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Remote work arrangement: An investigation on the influence of team’s innovative performance in multinational NGOs in Jordan
Abstract
As the workforce worldwide goes through a transformative shift towards remote work, this paper discusses the positive effects of this quite flexible work arrangement on team’s innovation performance (TIP) in multinational, non-governmental organizations (NGOs). Adopting cross-sectional, quantitative research design, empirical data were collected through a survey of 268 employees of multinational NGOs operating in Jordan. The collected data were, then, analyzed using structural equation modeling. The results of the analysis showed that remote work has significant, positive effects on TIP in NGOs. Of the various remote work features investigated, spatial flexibility has the highest effect. The study results contribute to the ongoing discourse on the future of the work styles and have implications for leaders, policymakers, and practitioners who seek promoting innovation in multinational NGOs.
... An employee's ability to handle these challenges and keep up bonds with the job and colleagues can directly affect job satisfaction (Sadiq et al., 2022). Spatial flexibility has a very significant positive effect on team innovation performance among multinational NGOs in Jordan (Alserhan et al., 2024). ...
The recent health crisis has caused a wide acceptance of remote work, allowing employees to engage in work-from-home arrangements. Many scholars have studied this phenomenon, concentrating mostly on governmental and profit-making institutions, ignoring non-governmental institutions. This paper tries to bridge this gap by delving into employee narratives on remote work within the context of non governmental organizations. Using a single case study methodology, the researchers conducted in-depth interviews with 14 employees from five South Asia and Pacific countries. Findings revealed six emerging themes: (a) work-life integration, (b) employee wellbeing and engagement, (c) organizational context, (d) challenges and opportunities, (e) organizational performance, and (f) technology and infrastructure. Remote work has completely changed the office environment, presenting fresh prospects and obstacles. Non-governmental organizations must invest in technology, support employees, and promote collaboration to establish a sustainable remote work environment.
... Meanwhile, Valentine (2014) discovered that EE makes a significant contribution to the productivity and performance of an organisation, the employee retention and the outcomes for customers. So, with the engagement of employees, they can be more productive and that, in time, results in positive impacts for business (Alserhan et al., 2024;Cawe, 2006). Moreover, employees that are engaged with an organisation have been found to be 87% less of a likeliness to leave that organisation, and that shows that engaged employees lead to significant improvements in organisational performance and productivity (Grobbelaar, 2021). ...
The research aims to explore the role of Electronic Human Resources Management on employee performance through employee engagement. The present research's population included all Jordanian Service and Public Administration Commission employees. The data was collection through a questionnaire that was administered for the study Population. 262 questionnaires collected from employees working in Service and Public Administration Commission in Jordan valid for statistics. The analysis of the data was undertaken through the use of SEM (structural equation modelling). The results showed that E-HRM has a direct impact on employee performance and employee engagement. Consequently, the indication from the results was that a significant role in mediation within the effect that E-HRM had upon employee performance been played by employee engagement. The conclusion reached was that transformation of the public sector through implementation of technological HRM methods fosters employee engagement, with that being a key driver for the alignment of employee behaviors for the achievement of high levels of employee performance.
... Instrument: Authentic Leadership Questionnaire (ALQ): Copyright. The third part focused on hospital performance and included six dimensions (Clinical quality (four items), Process orientation (nine items), Workforce conditions (three items), Patient satisfaction (four items), Financial performance (three items), and Operational efficiency (four items) [34,35,36,37,38,39,40,41]. ...
This study's objective is developing and creating an active interaction between real and theoretical results of the opinion of 100 advanced level of clinical leader against the hospital performance by using high advanced mathematical model. Primary data were collected by one of the most famous and global questionnaires for the authentic leadership with systematic interview, from the top level of clinical leaders in one of the most important university hospitals in Jordan, from August-October 2019. The system represents the input variable, Transparency, Moral/Ethical, Balanced Processing, Self-Awareness, and hospital performance as production. identification system basis on the actual results to estimate the effects of Transparency (tr), Moral/Ethical (et), Balanced Processing (bp), Self-Awareness (sa) on the hospital performance were 69.25%, 82.05%, 67.65% and 99.35%, respectively. The proposed mathematical model has a high accuracy to represent all the active parameters of the system and optimize the conditions to produce high outcomes. The proposed mathematical model depends on experimental results have a real state to optimize the active input variables of tr, et, bp and sa to be equal 89.77%, 83.01%, 91% and 81.05% respectively to have optimum results 93.7%. Scientific studies are needed to satisfy the results of this survey using this dynamic technique.
Purpose: The aim of this study is to evaluate how remote work affects workers’ productivity in the Saudi financial sector. It tries to analyze the interrelation of workers’ productivity when working remotely with job satisfaction and work management. Moreover, the paper tries to shed light and reflect widely on the cons and pros of remote work. Theoretical Framework: Remote work is one of the digital transformation consequences, it is a new form of work that allows workers to work away from the employer’s primary workplace. The framework of the study is adopted from the association of workers productivity with (1) working remotely, (2) job satisfaction and (3) remote work management. This framework aims to provide the magnitude of these three variables on the productivity of workers in the Saudi financial sector. Research Methodology: Primary data collected by conducting a survey, which covers a sample consisting of 1270 respondents from banks, financial, and insurance companies in Saudi Arabia. Secondary data is obtained from previous scientific studies, official reports issued by the Saudi Central Bank (SAMA), and other related international institutions. Findings: The Results of the descriptive and inferential analysis showed that there is a positive effect and association of workers’ productivity by job satisfaction, remote work, and work management during working remotely. As workers in the financial sector feel satisfied with their job due to remote work, their productivity increases. Analysis of remote work advantages revealed that remote work raises the sense of responsibility of staff, promoting self-censorship. Moreover, remote work contributes to balance in work and life, serenity, and enhances the psychological and physical comfort of the employee, consequently, it increases workers’ productivity. While physical isolation, lack of communication between co-workers, and low levels of learning due to limited direct contact between colleagues and clients can also challenge building social relationships at work and negatively affect the workers ‘productivity. Research, Practical & Social implications: This study can be generalized and undertaken to improve the application of remote work as a new pattern of work in the financial sector, benefiting from its advantages and tackling its drawbacks. Moreover, design work strategies and restructure the work policies to include the remote work beside the traditional presentism work. In addition to introduce new management system compatible for remote work and specialized training programs, ensuring efficient communication to enhance employee productivity. Originality/value: This study addresses an important contemporary issue in the field of work and productivity, remote work. It is a pioneer empirical study which focused on the linkage between remote work and workers productivity in the Saudi financial sector. It presents comprehensive conceptional framework and literature review and provides empirical results and policy implications for decision makers in the Saudi financial sector and related sectors.
This article aims to present an approach to enhance the firm performance of SMEs by understanding the dynamics between the elements of the transformational leadership style of the CEO and the agility of the supply network. The business environment among SMEs is marked by fierce rivalry, quick change, and tremendous instability. While an agile supply chain is seen as a winning option for manufacturing SMEs, a transformational leadership style of the CEO can be a source of competitive advantage to improve their performance. Thus, an attempt has been made to integrate transformational leadership and supply chain agility elements and delineate their structural relationship using the total interpretive structural modeling method. Results indicate that transformational leaders drive agile initiatives in the supply chain by setting and communicating a vision, encouraging supply chain members to think of innovative solutions for problems, and mentoring them individually to achieve high-performance standards. These practices will make the team members put in extra effort to accomplish the task, thereby establishing a committed and flexible workforce. Conclusions are drawn, and implications are discussed for enhancing firm performance.
Remote working refers to a working model in which employees can pursue work tasks outside the organization due to the use of technology. Several research papers showed that different assumptions are linked to remote work because of the flexibility and autonomy granted to employees when working remotely or from home. This review consistently aims to describe remote work’s role in employees’ well-being and performance. Using the Preferred Reporting Items for Systematic reviews and Meta-analyses (PRISMA) guidelines, 20 peer-reviewed papers published from 2010 until 2021 were selected for this review. Findings showed various and mixed consequences on employees’ performance and well-being. Specifically, remote working affects employees’ perceptions about themselves and their workplaces and contributes to their physical and mental health, particularly regarding work-life balance. Managerial implications for remote working implementation will be discussed in the paper.
The increasing diffusion of remote working puts organizational control in the foreground. As employees work at a distance from traditional offices and/or are geographically dispersed, companies are called upon to influence their willingness to act in accordance with a company's vision, values, and objectives. To date, a comprehensive understanding of how organizational control is implied in remote work arrangements (RWAs) is still lacking. To fill this gap, a research synthesis—that is, a systematic review of 131 studies that empirically investigated this issue—is carried on. The analysis is not limited to direct forms of control (e.g., output control) but also includes managerial practices as well as actions enacted by employees that influence the dynamics of control, acting as indirect levers of control. Findings were presented and discussed in relation to five “control domains”: control systems, supervisory management styles, trusting relationships, organizational identification, and work identity in RWAs.
Popular representations of remote work often depict it as a flexible, technologically feasible, and family-friendly work arrangement. Have the images of remote working as a desirable work arrangement been challenged by the COVID-19 pandemic? What have we learned from the widespread involuntary remote work imposed on many employees during this time? To answer these questions, we analysed 40 recent empirical studies that examined work-life balance while working from home during the pandemic. Our analysis was informed by the person-environment fit theory and complemented by literature reviews on remote work conducted prior to the pandemic. We found four themes representing misfits between desirable expectations and the undesirable realities of remote work: (1) flextime vs. work intensity, (2) flexplace vs. space limitation, (3) technologically-feasible work arrangementvs. technostress and isolation, and (4) family-friendly work arrangement vs. housework and care intensity. We highlight the important role HRD practitioners can play in assisting employees to achieve a fit between their expectations and experiences of remote work.
This paper aims to discuss modern approaches to assess discriminant validity in the context of structural equation modeling via partial least squares (PLS-SEM). It illustrates the application of these approaches using the WarpPLS 7.0 software. The Fornell-Larcker criterion, cross-loadings method, heterotrait-monotrait (HTMT) ratio, and full collinearity test have been discussed in this paper. A step-by-step guide is provided to assess discriminant validity using these four tests in WarpPLS 7.0. The first three criteria are applicable for reflective constructs, while the full collinearity test can be applied for both reflective and formative constructs. In different social science disciplines, a combination of reflective and formative constructs is a common practice, therefore reporting the full collinearity test for the assessment of discriminant validity can be an advantage.
Self-managing teams are popular but they can only benefit team performance if their members are competent to navigate within self-managing systems. Based on a systematic literature search on self-managing, self-directing, and self-leading teams, we reviewed 84 studies related to KSAOs and traits in self-managing teams. Grounded on existing models of team effectiveness and individual KSAOs, we integrated all findings into one KSAO model and showed the relations of single KSAOs with team performance. The results resembled other KSAO frameworks but were more comprehensive and provided practical application and future research guidance, for example, studying team compositions of individual KSAOs.
Factor analysis is particularly suitable to extract few factors from the large number of related variables to a more manageable number, prior to using them in other analysis such as multiple regression or multivariate analysis of variance. It can be beneficial in developing of a questionnaire. Sometimes adding more statements in the questionnaire fail to give clear understanding of the variables. With the help of factor analysis, irrelevant questions can be removed from the final questionnaire. This study proposed a factor analysis to identify the factors underlying the variables of a questionnaire to measure tourist satisfaction. In this study, Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett’s test of Sphericity are used to assess the factorability of the data. Determinant score is calculated to examine the multicollinearity among the variables. To determine the number of factors to be extracted, Kaiser’s Criterion and Scree test are examined. Varimax orthogonal factor rotation method is applied to minimize the number of variables that have high loadings on each factor. The internal consistency is confirmed by calculating Cronbach’s alpha and component reliability to test the instrument accuracy. The convergent validity is established when average variance extracted is greater than or equal to 0.5. The results have revealed that the factor analysis not only allows detecting irrelevant items but will also allow extracting the valuable factors from the data set of a questionnaire survey. The application of factor analysis for questionnaire evaluation provides very valuable inputs to the decision makers to focus on few important factors rather than a large number of parameters.
Keywords: factor analysis, Kaiser-Meyer-Olkin, Bartlett’s test of Sphericity, determinant score, Kaiser’s criterion, Scree test, Varimax
Discriminant validity was originally presented as a set of empirical criteria that can be assessed from multitrait-multimethod (MTMM) matrices. Because datasets used by applied researchers rarely lend themselves to MTMM analysis, the need to assess discriminant validity in empirical research has led to the introduction of numerous techniques, some of which have been introduced in an ad hoc manner and without rigorous methodological support. We review various definitions of and techniques for assessing discriminant validity and provide a generalized definition of discriminant validity based on the correlation between two measures after measurement error has been considered. We then review techniques that have been proposed for discriminant validity assessment, demonstrating some problems and equivalencies of these techniques that have gone unnoticed by prior research. After conducting Monte Carlo simulations that compare the techniques, we present techniques called CICFA(sys) and 𝜒2(sys) that applied researchers can use to assess discriminant validity.
The chi square goodness-of-fit test is among the oldest known statistical tests, first proposed by Pearson in 1900 for the multinomial distribution. It has been in use in many fields ever since. However, various studies have shown that when applied to data from a continuous distribution it is generally inferior to other methods such as the Kolmogorov-Smirnov or Anderson-Darling tests. However, the performance, that is the power, of the chi square test depends crucially on the way the data is binned. In this paper we describe a method that automatically finds a binning that is very good against a specific alternative. We show that then the chi square test is generally competitive and sometimes even superior to other standard tests.
This study introduces the statistical theory of using the Standardized Root Mean Squared Error (SRMR) to test close fit in ordinal factor analysis. We also compare the accuracy of confidence intervals (CIs) and tests of close fit based on the SRMR with those obtained based on the Root Mean Squared Error of Approximation (RMSEA). The current (biased) implementation for the RMSEA never rejects that a model fits closely when data are binary and almost invariably rejects the model in large samples if data consist of five categories. The unbiased RMSEA produces better rejection rates, but it is only accurate enough when the number of variables is small and the degree of misfit is small. In contrast, across all simulated conditions, the tests of close fit based on the SRMR yield acceptable type I error rates. SRMR tests of close fit are also more powerful than those using the unbiased RMSEA.
The cross-sectional research design, especially when used with self-report surveys, is held in low esteem despite its widespread use. It is generally accepted that the longitudinal design offers considerable advantages and should be preferred due to its ability to shed light on causal connections. In this paper, I will argue that the ability of the longitudinal design to reflect causality has been overstated and that it offers limited advantages over the cross-sectional design in most cases in which it is used. The nature of causal inference from a philosophy of science perspective is used to illustrate how cross-sectional designs can provide evidence for relationships among variables and can be used to rule out many potential alternative explanations for those relationships. Strategies for optimizing the use of cross-sectional designs are noted, including the inclusion of control variables to rule out spurious relationships, the addition of alternative sources of data, and the incorporation of experimental methods. Best practice advice is offered for the use of both cross-sectional and longitudinal designs, as well as for authors writing and for reviewers evaluating papers that report results of cross-sectional studies.
Purpose
Based on two dominant perspectives, team climate and knowledge integration, on team innovation, this study aims to propose a moderated mediation model to examine the interactive effect of inter-team trust and goal clarity on team innovation through knowledge inflows into a team. Considering the two perspectives at the same time will provide a more complete picture on our understanding on team innovation.
Design/methodology/approach
The research model is tested on 150 retail teams of a large apparel firm. Data are collected from two separate surveys, one to store managers and one to store staff members. Moderation mediation regression analysis is conducted on the survey data.
Findings
The regression analysis identified both a positive direct effect of goal clarity on innovation, and a negative moderating effect of goal clarity on the mediation of knowledge inflows between inter-team trust and innovation. In other words, inter-team trust is positively related to team innovation through knowledge inflows when goal clarity is low.
Originality/value
In this study, the authors identify an indirect and negative role of goal clarity on team innovation, and examine the mechanism and boundary of inter-team trust on team innovation. Managers are advised to foster a trusting environment and be aware of cognitive bias in their teams so that their teams can be more innovative.
The lockdown of the Covid-19 pandemic has forced millions of workers to experiment with new forms of remote work using digital devices in unexpected ways. Many researchers have described this mass experience above all from the point of view of the advantages and disadvantages for the company and of the positive and negative aspects for the worker. But the changes in technology and organization associated with remote work have not been examined in depth. This article studies technological and organizational changes and their connection with the autonomy and participation of workers. From the qualitative investigations of five cases it emerges that in fact remote work has allowed a partial increase in autonomy and a consequent development of teamwork. It was perceived as a growth in the direct participation of workers which in turn has strengthened innovation. However, differences emerged between the companies. In cases of low level of innovation, team development has remained within the functional areas and technological innovation has concerned the communication platforms and improvements in existing systems. Instead, in cases of high level of innovation, the teams have developed the cross-functional dimension and the use of 4.0 technologies has been intensified.
Purpose
In order to explore the role of enterprise social network (ESN), this study examines how the different dimensions of ESN use – within teams and across teams – facilitate knowledge acquisition in organizations and how knowledge acquisition, in turn, impacts exploitative and exploratory innovation performance.
Design/methodology/approach
This study applied the survey approach to collect a valid sample of 150 Chinese companies that had innovation activities and were using ESN. The partial least squares (PLS) technique was used for data analysis to test the research model and hypotheses.
Findings
ESN use within teams has a positive impact on knowledge depth and knowledge breadth, and ESN use across teams has a positive impact on knowledge depth. Knowledge depth and knowledge breadth are both beneficial for innovation performance. The two types of ESN use have different impacts on knowledge depth and knowledge breadth; moreover, knowledge depth and knowledge breadth have different impacts on innovation performance. Specifically, the impacts of ESN use within teams and across teams on exploitative innovation performance are mediated by knowledge depth; the impact of ESN use within teams on exploratory innovation performance is mediated by knowledge breadth.
Originality/value
This paper can enhance the understanding of the importance of ESN use and ESN's role in facilitating knowledge acquisition and innovation performance.
The Problem
The COVID-19 pandemic caused many workers to move from brick and mortar buildings to virtual/remote environments. This created situations in which workers were forced to not only work virtually, but to work alone. The lack of physical contact with others has the potential to stifle efforts to remain engaged and consequently impede career development and progress.
The Solution
Virtual mentoring is essential for providing emotional support, creating opportunities for dialogue, helping employees discover a balance between work and life, implementing a reward system, and enhancing an overall sense of well-being and belongingness for employees working in virtual/remote environments. Self-efficacy, a component of social learning theory, is a useful concept to study virtual/remote workers who often become self-empowered and rely on their own cognitive abilities to perform in a virtual/remote environment to ensure successful career outcomes.
The Stakeholders
HRD professionals, managers, supervisors, and others involved in ensuring that workers are engaged, supported, and continuously building skills while working virtually.
Composite reliability, or coefficient omega, can be estimated using structural equation modeling. Composite reliability is usually estimated under the basic independent clusters model of confirmatory factor analysis (ICM-CFA). However, due to the existence of cross-loadings, the model fit of the exploratory structural equation model (ESEM) is often found to be substantially better than that of ICM-CFA. The present study first illustrated the method used to estimate composite reliability under ESEM and then compared the difference between ESEM and ICM-CFA in terms of composite reliability estimation under various indicators per factor, target factor loadings, cross-loadings, and sample sizes. The results showed no apparent difference in using ESEM or ICM-CFA for estimating composite reliability, and the rotation type did not affect the composite reliability estimates generated by ESEM. An empirical example was given as further proof of the results of the simulation studies. Based on the present study, we suggest that if the model fit of ESEM (regardless of the utilized rotation criteria) is acceptable but that of ICM-CFA is not, the composite reliability estimates based on the above two models should be similar. If the target factor loadings are relatively small, researchers should increase the number of indicators per factor or increase the sample size.
A range of indicators, such as the average variance extracted (AVE), is commonly used to validate constructs. In statistics, AVE is a measure of the amount of variance that is captured by a construct in relation to the amount of variance due to measurement error. These conventional indices are formed by factor loadings resulting from estimated least squares or maximum likelihood regressions. Thus, a new proposition that provides new factor loadings may result in a more informative AVE index. Consequently, this study consists of the improvement of the index by using adaptive regressions. A Monte Carlo simulation study was performed considering different numbers of outliers generated by distributions with symmetry deviations and excess kurtosis and sample sizes defined as n = 50, 100, and 200. The conclusion was that, in formative structural models, the adaptive linear regression (ALR) method showed good efficiency for correctly specified models. The results obtained from the ALR method for models with specification errors showed low efficiency, as expected.
Purpose
The Covid-19 pandemic has affected most organisations' workplaces and productivity. Organisations have had to make provision for staff to operate remotely following the implementation of lockdown regulations around the world, because the pandemic has led to restrictions on movement and the temporary closure of workplace premises. The purpose of this paper is to provide insights from remote workers' experiences in South Africa about immediate conversion from the normal workplace environment to working remotely from home. The structuration theory was adopted to understand the social structural challenges experienced by staff working from home.
Design/methodology/approach
Data were collected using a Web-based survey, administered when the Covid-19 pandemic resulted in movement restrictions, using the judgemental sampling technique.
Findings
The results are presented using both external and internal features that are linked to the social structures experienced by remote workers who participated in the survey. The key findings indicate that despite the positive aspects of remote working using advances in technology, there are also negative aspects and risks attached to remote working such as work overload and pressures to perform timeously. This can pose severe threats to workers' routines and lifestyle, and the lack of interaction can impinge on their health and general well-being.
Research limitations/implications
The online survey was carried out with first-time remote workers who were the target for the study. Some respondents may have had an affinity for remote working because of the novelty. The sample size may not be generalised, as the collected sample is moderately small, although the purpose of the paper was to report on a small sample size, given the rapidity of the study.
Practical implications
The paper seeks to highlight social structures that exist in South Africa, which accentuate the resource divide for remote workers. Also, the paper aims to encourage organisations (employers) to better understand challenges that workers encountered while working from their homes during the Covid-19 pandemic lockdown restrictions.
Originality/value
The relevance of this paper is in its contribution to the structuration theory and remote working literature, as well as to the study of these topics in the context of South Africa.
Transformations in the institutional environment and advances in technological infrastructures have led to a rise in remote work with implications for local environments. While there is significant literature on the social and spatial effects of telecommuting, the growth of remote work warrants a holistic analysis of its specific implications for local economic and community life. Drawing on interviews with representatives of 22 firms in one state, this exploratory study examines how locational factors drive firms’ remote work utilization. Together with an analysis of interviews with 12 remote employees, it also examines how remote work arrangements are modifying firms' and employees' connections to the local environment. The firm interviews indicate that remote work is increasingly utilized as a strategy to overcome regional talent acquisition challenges. The analysis reveals that remote work utilization can rework or attenuate the local economic and social linkages of remote-utilizing firms and remote employees. These findings suggest that the dynamics of remote work in local environments entail processes of disembedding and reembedding moderated by organizational and contextual factors. By situating questions and findings in relation to local contexts, this study details how firm dynamics and work-life patterns associated with remote work introduce opportunities and challenges for community and economic development efforts.
This is an essential how-to guide on the application of structural equation modeling (SEM) techniques with the AMOS software, focusing on the practical applications of both simple and advanced topics.
Written in an easy-to-understand conversational style, the book covers everything from data collection and screening to confirmatory factor analysis, structural model analysis, mediation, moderation, and more advanced topics such as mixture modeling, censored date, and non-recursive models. Through step-by-step instructions, screen shots, and suggested guidelines for reporting, Collier cuts through abstract definitional perspectives to give insight on how to actually run analysis. Unlike other SEM books, the examples used will often start in SPSS and then transition to AMOS so that the reader can have full confidence in running the analysis from beginning to end. Best practices are also included on topics like how to determine if your SEM model is formative or reflective, making it not just an explanation of SEM topics, but a guide for researchers on how to develop a strong methodology while studying their respective phenomenon of interest.
With a focus on practical applications of both basic and advanced topics, and with detailed work-through examples throughout, this book is ideal for experienced researchers and beginners across the behavioral and social sciences.
This paper conceptualizes psychological safety as an organizational level phenomenon, and proposes that an organizational climate for psychological safety is positively related to SMEs' innovation performance and innovation capabilities. These hypotheses are tested on data from Norwegian SMEs. The results demonstrate that psychological safety is positively associated with SMEs' innovation performance, and positively related to product-, process-, service-, and business model innovation capabilities. Furthermore, an organizational climate for psychological safety is particularly important for enhancing a firm’s radical innovative capability, while environmental dynamism is found to moderate the effect of psychological safety. The results support the relevance of psychological safety at the firm level of analysis.
Confirmatory factor analysis (CFA) has historically been used to develop and improve reflectively measured constructs based on the domain sampling model. Compared to CFA, confirmatory composite analysis (CCA) is a recently proposed alternative approach applied to confirm measurement models when using partial least squares structural equation modeling (PLS-SEM). CCA is a series of steps executed with PLS-SEM to confirm both reflective and formative measurement models of established measures that are being updated or adapted to a different context. CCA is also useful for developing new measures. Finally, CCA offers several advantages over other approaches for confirming measurement models consisting of linear composites.
This research examines the performance of the previously proposed cutoff values of alternative fit indices (i.e., change in comparative fit index [[Formula: see text]], change in Tucker–Lewis index [[Formula: see text]], and change in root mean squared error of approximation [[Formula: see text]]) to evaluate measurement invariance for exploratory structural equation modeling (ESEM) models with simulated data. It is important to revisit these cutoff values because they were used widely in validity studies utilizing ESEM models to evaluate measurement invariance for ordinal indicators, but in fact, these cutoff values were developed under confirmatory factor analysis models with continuous indicators. Results of this study show that different cutoff values of [Formula: see text], [Formula: see text], and [Formula: see text] should be used for ESEM models with ordinal indicators. Evaluation of partial invariance for ESEM models is also discussed.
In today's complex and rapidly changing business environment, team innovation is increasingly critical to the survival and success of organizations. Although the relevant literature highlights the importance of leadership in team innovation, previous studies have mainly focused on transformational leadership and have yielded inconsistent results. To address this void, this study integrates the goal-setting theory into the input-process-output framework and proposes a moderated mediation model to examine the relationship between inclusive leadership and team innovation. The results of hierarchical regression analysis from two survey-based field studies in China demonstrated that team voice mediated the relationship between inclusive leadership and team innovation and performance pressure moderated the direct relationship between inclusive leadership and team voice as well as the indirect relationship between inclusive leadership and team innovation via team voice such that the relationships were stronger when performance pressure was high.
The Moderating Role of Generation in the Relationship Between Remote Working and Employee Performance. Doctoral dissertation
- M Abou Abdallah
Abou Abdallah, M. (2022). The Moderating Role of Generation in the Relationship Between Remote Working and Employee
Performance. Doctoral dissertation, Lebanese American University, Beirut: Lebanon.
Understanding work behaviors in remote work environments during the COVID-19 pandemic: Transaction cost theory perspective
- X Chen
- W H Hung
Chen, X., & Hung, W. H. (2022). Understanding work behaviors in remote work environments during the COVID-19 pandemic: Transaction cost theory perspective. In International Conference on Electronic Business (ICEB) (pp. 13-17), Bangkok: Thailand.
Investigating measurement invariance using confirmatory factor analysis
- K F Widaman
- M Olivera-Aguilar
Widaman, K. F., & Olivera-Aguilar, M. (2023). Investigating measurement invariance using confirmatory factor analysis. In
RickHoyle (Ed) Handbook of Structural Equation Modeling (pp. 367-384), Guilford Press, New York: United States.