Leadership, 2021, Volume 10, Issue 3, Pages 248-265
DOI: 10.33844/ijol.2021.60529

This study examines the association between employees’ personality, organizational commitment, and perception of their leaders’ behavior and communication quality. Following this leading research scope, a literature review is conducted, describing different models of organizational commitment and its multi-factorial structure. Leadership is discussed within the framework of transformational, transactional, and avoidant leadership. Leadership and personality variables alike are considered potential predictors of organizational commitment, as it is assessed within this study both from the perspective of emotional and behavioral aspects. The empirical research followed a quantitative, correlative approach, utilizing a sample of n = 300 German business professionals from various fields and applying measures of emotional and behavioral commitment, perceived leadership communication quality, perceived leadership style (transformational, transactional, or avoidant), and employee personality were administered using an online survey. The statistical analyses followed a correlational approach to explain the interplay between the aspects of leadership, personality, and organizational commitment. Using multiple stepwise regression analyses, the study was able to show how both emotional and behavioral commitment are predicted by employee personality (conscientiousness for both measures, neuroticism additionally for emotional commitment), by the perception of a transformational leadership style, and by perceived leadership communication quality. Using these variables, a total of around 30% of the overall variance in both measures of organizational commitment could be explained. Thus, the critical function of leadership and leadership communication in organizational commitment may be demonstrated in conjunction with the role of employee personality. Additionally, the measure of emotional and behavioral commitment's criterion validity may be validated.

Conceptual Fundamentals of Organizational and Economic Mechanism Formation of Economic Sustainability Management of a Telecommunication Enterprise

Svitlana Birbirenko; Svitlana Yevtukhova; Marharyta Chepeliuk; Tetiana Kravchenko; Liudmyla Melnyk

International Journal of Organizational Leadership, 2021, Volume 10, Issue 3, Pages 266-277
DOI: 10.33844/ijol.2021.60530

Modern telecommunications companies operate in conditions of risk and uncertainty due to both external and internal factors. Due to the influence of various factors, companies may find themselves in a state of crisis due to the lack of a management mechanism, the main purpose of which is to ensure economic stability and efficiency based on sustainable capacity building. This article aims to identify the factors that affect the economic stability of telecommunications enterprises in Ukraine and study their impact on the integrated indicator to form an organizational and economic mechanism for managing economic stability. The study was carried out using the following methods: analysis, synthesis, generalization, systematization, correlation, and regression analysis. The main tendencies of Ukrainian telecommunication networks development are defined in this research. The key structural element of this mechanism is proposed to determine the assessment of economic stability based on the use of a set of balanced indicators. Based on correlation and regression analysis, a significant dependence of the overall integrated indicator of economic stability on the subscriber component, moderate - on the component of internal business processes and staff training and development, and a weak inverse dependence on the financial component. Using multicollinearity proved expediency to check the tightness of the relationship between the analyzed variables in the regression model.

Eyeing at Eastern Philosophy for Business Leadership Model

Khurram Ellahi Khan; Omar Khalid Bhatti; Sadaf Kashif

International Journal of Organizational Leadership, 2021, Volume 10, Issue 3, Pages 278-298
DOI: 10.33844/ijol.2021.60540

Leadership is both an art and a skill. As a skill, it requires the practical ability of an individual, group, or organization to lead, influence, and guide other individuals. As an art, leadership requires the art of motivating a group of people to act unanimously toward achieving a common goal. In a business setting, this can guide employees with a strategy to meet the company's needs. Leadership has widely been studied from the Western perspective; however, this study focuses on exploring leadership from the eastern perspective. There is a certain hegemony of Western leadership ideas, which are not aligned with oriental cultures and workplaces. Moreover, this study explores how leadership is defined, evolved, and how the Western school of thought has solely influenced it. To explore the concept of leadership, a qualitative approach was taken. Qualitative open-ended fifteen interviews were conducted with theorists and practitioners of management and business studies from three nationalities i.e. Pakistan, Turkey, and Malaysia. The findings highlight that leadership literature stems from Western values, which is incongruent with Eastern literature and wisdom and specifically not aligned with indigenous thoughts of Pakistan, Turkey, and Malaysia. Respondents considered it another form of hegemony and urged for pacing up critical studies in the realm of leadership. Respondents also added that if more studies are taken into account from Eastern cultures, more avenues could be opened to address the dilemmas in management sciences. 

Influence of Psychological Capital on Organizational Citizenship Behaviors: The Mediating Role of Psychological Well-being

Saeed T. Alshahrani; Kamran Iqbal

International Journal of Organizational Leadership, 2021, Volume 10, Issue 3, Pages 299-312
DOI: 10.33844/ijol.2021.60542

The purpose of this study is to investigate the mediating role of psychological well-being between psychological capital and organizational citizenship behavior. To achieve the objectives of this study, data has been collected using a survey method through a cross-sectional technique from employees (n =199) working at higher education institutes in Pakistan. The Preacher and Hayes (2008) method of bootstrapping has been employed by using the Process macro for SPSS. The results of the analysis indicated that psychological well-being works as a mediating mechanism between psychological capital and organizational citizenship behavior. The critical flow-on effects of this study are that it has both theoretical and practical implications in the workplace. Therefore, the logical connection is that this study has filled the gap in the literature by testing the mediating role of psychological well-being in the link between psychological capital and organizational citizenship behavior. Apart from the theoretical implication, there are practical implications of the resulting analysis for practitioners, especially those in higher management of education institutes who are keen to see extra-role behaviors displayed in their staff. The authors have also discussed the limitation and future direction of the study, which will help future researchers to extend this study.

HRM Practices and Organizational Performance of Higher Secondary Educational Institutions: Mediating Role of Service Innovation and Organizational Commitment

Ayesha Nawal; Muhammad Shoaib; Asad Ur Rehman; Roman Zámečník

International Journal of Organizational Leadership, 2021, Volume 10, Issue 3, Pages 313-330
DOI: 10.33844/ijol.2021.60543

Higher secondary educational institutions are criticized for deteriorating performance. However, rare studies addressed the declining performance because of Inadequate HRM practices, low commitment, and staff incompatibility with emerging technological trends. This study intends to examine the influence of HRM practices on service innovation and organizational commitment and their subsequent effect on the performance of higher secondary educational institutions. The study also aims to examine the mediational role of service innovation and organizational commitment. The study also investigates the inter-relationship of HRM practices, service innovation, organizational commitment, and organizational performance simultaneously in a single model has not been conducted in higher secondary educational institutions of Pakistan. This study is descriptive, deductive, explanatory, and cross-sectional. Data was collected from 372 staff members working in higher secondary educational institutions, and SEM was used for data analysis. The findings signposted that HRM practices have a positive effect on service innovation and organizational commitment. On the other hand, HRM practices did not have a significant direct positive effect on organizational performance. Moreover, service innovation and organizational commitment positively affected performance and fully mediated the relationship between HRM practices and organizational performance. All the proposed hypotheses were supported except H3. This study offers significant guidelines for educational institutions by predicting the influential factors to improve performance. This study of HRM practices to improve the performance of higher secondary educational institutions with mediating role of service innovation and organizational commitment is a unique theoretical contribution. Consideration of service innovation in education is a noteworthy insight into the literature