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Structural model

Structural model

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Article
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Purpose Workplace social courage is a courageous behavior that can damage the actor's social relationships, social image and accrue face-loss costs. Sometimes, it is difficult to differentiate courageous behavior from incivility that predicts higher levels of psychological distress. While workplace social courage is widely discussed in the manageme...

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... resample was based on 4,999 bootstrap runs to assess the significance level of the tested hypotheses ( Henseler et al., 2015). According to Figure 1, organizational justice is found to produce a significant and positive effect on workplace social courage (β 5 0.222, t 5 5.100, ρ < 0.001). Workplace social courage is found to produce a significant and positive effect on subjective happiness (β 5 0.399, t 5 9.916, ρ < 0.001) and life satisfaction (β 5 0.270, t 5 5.901, ρ < 0.001). ...
Context 2
... other words, the percentage of variation in the dependent construct explained by an independent construct. The structural model in Figure 1 explains 4.9% of the variance for workplace social courage (R 2 5 0.049). Furthermore, workplace social courage explains 15.9% of the variance for subjective happiness (R 2 5 0.159), 7.3% for life satisfaction (R 2 5 0.073). ...
Context 3
... resample was based on 4,999 bootstrap runs to assess the significance level of the tested hypotheses ( Henseler et al., 2015). According to Figure 1, organizational justice is found to produce a significant and positive effect on workplace social courage (β 5 0.222, t 5 5.100, ρ < 0.001). Workplace social courage is found to produce a significant and positive effect on subjective happiness (β 5 0.399, t 5 9.916, ρ < 0.001) and life satisfaction (β 5 0.270, t 5 5.901, ρ < 0.001). ...
Context 4
... other words, the percentage of variation in the dependent construct explained by an independent construct. The structural model in Figure 1 explains 4.9% of the variance for workplace social courage (R 2 5 0.049). Furthermore, workplace social courage explains 15.9% of the variance for subjective happiness (R 2 5 0.159), 7.3% for life satisfaction (R 2 5 0.073). ...

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... research measurement was assessed using the structural equation modeling technique based on the partial least squares' algorithm (PLS-SEM). PLS-SEM aims to reduce errors and aerate the explained variance of the outcome variables(Mert et al., 2021; Hair Jr et al., 2011). This approach was chosen over covariance-based SEM for the following reasons. ...
Article
Scholars and practitioners have trumpeted business intelligence (BI) capability as a game-changer due to its significant impact on firm performance. Despite these claims, the amplifying and underlying mechanisms governing the relationship between BI capability and organizational performance are still in their infancy. This research examines the nexus between BI capability, decision-making speed, comprehensiveness, and organizational performance. This study, drawing on knowledge-based theory, proposes a conceptual model to explain how BI capability influences organizational performance through decision-making speed and comprehensiveness and the moderating role of firm size. The proposed moderated-mediated model was tested using survey data from 236 respondents occupying leadership positions in various Jordanian industries. Partial least squares structural equation modeling (PLS-SEM) was used to diagnose the proposed model. BI capability indirectly affects firm performance through decision-making speed and comprehensiveness. These mediating effects do not vary by company size. This paper contributed theoretically and practically to the BI framework considering decision-making, firm performance, and firm size. Implications for theory-building and practice are described.
... Researchers have recently begun to study workplace social courage's role in organizational results; they suggest that courageous behaviors affect positive work behavioral outcomes (54)(55)(56)(57)(58). In Mert's study (59), workplace social courage is a facilitator for subjective happiness and life satisfaction. Awareness of the importance of moral courage and its influential factors can help healthcare researchers, educators, clinicians, and leaders demonstrate moral courage, face ethical challenges and ethical environment maintenance (36). ...
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Background COVID-19 has become a major global health problem, and healthcare professionals are facing lot of pressure and stress. Accumulated resources and energy obtained via interpersonal relationships is called social capital, which can reduce the negative effects of pressure and stress related to the workplace by impacting happiness and moral courage. This study explored the effect of workplace social capital on moral courage and happiness in nurses working in the COVID-19 wards. Methods In this cross-sectional study, using a random sampling method, 169 nurses from three hospitals in East Mazandaran province, Iran, participated who worked in COVID-19 wards. The Onyx and Bullen Social Capital Questionnaire, the Sekerka's Moral Courage Scale, and the Oxford Happiness Inventory were used in this study. Descriptive analysis, Pearson correlation analyses, and stepwise multiple regression were performed for data analysis. Results The mean age of nurses was 31.38 ± 6.82 years. Socio-demographic factors such as age, gender, educational level, and employment status were significant predictors of workplace social capital. Social capital was positively correlated with moral courage (r = 0.29, p < 0.01) and happiness (r = 0.32, p < 0.01). In addition, social capital explained 6.8 and 8.6% variance in predicting moral courage and happiness, respectively. Conclusions Workplace social capital is a vital organizational phenomenon affecting nurses' moral courage and happiness, especially during the COVID-19 pandemic. Thus, hospitals should be aware of the importance of social capital; they should ensure that all the practices and policies are in place to develop and increase it.
... Measuring proficiency might be difficult without a clear explanation of the procedures that these procedures go through, many studies have been presented thus far, and many of them encompass various elements (e.g. Ray et al., 2004;Schreyögg & Kliesch-Eberl, 2007;Oliver & Holzinger, 2008;Collis, 2013;Mert et al., 2021). The dynamic nature of HRM proficiency should be demonstrated by obvious organizational features that aid the company in creating and maintaining value in order to fulfill business expectations. ...
Article
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This study analyzed the key interrelationship between organizational sourcing, HRM proficiency. Upon extending the vast literature, this present study assessed the mediation role of HRM Processes between organizational Sourcing and HRM proficiency and the moderation role of transactional leadership between organizational sourcing and HRM processes. The study data were gathered from 127 managers sampled across varying organizations in Saudi Arabia. The partial least squares structural equation modelling (PLS-SEM) was deployed to test the research hypotheses and the conceptual model. The results obtained from this study for direct impact of organizational sourcing on HRM processes, HRM processes on HRM proficiency. In addition, HRM processes fully mediate the relationship between organizational sourcing and HRM proficiency, while the result fails to confirm the moderation relationship.
... This research expended a structural equation modeling technique by drawing on the partial least squares (PLS-SEM) algorithm. The main aspiration of PLS-SEM algorithms and techniques are to maximize the explained variance in the response variable and also to diminish the presence of estimation errors in the response variable (Khaddam et al., 2021;Mert et al., 2021). PLS-SEM operates on composite-grounds and is causal-predictive in terms of estimations Yakubu et al., Organizacija, Volume 54 Issue 4, November 2021 Research Papers 2020). ...
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Background: Managers in labor-intensive industries are facing challenges on how to encourage innovation, as services are mostly offered by employees and not machines. Intense competition in the service and hospitality industry calls for more innovative work behavior exhibition among employees, and the question on how enterprises can nurture innovative behavior remains unanswered. The objective of the research is to clarify the inter-relationship between spiritual leadership and workplace spirituality and how their collective effect can nurture employee service innovative behavior in the hospitality industry by drawing on relational energy theory. Methodology: Data were obtained using a survey quantitative research method based on a convenience sampling technique from (n = 867) employees working in four- and five-star Jordanian hotels. A partial least squares structural equation modeling (PLS-SEM) technique was applied to assess the proposed research model and hypotheses. Results: Findings from PLS-SEM show that spiritual leadership impacts and increases the level of workplace spirituality and service innovative behavior among employees. Workplace spirituality increases the level of service innovative behavior and mediates the relationship between spiritual leadership and service innovative behavior. Conclusion: Spiritual leadership and workplace spirituality initiatives and practices can be beneficial for hospitality enterprises in terms of service innovative behavior. Moreover, the key point is that hospitality HR practitioners should not only focus on selecting, training, and appointing leaders with spiritual characteristics, but also on creating a spiritual work atmosphere to enable employees to exhibit service innovative behaviors. The results did not only advance our knowledge concerning the nexus and importance of spirituality in the workplace, but also validates and reveals the importance of spirituality on innovative behavior in the Arabian context.
... The environmental concern and availability of organizational capabilities are seen as critical drivers for achieving sustained competitive advantage (Gong et al., 2020, Giantari & Sukaatmadja, 2021. By providing complementary capabilities, making environmental relationships, following global environmental regulations, implementing green and sustainable practices, firms can gain innumerable benefits, including reducing costs (Kneipp et al., 2019;Ekins & Zenghelis, 2021;Mert et al., 2021) in addition to improving product and organization performance (Alhawamdeh & Alsmairat, 2019;Alzghoul et al., 2018). Pulles et al. (2016) showed that a major assumption of the extended resource-based concept is that enterprises can tap into the resources of others, particularly suppliers, to gain a competitive advantage. ...
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This research aimed to investigate the interrelationships among environmental forces, organizational capabilities, and supply chain sustainability. The mediation role of organizational capabilities and supplier relationship between environmental forces and Supply chain Sustainability were analyzed. Dataset obtained from 410 managers in the Jordanian food industry were used. PLS-SEM was conducted for analysis purposes. The findings reveal that environmental forces and organizational capabilities directly impact supply chain sustainability. The findings have additionally shown that supplier relationships and organizational capabilities played a mediation role between environmental forces and supply chain sustainability. The results show that companies might derive significant benefits from sustainable practices and consider them to maximize the success level of the supply chain sustainability initiative.
... The R-squared is used to assess and quantify how changes in the endogenous construct can be explained by changes in an exogenous construct, whereas Cohen's f 2 , also known as effect size, is a measure that shows the amount and size of effects caused by an exogenous construct on the endogenous (Cohen, 2013). A bootstrap with resamples of 5000 and a 95% confidence level was deployed to assess the proposed structural model in terms of weights and magnitudes between the endogenous and exogenous latent variables in the model (Mert, Sen, & Alzghoul, 2021;Hair et al., 2019;Sarstedt et al., 2017). The bootstrapping approach is robust and superior to the conventional methods for evaluating indirect effects. ...
Article
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This study examines the mediating role of decision-making speed on the causal chain linking business intelligence and firm performance, as well as the contextual role of people-BI tools fit on the causal link between business intelligence and decision-making speed. To achieve this goal, we examine the proposed moderated-mediated model using a random sample of 236 valid responses in various Jordanian industries. These data were analyzed using a partial least squares structural equation modeling technique. According to the findings, business intelligence facilitates and enhances greater decision-making speed; decision-making speed fosters higher firm performance; and decision-making speed mediates the causal relationship between business intelligence and firm performance. Finally, people-BI tools fit attenuated the causal relationship between business intelligence and decision-making speed, in that the relationship became weaker when people-BI tools fit is higher. Results are discussed in terms of the relevant literature and practical implications for managers in the industry.
Conference Paper
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Binlerce yıldır filozoflar hayatın anlamını idrak etmede, cesareti anlamanın önemine dikkat çekmişlerdir. Bu çabanın modern bir uzantısı olarak, günümüz bazı sosyal bilim araştırmacıları da, cesareti anlama gayretine girmişleridir. Son yıllarda yapılan bazı çalışmaların, özellikle cesaretin öncüllerine odaklanarak, adeta bu eski erdemi yeniden keşfetmeye başladığı görülmektedir. İlişkisel Teori’den hareketle yapılan çalışmada, cesaretin önemli öncüllerinden birini keşfetmeyi hedeflenerek kişilerarası güç boyutları ile cesaret arasındaki ilişki incelenmiştir. Araştırmanın bulguları, kişilerarası gücün, cesaret için güçlü bir öncül olduğunu göstermektedir. Bu kapsamda, kişilerarası güç boyutlarının cesaret üzerindeki etkisi açısından; sosyal zeka, bağlanmışlık ve şükran boyutları cesareti olumlu yönde etkilemektedir. Çalışmada elde edilen sonuçlar bağlamında teoriye ve uygulayıcılara katkısı tartılışmış, araştırmanın sınırlılıkları ve gelecekteki araştırmalara yönelik önerilere yer verilmiştir.
Article
Courageous behaviors are risky and devoted actions performed primarily for the benefit of others, and they closely relate to many beneficial organizational (e.g., commitment) outcomes. Even courage plays a crucial role in many professions’ results; investigating it in military content is a primary issue. This paper examined the relationship between the Big Five personality traits and organizational commitment and the moderator role of courage in this relationship by focusing on coast guards. Cross-sectional survey data (n = 512) were obtained from employees and analyzed using the least square method regression analysis. The results showed that the Conscientiousness trait is a strong antecedent for organizational commitment, and courage emerges as a moderator for the relationship between personality traits and organizational commitment. High courage strengthened the effect of Conscientiousness-Emotional Stability on normative commitment, Extraversion-Agreeableness on affective commitment, Openness on continuance, and normative commitment. Practitioners might recruit high conscientious, agreeable, emotionally stable, and courageous candidates considering correlational and moderating effects.
Research
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Araştırmanın temel amacı Fauville vd.’nin (2021) geliştirdiği Zoom Exhaustion & Fatigue Scale isimli ölçüm aracının Türk kültüründe geçerlik ve güvenirliğini sağlamaktır. Araştırmanın evrenini Tokat Gaziosmanpaşa Üniversitesi’nde görevli akademisyenler oluşturmaktadır. Araştırmada zaman ve maliyet kısıtları nedeniyle kolayda örnekleme yöntemi tercih edilmiştir. Araştırma kapsamında Türkçeİngilizce çeviri ile ters çeviri işlemleri tamamlandıktan ve madde toplam korelasyonları incelendikten (.55 ile .88 arasında) sonra ifadeleri son haline getirilen ölçek, örnekleme elektronik ortamda ulaştırılmıştır. Gerekli analiz varsayımlarını karşılayan 62 katılımcıya ilişkin verilerle ileri analizler gerçekleştirilmiştir. Ölçeğin geçerleme sürecinde verilere uygulanan Doğrulayıcı Faktör Analizi sonucu, orijinaline uygun şekilde 15 ifade (en düşük madde faktör yükü .62) ve 5 alt boyut ile yapı geçerliği sağlanmıştır. İç tutarlılık katsayısı 5 alt boyut için .82 ile .94 arasında değişim göstermiştir. İlgili katsayı ölçeğin tamamı için .95 şeklinde hesaplanmıştır. Bulgulardan hareketle ölçeğin Türk kültürü için geçerli ve güvenilir bir ölçüm aracı olduğu tespit edilmiştir.