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This study positions perceived organizational culture’s (OC) as an important internal contextual factor that influences employee reactions to change. Drawing on the theory of planned behavior (TPB) and organization theory research, we analyze the mechanisms through which employee perceptions of OC generate its effect on employee responses to organi...
Contexts in source publication
Context 1
... primary focus of this paper is, thus, to address this research need by systematically linking OC as one of the main determinants of employees' responses to change (Armenakis & Bedeian, 1999;Kuipers et al., 2014) with CSIs. More specifically, we aim to address this nexus by exploring the effects of two dimensions of OC (hierarchical [HC] and developmental culture [DC]) on CSIs in several public schools in the Kurdistan Region of Iraq through three mediating variables derived from TBP (Ajzen, 1991) (see Figure 1). Because of their different foci, the ultimate integration of both perspectives could provide a theoretically well-founded and systematic approach for the design of change assessments (Straatmann, Nolte, & Seggewiss, 2018). ...
Context 2
... previously highlighted, one of the central assumptions of the TPB is that the influence of external factors (e.g., OC) on a person's behavioral intentions are mediated by attitudes, subjective norms and PBC (Ajzen, 1991). Therefore, this study assumes that the influences of DC and HC on recipients' CSIs are mediated by psychological factors suggested by the TPB, namely change-related attitudes (CRAs), change-related subjective norms (CRSNs) and change-related perceived behavioral control (CRPBC) (Figure 1). In this way, the TPB permits an examination of how OC influences behavioral intention by tracing its effects via the more proximal antecedents (i.e., CRA, CRSN and CRPBC) of CSIs (Jimmieson, Peach, & White, 2008). ...
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Citations
... These findings support the work of Ortan et al. (2021), who find that teachers' self-efficacy and job satisfaction are key predictors of their overall effectiveness in the classroom. Additionally, a study by Ahmad et al. (2023) highlights that school culture and leadership indirectly contribute to teaching effectiveness by reinforcing positive subjective norms. This evidence underscores the need for professional development programs that enhance teachers' skills and strengthen their beliefs in their teaching capabilities. ...
Teacher ineffectiveness in addressing the needs of learners with difficulty in applying knowledge remains a critical global concern. This study explored the influence of teacher attitudes and subjective norms on their effectiveness in supporting learners with learning difficulties, particularly in knowledge application. Grounded in the Theory of Planned Behavior, the study sought to determine whether these psychological factors significantly impact instructional effectiveness. A quantitative research design was employed, utilizing multiple linear regression analysis to examine relationships among variables. Data were gathered from 230 randomly selected teachers through adapted and researcher-developed survey instruments assessing attitudes, subjective norms, and perceived effectiveness in addressing the needs of struggling learners. Findings revealed a significant positive relationship between teacher attitudes, subjective norms, and their effectiveness in handling students with learning difficulties. Specifically, teachers with more positive attitudes and stronger subjective norms exhibited higher levels of instructional effectiveness. These results underscore the importance of fostering supportive professional environments and promoting positive perceptions toward teaching learners with learning difficulties. By confirming the applicability of the Theory of Planned Behavior, this study contributes to the growing body of research on teacher effectiveness in inclusive education. The findings highlight the need for targeted professional development programs to enhance teachers’ attitudes and strengthen supportive social expectations to improve learning outcomes for students with knowledge application difficulties.
... Red tape, one of the few indigenous concepts in the public administration, is referred to as 'rules, regulations, and procedures that remain in force and entail a compliance burden, but do not advance the legitimate purposes the rules were intended to serve' (Bozeman 2000). Under bureaucracy, public o cials need to deal with increasingly complex bureaucratic procedures and administrative regulations, resulting in increased administrative burdens and problems such as ine ciency and administrative delays, which is also one of the problems that the new public management reform is expected to solve (Burton and Van den Broek 2009, Homburg 2008, Ahmad et al. 2020). Due to its negative nature and tendency to occur under bureaucracy, red tape has attracted signi cant attention from public management scholars (Coursey andPandey 2007, Ahmad et al. 2021). ...
Previous research has focused on the adverse effects of red tape on public organizations’ management and performance, but has largely overlooked its impact on employees’ roles within the family domain. Drawing upon the Job Demands-Resources (JD-R) model, we conducted two studies to investigate how high job demands (i.e., red tape) may be positively related to work-family conflict by blurring the boundaries between work and non-work domains. The study further measures whether job resources (i.e., family-supportive supervisors and perceived organizational support) mitigate the decline in perceived boundary control caused by high job demand, in response to the buffering hypothesis in the JD-R model. Study 1 conducted a preliminary validation in a prefecture-level city in China (N=265). To circumvent the limitations associated with the research setting and the specificity of job resource types, Study 2 tested the robustness of the findings by expanding the scope to a national level and incorporating additional types of job resources (N=324). Results reveal that red tape has a spillover effect in work scene, which will blur the boundary between work and non-work domains, reduce perceived boundary control, and lead to work-family conflict. Importantly, the buffering hypothesis in the JD-R model was contradicted by evidence showing that job resources (i.e., family-supportive supervisors and perceived organizational support) exacerbated the negative effects of high job demands (i.e., red tape). The implications of these findings for theory and practice are explored.
... Employee readiness for change includes "specific efficacy of change, individual benefits of change, management support during change, and conformity" (Haffar et al., 2023). Employees' reactions to organizational change efforts and the psychological processes underlying these associations remain unknown (Ahmad et al., 2023). Leaders influence followers or employees to deal with changes (Walk, 2023). ...
Purpose: The literature states transformational leadership is "mature." However, the impact of transformational
leadership’s change is also unclear due to employee psychology. This study analyses transformational leadership’s
effect on change and followers’ psychology. It emphasizes employee readiness to change.
Design/methodology/approach: This research uses cross-sectional data collection techniques to obtain a usable
sample of 274 employees in Indonesian startup companies. Data were analyzed using the macro Hayes’ PROCESS.
Findings: Transformational leadership fosters commitment to change among organizational members through effective
communication and positive impact. They help overcome obstacles and uncertainty by providing clear direction
and support. However, this research emphasizes that although psychological capital is believed to mediate the relationship
between transformational leadership and readiness for change, its influence is sometimes insignificant.
Therefore, ILC can play a supporting role as a moderated mediator.
Research limitations/implications: The managerial implication suggests that complex relationships and organizational
dynamics can create an inclusive and cooperative workplace.
Originality/value: This study sheds light on how transformational leadership and employee psychology affect
change readiness.
... The Theory of Planned Behavior (TPB) provides a perspective for understanding how Standard Operating Procedures (SOP) influence employee performance in an organization (Ahmad et al, 2020). According to the TPB, individual behavior is determined by intentions which are influenced by three main factors: attitudes, subjective norms, and perceived behavioral control. ...
This research aims to determine the consistent, efficient and compliant implementation of Standard Operating Procedures (SOP) within the PT Satu Roda Indonesia organization. This study uses a qualitative method. The research will be carried out at the PT office. Satu Roda Indonesia which is located at the Mentari Beach Housing Complex in Surabaya. The sampling method used was purposive sampling. Interviews were conducted with company employees and external company experts to understand the implementation of existing SOPs at PT. Satu Roda Indonesia. In an analysis of the implementation of Standard Operating Procedures (SOP) at PT. Satu Roda Indonesia, several important findings can be concluded that the implementation of Standard Operating Procedures (SOP) at PT Satu Roda Indonesia has proven to be the key to increasing work efficiency and employee performance. By having clear and structured SOPs, employees have clear guidance to carry out their duties consistently and precisely. This reduces confusion and errors in the execution of daily work, which in turn increases productivity and efficiency. SOPs also play a role in ensuring that each step in the work process has been carefully thought out, thereby minimizing wasted time and ensuring that resources are used optimally. By following SOPs, employees can work more efficiently and effectively, because they have clear guidance on what is expected of them in each situation.
... Employees who perceive the company that they work for to be internally focused, family oriented and well organised, are likely to be positively influenced, and exhibit behaviours that support change. This result mirrors the findings of Ahmad et al. (2020), Alas and Vadi (2006) and Rashid et al. (2004), who found that clan and hierarchy cultures predict employee ATC. ...
This study aimed to investigate the influence of organisational culture on employee attitudes towards organisational change in a South African state-owned enterprise. A cross-sectional survey was conducted with a random sample (n = 373) of employees at a state-owned enterprise. The Organisational Culture Questionnaire (OCQ) and the Employee Attitudes to Organisational Change Scale were evaluated. Correlation and multiple regression analyses were used to determine the influence of organisational culture on employee attitudes towards organisational change. The findings indicate that organisational culture is related positively and significantly to employees' attitudes towards organisational change. Furthermore, the results indicate that organisational culture influences employees' attitudes towards change. The findings provide new evidence that an organisation that promotes positive organisational culture practices influences employee behaviour and attitudes positively towards organisational change in a South African government organisation.
... TPB dapat digunakan untuk menjelaskan bagaimana norma subjektif mempengaruhi niat dan minat individu dalam berpartisipasi dalam crowdfunding yang sesuai dengan prinsip-prinsip syariah. Penelitian yang dilakukan oleh Aga and Singh (2022); Ahmad et al. (2023); Kumar and Pandey (2023); Tran, Nguyen, and Tang (2023) menyatakan bahwa norma subjektif berpengaruh positif terhadap minat. Atas dasar itu, maka dapat diajukan hipotesis: H3: Norma subjektif berpengaruh positif signifikan terhadap minat. ...
... Namun, norma subjektif bekerja bersamaan dengan faktor lain (sikap dan kontrol perilaku) untuk membentuk minat yang utuh. Hasil penelitian ini sejalan dengan penelitian yang dilakukan oleh Aga and Singh (2022); Ahmad et al. (2023); Kumar and Pandey (2023);Tran, Nguyen, and Tang (2023) yang menyatakan norma subjektif berpengaruh positif terhadap minat. December 2024, Vol.13, No.2: 373-392 ...
This study aims to analyze the influence of Sharia compliance, subjective norms, and knowledge on the interest of MSME actors in using Sharia crowdfunding mediated by perception. This study uses a quantitative approach with a population of 155,696 MSMEs in Kendal Regency. Sampling used a purposive sampling method with specific criteria, so a sample size of 97 MSME actors was obtained. The data source uses primary data obtained from questionnaires distributed via Google Forms. The study results indicate that Sharia compliance, subjective norms, and knowledge positively affect the interest of MSME actors in using Sharia crowdfunding. Sharia compliance and subjective norms have a positive effect on perception. However, knowledge does not affect perception. Then, perception cannot mediate the relationship between Sharia compliance, subjective norms, and knowledge with the interest of MSME actors in using Sharia crowdfunding. This study can provide insight into the relationship between Sharia compliance, subjective norms, and knowledge with interest and perception. This research can be a reference for future research and for Islamic financial institutions to increase the interest of MSMEs in using Islamic crowdfunding. It can also be more extensive in campaigning against usury, especially for MSME actors.
... I used SEM to analyze the questionnaire data. This method was frequently used by scholars to identify indicators of latent variables and to test the direct and indirect effects between latent variables (Ahmad et al., 2023;Wu et al., 2023;Zhu et al., 2023). By using SEM, the scholar is supposed to make a hypothesized model with latent variables based on literature to represent the structure of the model. ...
Taking three typical interdisciplinary programs integrated with modern technologies in a vocational college as examples, this research was designed to identify the indicators of student career maturity and to explore the indirect effect of career learning planning on the relationship between career maturity and confidence in self-directed career learning. A survey was conducted to collect data on interdisciplinary programs in the humanities of a vocational college. Factor analysis and structural equation modeling (SEM) were used to conduct the analysis. Results showed that career value and students’ perceptions of career competencies and external assistance were predictors of the career maturity of students in the early stages of college learning. The modelling test supported the significant effect of career maturity on confidence in learning through the mediating effect of planning for learning. Early career interventions was proposed to guide interdisciplinary students to make plans for future careers.
... It highlights the mediating roles of moral climate and moral identity, providing insights into how organizations can cultivate a culture of ethics and integrity through effective leadership. Future research could further explore the dynamics of this model, including the interactive effects of moral climate and moral identity, as well as the contextual factors that may influence its effectiveness [40][41][42]. ...
As China’s anti-corruption campaign intensifies, several of those involved in various capacities in the public sector are demonstrating slackness, a lack of moral awareness, and a weakened sense of responsibility. This study analyzes the multiple mechanisms influencing the responsible behavior of public sector personnel by combining certain key factors, such as managers’ moral leadership style, psychological security, and the notion of interactive justice. Based on social information processing theory and social exchange theory, this study constructs a dual mediation model (psychological security and interactive justice) to explore the mediating psychological mechanism of moral leadership influencing employees’ responsible behavior. The results of a two-stage paired survey and structural equation modeling analysis of civil servants from 48 departments and eight units in Shandong and Henan provinces show that moral leadership positively impacts responsible behavior. Moreover, psychological security and interactive justice play a mediating role between them. Furthermore, this study elaborates upon the mechanism of moral leadership affecting the responsible behavior of employees, which is of great value for improving the efficiency of government management and guiding civil servants to behave more responsibly.
... In recent years, researchers have utilized TPB to explore individual intentions and behaviors in various topics of public administration. These topics include organizational change (Ahmad et al., 2023;Hassan et al., 2021), use of e-government services (Ozkan & Kanat, 2011), online civic participation (van den Berg et al., 2024), and use of performance information (Kroll, 2015). Notably, all the mentioned studies adapted the TPB framework to the context of their research areas. ...
... Notably, all the mentioned studies adapted the TPB framework to the context of their research areas. For instance, Hassan et al. (2021) and Ahmad et al. (2023) examine public employees' intention to support organizational change. Although these two studies focus on different explanatory variables, namely PSM and organizational culture respectively, to explain change-supportive intention in public organizations, both take the three components of TPB as mediators in their theoretical framework. ...
Public employees' whistleblowing is an effective anti‐corruption means because they can provide rigorous evidence of wrongdoing in public organizations. However, whistleblowing may cause risks to the individuals and their organization, which discourage them from reporting. While the topic has been understudied, a few studies have adopted the theory of planned behavior (TPB) from psychology to gain insights into whistleblowing. However, these studies have overlooked the unique characteristics of the public sector and the contextual factors surrounding whistleblowing. Our research aims to fill this gap by incorporating these missing elements into the theoretical framework and thus developing an adapted TPB. Using survey data from Taiwan, this study provides empirical evidence to support the adapted TPB in explaining the intention of public employees to blow the whistle.
Chinese Abstract
由公務人員本身來舉報不法事件, 被視為是一種相當有效的反貪腐手段, 因為他們通常能夠提供這些不當行為的有力證據。然而, 舉報不法事件卻可能會對公務人員個人或其單位帶來風險, 也因此往往成為其最終選擇沉默的主要原因。雖然過去已有一些研究採取「計劃行為理論 (TPB)」來探討此一主題, 但這些研究卻沒有考量公部門獨有的特性及環境系絡對舉報行為的影響。本研究希望能夠整合這些過去被遺漏的要素, 並且發展出更適合公部門的理論框架。本研究使用臺灣文官調查 (TGBS) 所蒐集的資料, 進行實證分析並用更完整的 TPB 模型來解釋公職人員舉報不法的行為意圖。.
... Implementing ideas in Asian workplaces requires leaders who can navigate the diverse cultural landscape and ensure alignment of innovative initiatives with organizational goals (Ahmad, Butt, Chen, & Liu, 2023). Authentic leadership, characterized by transparency and ethical decisionmaking, is particularly valuable in gaining employees' trust and facilitating idea implementation (Lv, Jiang, Chen, & Zhang, 2022). ...
In Asian workplaces, effective innovative work behavior (IWB) presents challenges. Knowledge on how Asian leaders can promote employee IWB through their behavioral repertoire is needed. This assumption prompted us to develop and validate the so-called Innovative Leader Survey (ILS), covering a repertoire of leader behaviors by which employee IWB is stimulated in Asia. Study 1 interviewed 60 high-performing leaders and employees on such behaviors, bringing forth three leader-behavioral dimensions and survey items for fostering employee idea generation, promotion, and implementation, labelled Envisioning, Energizing, and Enabling. Study 2 involved 1,037 survey respondents through which we validated these three sets of specific leader behaviors. Study 3, with 287 respondents, established ILS’s discriminant validity while all of its 11 operationalized leader behaviors were found to predict their followers’ IWB after four months. Future research with the ILS is proposed to enrich theory and empirical research on the relationship between effective leadership and employees’ IWB in Asian organizations.
