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A study of relationship between Transformational leadership and task performance: The Role of social media and affective organizational commitment
Abstract
In today's society, social media have become an almost essential part of everyday life, particularly in the organizations where almost every employees and manager/leader use social media. Recently scholars have started to investigate leader's communication with their employees by using social media. However, leader's role in motivating their followers to use this innovation and increase performance is ignored by researchers. Using social capital theory as a base, the objectives of the present study is to examine the role of social media and affective organizational commitment between the relationship of transformational leadership (TFL) and employee's task performance (ETP). The proposed model was tested with the data collected from 254 employees from insurance companies situated in China. Model was tested by PLS-SEM with using SmartPLS 3. Findings of the study suggest that Transformational leadership has a direct positive relationship with task performance and affective organizational commitment as well as indirect positive relationship via social media on task performance. This study contributes to the existing literature in the field of Social media, leadership, commitment, and performance. Implications, limitation and future research have been discussed.e been discussed.
... There is a large body of research support that harmful and destructive supervision usually occurs in those supervisors having high psychopathic tendencies, which adversely affects followers' attitudes (Brender-Ilan & Sheaffer, 2019;Walker & Jackson, 2017). However, effective HRP may help reduce the negative impact of disruptive leadership on employee behavior outcomes (Chen & Jiang, 2019;Khan, Ali, et al., 2019). In this regard, HRP not only minimizes the detrimental impact of psychopathic leadership on employee performance but also helps to dispel employee learning behavior and prevent them from following psychopathic bosses (Wang & Jiang, 2015). ...
... In this regard, psychopathy in tourism leadership is a critical factor that undermines the effective performance of employees and affects the principles of customer service (Baliousis et al., 2018). It has the key to the social perception of the needs of customers and colleagues and the ability to listen and communicate clearly Khan, Ali, et al., 2019). So far, scholars have published papers on several different aspects of HRM and employee satisfaction (Bahadur et al., 2020). ...
This study uses the conservation of resource theory to examine the
effects of psychopathic leadership on employee career satisfaction
and turnover intention via self-efficacy. This study also examined the
buffering effect of human resource practice (HRP) on career satisfaction and turnover intentions, which may be affected by the psychopathic leadership. This study used 298 employees and respective supervisors of tourism enterprises from southern China as a sample to collect research data at two different time intervals. The results show that by increasing the psychopathic leadership, career satisfaction declines. Moreover, the HRP’s buffering effect reduces employee turnover intentions through self-efficacy, especially under the psychopathic leadership. This study provides an overview of the
research on the psychopathic leadership and highlights areas where
further investigation may yield benefits tourism industry.
... The objective of this study was to determine the influence of transformational leadership on new media literacy of EPG students. In line with prior findings (Khan & Khan, 2019), we showed that transformational (Khan & Khan, 2019) analyzed the relationship of transformational leadership and employees' task performance. We analyzed the relationship between transformational leadership and media literacy of school students (not of employees) and reached the similar result. ...
... The objective of this study was to determine the influence of transformational leadership on new media literacy of EPG students. In line with prior findings (Khan & Khan, 2019), we showed that transformational (Khan & Khan, 2019) analyzed the relationship of transformational leadership and employees' task performance. We analyzed the relationship between transformational leadership and media literacy of school students (not of employees) and reached the similar result. ...
The article deals with the role of transformational leadership of engineering profile gymnasium (EPG) students on their new media literacy. New media literacy covers a complex of socio-cultural, emotional and technical abilities. The operationalization of the concept of new media literacy in this study is viewed like the interaction of the two continuums: the continuum from consuming media (how to access and understand content) towards producing media (creating and sharing of media content); the continuum from functional to critical media. The study focuses on the collective creation of innovative media, social interaction and transformational leadership of engineering profile gymnasium students. The aim of the article is to explore how engineering profile gymnasium students’ transformational leadership influences to their new media literacy abilities. New media literacy (NML) inventory was used to assess the engineering profile gymnasium students’ new media literacy abilities. Multifactor Leadership Questionnaire (MLQ) was used in the research of leadership expression. The collected data were analysed using path analysis (PA) and confirmatory factor analysis (CFA). The findings confirm that the transformational leadership statistically significantly influences new media literacy abilities: critical consuming, functional prosuming, and critical presuming abilities of engineering profile gymnasium students.
... Employee performance was measured using six items adapted from Kuvaas (2006). Finally, based on the previous studies Pitafi et al., 2018;Ali and Bahadur, 2019;Khan et al., 2019;Raza et al., 2020), we controlled the effect of demographic variables which studies have suggested could affect the findings of the empirical analysis. ...
Despite the larger interest of information systems scholars in excessive ESM usage, little is known about how excessive ESM usage is related to employee performance. This study focused on excessive ESM usage and investigated its impact on employee performance. Based on the status quo perspective with the integration of social cognitive theory, this study first proposed that excessive ESM usage has a positive and negative relationship with employee performance through ESM usage regret and ESM usage inertia. Furthermore, COVID-19 threat moderates the direct relationship between excessive ESM usage and ESM usage regret, and ESM usage inertia. Time-lagged, multi-source data collected in China support most of our hypothesis. Results reveal that excessive ESM has a positive and negative indirect effect on employee performance via ESM usage regret and ESM usage inertia. Furthermore, the COVID-19 threat moderates the positive direct effect of excessive ESM usage on ESM usage inertia. In the later section, theoretical contributions and practical implications are discussed.
... Thus, the employees have a strong relationship and a sense of belonging to leaders and organizations [62]- [64]. On the other hand, when moral supervisors lead the employees, the employees are often more sensitive to unethical behavior in the organization to the extent that they are reported [65]- [67]. Previous studies have found that ethical leadership can solve employees' workplace problems and can also improve job satisfaction, job performance, employee well-being, and innovation [34], [63], [68], [69]. ...
In construction companies, employee burnout rates and negative socioemotional behaviors (NSEBs) are severe problems for the management. Work-related problems are then visible in the employee's psychological behaviors and consequent outcomes. The literature on organizational behavior argues that moral leadership can evade burnout and NSEB. Following the arguments, this article attempts to examine the impact of moral leadership on the employee's burnout and NSEB through the mediating variables of job embeddedness, and distributive justice in the construction industry. By using the social exchange theory, this article analyzes the data of 302 employees from construction companies in Hong Kong to assess these relationships. The results showed a negative relationship between moral leadership and the construction employees’ burnout. This article provides construction companies and their managers with useful insights on the way the moral leadership mediate through job embeddedness and distributive justice to curtail the employees' burnout. The results of this article also motivate scholars to investigate the multidimensional role of moral leadership in their future research.
... In this regard, oganisational learning is a collective process of acquiring and creating capabilities that are modified by the inherently complex process of managing and transforming situations. Particularly in public management, several researchers use organisational learning as an intermediary to establish the link between leadership and performance, as well as leadership and creativity (Abbasi and Zamani-Miandashti, 2013;Ismail, 2005;Khan et al., 2019a;Moynihan and Pandey, 2010), thus demonstrating that organisational learning has the ability to intervene in complex relationships. Similary, several studies emphasised the important role of knowledge sharing practices ( Ali et al., 2019;Dong et al., 2017;Von Krogh et al., 2012), arguing that leadership has the potential to empower employees by motivating the knowledge sharing practices to develop innovative skills. ...
This study uses diffusion of innovation theory to determine the relationship between transformational leadership and employee innovation via the mediation of organisational learning and knowledge sharing, as well as to examine the moderating role of social media use. A total of 375 employees and supervisors were recruited via random sampling from 89 municipal committees (one of the tiers of local government organisations) in Pakistan. Results indicate that transformational leadership has a positive impact on organisational learning and knowledge sharing. Similarly, organisational learning and knowledge sharing have a significant impact on employee innovation. Likewise, transformational leadership indirectly influenced employee innovation via organisational learning and knowledge sharing. Surprisingly, the moderating influence of social media use on the relationship between organisational learning and employee innovation proved insignificant. However, social media use had a significant effect on the relationship between knowledge sharing and employee innovation. This study provides informative insights by demonstrating that public sector leaders undertaking the transformational role and encouraging followers to use organisational learning, knowledge sharing and social media can help facilitate employee innovation in the public sector.
... This study has several important theoretical implications. First, the recent studies on social media dependency are extended by ascertaining a key role related to the use of social media and investigating the influence of social media use in the context of users' psychological well-being ( Khan et al. 2019a). The excessive use of social media in relation to stressful condition has been widely discussed under the SCT framework from the perspective of users' excessive SNS usage behavior. ...
This study responds to a current phenomenon where individuals experience distress and exhaustion caused by cyberbullying and social overload while using social networking sites (SNSs). Social cognitive theory suggests that this phenomenon is caused by the interactive influences of environmental, personal, and behavioral factors, which are key unique drivers of SNS discontinuous usage intentions. This study focuses on how cyberbullying and social overload (environmental) induce distress and SNS exhaustion (personal), thereby affecting an individual’s intention to voluntarily abandon the use of SNSs (behavioral). The purpose model is tested through a sample of 314 SNS users. Empirical results indicate that cyberbullying and social overload exert a considerable impact on distress and SNS exhaustion, both of which further increase users’ intention to discontinue their usage of SNSs. This article concludes with several theoretical and practical contributions, limitations, and future research directions.
This research has an aim to investigate the impact of toxic and exploitative leadership and subordinate psychological contract breach, the moderation role of proactive personality within the proposed framework between the toxic leadership with psychological contract breach and exploitative leadership with psychological contract breach. Data was gathered utilizing a cross-sectional research technique. The sample of the study constituted 386 frontline nurses from public sector hospitals of Pakistan. Structural equation modelling was utilized for analyzing the collected data. Toxic and exploitative leadership had a significant positive impact on psychological contract breach. However, moderation of proactive personality was found to be insignificant between both relations.
This study applies social exchange theory to explain how the perception of organizational politics (POP) affects organizational citizenship behavior (OCB). In particular, the current study hypothesizes that moral efficacy negatively mediates the relationship between POP and OCB. Moreover, this study investigates how perceived insider status moderates the negative effect of POP on moral efficacy. This study uses a sample of 392 supervisor–subordinate dyads from touring companies at two different time periods in Southern China. Results support study hypotheses and provide new research directions for studying organizational politics and OCB.
The development of mobile commerce depends on extensively accepted mobile payment (MP) systems. Even though new MP methods have been gradually induced in the market, but their adoption has stayed modest. Little research has been conducted to examine and explain views of owners or managers of on the new payment technology. This paper explores retailer’s adoption of the mobile payment system; based on an extended model of technology–organization–environment (TOE) framework, eleven factors were theorized to describe retailer’s acceptance of MP systems. Data was collected from 188 retails stores. First, structural equation modeling (SEM) was applied to check which factor had a significant influence on MP adoption. Following, the neural network technique was used to rank the significant predictors attained from SEM. The results revealed that external pressure and relative advantages are the most important antecedents of the intention to use MP. The results of this study will be useful for MP providers/suppliers in making optimum strategies. Implications, limitation and future research are discussed.
The rise of social media has brought significant changes and opportunities for both corporate and social communication. Social media such as Facebook, Twitter and blogs are used in business practices for communication and engagement with their customers. Scholars acknowledged the effects of social media on leadership and reveal that customers will increasingly value a leader or CEO's commitment to having true conversations with customers, and reward that engagement with trust and loyalty. Yet, there are leaders who are reluctant to use social media because they perceived social media as a force only to be used by sales and marketing and they are concerned on 'jumping on the social media bandwagon' (Oakes, 2012). This raises the issue whether corporate leaders will adopt social media for internal communication. Through the perspective of Technology Acceptance Model (TAM), this study examines the use of social media by corporate leaders in Malaysia and investigates their attitude towards social media as an effective internal communication channel. The main objectives include: (1) to investigate the use of social media by corporate leaders; (2) to ascertain the purposes of using social media in the workplace; (3) to appraise the benefits and challenges of using social media as an internal communication channel; and (4) to explore corporate leaders’ perspective on the predominant use of social media as effective communication culture. Face-to-face interviews were conducted with 12 corporate leaders of six Malaysian companies. Results revealed that Facebook and Twitter are prevalent in the workplace for sharing and disseminating work-related information, and for, employee
engagement; leaders agreed that there are advantages and disadvantages of using social media; some leaders acknowledged the usefulness and ease of use of social media as a communication channel with the employees, while some others were not keen to adopt social media as effective internal communication culture.
Social networking sites offer various opportunities to express opinions on politics and public affairs and to disseminate information to a large circle of acquaintances. The present research aims to identify the characteristics of people who consider themselves as opinion leaders on these new channels, the features they use in order to influence others, and the psychological motives they pursue. A survey (N = 527) among Facebook users identified political interest and personality strength as significant predictors of perceived Facebook opinion leadership, while the influence of extraversion was not significant. Those who write private messages on political debates do this in order to raise awareness of specific topics, while opinion expression in public status updates is also strongly connected to self-presentational goals (impression motivation). Moreover, the motives of presenting oneself positively and convincing others are particularly important for people with high personality strength. The present findings extend previous knowledge by redefining the concept of opinion leadership in new media environments and describing motivational links between individuals’ predispositions and their activities to influence others’ opinions. On a practical level, the pronounced role of self-presentational motives is likely to have important implications for the dynamics of public debates in social media.
The role of information technology (IT) in firm performance remained an open research question. This research provides new discernments for better understanding the mechanisms supporting this relationship by analysing the effects of IT maturity, complementary investments, process orientation and relational maturity on firm performance. We expanded existing literature by developing and empirically testing a model where: 1) the performance is affected by IT maturity; 2) relational maturity can reinforce this relationship. The correctness of the suggested model was statistically approved by gathering data from Iran electric industry and using MPLUS3 software. This research proves that there is a positive significant correlation between IT maturity and performance. Also, we find that IT maturity affects firm performance by enabling organisational processes. Based on the findings of this research investigation, relational maturity of the organisation plays a moderating role in the relationship between IT maturity and firm performance. Findings of this research will be of epical interest to both academics and practitioners of information systems.
This paper reports the findings of a study examining the impact of managers’ leadership styles on subordinates’ performance. The impact of leadership styles on employee performance outcomes is explored theoretically and tested empirically in the Pakistani banking sector. The sample of the study consisted of 224 full-time employees in the banking sector of Pakistan. Findings of this study reveal that there exists a significant relationship between transformational leadership and employee performance outcomes. However, laissez-faire leadership style showed negative relationship with employee performance outcomes in terms of effectiveness, and employee satisfaction. Banking industry in Pakistan is prone to numerous challenges including employee turnover. Model presented in the study will be helpful for the human resource managers and top management to design effective leadership development programs. HRD department can be established and HRD professionals can be hired to assist the managers in organizing training and development programs. Further, it may help to design strategies to satisfy, retain and motivate the employees. Also, it will help the managers decide, which leadership style they should choose in terms of outcomes.
Purpose
– The purpose of this paper is to develop and empirically test a conceptual model based on the culturally endorsed implicit leadership theory to comprehend differences in the relationships between consideration, and initiating structure leadership styles and affective organizational commitment for US and Korean employees. Further, the authors investigate how rank and seniority moderate the relationships between the two leadership styles and affective organizational commitment in both countries.
Design/methodology/approach
– The authors developed and conducted a cross-sectional survey in the USA and Korea. To test the hypotheses that perform a series of hierarchical regression analyses.
Findings
– Survey results from 452 US and Korean employees show that the positive relationship between consideration leadership (i.e. people-oriented leadership) and affective organizational commitment was stronger among US employees than Korean employees. Initiating structure leadership (i.e. task-oriented leadership) was negatively related to affective organizational commitment in the USA, whereas this relationship was positive in South Korea (henceforth Korea). Further, these relationships were moderated by rank and seniority in Korea, but not in the USA. Specifically, the positive relationship between consideration leadership and affective organizational commitment was stronger when Korean employee’s rank was higher and seniority was shorter.
Originality/value
– The comparative nature of the study enables to identify differences in the effects of leadership styles on affective organizational commitment across countries and thus helps to better understand employees from different cultures. Furthermore, the authors demonstrate the differential effects of demographic variables such as rank and seniority in the relationships of leadership styles and affective organizational commitment. The findings provide important managerial recommendations for how managers can better lead US and Korean employees.
Purpose
– The purpose of this paper is to investigate the influence of social media on employees’ work performance, as well as the underlying mechanism for how they create value at work.
Design/methodology/approach
– Based on media synchronicity and social capital theories, the authors propose that social media can foster employees’ social capital and subsequently facilitate knowledge transfer. Both social capital and knowledge transfer help promote work performance. Specifically, the authors adopt shared vision, network ties and trust to represent, respectively, the cognitive, structural and relational dimensions of social capital. The research model is tested using data collected from 379 Chinese working professionals.
Findings
– The empirical results reveal that social media can promote the formation of employees’ social capital indicated by network ties, shared vision and trust, which, in turn, can facilitate knowledge transfer. Shared vision and knowledge transfer positively influence work performance. Although network ties and trust do not have a direct impact on work performance, the influence is partially mediated by knowledge transfer.
Practical implications
– For organizations that wish to build knowledge networks in the workplace, connecting experts with various social media can effectively complement other knowledge management technology. Further, managers should encourage employees to consciously exploit the byproducts created via social media, e.g., social capital, to promote knowledge exchange.
Originality/value
– The integration of media synchronicity and social capital theories offers a new theoretical lens and reasonable explanations for investigating communication performance. The research offers empirical evidence regarding how the influence of social media on work performance is transmitted through social capital and knowledge transfer. The authors quantify social media’s benefits for organizations, providing managers an impetus to deploy them in the workplace with optimistic expectation.
Since the internet revolution, internet usage in business environment
(e-commerce) has changed the way of doing business in SMEs. It is
well known that e-commerce is essential for SMEs in enhancing their
competitiveness, productivity, enlarge market and cost reduction. However,
Jordan is facing slow adoption of e-commerce by SMEs. This paper reviews
the strengths and weaknesses of the major models and theories relevant to
technology adoption: technology acceptance model, theory of reasoned action,
technology-organisation environment, diffusion of innovation and Hofstede’s
cultural dimensions. Also, the literature review shows the most common
sequences in level of e-commerce adoption in SMEs: Rao model; Daniel
model; Rayport and Jaworski model; Lefebvrea et al. model and leadership
typologies. On the bases of these theories and models, a conceptual framework
for SMEs’ e-commerce adoption level in Jordan is suggested. This conceptual
framework can be tested empirically for SMEs in Jordan as well as other Arab
countries.
Purpose
– The purpose of this paper is to examine why and when followers of transformational leaders exhibit increased affective organizational commitment. Particularly, the authors examined the role played by perceived organizational support (POS) and supervisor’s organizational embodiment (SOE), i.e. a perception concerning the extent to which employees identify their supervisor with the organization, in this relationship.
Design/methodology/approach
– In total, 287 employees of a water producer organization responded to a questionnaire.
Findings
– The results show that, when employees strongly identify their supervisor with the organization, transformational leadership is positively related to POS, with positive consequences in terms of emotional attachment to this organization. In contrast, when the supervisor is not identified to the organization, his/her transformational leadership does not extend to POS and, finally, to affective organizational commitment.
Practical implications
– The findings suggest that a high transformational leadership and a high SOE together engender the highest POS and affective commitment. Organizations should thus provide their managers with training programs and feedbacks over their performance as leaders to promote transformational leadership. Furthermore, to foster perceptions of SOE, organizations might implement socialization tactics aiming to strengthen managers’ organizational identification or person-organization fit, and give managers more power and influence in their day-to-day work to increase employees’ attributions of informal organizational status to managers.
Originality/value
– By showing that POS and SOE are important mechanisms in the transformational leadership-affective commitment relationship, this research explains why and when transformational leadership of supervisors has spillover effect on organization-directed attitudes.
The present study focuses on the role of leader member exchange and relational identification between transformational leadership and job performance relationship. The model has been tested in higher education sector. All the permanent teachers working in higher education sector were contacted. The data has been duly validated with the help of confirmatory factor analysis (CFA). Reliability has been assessed through Cronbach's alpha and composite reliability. Structural equation modeling (SEM) has been used for hypotheses testing and hierarchical regression has been used to test the moderating effect of relational identification. The results indicated that leader member exchange acts as a mediator and relational identification acts as a moderator instead of mediator. The managerial implications and future scope has been discussed.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
To understand how social media are reshaping the public relations profession, it is vital to examine the perceptions of public relations leaders who are typically involved in decisions integrating social media into communication programs. This study explored how social media use has affected leadership behaviors of 43 public relations leaders in the United States. Four key dimensions emerged from interview results on how public relations leaders can strategically use social media to establish leadership roles: exhibiting expert power, gaining decision power by demonstrating tangible outcomes, displaying leadership vision in social media use, and establishing leadership among peers. This study made theoretical contributions to the area of public relations leadership by developing three mechanisms for public relations managers to build their leadership through developing leadership capabilities in strategic social media management, gaining expert power to exert upward influence, and paralleling relationship building with peer leaders from other organizational functions. Suggested future research directions included how public relations leaders’ engagement in social media management has affected the whole leadership structure within the organization and to what extent public relations leaders could influence the ethical use of social media or the issue of social media governance.
Because of the important role being played by social networks, many organizations are turning to the use of social network systems to help manage these social networks and the accompanying social capital. When a social networking system is implemented in an organization, it may serve as a signal to organizational actors that social capital, heretofore largely ignored and invisible, will hereafter represent an important resource for the organization. As a result, individuals may consciously manipulate the system to either increase their own social capital or decrease the value of others’ social capital. In a case study of two organizations in the process of adopting an SAP-based social networking system, our research examines how groups of actors develop strategies to control the social networking system as well as the symbolic capital that emerges during the adoption of the system.
The two purposes of this article were to examine the meta-analytic relationships between several well-studied forms of leadership and employee commitment and to test if some of these relationships vary due to societal culture. Transformational/ charismatic leadership was shown to be positively related to affective (AC; ρ =.451, k = 116) and normative commitment (NC; ρ =.337, k = 30), while contingent reward and management-by-exception (active) were positively related to AC (ρ =.369, k = 51 and ρ =.083, k = 25, respectively). Laissez faire leadership was negatively related to AC (ρ = -.296, k = 15). In terms of culture, societal individualism-collectivism did not affect the relationship between transformational/ charismatic leadership and AC. In contrast, the relationship between transformational/charismatic leadership and both NC and continuance commitment was stronger in countries that value collectivism. We also found evidence that the relationship between contingent reward and AC was stronger in societies with higher rather than lower levels of power distance/hierarchy. Implications of these findings on the study of leadership, culture, and commitment are discussed.
Investments in information technology (IT) form a substantial portion of capital expenditure of firms, and organisations are constantly looking for ways in which IT can be used to attain sustained profitability. However, there is scarcity of empirical studies that have examined whether IT can provide sustained competitive advantage to firms in major emerging economies such as India. This study seeks to empirically test whether superior IT capability can provide sustained profitability to multinational corporations and domestic firms in India. To this end, the financial performance of 94 firms from 15 different industry sectors has been analysed to determine whether superior IT capability of these firms led to improved profitability. Our results show that superior IT capability does not provide competitive advantage to firms operating in India. Another important finding of this research is that in recent years stock markets have given higher valuation to firms with superior IT capability despite the fact that superior IT capability is not associated with improved profitability. This finding has direct implication for investors and financial analysts who still perceive that IT capability can provide higher profitability to firms
The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addition to the known problems related to sample size and power, is that it may indicate an increasing correspondence between the hypothesized model and the observed data as both the measurement properties and the relationship between constructs decline. Further, and contrary to common assertion, the risk of making a Type II error can be substantial even when the sample size is large. Moreover, the present testing methods are unable to assess a model's explanatory power. To overcome these problems, the authors develop and apply a testing system based on measures of shared variance within the structural model, measurement model, and overall model.
Scholars of the theory of the firm have begun to emphasize the sources and conditions of what has been described as “the organizational advantage,” rather than focus on the causes and consequences of market failure. Typically, researchers see such organizational advantage as accruing from the particular capabilities organizations have for creating and sharing knowledge. In this article we seek to contribute to this body of work by developing the following arguments: (1) social capital facilitates the creation of new intellectual capital; (2) organizations, as institutional settings, are conducive to the development of high levels of social capital; and (3) it is because of their more dense social capital that firms, within certain limits, have an advantage over markets in creating and sharing intellectual capital. We present a model that incorporates this overall argument in the form of a series of hypothesized relationships between different dimensions of social capital and the main mechanisms and processes necessary for the creation of intellectual capital.
This study examines the role of social media marketing strategy and its relation to organizational culture, strategic leadership, organizational learning, social network, innovation orientation, and performance in the chain store and franchise context. The study uses data from 327 active firms from a chain store and franchise system in Taiwan. The study tests the predictions of relationships using mail survey data from the sample, and employs structural equation modeling (SEM) and fuzzy set qualitative comparative analysis (fsQCA) to analyze the research questions. Results show that social media marketing strategy, organizational culture, strategic leadership, organizational learning, social network, and innovation orientation are key factors in reinforcing a firms' organizational performance within the chain store and franchise system. The study provides theoretical and managerial implications.
Purpose
This paper aims to examine the effects of hotel general managers’ transformational leadership (TLS) and department managers (DMs)’ organizational commitment (OC) on their department’s performance in upscale hotels in Australia.
Design/methodology/approach
Data were collected by surveying DMs in four- and five-star hotels. The survey instrument included measures of comprehensive sustainable performance, TLS and OC adapted from the literature. The data were analyzed through factor analysis and regression with a resampling method of bootstrapping.
Findings
The findings indicated that TLS influenced hotel departments’ non-financial as well as social and environmental performance dimensions directly and indirectly through OC. However, the mediation effect of OC did not exist for financial performance.
Research limitations/implications
The key theoretical contribution is the use of performance assessment based on critical success factors of hotel businesses and the bootstrapping regression model.
Practical implications
Senior managers should pay attention to TLS qualities when appointing core managers, provide on-going structured TLS training and concentrate on leading performance dimensions for performance assessment.
Originality/value
This study responds to the call for leadership research to move beyond its emphasis on individual performance and to address performance more holistically by considering its multidimensionality and the processes underlying effective performance.
Purpose
– The purpose of this paper is to examine the relationship between Bass’s (1985) leadership dimensions (transformational, transactional, and laissez-faire) and several outcome variables (employee extra effort, employee satisfaction with leader, leadership effectiveness) and organizational commitment.
Design/methodology/approach
– This is a systematic literature review.
Findings
– This review briefly discusses the conceptual framework and the Full Range Leadership Model (Bass, 1985) which include transformational leadership, transactional leadership, and laissez-faire leadership. Also discussed in this section were the abilities and the characteristics of transformational leaders. The leadership section was concluded with discussion on previous researches on transformational leadership. This review also provides a literature review on organizational commitment.
Originality/value
– Described in this paper are the various definitions of organizational commitment and the three-component model of commitment. This paper also described the antecedents and outcomes of organizational commitment obtained from previous researches. This paper concluded with a discussion on the impact of transformational leadership on employee organizational commitment.
This study examined the mediating effects of felt accountability (FA) on the effect of both transformational leadership and core self-evaluation (CSE) on task performance (TP) and contextual performance (CP). Structural equation modeling and Analysis of Moment Structures were used to analyze data collected from questionnaires distributed to 302 supervisor–employee dyads. The concept of FA is based on a social contingency model of accountability, which is distinct from feelings of responsibility or obligation in organizational research. Our hypotheses for the mediating role of FA were supported by the data, except that the mediating effect of FA on the relationship between CSE and CP was not supported. We discuss the implications of these results for research and practice in organizations.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
The use of social networks has risen dramatically over the last few years as users have reached out to friends, new acquaintances and businesses through this new means of communication. If firms are to successfully utilize social networks as a channel through which they reach their customers, they must fully understand the reasons that these customers choose to use social networks. Using the relationship between attitude and behavioral intentions established in the Theory of Reasoned Action and applied to technology use by the Technology Acceptance Model, this research examines constructs that influence consumer attitudes toward social networks and their intentions to use, continue using, and recommend social networks. The findings indicate that the level of enjoyment derived from using social networks is the strongest positive influence and that the drama associated with behaviors of others on the social network can be the strongest negative influence. These findings also show that the constructs of ease of use and usefulness made popular by the Technology Acceptance Model play no significant role influencing user attitudes or intentions with regard to social networks.
This study examines the nature and role of Psychological Contract Violation (PCV) in online marketplaces, a critical factor that has been largely overlooked by previous research. Applied to buyer-seller relationships, PCV is defined as a buyer’s perception of having being treated wrongly regarding the terms of an exchange agreement with an individual seller. PCV with individual sellers is proposed as a formative first-order construct driven by the occurrence of fraud, product misrepresentation, contract default, delivery delay, and failure to follow product guarantees and payment policies. PCV with an individual seller is proposed to prompt a generalized perception of PCV with the entire community of sellers in a marketplace.
PCV with the community of sellers is hypothesized to negatively affect buyer transaction behavior in a marketplace by directly impacting transaction intentions, price premiums, trust, perceived risk, and the perceived effectiveness of institutional structures. PCV is also hypothesized to act as a moderator, transforming the buyers’ initial trust-based mindset to one more centered on perceived risk. Finally, PCV is hypothesized to attenuate the positive impact of trust on transaction intentions, while reinforcing the negative impact of perceived risk on transaction intentions. It is also proposed to attenuate the impact of the perceived effectiveness of institutional structures on trust, while strengthening its negative effect on perceived risk. As a means of preventing PCV, the buyers’ positive experience and the sellers’ favorable past performance are hypothesized to make PCV with the community of sellers less likely.
A combination of primary and secondary longitudinal data from 404 buyers in eBay’s and Amazon’s online auctions support the proposed hypotheses, validating PCV as a central element of buyer-seller relationships in online marketplaces. Interestingly, ex post facto results show that buyers with higher perceptions of PCV with the community of sellers are less likely to experience PCV with an individual seller in the future.
Implications for buyer-seller relationships in online marketplaces and the PCV literature are discussed. Also discussed is how the increasing number of buyers who experience PCV in online marketplaces extends the literature that has been largely developed based on buyers who had not experienced PCV.
Organizations are increasingly adopting new technologies, such as social media, that afford employees a repertoire of uses not simply focused on work, but also on socialization and entertainment. Knowledge regarding the impact of such diverse technologies on job performance, however, is currently limited. This study adopts a technology use lens to study the effect of three categories of social media use – social, hedonic, and cognitive – on job performance, as mediated by three dimensions of social capital. The research was conducted via a large-scale survey within a multinational Information Technology company. Social and cognitive uses of technology were empirically shown to have a positive, albeit indirect, effect on employees’ routine and innovative job performance. Hedonic use of the technology, while having a direct negative impact on routine performance was shown to positively contribute to the development of social ties, leading to a mitigating positive influence on innovative performance. This interesting positive side of hedonic use, along with all findings from our study, are discussed and used to offer insights to future research and practice.
Previous research has proposed different types for and contingency factors affecting information technology governance. Yet, in spite of this valuable work, it is still unclear through what mechanisms IT governance affects organizational performance. We make a detailed argument for the mediation of strategic alignment in this process. Strategic alignment remains a top priority for business and IT executives, but theory-based empirical research on the relative importance of the factors affecting strategic alignment is still lagging. By consolidating strategic alignment and IT governance models, this research proposes a nomological model showing how organizational value is created through IT governance mechanisms. Our research model draws upon the resource-based view of the firm and provides guidance on how strategic alignment can mediate the effectiveness of IT governance on organizational performance. As such, it contributes to the knowledge bases of both alignment and IT governance literatures. Using dyadic data collected from 131 Taiwanese companies (cross-validated with archival data from 72 firms), we uncover a positive, significant, and impactful linkage between IT governance mechanisms and strategic alignment and, further, between strategic alignment and organizational performance. We also show that the effect of IT governance mechanisms on organizational performance is fully mediated by strategic alignment. Besides making contributions to construct and measure items in this domain, this research contributes to the theory base by integrating and extending the literature on IT governance and strategic alignment, both of which have long been recognized as critical for achieving organizational goals.
People tend to hold overly favorable views of their abilities in many social and intellectual domains. The authors suggest that this overestimation occurs, in part, because people who are unskilled in these domains suffer a dual burden: Not only do these people reach erroneous conclusions and make unfortunate choices, but their incompetence robs them of the metacognitive ability to realize it. Across 4 studies, the authors found that participants scoring in the bottom quartile on tests of humor, grammar, and logic grossly overestimated their test performance and ability. Although their test scores put them in the 12th percentile, they estimated themselves to be in the 62nd. Several analyses linked this miscalibration to deficits in metacognitive skill, or the capacity to distinguish accuracy from error. Paradoxically, improving the skills of the participants, and thus increasing their metacognitive competence, helped them recognize the limitations of their abilities. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Social media marketing is an influential marketing method. Liking or sharing social media messages can increase the effects of popular cohesion and message diffusion. This research investigates how persuasive messages (i.e., argument quality, post popularity, and post attractiveness) can lead internet users to click like and share messages in social media marketing activities. This research develops hypotheses on the basis of elaboration likelihood model and a 392 fans survey from a fan page on Facebook. Structural equation modeling analyzes questionnaire data. Results show that the three types of persuasive messages are important to click like and to share post messages. Post popularity is essential and works through both central route and peripheral according to research model. In addition, different message characteristics and user groups have different communicating behaviors. This research provides valuable recommendations for social media marketing activities.
In a longitudinal, randomized field experiment, we tested the impact of transformational leadership, enhanced by training, on follower development and performance. Experimental group leaders received transformational leadership training, and control group leaders, eclectic leadership training. The sample included 54 military leaders, their 90 direct followers, and 724 indirect followers. Results indicated the leaders in the experimental group had a more positive impact on direct followers' development and on indirect followers' performance than did the leaders in the control group.
Although transformational leadership has been investigated in connection with change at higher levels of organizations, less is known about its “in‐the‐trenches” impact. We examined relations among transformational leadership, explicit change reactions (i.e., relationship quality), change frequency, and change consequences (i.e., task performance and organizational citizenship behavior (OCB)) during continuous incremental organizational change at lower hierarchical levels. In a sample of 251 employees and their 78 managers, analyses revealed that the quality of relationships between leaders and employees mediated the influence of transformational leadership on employee task performance and OCB. We also found that change frequency moderated the positive association of relationship quality with task performance and OCB, such that associations were stronger when change frequency was high. Copyright © 2012 John Wiley & Sons, Ltd.
Purpose
This paper develops and tests a model depicting the drivers of organizational leaders' intentions to use social media for in‐bound customer communications in a political marketing context. This model improves practitioners and researchers understanding of what influence leaders' attitudes and intentions toward using social media to enhance marketing communications.
Design/methodology/approach
The paper uses mediated OLS regression analysis with survey data collected from a national sample of political candidates running for the US House of Representatives in 2010.
Findings
Overall satisfaction with social media for marketing communications and customers' normative expectations that organizations use social media for marketing communications drive leaders' future intentions to use social media for in‐bound customer communications. Perceived ease of use, and perceived social media usefulness for in‐bound and out‐bound customer communications drive overall satisfaction with social media for marketing communications.
Research limitations/implications
Leaders support social media as a tool to enhance marketing communications if they perceive relevant social influence and technical applicability. Whereas we find empirical support of our model in a US political context, future research should test our model in other cultural and organizational contexts.
Originality/value
This paper addresses a gap between what research addresses in regards to new media and what is happing in practice. This paper adds to the body of research in marketing and other disciplines that explains the integration and use of social media for marketing communications.
Purpose
– There is considerable debate among academics and business practitioners on the value of the use of social networking by organizational members. Some, fearing presenteeism (i.e. being at the workplace but working below peak capacity), claim that the use of social networking sites by organizational members is a waste of time, while others believe it leads to improvements in job performance, partly due to employees’ successful efforts to balance work‐life realms. This paper aims to inform this debate by examining the use of social networking sites by organizational members and its effect on job satisfaction, organizational commitment, and job performance.
Design/methodology/approach
– The exploratory study is based on a survey of 193 employees, focusing on the following constructs: social networking site use intensity, perceived job satisfaction, perceived organizational commitment, and job performance. The authors’ proposed model was evaluated using variance‐based structural equation modeling (SEM), a latent variable‐based multivariate technique enabling concurrent estimation of structural and measurement models under nonparametric assumptions. This study used WarpPLS 2.0 to assess both the measurement and the structural model.
Findings
– The results show that social networking site use intensity has a significant positive effect on job performance through the mediation of job satisfaction, and that this mediating effect is itself mediated – in a nested way – via organizational commitment. The findings suggest that social networking site use, rather than causing presenteeism, may be a new way through which employees balance their work‐life realms, in turn benefitting their organizations.Originality/value – To the best of the authors’ knowledge, this is the first study to analyze, in an integrated way, the relationship between those theoretical constructs.
In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
We use the self-concept based theory of leadership and social exchange theory to hypothesize processes linking transformational leadership to follower performance outcomes. Specifically, we hypothesize that (a) transformational leadership relates to followers' work engagement both directly and indirectly through their psychological states, (b) work engagement relates to innovative behavior, (c) innovative behavior relates to task performance, and (d) the work engagement–innovative behavior relationship is moderated by leader–member exchange. Results from a test of these relationships in a sample of employees of a large telecommunication company in China largely support our hypothesized model.
As the use of workplace knowledge economies increases and emerging motivational-state variables such as employee engagement become more widely used, current frameworks of leadership are undergoing changes in perspective and practice. Moreover, while shifts in workplace dynamics have occurred in practice for some time, scholars are now calling for a new perspective of leadership. This article explores the connection between traditional and emerging leadership theories and the motivational-state variable of employee engagement, building toward a conceptual framework proposed for further refinement, discussion, and ultimately testing. A conceptual link between meeting and understanding employee needs, the use of emotional intelligence as a leadership competency, and transformational leadership is examined. Implications for leadership development in research and practice in an HRD context bring this article to a close.
Understanding communication processes is the goal of most communication researchers. Rarely are we satisfied merely ascertaining whether messages have an effect on some outcome of focus in a specific context. Instead, we seek to understand how such effects come to be. What kinds of causal sequences does exposure to a message initiate? What are the causal pathways through which a message exerts its effect? And what role does communication play in the transmission of the effects of other variables over time and space? Numerous communication models attempt to describe the mechanism through which messages or other communication-related variables transmit their effects or intervene between two other variables in a causal model. The communication literature is replete with tests of such models. Over the years, methods used to test such process models have grown in sophistication. An example includes the rise of structural equation modeling (SEM), which allows investigators to examine how well a process model that links some focal variable X to some outcome Y through one or more intervening pathways fits the observed data. Yet frequently, the analytical choices communication researchers make when testing intervening variables models are out of step with advances made in the statistical methods literature. My goal here is to update the field on some of these new advances. While at it, I challenge some conventional wisdom and nudge the field toward a more modern way of thinking about the analysis of intervening variable effects.
Many employers seem to be having a recurring nightmare: a valued employee suddenly decides to leave and go to work for a competitor In today's tight job market, it takes months to fill the position—then more time and money to bring the new hire up to speed. And with the employee in place, what can be done to ensure that this bad dream won't be repeated again—soon?
Purpose
– This paper aims to examine the impact of social networking in the workplace and to assess its use as an effective business tool.
Design/methodology/approach
– The paper examines positive and negative perceptions of social networking in the workplace and provides a critical review of literature in the area. The drivers of, and barriers to, change are explored, and whether the reasons for some organisations prohibiting or restricting social networking in the workplace are well‐founded or corporate suicide. The link between social networking and organisational culture is examined, looking at whether social networking tools are capable of revitalising and reshaping the culture and brand of an organisation, which in turn can lead to better ways of working and increased levels of employee productivity and satisfaction.
Findings
– The findings indicate that the business advantages and benefits of social networking in the workplace are still very much underappreciated and undervalued. Although some organisations across the world have started to implement some of the facets of social networking technology and reap the business benefits, fear, resistance and risk are the opinions that still dominate many organisations.
Originality/value
– The value of social networking technology in the workplace is yet to be determined. This paper addresses gaps in the current literature and demonstrates that the business benefits of social networking far outweigh the negative perceptions that are still predominant in the pre‐millennial generations. The paper highlights that social networking technology can facilitate improved workplace productivity by enhancing the communication and collaboration of employees which aids knowledge transfer and consequently makes organisations more agile. Moreover, social networking can provide enhanced levels of employee satisfaction by reducing the social isolation of teleworkers and making them feel part of organisational culture during long absences from the physical office.