...role of affective commitment between transformational leadership and innovative behavior 11 The mediating role of innovative climate between transformational leadership and innovative behavior 15 The moderating role of affective commitment between transformational leadership and employees’ innovative behavior 18 The moderating role of innovative climate between transformational leadership and employees’ innovative behavior 19 Methods 20 Participants and Procedure 20 Measures 22 Data analysis 24 Results 25 Descriptive statistics and scales 25 Correlation analysis 26 Testing hypothesis 27 Discussion 29 Limitations and recommendations 33 Directions for future research 35 Practical implications 36 References 37 Appendix 42 Tables……………………………………………………………………………………………………………………………………………42 Figures. 45 Company report 46 Abstract This study aims at investigating how transformational leaders directly and indirectly (via affective commitment to the organization, the career, the leader, and the team and innovative climate) affect employees’ innovative behavior. The hypotheses are tested by applying quantitative analyses to data collected from 39 employees of a multinational high-technology group, specialized in the photo sensor technology in the Netherlands. The results of the analysis do not support the direct link between transformational leadership and innovative employee behavior. Yet, they support the moderator effect of affective commitment to the organization...
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... Transformationa lLe a de rship a S tudy of BankingS e c tor in S a udi A ra bia Abstract This is a study of Transformational Leadership and its relationship with job satisfaction & rganizational commitment o among the employees of banking sector. This study was carried out in Jeddah, commercial city of Kingdome of Saudi Arabia. The a research concentrated on four commercial banks that re Al Bilad a Bank, AL Rajhi Bank, Riyad Bank and SABB. 300 questionnaires were circulated to employees of anks operating in Jeddah. Full-time bank b employees mostly working as trainee officers were our targeted p opulation. The questionnaire consisted of 38 items, divided into four categories; transformational eadership, overall job satisfaction, l organizational commitment and turnover intentions. Primary resources ere used for collecting data in order to carry out research w work. Multifactor leadership questionnaire eveloped by Bruce d &Avolio (2009) was used to measure the respondents’ perception about the transformational eadership. l By: Ayman Ali Al-Motawa Student Number: 1500140 Bus 633 Presented to: Dr-Asif Salam Transformational Leadership A Study of Banking Sector in Saudi Arabia Dr. Adil Zia H I. Introduction Uman resource is an important and indispensable factor for every organization. It is important to run an organization smoothly, effectively and efficiently (Mosadragh, 2013). Every success of an organization ...
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...Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press. Antonakis, J., & House, R. J. (2002). The full range leadership theory: The way forward. In B. J. Avolio & F. J. Yammarino (Eds.), Transformational and charismatic leadership: The road ahead (pp. 3–33). Boston: JAI Elsevier Science. Aquino, K. (1995). Relationships among pay inequity, perceptions of procedural justice, and organizational citizenship. Employee Responsibilities and Rights Journal, 8, 21-33 Avolio, B. J., & Bass, B. M. (1987). Transformational leadership, charisma, and beyond. In J.G. Hunt et al. (Eds.), Emerging leadership vistas. Lexington, MA: Lexington Books. Avolio, B. J., Bass, B. M. and Jung, D. I. (1997). Replicated Confirmatory Factor Analyses of the Multifactor Leadership Questionnaire, Center f or Leadership Studies, Binghamton University, Binghamton, NY. Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951–968. Retrieved February 16, 2008, from ABI/INFORM Global database. Barak, M. E. M., Nissly, J. A., & Levin, A. (2001). Antecedents to turnover and retention among child welfare, social work, and other human service employees: What can we learn from past research? A review and meta-analysis. The Social Service Review, 7(4), 625–661. Retrieved...
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...“STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” A PROJECT REPORT SUBMITTED BY SHRUTI SIAG FOR THE PARTIAL FULFILMENT OF THE REQUIREMENT OF THE AWARD OF THE DEGREE OF M.A. IN PSYCHOLOGY AT FERGUSSON COLLEGE PUNE - 411004 (2010-11) Declaration I, Ms Shruti Siag a student of M.A. from the Department of Psychology, Fergusson College, Pune University, declare that the following report of a project titled “STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” is an independent work done by me and submitted as the partial fulfilment of the requirement for the award of the degree of M.A. in Psychology under the University of Pune. Signature: Name: Shruti Siag D.E. Society’s Fergusson College, Pune Certificate This is to certify that Shruti Siag has successfully completed the project named “Studying the role of Age in the relationship of Emotional Intelligence and Conflict Resolution Styles in the IT profession” Towards the partial completion of M. A. (Psychology) Course of the University of Pune, in the academic year 2009-2010. Dr. Shobhana AbhayankarHead of the DepartmentDept. of PsychologyFergusson CollegePune-411004 | Prof. Anand. S. GodseProject In-chargeDept. of PsychologyFergusson CollegePune-411004 | ACKNOWLEDGEMENTS This...
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...MERU UNIVERSITY OF SCIENCE AND TECHNOLOGY MANAGEMENT RESEARCH PROJECT AN INVESTIGATION OF THE EFFECTS OF DIVERSITY MANAGEMENT IN WORKPLACE TO ORGANIZATIONAL EFFECTIVENESS IN MERU MUNICIPALITY KENNEDY MUTWIRI MUKARIA MUC-SBS-555-0056/2009 A RESEARCH PROPOSAL A research proposal submitted to the department of business in partial fulfilment of requirements of degree of Bachelor of Commerce (Accounting) of Meru University College of Science and Technology DECLARATION This is my original work and has not been presented for the degree or any other award to any other University Signature ___________________________ Name __________________________ Date Approval This proposal has been submitted for examination with my approval as the University supervisor Signature ___________________________ (Name of supervisor of department; Meru University) __________________________ Date TABLE OF CONTENTS CHAPTER ONE 1.0 Introduction................................................................................................................... 1 1.1 Background to the study............................................................................................... 1 1.2 Statement of the problem.............................................................................................. 4 1.3 Objectives of the study................................................................................................. 1.4 Research questions...................................................
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...STUDYING AND ANALYZING THE EFFECT OF ORGANIZATION CULTURE ON THE EMPLOYEE WORK ATTITUDE. by Fathi Abd El-Fatah El-Hashash Supervised by Prof. Dr. Kamel Ali Omran This paper was submitted in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (MBA) at Maastricht School Of Management, MSM Maastricht, The Netherlands Maastricht School Of Management P.O.Box 1203 6201 BE Maastricht The Netherlands October 2007 COPYRIGHT All copyright reserved t the Regional IT Institute and to be owned by the Institute who reserve all rights to this document. Any copy, reproduction in any form or by any means and / or use of this document or any part of it is prohibited and only allowed after taking written permission from the Regional IT Institute. © Fathi El-Hashash, MsM-RITI-Cairo Outreach Program, 2007 i ACKNOWLEDGMENT With GOD wiliness I managed to finish this thesis after days and months of hard working. I would like to dedicate my thesis to the soul of my father who passed away 11 years ago, but still live in my heart and mind. I wish to tell him that I would never reached what I achieved in my life without your effort and raising, and no matter what I did I would never give you back what you deserve. Father I really do miss you so much my best friend. I would like also to dedicate my thesis to my mother, who suffer a sever illness problem, but gave me the best support I can ever have, I would like to thank my brother Ahmed, my sister...
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...Consequences: a review of empirical research incorporating Hofstede’s cultural values framework Bradley L. Kirkman1, Kevin B. Lowe2 and Cristina B. Gibson3 1 Department of Management, Mays Business School, Texas A&M University, College Station, TX, USA; 2Department of Business Administration, Joseph M. Bryan School of Business and Economics, University of North Carolina at Greensboro, Greensboro, North Carolina, USA; 3Graduate School of Management, University of California, Irvine, California, USA Abstract Since Geert Hofstede’s Culture’s Consequences: International Differences in WorkRelated Values (Sage, 1980) was published, researchers have utilized Hofstede’s cultural values framework in a wide variety of empirical studies. We review 180 studies published in 40 business and psychology journals and two international annual volumes between 1980 and June 2002 to consolidate what is empirically verifiable about Hofstede’s cultural values framework. We discuss limitations in the Hofstede-inspired research and make recommendations for researchers who use Hofstede’s framework in the future. Journal of International Business Studies (2006) 37, 285–320. doi:10.1057/palgrave.jibs.8400202 Keywords: Hofstede; cultural values; cross-cultural management Correspondence: Bradley L Kirkman, Department of Management, Mays Business School, Texas A&M University, 4221 TAMU, College Station, TX 77843-4221, USA. Tel: þ 1 979 845 8813; Fax: þ 1 979 845 9641; E-mail: brad.kirkman@tamu.edu ...
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...DEVELOPMENT DURING ORGANIZATIONAL CHANGE Olsen, Trude Hogvold; Harstad U. College; trude.olsen@hih.no Stensaker, Inger G.; NHH Norw.Schl of Economics and Business Adm.; inger.stensaker@nhh.no As organizations change and adapt to pressures in the external and internal environment, managers and employees are required to learn new competencies and skills. Ideally, new skill requirements should be identified and developed early in the change process in order to ensure that managers and employees are ready to face their new tasks and roles when the changes are implemented. However, despite good intentions at the top management level, employees and middle managers often report uncertainty and a lack of the necessary skills required to implement change. In this paper, we report from a qualitative study of two planned organizational change initiatives in the public sector. The changes involved new work tasks and managerial roles for a group of middle managers. Although the skill requirements appeared to be clear and formal training was initiated, a number of uncertain and ambiguous issues emerged among the change recipients. We examine the types of uncertainty and ambiguity that emerged and how change recipients attempted to handle these challenges. Our findings suggest that although necessary and important, formal training procedures are not adequate for resolving competence-related uncertainties and ambiguities during change. Instead, more informal and horizontal communication appears to...
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...Australian Journal of Business and Management Research Vol.1 No.5 [44-49] | August-2011 IMPACT OF CONFLICT MANAGEMENT ON CORPORATE PRODUCTIVITY: AN EVALUATIVE STUDY Obasan Kehinde , A Department of Business Administration, Olabisi Onabanjo University, Ago – Iwoye. Ogun – State, Nigeria. Email: obasankehinde@yahoo.com ABSTRACT A wide divergence of opinion exists on the source and effect of conflicts on corporate productivity and the effectiveness of the various strategies available for managing them. It has been argued by some that conflicts are signs of a vibrant organization while others contend it is destructive and capable of retarding stability and profitability of organizations. Using a student t distribution to test the significance of response and purposive sampling technique to administer a self-design questionnaires to 50 respondents cutting across all cadres of staff of First Bank of Nigeria Plc.,(Lagos Branch), revealed that the main sources of conflict in the organization relate to perception and value problems. The specific issues bother on employee compensation and welfare while managers prefer the compromise, problem solving and dominating strategies to minimizing the incidence of organisational conflicts. Based on the findings of the study, it was recommended that strategies which promote industrial democracy should be chosen by management as the preferred option in dispute resolution. In addition, the ideal level of conflict resolution required to attain...
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...Developing diverse teams to improve performance in the organizational setting 388 Katherine L. Yeager and Fredrick M. Nafukho Received 2 February 2011 Revised 18 August 2011 Accepted 7 October 2011 Department of Educational Administration and Human Resource Development, College of Education and Human Development, Texas A&M University, College Station, Texas, USA Abstract Purpose – The use of teams in organizations given the current trend toward globalization, population changes, and an aging workforce, especially in high-income countries, makes the issue of diverse team building critical. The purpose of this paper is to explore the issue of team diversity and team performance through the examination of theory and empirical research. Specifically, the paper seeks to answer the question: “How might individuals with diverse characteristics such as culture, age, work experience, educational background, aptitude and values, become successful team members?”. Design/methodology/approach – A review of theories that are pertinent to individual differences and team formation, including social identity theory, mental models, inter contact theory, social comparison theory, and chaos theory, was conducted. Team formation and diversity literature were reviewed to identify ways of developing diverse and effective teams. Findings – It is a truism that working together in teams is a smart way of achieving organizational performance goals. This paper discusses the theories...
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...Women in Management later. Throughout the writing of the thesis, I would like to thank several people that have been essential for conducting to my work. First and foremost, I would like to thank my beloved supervisor, Associate Professor Dr. Khairudin Damhoeri for being supportive and for his valuable advices. Secondly, I would like to send a special gratitude to my respondent Puan Nor Rubaiha Mohamed Nor, CEO of Yayasan UEM, UEM Group Berhad. Last but not least, a special thanks goes to my husband, family and friends for putting a smile on my face every single day. ABSTRACT The topic of the thesis is Women in Leadership and Management. This essay concerns the subject of thesis work is to make research of women leadership attributes and management styles. In order to get clearer details about that, I have made some investigations or researches on women leadership starting from definition of it, followed by the data collection in order to strengthen the research topic. Data shows that women continue to increase their share of managerial positions but unfortunately the rate of progress is slow and uneven. Therefore, I decided to examine the barriers experienced by a woman leader and how a woman managerial approach, such as transformational leadership style, can be effective for organization to reach their goals. It is so obvious that leadership is normally dominated by men. While women have some advantages and disadvantages, also prejudice and differ style of leadership...
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...Do logo redesigns help or hurt your brand? The role of brand commitment Michael F. Walsh West Virginia University, Morgantown, West Virginia, USA Karen Page Winterich Texas A&M University, College Station, Texas, USA, and Vikas Mittal Rice University, Houston, Texas, USA Abstract Purpose – Logos are a critical component of brand aesthetics. Frequently companies redesign their logos, and many redesigns result in more rounded logos. How do such redesigns affect consumers’ brand attitudes? The purpose of this paper is to explore the role of brand commitment on consumer response to logo shape redesign. Design/methodology/approach – This research uses a field experiment with 632 respondents and examines two athletic shoe brands: New Balance and Adidas. Findings – The greater the degree of change in the roundedness of a previously angular logo, the more likely it is that strongly committed consumers will evaluate the redesigned logo more negatively (in terms of brand attitude). Such logo evaluations, in turn, mediate the joint effect of logo redesign and commitment on overall brand attitude. Conversely, weakly committed consumers react positively to such changes. Research limitations/implications – The literature on aesthetics and brand attitude are combined to show that not all consumers view changes in brand elements such as logos similarly. Strongly committed consumers view these changes negatively; weakly committed consumers view them positively. An information-processing...
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...Within an organization effective leadership is one of the most important factors that help to guarantee successful work of the organization, its development, and stability. It is a skill that helps managers to organize all of the processes within a company and maintain constant control over the employees. It requires great skills and a strong character and a level of charisma to influence others. While many of the world’s great leaders were not born to be leaders, several after starting with nothing went on to become great leaders because they desired it. Leadership can defined in many ways, but most commonly a leader is person who influences the thoughts and behaviors of others and a leader is one who establishes the direction for others to willingly follow. Leaders come in many styles; from the hard-nosed, strictly discipline oriented person, to the soft-spoken easygoing man, the product always seems to be a person that all subordinates can emulate. It appears as if a good leader is a person that is comprised of many principles and traits. Leaders play a vital role in standardizing performance. Leaders can influence other to perform beyond even their own expectations. Developing a sense of responsibility in your subordinates seems to play a very important role in a leader's actions. Leaders set vision, strategies, goals, and values in order to guide their followers and to set desired action and behavior. As a whole, any organization must have strong leadership as the basis...
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...A STUDY OF HOW LEADERSHIP STYLE AND ORGANIZATIONAL CULTURE INFLUENCE EMPLOYEE SATISFACTION (A CASE STUDY AT PRIVATE HIGHER EDUCATIONAL INSTITUTIONS IN TERENGGANU) LECTURER PROF. MADYA NORUDIN MANSOR TEAM MEMBERS MOHD FAIZAL JAAFAR 2011392489 WAN RAMLA WAN NAWANG 2011343575 NORAINI BINTI AMMRAN 2011952075 NAZREEN BEGUM NAJIBULLAH KHAN 2011545767 ACKNOWLEDGEMENT “In the name of Allah, Most Gracious, Most Merciful” Assalamualaikum W.B First of all, we would like to put our hands together to thank our lecturer Prof. Madya Norudin Mansor for his continuous support and guidance in preparing this project. The purpose of this project is to apply organizational behavior elements in the real world by conducting a survey at one of the higher institution learning organization. Besides, we also would like to thank to En Hamdan who has help us to install the SPSS software which we used as tool for data analysis. We also would like to thank to the Private Higher Educational Institutions in Terengganu for giving us the opportunity to conduct the survey. Lastly, special thank to our team members of EMBA for their support. TABLE OF CONTENT NO | TITLE | PAGE NUMBER | 1. | CHAPTER 1: INTRODUCTION | | 2. | CHAPTER 2: LITERATURE REVIEW | | 3. | CHAPTER 3: METHODOLOGY | | 4. | CHAPTER 4: DATA ANALYSIS AND FINDINGS | | 5. | CHAPTER 5: DISCUSSION AND CONCLUSION | | 6. | CHAPTER 6: RECOMMENDATION | | 7. | REFERENCES...
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...AUTHENTIC VERSUS TRANSFORMATIONAL LEADERSHIP: ASSESSING THEIR EFFECTIVENESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF FOLLOWERS Thomas H. Tonkin Regent University ABSTRACT With the corporate scandals of the 2000s, many employees in organizations are clamoring for authenticity in their leaders. Though authenticity appears to be a noble trait, how effective is this as a leadership approach, specifically in increasing altruistic employee organizational citizenship behaviors? Is authentic leadership more effective than other leadership approaches, such as transformational leadership? This study examined the extent to which authentic leadership is a stronger predictor of employee organizational citizenship behavior (OCBs) compared to transformational leadership. The analysis also investigated the extent to which overall job satisfaction mediated the relationship between authentic leadership and OCBs. The findings suggest that in fact three out of the fours sub scales in authentic leadership had a positive effect on both overall job satisfaction and the OCB of altruism. This study implies suggestions for practical interventions based on the associated theories found in this paper. Keywords: Authentic leadership, transformational leadership, job satisfaction OCBs INTRODUCTION Though there are many theories on leadership, one view is agreed by most scholars, leadership is a real phenomenon that is critical for the effectiveness of organizations (Bennis, 2003; Yukl...
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