1,720,993 research outputs found
Perceived Organizational Support, Workplace Loneliness, and Creativity: Mediating Role of Workplace Loneliness, and Moderating Role of Proactive Personality
Full text linkPurpose:
Workplace loneliness is not something we often hear in organizations. Being a pervasive issue and having adverse effects, little attention has been devoted to understanding its relationships. To address the gap, the present study was employed to investigate perceived organization support as antecedent and creativity as a consequence outcome of workplace loneliness among managerial level employees. Proactive personality was used as a moderator to test workplace loneliness relationships with antecedent and outcome for significance.
Methodology:
The research was conducted by adopting a cross-sectional design, where data was collected in dyads by using two separate questionnaires for manager-subordinate relationships. The sample population (N=348) were individuals in a dyadic relationship working at managerial and subordination levels from the banking, education, manufacturing, and pharmaceutical sectors. By using CFA measurement model was accessed and hierarchical regression analysis was adopted to test the curvilinear relationship between perceived organizational support and workplace loneliness. Hays process macros were used for testing moderating effects.
Finding& Conclusion:
Results revealed a negative (-) relationship of workplace loneliness with its antecedent and outcome. This study also indicated that high proactive individuals are less likely to exhibit workplace loneliness when support is high. It also indicated that highly proactive individuals in the presence of workplace loneliness represent creative behavior as compared to low proactive individuals.
UNDERSTANDING NARCISSISTS’ KNOWLEDGE HIDING BEHAVIOUR: A MORAL DISENGAGEMENT MECHANISM PERSPECTIVE
Full text linkPurpose:
Narcissistic people have a strong desire to hold focus only around themselves. Their self-love triggers them to create their monopoly and involve in deviant behavioral outcomes such as knowledge hiding. This study was aimed to examine narcissistic employees’ tendency of knowledge hiding behavior in the presence of underlying mechanisms: moral disengagement as mediator.
Methodology:
The Data were collected from banking sector professionals using a Likert scale questionnaire based on time-lagged (three rounds, one month apart) survey. Data were analyzed via Partial Least Squares Structural Equation Modeling (PLS-SEM) using an advanced version of Smart PLS 3.9 and SPSS 21.
Findings:
Results revealed that narcissism has a significant positive relation with knowledge hiding and also established moral disengagement as an underlying mechanism between the positive association of narcissism and knowledge hiding. The results provide important recommendations for managers to handle narcissistic personalities and knowledge hiding issues in the banking sector of Pakistan.
Conclusion:
Despite the limitations, the present study enhanced the current knowledge on narcissistic personality features through the moral disengagement perspective with knowledge hiding and enriching the validation of the social cognitive theory. The study results conclude that the banking sector of Pakistan must consider the narcissistic personality of employees behind their issue of knowledge hiding
Toxic Leadership and Collective Organizational Engagement: Does Employee Voice Mediate the Effect?
Full text linkDrawing upon the theory of planned behavior, we examine the role of employee voice in abating the impact of toxic leadership on collective organizational engagement. The literature proposes that the phenomenon of toxic leadership exists at every workplace and has negative effects on the organization. Previous studies have examined toxic leadership only as the predictor of negative outcomes only. The current study argues that even though toxic leadership decreases the collective organizational engagement, however, this relationship can be transformed via employee proactive voice behavior. Snowball sampling technique were used to collect data from the Pakistan service sector. A self-reported questionnaire was used to collect data from the said sector, the sample size was 223 employees working in telecommunication, banks, and insurance companies. Structural Equation Modeling (SEM) shows that a leader’s toxicity disengages employees at the workplace but apparently they look engaged. Therefore, this study recommends that employee voice behavior should be promoted at the organization to unfold toxic leadership. Therefore firm performance can be enhanced by employing collective organizational engagement. Present study where advances the literature on toxic leadership it also beneficial for the managers as well. As toxic leadership overshadows the effects of positive leadership thus to avoid the negative effects of toxic leadership; top management should promote collective engagement through employee voice behavior to accomplish firm performance. Presently this study attempts to enrich the literature by empirically testing the proposed relationship and also provided future insights on toxic leadership to the researchers
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Examining the Linkage Between Political Skill, Emotional Labor Strategies, and Individual Outcomes: Evidence from Chinese Hotel Industry
Full text linkThe purpose of this study is to examine the linkage between political skill, emotional labor strategies, and two individual level outcomes; emotional exhaustion and subjective career success in the context of Chinese hotel industry. Political skill is hypothesized to have negative impact on surface acting, conversely, it was hypothesized to have positive impact on deep acting. Similarly, political skill is proposed to positively predict subjective career success and negatively to emotional exhaustion. Interactive effect of political skill with subjective career success and emotional exhaustion as outcome with surface acting as antecedent was also proposed. The emotional labor strategies were also hypothesized with emotional exhaustion and subjective career success as outcome variables. The setting of the study were hotels operating in Wuhan, Peoples Republic of China. Frontline hotel staff responded 212 questionnaires. Covariance based Structural Equations Modeling was used to conduct the factor analysis and test the hypothesis, AMOS V 20.0 was used for the purpose. Results show that political skill is a positive predictor of subjective career success, and a negative predictor emotional exhaustion. Emotional labor strategies were also related with emotional exhaustion and subjective career success as hypothesized. Political skill confirmed the hypothesized interactive effect with surface acting to predict emotional exhaustion and subjective career success. Lastly, the implications for theory, policy, practice and future research have been given
Enhancing Employee Innovative Behavior: The Moderating Effects of Organizational Tenure
Full text linkThe purpose of this study is to find out that how the innovative behavior of employees can be enhanced and whether it remains same as the organizational tenure of employees increases. We propose that innovativeness among employees may be enhanced through four factors which include perceived failure tolerance, communication openness, work discretion, and reward fairness. Further, we assume that the effect of predictors will be moderated by the organizational tenure of the employees. Data were collected from 381 employees from the telecommunication sector in Pakistan. The application of two step structural equations modeling shows that all the antecedents have positive effect on employee innovativeness. Further, organizational tenure moderates this effect negatively. Employees with lesser organizational tenure were found to be more innovative. We recommend that organizations must establish a culture based on failure tolerance, open communication, work discretion, and fairness in order to cultivate innovative behaviors among employee. Furthermore, special refresher trainings, and lucrative incentives should be given to employees with higher organizational tenure in order to benefit their innovative potential
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